Essential elements of the nursing practice environment in nursing homes: Psychometric evaluation

Brouwer, Brigitte Johanna Maria de; Kaljouw, Marian; Schoonhoven, Lisette; Achterberg, Theo van

doi:10.1111/opn.12137

Cited by 7 publications

(8 citation statements)

References 19 publications

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“…Factors that related to a supportive practice environment of RNs included being involved in facility affairs and decision-making, having a supportive manager, and having adequate resources (e.g., be adequately staffed to spend enough time with residents). In a study conducted in Dutch nursing homes, which measured the practice environment with the Essentials of Magnetism II © instrument, the researchers concluded that all measured elements of magnetism (e.g., having clinically competent peers, collaborative nurse-physician relationship, having clinical autonomy, receiving manager support, having control over nursing practice) could be considered relevant for the nursing home setting (de Brouwer et al, 2017). Our findings are in line with both studies, suggesting that in addition to focusing on the particular roles of RNs in nursing homes, it is also important to invest in the practice environment.…”

Section: Discussionmentioning

confidence: 99%

How to Position, Attract and Retain Registered Nurses in Nursing Homes: A Qualitative, Explorative Study

Backhaus

Jochem

Reijnders-Paffen

et al. 2021

Journal of Long Term Care

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In most countries, registered nurse retention and role development in nursing homes is a challenge. Objective: To obtain insight into factors contributing to successful retention of registered nurses in nursing homes and into how to differentiate the role of vocationally trained registered nurses and baccalaureate-educated registered nurses. Method: A qualitative, descriptive, explorative study. In June 2019, World Café was held, a method for hosting group dialogs, in which direct care professionals, managers, human resources employees, and teachers participated. A theme-based content analysis was used to analyze data. Findings: Identified factors expected to contribute to retention were role clarity, role content, role model availability, room for professional development, learning on the job, a match between education and actual work, management and board-level support, adequate salaries, and a positive image of working in nursing homes. Vocationally trained registered nurses were considered to perform a key role resident care by serving as case managers. Baccalaureate-educated registered nurses were considered to focus on indirect care (e.g., coaching staff, stimulating evidence-based practices, implementing innovations). Limitations: Due to the limited sample size and the qualitative, explorative nature of the study, findings can only be generalized with caution. Implications: To refine registered nurse roles in nursing homes, it seems crucial to rethink the current roles and hierarchies. Even though management and human resources departments are considered responsible for contributing to role clarity and the creation of supportive practice environments, the registered nurses themselves are also expected to come up with their role.

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Section: Discussionmentioning

confidence: 99%

How to Position, Attract and Retain Registered Nurses in Nursing Homes: A Qualitative, Explorative Study

Backhaus

Jochem

Reijnders-Paffen

et al. 2021

Journal of Long Term Care

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“…The original scale contains 11 items. Previous research indicated that the original scale had an acceptable Cronbach Alpha of 0.70, but contained two to three factors (Brouwer et al, 2014;Brouwer, Kaljouw, Schoonhoven, & Achterberg, 2017). The selected four items measure clinical autonomy in terms of perceived limited freedom to make care-related decisions.…”

Section: Methodsmentioning

confidence: 99%

Nurses’ experience of individual, group-based, and professional autonomy

Both-Nwabuwe¹,

Lips‐Wiersma

Dijkstra³

et al. 2019

Nursing Outlook

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Background: Autonomy and meaningful work (MW) have both been positively related to work satisfaction for nurses, however, the relationship between the various forms of autonomy and MW is unclear. Both autonomy and MW are complex concepts, and it is important to understand how different forms of autonomy, such as individual, professional, and perceived group-based autonomy, influence different dimensions of MW such as Expressing Full Potential and Service to Others. It is critical to fully understand the autonomy/MW relationship, because this knowledge can serve as a basis for developing effective and efficient interventions. Purpose: The purpose of this paper is to better understand the relationship between autonomy and MW by examining the autonomyÀMW framework. Methods: Multilevel analyses using data from 510 nurses nested within four organizational divisions from three health care organizations were conducted. The Comprehensive Meaningful Works Scale was used to measure multiple dimensions of MW. Findings: Our study demonstrated that individual and professional autonomy have significant positive relationships with six of the seven MW dimensions. Perceived group autonomy has significant positive, though weak, relationships with two dimensions of MW. Discussion: Our results show that different forms of autonomy relate differently to the dimensions of MW and as such demonstrate that the relationship between autonomy and MW is not a simple inputÀoutput relationship. Our results show partial support for the autonomyÀMW framework. Health care organizations that want to cultivate MW should not automatically implement autonomous teams but rather understand that a combination of autonomy practices could lead to MW.

