Outpatient nurse staffing relationship with organizational, nurse and patient outcomes: A scoping review

Adynski, Gillian I.; Sherwood, Gwen; Ikharo, Ebahi; Tran, Alberta; Jones, Cheryl B.

doi:10.1016/j.ijnsa.2022.100064

Cited by 7 publications

(8 citation statements)

References 52 publications

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“…Employee outcomes, financial performance, and organisational success are thus predicted by employee engagement. Adynski et al (2022) also explored the connection between staffing patterns and organisational outcomes. Moreover, higher job satisfaction achieves organisational productivity, performance and competitiveness (Mpeka, 2012).…”

Section: Employee Outcome and Organisational Outcomementioning

confidence: 99%

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Agile SHRM practices and employee-organisational outcomes during new normal: evidence from India and Thailand

Pathomphatthaphan,

Das,

Jena

2023

JOEPP

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PurposeThe purpose of the cross-cultural study is three-fold – (1) to examine the effect of agile strategic human resource management (ASHRM) practices for each stage of the employee life-cycle on employee outcomes, (2) to investigate employee outcomes – organisational outcome linkage and (3) to explore the link between organisational outcomes and shared values to society.Design/methodology/approachThe research used random sampling to select 674 managers (358 from India and 316 from Thailand) who work in food processing firms. A structured questionnaire was administered to the respondents separately for collecting data. The authors used PLS-SEM to verify the study hypotheses and related research models.FindingsThe multi-group analysis (MGA) results indicated a significant difference in agile SHRM practices, employee outcomes, organisational outcomes and shared values in the Indian and Thai samples. However, the difference in the impact of the organisational outcome on shared values to society was found to be insignificant, suggesting that organisational outcome had a similar impact on shared values in both countries.Practical implicationsThe agile strategic HR practices, especially talent acquisition, learning and development, reward and recognition, must be aligned to suit country-specific culture for improving job satisfaction, employee engagement and employee productivity, which would result in improved organisational outcomes such as profitability and customer satisfaction, ultimately enhancing shared values to society. This comparative analysis would also help the Indian and Thai food sectors develop new strategies or alter existing ones in light of the ASHRM model.Originality/valueThe study provides an innovative ASHRM framework from a cross-cultural perspective, which may help organisations to adopt agile talent acquisition, career development and separation strategies to thrive in the turbulent international business environment.

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Section: Employee Outcome and Organisational Outcomementioning

confidence: 99%

“…Employee outcomes, financial performance, and organisational success are thus predicted by employee engagement. Adynski et al. (2022) also explored the connection between staffing patterns and organisational outcomes.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Agile SHRM practices and employee-organisational outcomes during new normal: evidence from India and Thailand

Pathomphatthaphan,

Das,

Jena

2023

JOEPP

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“…Nevertheless, outpatient nurses constitute an integral part of the hospital setting and are needed to provide effective patient care (Adynski et al, 2022). Senior nursing students have a greater chance of making contact with more patients per day in the outpatient clinic compared to other departments for a week or even a month, which further helps to develop their communication and understanding skills.…”

Section: Introductionmentioning

confidence: 99%

“…However, outpatient practice does not offer as many opportunities for nursing operations as inpatient practice, and outpatient nurses have fewer opportunities for continuous life care of patients (Helgesen et al, 2016). Nevertheless, outpatient nurses constitute an integral part of the hospital setting and are needed to provide effective patient care (Adynski et al, 2022). Senior nursing students have a greater chance of making contact with more patients per day in the outpatient clinic compared to other departments for a week or even a month, which further helps to develop their communication and understanding skills.…”

