Implementation and Evaluation of Self-Scheduling in a Hospital System

Abstract

Inflexible work schedules affect job satisfaction and influence nurse turnover. Job satisfaction is a significant predictor of nurse retention. Acute care hospitals report that job satisfaction is influenced by autonomy and educational opportunity. This project discusses implementation of computer-based self-scheduling in a hospital system and its impact. It is important for staff development educators to be aware that self-scheduling may play a key role in autonomy, professional development, turnover, and hospital costs.

Systematic review: What is the impact of self‐scheduling on the patient, nurse and organization?

“…The remaining five descriptive studies (Hawkins & Sutton, 1991; Miller, 1984, 1992; Teahan, 1998; Wright et al., 2017) all reported a decrease in turnover, except for two out of four wards in the study of Wright et al. (2017).…”

“…Psychosocial factors were reported by seven studies and all the results were descriptive in nature. Three studies reported an increase in staff's perception of autonomy and empowerment since the introduction of self‐scheduling (Miller, 1984; Teahan, 1998; Wright et al., 2017), although, according to Pryce et al. (2006), some employees also felt insecure and uncomfortable with the increased responsibility linked to self‐scheduling.…”

“…Our review identified seven articles addressing professional development as an outcome, including only descriptive results. Five studies identified an increased awareness by the employees into how the department operated (Miller, 1984; Pryce et al., 2006; Richmond & Greenhill, 2003; Teahan, 1998; Wright et al., 2017). Two studies reported no impact on professional growth (Hensinger et al., 1993; Miller, 1992), although the manager did document a change in this area in the study of Miller (1992).…”

“…Psychosocial factors were reported by seven studies and all the results were descriptive in nature. Three studies reported an increase in staff's perception of autonomy and empowerment since the introduction of self-scheduling (Miller, 1984;Teahan, 1998;Wright et al, 2017), although, according to Pryce et al (2006), some employees also felt insecure and uncomfortable with the increased responsibility linked to self-scheduling. In addition, while Vetter et al (2001) found that self-scheduling was perceived as fair and equitable by the staff, a study by Silvestro and Silvestro (2000) showed a perceived inequity between employees because the junior staff were given considerably less discretion over shift allocations than senior staff nurses.…”

“…Six studies described turnover, of which the only explanatory study could not identify any differences or trends in turnover (Kullberg et al, 2016). The remaining five descriptive studies (Hawkins & Sutton, 1991;Miller, 1984Miller, , 1992Teahan, 1998;Wright et al, 2017) all reported a decrease in turnover, except for two out of four wards in the study of Wright et al (2017).…”