Nurses’ well‐being and implications for human resource management: A systematic literature review

Xiao, Qijie; Cooke, Fang Lee; Chen, Lanlan

doi:10.1111/ijmr.12295

Cited by 24 publications

(32 citation statements)

References 124 publications

(224 reference statements)

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“… 53 , 54 They have encouraged healthcare organisations to implement a well-being-oriented HRM by investing in nursing staff, providing engaging work, improving the voice of nurses, creating nursing-friendly work environments, and offering many forms of support related to their work – such as introducing a bonus system or rewarding. 43 , 44 The study of the relationship between the quality of professional life and the organizational involvement of paramedical personnel in emergency medical systems in Iran during the COVID-19 pandemic was also addressed in the study by Mohsen Aminizadeha et al 53 It was mainly frontline healthcare workers who were at increased risk of developing health problems during the COVID-19 pandemic, which resulted in psychological problems, including post-traumatic stress disorder, in addition to physical illnesses. These issues have been presented in detail by Ali Sahebi and others.…”

Section: Discussionmentioning

confidence: 99%

“…Issues related to holistic assessment affecting the well-being of healthcare personnel, mainly nurses, have been raised by Xiao et al 43,52 They have adopted different perspectives to identify a process in which human resource management (HRM) oriented towards well-being will affect the comfort of nurses. In particular, to help nurses cope with professional Risk Management and Healthcare Policy 2023:16 https://doi.org/10.2147/RMHP.S388185 DovePress 37 burnout and heavy workloads, which increased dramatically during the Covid-19 pandemic.…”

Section: Discussionmentioning

confidence: 99%

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Human Resource Management as an Area of Changes in a Healthcare Institution

Hampel¹,

Hajduová²

2023

RMHP

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Purpose The underlying objective of the paper was to investigate the areas that require changes in human resource management in healthcare institutions. The practical objective of the study was to formulate recommendations targeted at the management staff of a healthcare institution, which allow to increase the adaptability and development capacity of medical personnel with the use of appropriate instruments and methods of human resource management. Patients and Methods The quantitative research was conducted among 652 patients using the services of primary health care clinics located in the Silesian province in Poland, in 2019. The share of women in the research sample was 61%, and men - 39%. 11% of the respondents were students, 27% - people of retirement age, and 62% were economically active. An anonymous survey questionnaire was used. Calculations were performed using Statistica software. Mann–Whitney U -test and correlation analysis using Gamma (Γ) coefficients were used. Results The results of the empirical research showed that the respondents positively assessed most of the examined elements (over 70% of positive opinions). Negative opinions did not exceed the error threshold and amounted up to 5%. The presented results allowed to conclude that the expectations and preferences of patients should be constantly monitored, have an impact on the management of medical personnel and imply introducing changes in the weakest areas. Conclusion The conducted research made it possible to identify the needs and expectations of patients and to develop possible solutions to improve human resource management in healthcare entities. In order to improve the operating conditions of the clinic, managers should constantly monitor patient satisfaction and, if necessary, introduce changes to raise service standards. This will allow early detection of shortcomings and the introduction of necessary changes in the clinic.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Human Resource Management as an Area of Changes in a Healthcare Institution

Hampel¹,

Hajduová²

2023

RMHP

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“…, 2022). Further, Xiao et al . (2022) called for advancing research by examining which HR practices might improve healthcare professionals' well-being, and claimed the need to identity theories that explain how HR practices improve employees' well-being.…”

Section: Literature Review and Development Of Hypothesesmentioning

confidence: 96%

Human resource management, quality of patient care and burnout during the pandemic: a job demands-resources approach

Salas‐Vallina

Herrera

Rofcanın

2023

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PurposeBased on the job-demands resources model, this study examines the potential of human resource management practices to simultaneously improve physicians' burnout and quality of patient care during the COVID-19 pandemic.Design/methodology/approachDrawing on a sample of 499 physicians working in specialised medical units, structural equation models through PLS-SEM was used to check the proposed hypotheses.FindingsThe results show that human resource management can reduce physicians' burnout and increase quality of patient care by considering job demands and job resources as mediators. In addition, this study suggests that burnout and quality of patient care can be improved simultaneously.Research limitations/implicationsThis research is focused on healthcare, which opens important opportunities to extend the proposed model in other public and private industries.Practical implicationsManagers need to understand that fostering well-being among employees is crucial for human resource management and impacts positively on employee performance.Originality/valueThis study offers a double mediation process whereby job demands and job resources are key underlying mechanisms through which human resource management practices reduce burnout and improve performance in a compatible way.

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“…Conversely, low levels of trust in work environments can result in higher levels of stress, increased conflicts, absenteeism, turnover, and lower standards of care [ 4 ]. Regarding manager and employee relationships, high levels of trust in the leader can result in positive employee outcomes such as well-being [ 3 , 12 ], social integration, improved relationships and communication at work [ 4 , 12 ], job satisfaction [ 4 , 10 , 12 ], work-life balance [ 12 ], increased retention [ 13 ], better performance, organizational culture, and behavior [ 3 ], reduced competitive attitudes [ 4 ], adjustment, openness, organizational commitment [ 4 ], and work engagement [ 8 , 10 ]. Overall, high levels of trust in work environments and manager-employee relationships are associated with positive outcomes for both individuals and organizations.…”

Section: Introductionmentioning

confidence: 99%

Cultural Adaptation and Psychometric Properties of the Trust Me Scale—Italian Version: A Validation Study

et al. 2023

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Background: The Trust Me Scale is a widely used instrument to measure trust in healthcare providers. However, no Italian version of the scale exists yet, limiting its use in Italian-speaking populations. The aim of this study is to translate and validate the Trust Me Scale for use in Italian-speaking populations in nurses and nurse managers. Methods: The translation process involved methodological steps of collaborative and iterative translation with cultural adaptation. The validation process included a cross-sectional study enrolling a convenience sample of 683 nurses and 188 nurse managers who completed the Italian version of the Trust Me Scale and measures of intention to leave, satisfaction, and organizational commitment. Results: Item 5 was removed for poor factor loading, and items 11 and 13 were removed following an a priori strategy focused on deleting items with correlations between residual variables different than expected based on theoretical expectations derived from previous research. The final model fit well to sample statistics with a three-factor structure (harmony, reliability, and concern) and 13 items. A multiple-indicator multiple-cause model showed a measurement invariance between nurses and nurse coordinators. Construct validity was also supported by the evidence that the measured domains of trust align with the theoretical expectations and are related to the intention to leave, job satisfaction, and organizational commitment. Each dimension showed adequate scale reliability. Conclusions: The Italian version of the Trust Me Scale is a valid and reliable instrument to measure trust in nurses and nurse managers in Italian-speaking contexts. It can be used for research in nursing and leadership and evaluation of interventions aimed at improving trust in healthcare contexts.

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Nurses’ well‐being and implications for human resource management: A systematic literature review

Cited by 24 publications

References 124 publications

Human Resource Management as an Area of Changes in a Healthcare Institution

Human Resource Management as an Area of Changes in a Healthcare Institution

Human resource management, quality of patient care and burnout during the pandemic: a job demands-resources approach

Cultural Adaptation and Psychometric Properties of the Trust Me Scale—Italian Version: A Validation Study

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