Nursing performance under high workload: a diary study on the moderating role of selection, optimization and compensation strategies

Baethge, Anja; Müller, Andreas; Rigotti, Thomas

doi:10.1111/jan.12847

Cited by 40 publications

(58 citation statements)

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“…These feelings could affect not only the individual nurse but also the whole team [44, 50]. A study investigating nursing performance under high workload revealed that certain mechanisms such as selection, optimization and compensation strategies (SOC model) support nurses’ individual decision-making and ability to perform well [9]. The SOC model implicates that nurses use their individual resources more efficiently and adaptively by setting priorities and focus on fewer but most relevant goals, pursue these goals in an optimized way and flexibly apply compensatory means [10].…”

Section: Discussionmentioning

confidence: 99%

Predictors of burnout, work engagement and nurse reported job outcomes and quality of care: a mixed method study

et al. 2017

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BackgroundHigh levels of work-related stress, burnout, job dissatisfaction, and poor health are common within the nursing profession. A comprehensive understanding of nurses’ psychosocial work environment is necessary to respond to complex patients’ needs. The aims of this study were threefold: (1) To retest and confirm two structural equation models exploring associations between practice environment and work characteristics as predictors of burnout (model 1) and engagement (model 2) as well as nurse-reported job outcome and quality of care; (2) To study staff nurses’ and nurse managers’ perceptions and experiences of staff nurses’ workload; (3) To explain and interpret the two models by using the qualitative study findings.MethodThis mixed method study is based on an explanatory sequential study design. We first performed a cross-sectional survey design in two large acute care university hospitals. Secondly, we conducted individual semi-structured interviews with staff nurses and nurse managers assigned to medical or surgical units in one of the study hospitals. Study data was collected between September 2014 and June 2015. Finally, qualitative study results assisted in explaining and interpreting the findings of the two models.ResultsThe two models with burnout and engagement as mediating outcome variables fitted sufficiently to the data. Nurse-reported job outcomes and quality of care explained variances between 52 and 62%. Nurse management at the unit level and workload had a direct impact on outcome variables with explained variances between 23 and 36% and between 12 and 17%, respectively. Personal accomplishment and depersonalization had an explained variance on job outcomes of 23% and vigor of 20%. Burnout and engagement had a less relevant direct impact on quality of care (≤5%). The qualitative study revealed various themes such as organisation of daily practice and work conditions; interdisciplinary collaboration, communication and teamwork; staff nurse personal characteristics and competencies; patient centeredness, quality and patient safety. Respondents’ statements corresponded closely to the models’ associations.ConclusionA deep understanding of various associations and impacts on studied outcome variables such as risk factors and protective factors was gained through the retested models and the interviews with the study participants. Besides the softer work characteristics — such as decision latitude, social capital and team cohesion — more insight and knowledge of the hard work characteristic workload is essential.

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Section: Discussionmentioning

confidence: 99%

Predictors of burnout, work engagement and nurse reported job outcomes and quality of care: a mixed method study

et al. 2017

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“…O aktualności ww. tematyki natomiast świadczą publikacje dotyczące wydajności pracy pielęgniarek zamieszczone na serwerach internetowych w latach 2015 i 2016 [6,7].…”

Section: Wprowadzenieunclassified

“…O aktualności ww. tematyki natomiast świadczą publikacje dotyczące wydajności pracy pielęgniarek zamieszczone na serwerach internetowych w latach 2015 i 2016 [6,7].Tematyka wydajności pracy stanowiła obiekt zainteresowań wielu badaczy. J.P. Cambell definiuje wydajność pracy, jako zachowania i działania istotne dla realizacji celów organizacji [8].…”

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Review of studies concerning job performance of nursing staff

