Issues of Attraction and Retention of Nurses: Job Control, Time and Work-Family Issues

Tremblay, Diane‐Gabrielle

doi:10.4236/jhrss.2021.94033

Cited by 3 publications

(5 citation statements)

References 28 publications

(21 reference statements)

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“…Therefore, such a structural disempowerment might result in reduced subjective P‐E fit 25 amongst nurses, where they may be reassigned to positions in other departments against their will, in roles in which they may not feel comfortable or experienced enough, and which do not necessarily correspond to their work preferences. This adds to their general impression of lacking time to provide quality care to each individual, and to the increasingly unpredictable work schedules which are disturbing their work‐life balance 36 . Structural disempowerment may thus affect nurse outcomes through the J D‐R motivational pathway, 37 where nurses who do not find meaning and opportunities for growth in their job may become disengaged and eventually leave.…”

Section: Discussionmentioning

confidence: 99%

“…This adds to their general impression of lacking time to provide quality care to each individual, and to the increasingly unpredictable work schedules which are disturbing their work-life balance. 36 Structural disempowerment may thus affect nurse outcomes through the J D-R motivational pathway, 37 where nurses who do not find meaning and opportunities for growth in their job may become disengaged and eventually leave. In this way nurses may experience reduced psychological empowerment, which is the meaning, competence and self-determination experienced It is also likely to affect nurses through the health impairment pathway, 37 with new job demands for harmonisation and adaptation, and increased psychological costs associated with a more complex work environment (i.e., change fatigue, 26 ).…”

Section: Structural Disempowermentmentioning

confidence: 99%

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Nurses' work experiences 5 years after hospital merger in the province of Quebec/Canada—An exploratory qualitative study

Nogues,

Tremblay

2023

Health Planning & Management

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In recent years, healthcare organisations in North America have undergone major structural changes. In particular, the province of Quebec in Canada adopted a reform in 2015 which led to the merging of healthcare organisations into centralised regional administrations (the ‘CISSS’). As research indicates negative impacts of mergers on patient outcomes and difficulties for the nursing work group in particular, the present paper aims to answer calls for more research about the long‐term effects of major organisational changes on nurses' professional practice and well‐being. We used an exploratory qualitative research design and report on data collected from 42 nursing professionals, ranging from clinical nurses, nurse practitioners, to head nurses and nursing advisors. Drawing on the job demands‐resources model and the person‐environment fit theory, our findings yield three main conclusions regarding the state of nursing practice 5 years after the 2015 reform: (1) emergence of a new demand for work harmonisation; (2) growing gaps in the nursing practice environment across departments; (3) evidence of a structural disempowerment of the nursing practice in healthcare organisations. There is hope that a vast project for practice harmonisation initiated and led by local senior nursing advisors will bring about positive outcomes for the nursing practice, and nurses' overall working conditions in the province.

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Section: Discussionmentioning

confidence: 99%

Section: Structural Disempowermentmentioning

confidence: 99%

Nurses' work experiences 5 years after hospital merger in the province of Quebec/Canada—An exploratory qualitative study

Nogues,

Tremblay

2023

Health Planning & Management

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“…These facets have been recognized as pivotal factors during nurses' collective bargaining endeavors in Québec over the years [8]. They have consistently surfaced in literature and media discussions as significant sources of dissatisfaction contributing to the ongoing challenge of attracting and retaining nurses, spanning even a decade [3].…”

Section: Problem Statement and Research Questionsmentioning

confidence: 99%

“…However, this does not apply to nurses, who instead experienced greater difficulties during the pandemic, amid a labor shortage and parenthood. Employers demonstrated adaptability, as reported by numerous employees, which facilitated work-family balance within that specific context [3] [34] [35]. However, it's important to acknowledge that the situation might have varied within the healthcare sector, which experienced significant strain during the pandemic.…”

Section: Work-family Reconciliation In Québecmentioning

confidence: 99%

“…In recent years, concerns related to work-family balance, work control, and autonomy have emerged as pivotal issues within the nursing profession in Canada, prompting early exits from the field, often occurring within just five years of graduation [3]. Early retirements also persist as a formidable challenge across various healthcare occupations, compelling organizations to seek strategies for retaining their workforce [11] [12].…”

Section: Introductionmentioning

confidence: 99%

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How can we increase attraction and retention of nurses? A research with young nurses

Tremblay,

Lanoix

2023

OJN

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The persistent challenges in attracting and retaining a diverse healthcare workforce, with a specific focus on nurses, have become increasingly pronounced in recent years. These hurdles have been exacerbated by a growing difficulty in retaining young nurses, thereby exacerbating labor shortages driven by demographic shifts and the retirement of experienced nursing professionals. While most research efforts have concentrated on the broader issue of nurse retention, our study is centered on a specific demographicyoung nurses. Our research endeavors to shed light on the unique challenges faced by young nurses through a qualitative survey involving nursing students who are simultaneously employed. We seek to discern the multifaceted obstacles they encounter in both their academic environment and the healthcare organizations where they work. While certain challenges are linked to course organization, examinations, and the time required for studying, our respondents overwhelmingly emphasize the pivotal role of the work environment in facilitating the harmonization of work, family, and educational commitments. This reconciliation is achieved through measures such as flexible working arrangements and the efficient organization of nursing duties. The primary objective of our research is to provide insights into how these diverse challenges can be effectively addressed and how a range of measures can significantly contribute to the attraction and retention of nursing students, as well as the long-term retention of nurses within the healthcare system. Our recommendations are intended to be of practical use to a wide array of stakeholders, including academic institutions, particularly colleges and universities offering nursing programs, as well as hospitals, clinics, and other healthcare institutions that hire nurses. By collaboratively addressing these challenges and implementing the recommended measures, we aim to fortify the healthcare workforce and ensure the continued provision of quality care to patients.

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From Chosen to Forced: A Qualitative Exploration of Nurses’ Experiences With Overtime

Nogues,

Tremblay

2023

Employ Respons Rights J

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Issues of Attraction and Retention of Nurses: Job Control, Time and Work-Family Issues

Cited by 3 publications

References 28 publications

Nurses' work experiences 5 years after hospital merger in the province of Quebec/Canada—An exploratory qualitative study

Nurses' work experiences 5 years after hospital merger in the province of Quebec/Canada—An exploratory qualitative study

How can we increase attraction and retention of nurses? A research with young nurses

From Chosen to Forced: A Qualitative Exploration of Nurses’ Experiences With Overtime

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