Impacts of unit‐level nurse practice environment and burnout on nurse‐reported outcomes: a multilevel modelling approach

Bogaert, Peter Van; Clarke, Sean P.; Roelant, Ella; Meulemans, Herman; Heyning, Paul Van de

doi:10.1111/j.1365-2702.2009.03128.x

Cited by 183 publications

(207 citation statements)

References 51 publications

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“…Autonomy of practice is an important aspect of job satisfaction. [2,3,24] It has however been reported worldwide to be actively discouraged by employers [23] and this could be the reason the nurses did not perceive satisfaction with autonomy of practice. The scope of practice as guided by the nursing council of Kenya also discourages nurses from being able to control their own work and having control of their decisions.…”

Section: Subscales Correlationsmentioning

confidence: 99%

“…Findings in the western countries indicate that the most satisfying factors for nurses are relationships with peers and physicians. [3] The need for professional relationships for the nurse practitioners in USA may be understandably low [3] because of their autonomous way of practice but it is expected that the nurse midwives in Kenya would find the relationships essential since the nursing patient care tasks are dependent on the medical care.…”

Section: Subscales Correlationsmentioning

confidence: 99%

“…The perennial shortage of nurses can be attributed to poor and inefficient working conditions which is a worldwide problem having an impact on the financial performance and efficient operations of an organization and the quality of care delivered to patients. [3] However, this applies to nursing generally and not specifically to nurse midwives and neonatal nurses. This study sought to explore the factors that nurses working in obstetric units associate with their job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

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Factors influencing the job satisfaction of nurses working in obstetric units in public hospitals in Kenya

Kahiga

2017

JNEP

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Introduction: The literature demonstrates that little research has been conducted to explore job satisfaction among nurses working in obstetric units in Kenya. The perception of job satisfaction by nurses is influenced by the environment in which they work. Methods: A cross-sectional survey design was used to carry out the study. The study tools included the work quality index (WQI) and the demographic data questionnaires. Convenience sampling method was. Data were analyzed using the SPSS version 20. The items in the WQI were organized into six subscales and Cronbach's alpha was calculated to obtain the reliability coefficient of each subscale. An independent t-test was used to compare the subscales scores for the male and female participants. ANOVA was conducted to compare the level of satisfaction with the six subscales and the participants' characteristics. Pearson's product-moment correlation coefficient was calculated to assess if there was any relationships, the magnitude and the direction of the relationship between the six subscales. Results: Nurses are most satisfied with the perception that the work associated with their position provides them with the opportunity to be of service to others and least satisfied with receiving enough time to complete indirect patient care tasks. There are no significant differences in the overall level of satisfaction between males and females though males are more satisfied with autonomy of practice and professional role enactment. The six subscales strongly and positively correlate with one another. Conclusions: Nurses working in the obstetric units are relatively dissatisfied with most of the aspects of the work environment. The more educated nurses are less satisfied than less educated nurses. Since all aspects of job satisfaction are interrelated, emphasis should be put on each of them so as to create a satisfying work environment for nurses working in obstetric units.

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Section: Subscales Correlationsmentioning

confidence: 99%

Section: Subscales Correlationsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Factors influencing the job satisfaction of nurses working in obstetric units in public hospitals in Kenya

Kahiga

2017

JNEP

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“…1,2 In healthcare, burnout is thought to contribute to poor outcomes, including worse patient safety, [3][4][5][6][7] and to lower patient satisfaction. [8][9][10] Burned-out employees are more likely to leave their jobs, 1,[11][12][13][14][15] take sick leave, and suffer from depression and relationship problems. [16][17][18] Burnout affects nearly half of all U.S. nurses and physicians, 1,19 and is significantly more prevalent among physicians than in the general U.S. population.…”

