Job demands, job resources, and work engagement among South African nurses

Patience, Mercia Gerida; Braine, Roslyn De; Dhanpat, Nelesh

doi:10.1080/14330237.2020.1821315

Cited by 16 publications

(15 citation statements)

References 68 publications

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“…There is a crucial role of an organisation to look after certain factors such as job characteristics, organisational support and innovation to develop the job engagement and job satisfaction of their nurses (Brimhall, 2019;Lee et al, 2019;Saks, 2019). Job satisfaction and engagement can also be fostered by promoting the following factors and processes: inspirational leadership, collegial mentoring, camaraderie, rewards and incentives, and the ascription of importance to personal and professional growth (Akinwale & George, 2020;Mukaihata et al, 2019;Patience et al, 2020). Moreover, organisational policy training has been found to enhance job engagement among nurses (Yousef et al, 2020).…”

Section: Implications For Nursing Managementmentioning

confidence: 99%

Job engagement and satisfaction are associated with nurse caring behaviours: A cross‐sectional study

Labrague

2021

J Nurs Manag

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Caring behaviours are central to nursing practice. It is the act of caring that identifies the uniqueness of the profession and its distinct character from the other. Compelling evidence suggests that nurse caring behaviours are related to increased patient recovery (Lindberg et al., 2016;Yau et al., 2019), high patient satisfaction (Abdullah et al., 2017;Calong Calong & Soriano, 2018), improved quality of care and reduced occurrences of missed nursing care (Labrague, De los Santos, et al., 2020). Conceptually, there are two different types of caring behaviours: instrumental and expressive caring behaviours (Labrague et al., 2017; Romero-Martin et al., 2019). Instrumental caring behaviours draw upon the physical and technical skills of nurses. Such behaviours exemplify the expertise of a nurse. For example, they may implement independent and dependent nurse interventions, such as providing direct patient care at the bedside, administering medication and manipulating medical equipment, and engage in task-oriented activities. Papastavrou et al. (2012) have observed that most patients value nurses who are technically skilled and professionally competent in care provision. In contrast, expressive caring behaviours refer to the psycho-socio-emotive behaviours that nurses exhibit when they provide care to patients (Romero-Martin et al., 2019). The expressive nature of caring is

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Section: Implications For Nursing Managementmentioning

confidence: 99%

Job engagement and satisfaction are associated with nurse caring behaviours: A cross‐sectional study

Labrague

2021

J Nurs Manag

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“…In nursing, high job demands have been identified as arising from inadequate staffing levels on hospital wards, the physical effects of shift-work and the emotional demands of dealing with sick and dying patients (Broetje et al, 2020; Havaei et al, 2021; Patience et al, 2020). Nurses can also experience verbal aggression and sexual harassment from patients and their relatives on hospital wards.…”

Section: Job Demands and Resources Nurses And Covid-19mentioning

confidence: 99%

“…They further include employees’ perceptions of organisational justice and access to fair remuneration (Bakker and Demerouti, 2017; McVicar, 2016). Additionally, organisational job resources for nurses include participation in decision-making regarding patient care, their ability to have control over their work schedules and opportunities for career advancement (Patience et al, 2020).…”

Section: Job Demands and Resources Nurses And Covid-19mentioning

confidence: 99%

“…Nurses who received valued job resources from hospital managers have been found to be more successful in coping with the additional job demands caused by COVID-19. Nurses in South Africa who received high quality support from hospital supervisors when caring for COVID-19 patients experienced enhanced levels of work engagement and reciprocated by demonstrating increased organisational commitment (Patience et al, 2020). Nurses who received high levels of support from other nurses, their families and from the public in South Africa during the pandemic also experienced reduced levels of anxiety and depression and increased levels of professional pride (Patience et al, 2020).…”

Section: Job Demands and Resources Nurses And Covid-19mentioning

confidence: 99%

“…The provision of job resources by hospital managers and nursing supervisors had the potential to mitigate nurses’ high job demands (Patience et al, 2020). Many nurses, however, experienced limited organisational support from hospital managers prior to the COVID-19 pandemic.…”

Section: Job Resources Personal Resources and Resiliencementioning

confidence: 99%

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COVID-19 and job demands and resources experienced by nurses in Sri Lanka

Wanninayake

O’Donnell

Williamson

2022

Econ. labour relat. rev.

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Sri Lanka has a history of successfully managing communicable diseases by utilising its extensive public healthcare network of community clinics and public hospitals. This article makes use of Job Demands-Resources theory (JD-R) to examine the impact of COVID-19 on nurses’ working conditions in public and private hospitals in Sri Lanka. Prior to the COVID-19 pandemic, nurses’ job demands on public hospital wards included long working hours, limited workplace autonomy, minimal medical resources and high workloads caused by understaffing. Private hospital nurses experienced pressure from patients and their families to provide them with discounts on medical bills. Nurses allocated to work on COVID-19 wards experienced additional physical job demands from wearing personal protective equipment (PPE) for lengthy periods on hospital wards in a humid climate. Nurses on COVID-19 wards also experienced increased anxiety that they could transmit the disease to family members. While nurses experienced job resources such as social support from nursing supervisors and other nurses, they reported receiving minimal training in the provision of healthcare to COVID-19 patients. This combination of high job demands and low job resources increased the levels of exhaustion and mental distress experienced by many nurses working on COVID-19 hospital wards. JEL codes H51, H54, J24, J45, O15

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