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“…Specifically, White and colleagues (2008) addressed supportive relationships, which focused on friends and family, but did not include the relationships between residents and staff in their Person-Directed Care Measure [ 27 ]. Other tools have incorporated items on the staff–resident relationship [ 20 , 22 , 23 ], further strengthening the importance for inclusion. Table 2 provides an overview of supporting references for the items [ 21 , 29 , 30 , 31 , 32 , 33 , 34 , 35 ].…”

Section: Methodsmentioning

confidence: 99%

“…A literature search revealed additional assessment tools specific to long-term care/nursing homes ( Table 1 ) [ 15 , 16 , 17 , 18 , 19 , 20 , 21 , 22 , 23 , 24 , 25 , 26 ]. Despite the availability of these instruments, some overall concerns must be noted.…”

Section: Introductionmentioning

confidence: 99%

“…The instruments vary in the PCC dimensions measured, number of items, the intended user (i.e., resident, staff, facility), method of administration (i.e., interview, observation, questionnaire), and are designed for residents with different diagnoses (i.e., dementia, communication disorders). For example, the number of dimensions varies from measuring one very detailed construct (i.e., person-centered communication) to eight different constructs [ 23 , 25 , 27 ]. Furthermore, most tools appear to be used in isolation, suggesting that researchers prefer to use their own tool to address outcomes specific to the research question under investigation.…”

Section: Introductionmentioning

confidence: 99%

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Psychometric Evaluation of the Team Member Perspectives of Person-Centered Care (TM-PCC) Survey for Long-Term Care Homes

Boscart

Davey²,

Ploeg

et al. 2018

Healthcare

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Person-centered care (PCC) is fundamental for providing high-quality care in long-term care homes. This study aimed to evaluate the psychometric properties of an 11-item Team Member Perspectives of Person-Centered Care (TM-PCC) survey, adapted from White and colleagues (2008). In a cross-sectional study, 461 staff from four long-term care homes in Ontario, Canada, completed the TM-PCC. Construct validity and internal consistency of the TM-PCC were examined with a principal component analysis and Cronbach’s alpha coefficient. Findings revealed a three-component structure with factor 1, Supporting Social Relationships; factor 2, Familiarity with Residents’ Preferences; and factor 3, Meaningful Resident–Staff Relationships. The TM-PCC, as compared to the original survey, presented with less components (i.e., did not address Resident Autonomy, Personhood, Comfort, Work with Residents, Personal Environment, and Management Structure), yet included one new component (Meaningful Resident–Staff Relationships). The TM-PCC has a similar internal consistency (Cronbach’s alpha coefficient 0.82 vs. White et al. 0.74–0.91). The TM-PCC can be used to assess PCC from the staff’s perspective in long-term care homes.

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Essential elements of the nursing practice environment in nursing homes: Psychometric evaluation

Abstract: The valid subscales of the Essentials of Magnetism II instrument can be used to design excellent nursing practice environments that support nurses' delivery of care. Before using the entire instrument, however, the other subscales have to be improved.

Cited by 7 publications

References 19 publications

How to Position, Attract and Retain Registered Nurses in Nursing Homes: A Qualitative, Explorative Study

How to Position, Attract and Retain Registered Nurses in Nursing Homes: A Qualitative, Explorative Study

Nurses’ experience of individual, group-based, and professional autonomy

Psychometric Evaluation of the Team Member Perspectives of Person-Centered Care (TM-PCC) Survey for Long-Term Care Homes

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