Organizational climate and intensive care unit nurses' intention to leave*

Larson, Elaine; Mooney-Kane, Cathy; Smolowitz, Janice; Lin, Susan; Dick, Andrew W.

doi:10.1097/nna.0b013e3181aeb4bd

Cited by 19 publications

(19 citation statements)

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“…The sample was composed of nurses, most working in general ICUs of public institutions. Young adults and women predominate, corroborating results reported by other studies (7)(8)(9)13) , results that are explained by the historical trajectory of nursing (17) .…”

Section: Discussionsupporting

confidence: 90%

“…In regard to the participants' background, most were specialists, with an education level above that reported by studies addressing nurses in other units (13,(18)(19) ; time since graduation was also greater than that reported by nurses working in ICUs from other countries (7,20) . In turn, their time of experience is less than that reported by studies addressing adult ICUs (8,20) . This is a concern, since lack of experience is associated with higher levels of emotional exhaustion and job dissatisfaction, resulting in poor quality of care delivered to patients (6) .…”

Section: Discussionmentioning

confidence: 86%

“…The facilities that possess such attributes encourage improved outcomes for patients, for the nursing staff, and for the institution itself (2,5) . In turn, professionals working in negative environments are dissatisfied with their jobs (6)(7) , more frequently report an intention to leave their jobs (7)(8) , and are more exposed to burnout (6)(7)9) , a condition that negatively affects professionals and impacts the characteristics of the environment and patient outcomes (9) .…”

Section: Introductionmentioning

confidence: 99%

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Professional nursing practice: environment and emotional exhaustion among intensive care nurses

Panunto

Guirardello

2013

Rev. Latino-Am. Enfermagem

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Section: Discussionsupporting

confidence: 90%

Section: Discussionmentioning

confidence: 86%

Section: Introductionmentioning

confidence: 99%

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Professional nursing practice: environment and emotional exhaustion among intensive care nurses

Panunto

Guirardello

2013

Rev. Latino-Am. Enfermagem

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“…Shortening the lengths of the review period and the lead time may help, but such changes are infrequent and perceived to be difficult to realize owing to provisions in nurses' contracts. Hospitals can eliminate specialized nursing units, but that can affect quality of care and lead to lower staff morale [6,24]. Furthermore, general-purpose units exacerbate the nurse staffing problem because the care needs of the patients are more variable.…”

Section: Introductionmentioning

confidence: 99%

On evaluating the impact of flexibility enhancing strategies on the performance of nurse schedules

2009

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Hospitals develop nurse schedules that cover a period of 4-6 weeks and are posted several weeks in advance. Once posted, changes to the schedule require voluntary participation by the nurses, making it difficult for hospitals to respond to changes in nursing needs and availability of nurses. At the same time, nursing needs' forecasts developed several weeks in advance are often wrong. In each hospital setting, there may exist several promising strategies to enhance scheduling flexibility and reduce the mismatch between the nursing needs and the availability of nurses. However, methodologies to evaluate such strategies, before testing them in expensive pilot implementation, do not exist. We demonstrate how such evaluations can be carried out using historical data. Furthermore, we demonstrate the use of our approach by evaluating the benefits of a strategy where nurses are divided into two cohorts and schedules are phase shifted for the two cohorts. Staggering schedules allows nursing unit managers to benefit from more frequent updating of needs' assessments without having to change work rules. Upon applying our approach to data from a large urban hospital, we discovered that in this example staggering did not improve the performance of nurse schedules. We discuss possible reasons for this result, its implications for hospital managers, and other potential uses of our approach.

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“…10,11 There is also evidence that nurse knowledge and work environment might be directly related to RN turnover. [12][13][14][15] Nurse turnover in perinatal hospice and palliative care organizations is a concern that particularly needs to be addressed to help ensure quality outcomes for mothers, babies, and families at the end of life.…”

mentioning

confidence: 99%

Nurse Knowledge, Work Environment, and Turnover in Highly Specialized Pediatric End-of-Life Care

Lindley

Cozad

2016

Am J Hosp Palliat Care

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Objective To examine the relationship between nurse knowledge and work environment and Registered Nurse (RN) turnover in perinatal hospice and palliative care organizations. Methods Using nurse intellectual capital theory, a multivariate analysis was conducted with 2007 National Home and Hospice Care Survey data. Results Perinatal hospice and palliative care organizations experienced a 5% turnover rate. The professional experience of advanced practice nurses (APNs) was significantly related to turnover among RNs (β= −0.032, P< 0.05). Compared to organizations with no APNs professional experience, clinical nurse specialists and nurse practitioners significantly reduced RN turnover by 3-percentage points. No other nurse knowledge or work environment variables were associated with RN turnover. Several of the control variables were also associated with RN turnover in the study: organizations serving micropolitan (β= −0.041, P< 0.05) and rural areas (β= −0.037, P< 0.05) had lower RN turnover, compared to urban areas. Organizations with a technology climate where nurses used electronic medical records had a higher turnover rate than those without (β= 0.036, P< 0.05). Conclusions The findings revealed that advanced professional experience in the form of APNs were associated with reductions in RN turnover. This suggests that having a clinical nurse specialist or nurse practitioner on staff may provide knowledge and experience to other RNs, creating stability within the organization.

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Organizational climate and intensive care unit nurses' intention to leave*

Abstract: Improving professional practice in the work environment and clinical competence of the nurses as well as supporting new hires may reduce turnover and help ensure a stable and qualified workforce.

Cited by 19 publications

References 0 publications

Professional nursing practice: environment and emotional exhaustion among intensive care nurses

Professional nursing practice: environment and emotional exhaustion among intensive care nurses

On evaluating the impact of flexibility enhancing strategies on the performance of nurse schedules

Nurse Knowledge, Work Environment, and Turnover in Highly Specialized Pediatric End-of-Life Care

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