Impact of 12h shift patterns in nursing: A scoping review

Harris, Ruth; Sims, Sarah; Parr, Jenny; Davies, Nigel

doi:10.1016/j.ijnurstu.2014.10.014

Cited by 55 publications

(59 citation statements)

References 94 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The present finding of increased disabling LBP associated with a night shift of 16 hr or longer calls for an appropriate design of shift schedules. We have to consider multiple characteristics of shift schedules, in addition to shift duration [Ferguson et al, 2012;Harris et al, 2015]. Extension of a night shift would be allowed as long as a variety of conditions inside and outside the workplace are optimized [Knauth, 2007].…”

Section: Discussionmentioning

confidence: 99%

Disabling low back pain associated with night shift duration: sleep problems as a potentiator

Takahashi

Matsudaira

Shimazu

2015

American J Industrial Med

View full text Add to dashboard Cite

show abstract

Section: Discussionmentioning

confidence: 99%

Disabling low back pain associated with night shift duration: sleep problems as a potentiator

Takahashi

Matsudaira

Shimazu

2015

American J Industrial Med

View full text Add to dashboard Cite

show abstract

“…Although alternative work arrangements are neither new to the nursing profession nor to the nursing literature, nursing scholars tend to focus their work on alternative work arrangements in relation to issues such as cost and health outcomes (Maenhout & Vanhoucke, ; Xue, Chappel, Freund, Aiken, & Noyes, ). This focus exposes a significant knowledge gap in the nuances of nursing shift work (Dall’Ora, Ball, Recio‐Saucedo, & Griffiths, ; Harris, Sims, Parr, & Davies, ; Rodwell & Fernando, ), particularly on nurses' motivations for choosing different work arrangements and the practical consequences for nurse management. Hence, this article offers a typology to explain this organizational phenomenon in the nursing profession and concludes with an applied recommendation for nurse managers.…”

Section: Studymentioning

confidence: 99%

“…Without such options, nurse managers oftentimes must multitask between supervisory and clinical roles when their units are direly understaffed (Kossek et al, ); the prioritization of patient care is necessary yet it can also draw nurse managers away from their managerial tasks. Although such real‐time staffing changes are a common phenomenon, scholars note the paucity of research on the employment of temporary nurses and the implications of nursing shift work (Dall’Ora et al, ; Harris et al, ; Rodwell & Fernando, ; Simpson & Simpson, ). This knowledge gap limits scholars' capacity to discuss practical managerial consequences of the rise in alternative work arrangements.…”

Section: Introductionmentioning

confidence: 99%

How do nurse managers describe clinical nurses' work arrangements? A qualitative study

Gan

2019

Nursing Open

View full text Add to dashboard Cite

AimThe researcher sought to understand how nurse managers describe nurses in alternative work arrangements.DesignThe researcher conducted this study using grounded theory.MethodSemi‐structured interviews. A theoretical sample of 26 baccalaureate‐prepared nurse managers located across the United States participated in the study.ResultsA typology of five work arrangements provides descriptors that contribute toward greater conceptual clarity on nurses' work arrangements. The data reveal that the typology is fluid because nurses can easily switch across work arrangements. Because the rise in alternative work arrangements means that nurses can leave permanent positions—or explore different work arrangements—when circumstances permit or necessitate, nurses who do not receive continued mentoring will likely bring their deficiencies in skill and/or knowledge to facilities where they find future employment. Hence, inadequate mentoring at the unit level has practical consequences for the quality of patient care at the institutional level.

show abstract

“…The review concluded that the evidence of any clear effect of 12-h shifts is inconsistent in outcomes and study design [26]. …”

Section: Introductionmentioning

confidence: 99%

Cross-sectional examination of the association between shift length and hospital nurses job satisfaction and nurse reported quality measures

et al. 2017

View full text Add to dashboard Cite

BackgroundTwenty-four hour nursing care involves shift work including 12-h shifts. England is unusual in deploying a mix of shift patterns. International evidence on the effects of such shifts is growing. A secondary analysis of data collected in England exploring outcomes with 12-h shifts examined the association between shift length, job satisfaction, scheduling flexibility, care quality, patient safety, and care left undone.MethodsData were collected from a questionnaire survey of nurses in a sample of English hospitals, conducted as part of the RN4CAST study, an EU 7th Framework funded study. The sample comprised 31 NHS acute hospital Trusts from 401 wards, in 46 acute hospital sites. Descriptive analysis included frequencies, percentages and mean scores by shift length, working beyond contracted hours and day or night shift. Multi-level regression models established statistical associations between shift length and nurse self-reported measures.ResultsSeventy-four percent (1898) of nurses worked a day shift and 26% (670) a night shift. Most Trusts had a mixture of shifts lengths. Self-reported quality of care was higher amongst nurses working ≤8 h (15.9%) compared to those working longer hours (20.0 to 21.1%). The odds of poor quality care were 1.64 times higher for nurses working ≥12 h (OR = 1.64, 95% CI 1.18–2.28, p = 0.003).Mean ‘care left undone’ scores varied by shift length: 3.85 (≤8 h), 3.72 (8.01–10.00 h), 3.80 (10.01–11.99 h) and were highest amongst those working ≥12 h (4.23) (p < 0.001). The rate of care left undone was 1.13 times higher for nurses working ≥12 h (RR = 1.13, 95% CI 1.06–1.20, p < 0.001).Job dissatisfaction was higher the longer the shift length: 42.9% (≥12 h (OR = 1.51, 95% CI 1.17–1.95, p = .001); 35.1% (≤8 h) 45.0% (8.01–10.00 h), 39.5% (10.01–11.99 h).ConclusionsOur findings add to the growing international body of evidence reporting that ≥12 shifts are associated with poor ratings of quality of care and higher rates of care left undone. Future research should focus on how 12-h shifts can be optimised to minimise potential risks.

show abstract

Impact of 12h shift patterns in nursing: A scoping review

Cited by 55 publications

References 94 publications

Disabling low back pain associated with night shift duration: sleep problems as a potentiator

Disabling low back pain associated with night shift duration: sleep problems as a potentiator

How do nurse managers describe clinical nurses' work arrangements? A qualitative study

Cross-sectional examination of the association between shift length and hospital nurses job satisfaction and nurse reported quality measures

Contact Info

Product

Resources

About