Section: Introductionmentioning

confidence: 99%

Pediatric outpatient experiences of senior nursing students: A qualitative study

Xie

Luo

et al. 2023

Japan Journal Nursing Sci

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ObjectivesThis study aimed to explore the experiences of senior nursing students working in a pediatric outpatient clinic.MethodsThis study adopted a descriptive phenomenological approach, through semi‐structured interviews. Purposive sampling was used to select 12 senior nursing students in the pediatric outpatient clinic of West China Second University Hospital, Sichuan University, China, from August 2020 to March 2021. The collected data were analyzed using the Colaizzi method.ResultsFour themes were identified in this study: knowledge and skills (triage, emergency care), communication (courage, communication skills), value re‐evaluation (understand of outpatient nurses, judgment of outpatient nurses), and outpatient feelings (satisfaction, empathy, pressure).ConclusionPediatric outpatient internships have a positive impact on senior nursing students. Research has found that constructing a nursing clinical practice pathway in pediatric outpatient clinics helps teachers and students clarify the objectives and content of internships, and the “shadow teaching” model is conducive to nursing students' empathy and thinking. In addition, outpatient internship experience can help students gain communication courage.

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“…decreased rate of medication errors, falls, infections/pressure sores, increased patient satisfaction and reduced length of hospitalisation) and nurse outcomes (e.g. decrease in burnout levels/turnover rates and increased job satisfaction; Adynski et al, 2022; Aiken et al, 2018; Braithwaite et al, 2017), nurse performance (NP) has the potential to have a greater impact on the quality of care and cost control than any other factor (Keogh et al, 2019). Therefore, a healthcare organisations’ performance is highly correlated with NP (Cain et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Nurse performance: A path model of clinical leadership, creative team climate and structural empowerment

Karatepe

Türkmen

2022

Journal of Clinical Nursing

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Aims and Objectives This study aimed to: (a) identify and examine the influence of clinical leadership, creative team climate (CTC) and structural empowerment (SE) on the nurse performance (NP) of clinical nurses in hospitals in Turkey, and (b) establish a model designed to verify the fit and effect of these factors. Background Nurse performance is a significant indicator of work efficiency, patient care quality and patient safety. Existing studies explaining the mechanisms that lead to higher nurse performance have been limited. Design This descriptive, cross‐sectional study used relation prediction modelling and adhered to STROBE guidelines. Methods This study used an online survey to collect data from volunteered 664 clinical nurses working in hospitals in Turkey. The data were analysed using SPSS version 26.0 and the AMOS 24.0 program. Path analysis was used to verify/test the hypothetical model, and the fit was evaluated by χ2/df, GFI, AGFI, NFI, CFI, IFI, RFI, TLI, RMR and RMSEA. Results The fit index of the modified path model was χ2/df = 3.730, GFI = 0.904, AGFI = 0.892, NFI = 0.907, CFI = 0.923, IFI = 0.923, RFI = 0.906, TLI = 0.912, RMR = 0.078 and RMSEA = 0.064. Through creative team climate and structural empowerment, clinical leadership had the greatest standardised direct (β = .35) and indirect (β = .17) effects on clinical nurse performance, the final outcome variable. Creative team climate (β = .23) and structural empowerment (β = .19) also had a significant standardised direct effect on nurse performance. Clinical leadership, creative team climate and structural empowerment explained 39% of the total variance of nurse performance. Conclusions This study shows that clinical nurse performance in hospitals was significantly influenced by clinical leadership, creative team climate and structural empowerment. The results suggest that intervention programmes considering these factors could be implemented to enhance nurse performance. Relevance to Clinical Practice Improved nurse performance requires strong clinical leadership, creative team climate and structural empowerment. Therefore, healthcare organisations may implement initiatives to enhance nurse performance by taking these factors into account.

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Outpatient nurse staffing relationship with organizational, nurse and patient outcomes: A scoping review

Cited by 7 publications

References 52 publications

Agile SHRM practices and employee-organisational outcomes during new normal: evidence from India and Thailand

Agile SHRM practices and employee-organisational outcomes during new normal: evidence from India and Thailand

Pediatric outpatient experiences of senior nursing students: A qualitative study

Nurse performance: A path model of clinical leadership, creative team climate and structural empowerment

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