Factors influencing job valuation: a comparative study of critical care and non-critical care nurses

Chaboyer, Wendy; Najman, Jake M.; Dunn, Sandra

doi:10.1016/s0020-7489(00)00052-3

Cited by 46 publications

(31 citation statements)

References 37 publications

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“…The issue of independent or autonomous practice within the inter‐professional team in ICU is therefore important to examine. Some studies have suggested that critical care nurses have less autonomy than their counterparts on the ward, as the environment in which they practise is medically dominated (Charboyer et al. 2001, Coombs 2003).…”

Section: Discussionmentioning

confidence: 99%

Workforce profile, organisation structure and role responsibility for ventilation and weaning practices in Australia and New Zealand intensive care units

Rose

Nelson²,

Johnston³

et al. 2008

Journal of Clinical Nursing

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The results of this survey suggest, within the ANZ context, nurses participate actively in ventilation and weaning decisions. In addition, the results support an association between the education profile and skill-mix of nurses and the level of collaborative practice in ICU. Relevance to clinical practice. Mechanical ventilation may result in significant complications if not applied appropriately. Collaborative practice that encourages nursing input into decision-making may improve patient outcomes and reduce complications.

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Section: Discussionmentioning

confidence: 99%

Workforce profile, organisation structure and role responsibility for ventilation and weaning practices in Australia and New Zealand intensive care units

Rose

Nelson²,

Johnston³

et al. 2008

Journal of Clinical Nursing

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“…) and therefore offer a better way to study the relation between role and self‐construal; and (ii) non‐acute settings give nurses more autonomy (emphasizing the importance of both independence and interdependence), compared with acute ones (Chaboyer et al . ).…”

Section: The Studymentioning

confidence: 97%

The self‐construal of nurses and doctors: beliefs on interdependence and independence in the care of older people

Voyer

Reader

2013

Journal of Advanced Nursing

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“…It has been shown that leaders express their TFL behaviors within a personal, dynamic relational exchange context (Wang, Law, Hackett, Wang, & Chen, 2005). Therefore, formation of this relationship between noncritical care SNs and NMs may be explained by the common knowledge and the data presented in Table 3, which indicates that noncritical care units are more likely to be staffed by less experienced nurses (e.g., new graduates) than critical care units (Chaboyen, Najman, & Dunn, 2001). By virtue of the NMs' engagement in teaching and coaching, key behavioral elements of TFL leadership, and developing SNs' clinical competence, noncritical care SNs may have the propensity to rate their NMs more favorably on the dimensions of TFL leadership.…”

Section: Discussionmentioning

confidence: 96%

Elaboration of Leadership and Culture in High-Performing Nursing Units of Hospitals as Perceived by Staff Nurses

Casida

Crane²,

Walker³

et al. 2012

Res Theory Nurs Pract

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The leadership-culture phenomenon, a known explanatory construct for organizational performance, is understudied in nursing. Building on our previous work, we further addressed this knowledge gap through explorations of demographics and hospital variables which may have a significant influence on staff nurses' (SNs) perceptions of their nurse managers' (NMs) leadership and nursing unit culture. Furthermore, we explored the extent to which the NMs' leadership predicted specific cultures which typify nursing unit effectiveness. Using dissertation data provided by278 SNs, we found that SNs educated at the baccalaureate level or higher had favorable perceptions of their nursing unit performance and viewed their NMs' leadership differently than the SNs with diploma or associate degrees. The frequent portrayals of transformational (TFL) leadership behaviors (e.g., visionary) by the NMs were paramount in shaping culture traits which exemplify high performance outcomes. TFL leaders were more likely to shape unit cultures which are flexible and adaptive to the environmental challenges within and outside the nursing unit. Thus, the type of NMs' leadership and unit culture may provide an added value in explaining the performance level in patient care units which consequently affects the overall hospital/organizational outcomes. Implications for research and leadership practices are presented.

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Factors influencing job valuation: a comparative study of critical care and non-critical care nurses

Cited by 46 publications

References 37 publications

Workforce profile, organisation structure and role responsibility for ventilation and weaning practices in Australia and New Zealand intensive care units

Workforce profile, organisation structure and role responsibility for ventilation and weaning practices in Australia and New Zealand intensive care units

The self‐construal of nurses and doctors: beliefs on interdependence and independence in the care of older people

Elaboration of Leadership and Culture in High-Performing Nursing Units of Hospitals as Perceived by Staff Nurses

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