Szara

Ksykiewicz-Dorota

Klukow

et al. 2017

Pielegniarstwo XXI Wieku / Nursing in the 21st Century

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STRESZCZENIEPRZEGLĄD BADAŃ NAD WYDAJNOŚCIĄ PRACY PIELĘGNIAREK Wprowadzenie. Wydajność pracy, czyli całkowita wartość zachowań oczekiwanych od pracowników w czasie oceny przeprowadzonej w ustalonym czasie. W podstawowym i dychotomicznym podziale odnosi się wydajność do płaszczyzny zachowań pracowniczych (behawioralny) oraz wyników ich pracy. Dodatkowo badacze wyróżniają: wydajność zadaniową, wydajność kontekstową oraz wydajność adaptacyjną. Wnioski. Tematyką wydajności pracy pielęgniarek zajmowano się w badaniach autorów obcych od lat 60-tych XX wieku. Do chwili obecnej jest ona aktualna, ale mało rozpoznana w krajowym piśmiennictwie [1,2,3]. W publikacjach zagranicznych autorzy donoszą, że wieloaspektowe zjawisko wydajności pracy uzależnione jest od wielu zmiennych. Udowodniono w licznych badaniach związek wydajności pracy z cechami osobowymi pracownika, pracą zmianową, poziomem stresu, wsparciem społecznym, relacjami interpersonalnymi, przywództwem, a także kulturą organizacyjną. Słowa kluczowe: wydajność pracy, pielęgniarstwo, zarządzanie w pielęgniarstwie ABSTRACT REVIEW OF STUDIES CONCERNING JOB PERFORMANCE OF NURSING STAFF Introduction. Work performance is defined as a total value of behaviours expected from the employees during evaluation performed within a specified time. According to the basic and dichotomous division, performance refers to behaviours of employees (behavioural), and the results of their work. In addition, the researchers differentiate: task performance, contextual performance and adaptive performance. Results. Since the 1960s, many international researchers have been engaged in problems concerning the performance of work of nursing staff. Until today, the above-mentioned scope of problems remains up-to-date, but has been poorly recognized in Polish literature [1,2,3]. In the international reports the authors prove that the multi-aspect phenomenon of work performance depends on many variables. Many studies confirmed the relationship between job performance and personal traits of the employee, shift work, level of stress, social support, interpersonal relationships, leadership, as well as organizational culture. WPROWADZENIEPrace badawcze nad oceną wydajności pracy klinicznej pielęgniarek posiadają długą historię. Pierwsze wzmianki o przeprowadzonych badaniach dotyczących wydajności pracy pielęgniarek znaleziono w publikacjach zagranicznych z lat 60-tych XX wieku wyszukanych w bazach danych PubMed, Scopus oraz Web of Science [4,5]. O aktualności ww. tematyki natomiast świadczą publikacje dotyczące wydajności pracy pielęgniarek zamieszczone na serwerach internetowych w latach 2015 i 2016 [6,7].Tematyka wydajności pracy stanowiła obiekt zainteresowań wielu badaczy. J.P. Cambell definiuje wydajność pracy, jako zachowania i działania istotne dla realizacji celów organizacji [8]. Autorzy niniejszej pracy przyjęli, za S. Motowidlo, W. Borman, N. Schmit, że wydajność pracy to całkowita wartość zachowań oczekiwanych od pracowników w czasie oceny przeprowadzonej w ustalonym czasie [9]. S. Motowidl...

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“…However, MWL literature has mainly been centered on measuring performance by means of operative tasks, like those related to traffic or transport research, real flight, flight simulation, air traffic control, peripheral detection, or formal memory/follow-up tasks (see Bowling & Kirkendall, 2012;Brookhuis & Waard, 2002;Hart, 2006;and Young et al, 2015). In this sense, only a few and very recent works have focused on relating MWL and one of the key concepts in skilled work settings: decision-making (Byrne, 2013;Baethge, Müller, & Rigotti, 2016;Jackson, Kleitman, & Aidman, 2014).…”

Section: Introductionmentioning

confidence: 99%

“…In relation to clinical decisionmaking, Byrne (2013) has suggested-on the basis of the existing research-that MWL and complexity of the information may be key factors to determine which kind of clinical decision-making is developed: schemata-based methods or conscious metacognition procedures. Baethge et al (2016) have shown empirically that the influence of MWL on performance quality is moderated by the way in which selection, optimization, and compensation of resources and goals are handled by nurses. Jackson et al (2014), using driving simulation strategies, have provided support for the existence of a MWL zone of optimal DM performance, below or above which a worse quality of DM is produced, as has been suggested for the relationship between MWL and other classical performance measures.…”

Section: Introductionmentioning

confidence: 99%

Relations between mental workload and decision-making in an organizational setting

Soria-Oliver

López

Torrano

2017

Psicol. Refl. Crít.

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AsbtractBackground: The complexity of current organizations implies a potential overload for workers. For this reason, it is of interest to study the effects that mental workload has on the performance of complex tasks in professional settings. Objective: The objective of this study is to empirically analyze the relation between the quality of decision-making, on the one hand, and the expected and real mental workload, on the other. Methods: The study uses an ex post facto prospective design with a sample of 176 professionals from a higher education organization. Expected mental workload (Pre-Task WL) and real mental workload (Post-Task WL) were measured with the unweighted NASA-Task Load Index (NASA-TLX) questionnaire; difference between real WL and expected WL (Differential WL) was also calculated; quality of decision-making was measured by means of the Decision-Making Questionnaire.Results: General quality of decision-making and Pre-Task WL relation is compatible with an inverted U pattern, with slight variations depending on the specific dimension of decision-making that is considered. There were no verifiable relations between Post-Task WL and decision-making. The subjects whose expected WL matched the real WL showed worse quality in decision-making than subjects with high or low Differential WL. Conclusions: The relations between mental workload and decision-making reveal a complex pattern, with evidence of nonlinear relations.

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Nursing performance under high workload: a diary study on the moderating role of selection, optimization and compensation strategies

Abstract: The use of selective optimization with compensation is conducive to nurses' job performance under high workload levels. This finding is in line with calls to empower nurses' individual decision-making.

Cited by 40 publications

References 69 publications

Predictors of burnout, work engagement and nurse reported job outcomes and quality of care: a mixed method study

Predictors of burnout, work engagement and nurse reported job outcomes and quality of care: a mixed method study

Review of studies concerning job performance of nursing staff

Relations between mental workload and decision-making in an organizational setting

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