Section: Introductionmentioning

confidence: 99%

Using a Single Item to Measure Burnout in Primary Care Staff: A Psychometric Evaluation

et al. 2014

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BACKGROUND: Burnout affects nearly half of all U.S. nurses and physicians, and has been linked to poor outcomes such as worse patient safety. The most common measure of burnout is the well-validated Maslach Burnout Inventory (MBI). However, the MBI is proprietary and carries licensing fees, posing challenges to routine or repeated assessment. OBJECTIVE: To compare a non-proprietary, single-item burnout measure to a single item from the MBI Emotional Exhaustion (MBI:EE) subscale that has been validated as a standalone burnout measure. DESIGN: Cross-sectional online survey. PARTICIPANTS: A sample of primary care providers (PCPs), registered nurses, clinical associates (e.g., licensed practical nurses (LPNs), medical technicians), and administrative clerks in the Veterans Health Administration surveyed in 2012. MAIN METHODS: We compared a validated one-item version of the MBI:EE and a non-proprietary single-item burnout measure used in the Physician Work Life Study. We calculated kappa statistics, sensitivity and specificity, positive predictive (PPV) and negative predictive values (NPV), and area under the receiver operator curve (AUC). We conducted analyses stratified by occupation to determine the stability of the correlation between the two measures. KEY RESULTS: We analyzed responses from 5,404 participants, including 1,769 providers and 1,380 registered nurses. The prevalence of burnout was 36.7 % as measured on the single MBI:EE item and 38.5 % as measured on the non-proprietary single-item measure. Relative to the MBI:EE, the non-proprietary single-item measure had a correlation of 0.79, sensitivity of 83.2 %, specificity of 87.4 %, and AUC of 0.93 (se=0.004). Results were similar when stratified by respondent occupation. CONCLUSIONS: A non-proprietary single-item measure served as a reliable substitute for the MBI:EE across occupations. Because it is non-proprietary and easy to interpret, it has logistical advantages over the one-item MBI.

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“…1,2 Burned-out employees are more likely to leave their jobs, 1,[3][4][5][6][7] take sick leave, and suffer from relationship problems and depression. [8][9][10] Clinician burnout is associated with worse patient safety [11][12][13][14][15] and satisfaction.…”

Section: Introductionmentioning

confidence: 99%

Elements of Team-Based Care in a Patient-Centered Medical Home Are Associated with Lower Burnout Among VA Primary Care Employees

et al. 2014

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BACKGROUND: A high proportion of the US primary care workforce reports burnout, which is associated with negative consequences for clinicians and patients. Many protective factors from burnout are characteristics of patient-centered medical home (PCMH) models, though even positive organizational transformation is often stressful. The existing literature on the effects of PCMH on burnout is limited, with most findings based on small-scale demonstration projects with data collected only among physicians, and the results are mixed. OBJECTIVE: To determine if components of PCMH related to team-based care were associated with lower burnout among primary care team members participating in a national medical home transformation, the VA Patient Aligned Care Team (PACT). DESIGN: Web-based, cross-sectional survey and administrative data from May 2012. PARTICIPANTS: A total of 4,539 VA primary care personnel from 588 VA primary care clinics. MAIN MEASURES: The dependent variable was burnout, and the independent variables were measures of team-based care: team functioning, time spent in huddles, team staffing, delegation of clinical responsibilities, working to top of competency, and collective self-efficacy. We also included administrative measures of workload and patient comorbidity. KEY RESULTS: Overall, 39 % of respondents reported burnout. Participatory decision making (OR 0.65, 95 % CI 0.57, 0.74) and having a fully staffed PACT (OR 0.79, 95 % CI 0.68, 0.93) were associated with lower burnout, while being assigned to a PACT (OR 1.46, 95 % CI 1.11, 1.93), spending time on work someone with less training could do (OR 1.29, 95 % CI 1.07, 1.57) and a stressful, fast-moving work environment (OR 4.33, 95 % CI 3.78, 4.96) were associated with higher burnout. Longer tenure and occupation were also correlated with burnout. CONCLUSIONS: Lower burnout may be achieved by medical home models that are appropriately staffed, emphasize participatory decision making, and increase the proportion of time team members spend working to the top of their competency level.KEY WORDS: patient-centered medical home; burnout; team-based care; organizational change.

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Impacts of unit‐level nurse practice environment and burnout on nurse‐reported outcomes: a multilevel modelling approach

Cited by 183 publications

References 51 publications

Factors influencing the job satisfaction of nurses working in obstetric units in public hospitals in Kenya

Factors influencing the job satisfaction of nurses working in obstetric units in public hospitals in Kenya

Using a Single Item to Measure Burnout in Primary Care Staff: A Psychometric Evaluation

Elements of Team-Based Care in a Patient-Centered Medical Home Are Associated with Lower Burnout Among VA Primary Care Employees

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