Investigation of the working conditions of nurses in public hospitals on the basis of nurse-friendly hospital criteria

Er, Fatma; Sökmen, Serap

doi:10.1016/j.ijnss.2018.01.001

Cited by 22 publications

(44 citation statements)

References 11 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The strongest positive hospital organizational characteristic was the presence of adequate support services, which give nurses more time for patient care, which is supported by other studies . This is mandated in hospitals as a result of quality and accreditation initiatives …”

Section: Discussionsupporting

confidence: 66%

“…An orientation program for newly employed nurses is a positive hospital organizational characteristic . An orientation program helps nurses to become acquainted with the hospital organizational characteristics and work environments more easily and realistically.…”

Section: Discussionmentioning

confidence: 99%

“…An orientation program helps nurses to become acquainted with the hospital organizational characteristics and work environments more easily and realistically. It will also prevent or decrease “work shock.”…”

Section: Discussionmentioning

confidence: 99%

“…The title of “Magnet hospital” has become a coveted honor which attracts nurses and patients . These hospitals are patient‐ and nurse‐friendly and have positive hospital organizational characteristics and work environments.…”

Section: Literature Reviewmentioning

confidence: 99%

“…As part of the effort to improve patient safety and care quality, nursing and hospital leaders and administrators should promote organizational characteristics and work environments, with a major focus on the Magnet designation. These hospitals attract nurses by having positive hospital organizational characteristics and healthy work environments and, in turn, have positive nurse, patient, and organizational outcomes …”

Section: Introductionmentioning

confidence: 99%

See 4 more Smart Citations

Nurses’ views on hospital organizational characteristics

Mrayyan

2019

Nurs Forum

View full text Add to dashboard Cite

Background Positive organizational characteristics are conducive to healthy work environments. Hospitals with positive organizational characteristics and healthy work environments attract nurses. In turn, positive organizational characteristics and healthy work environments in hospitals will result in positive nurse, patient, and organizational outcomes. Aim The aim of this study was to assess hospital organizational characteristics from the viewpoint of registered nurses (RNs) in the country of Jordan. Methods The researcher used a survey method to conduct the study; the Revised Nursing Work Index (NWI‐R) was used to collect data, utilizing a convenience sample of 308 RNs with a total response rate of 75%. Findings The strongest positive hospital organizational characteristic was the presence of adequate support services which allow nurses to spend time with their patients. The strongest negative hospital organizational characteristics were the nursing delivery systems—particularly in primary nursing where they result in nurses having to do things that are against their nursing judgment—and the limited opportunities and freedom over many aspects of nursing care and unit/ward decisions. Conclusions Positive hospital organizational characteristics should be maintained because these produce positive nurse, patient, and organizational outcomes. Fostering a positive hospital organizational environment is a continuous effort. The results have implications for practice, research, and education.

show abstract

Section: Discussionsupporting

confidence: 66%

Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Nurses’ views on hospital organizational characteristics

Mrayyan

2019

Nurs Forum

View full text Add to dashboard Cite

show abstract

Registered nurses' perceptions of their roles in medical‐surgical units: A qualitative study

2022

View full text Add to dashboard Cite

Aim The aim of this study was to gain insight into the perception of nurses about their roles in medical‐surgical units. Background As a result of ever‐changing work environments, medical‐surgical nurses find it difficult to know and practice according to the full scope of their roles. Design A qualitative descriptive study. Methods Semi‐structured individual interviews were conducted with 21 nurses on three campuses of a large tertiary care hospital located in Quebec, Canada. Thematic analysis was used to construe meaning from the interviews. This research adheres to the Standards for Reporting Qualitative Research guidelines and checklist. Results The data analysis resulted in three main themes: (i) confusion in nurses' roles and scope of practice; (ii) challenges in the continuity of care and (iii) factors affecting the roles of nurses in medical‐surgical units. Conclusion Attention must be paid to the care continuum as it represents a critical element for surgical patients' quality and safety of care. Relevance to clinical practice Medical‐surgical nurses should understand their roles and the factors that limit their full scope of practice in order to provide and manage complex care situations. Additionally, an interdisciplinary approach is a strategy that may better respond to patients' clinical needs across the surgical journey.

show abstract

Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses

Lyu

Zheng

et al. 2019

International Journal of Nursing Sciences

View full text Add to dashboard Cite

Objective This study aims to determine the mediating effects of psychological empowerment on abusive supervision and turnover intention as perceived by nurses to provide information to change the status of nurse turnover. Methods A cross-sectional survey (a questionnaire examining perceptions of abusive supervision, measurement of psychological empowerment, and questionnaire for turnover intention) was used to collect data. A total of 1127 clinical nurses, who were recruited through convenience sampling, participated in the survey. Results Nurses’ average perceived abusive supervision, psychological empowerment, and turnover intention scores were 1.62 ± 0.95, 3.24 ± 0.83, and 14.17 ± 3.78, respectively. Psychological empowerment was found to mediate the relationship between abusive supervision and turnover intention ( P < 0.01). Turnover intention tends to be stronger and psychological empowerment reduced when nurse managers adopt an abusive leadership style. Conclusions Nurses' psychological empowerment is an intermediary variable that predicts the relationship between abusive supervision and turnover intention. Nurse managers should manage abusive supervision to increase nurses’ psychological empowerment and decrease turnover intention.

show abstract

Investigation of the working conditions of nurses in public hospitals on the basis of nurse-friendly hospital criteria

Cited by 22 publications

References 11 publications

Nurses’ views on hospital organizational characteristics

Nurses’ views on hospital organizational characteristics

Registered nurses' perceptions of their roles in medical‐surgical units: A qualitative study

Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses

Contact Info

Product

Resources

About