Practice environment and its association with professional competence and work-related factors: perception of newly graduated nurses

Numminen, Olivia; Ruoppa, Eija; Leino‐Kilpi, Helena; Isoaho, Hannu; Hupli, Maija; Meretoja, Riitta

doi:10.1111/jonm.12280

Cited by 61 publications

(90 citation statements)

References 44 publications

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“…Other studies of new graduate nurses have found that job satisfaction, professional competence and turnover rates are related to adequate staffing (Numminen et al . , Pineau Stam et al . ).…”

Section: Discussionmentioning

confidence: 99%

The challenge of employing and managing new graduate midwives in midwifery group practices in hospitals

Cummins

Denney‐Wilson

Homer³

2016

J Nurs Manag

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Section: Discussionmentioning

confidence: 99%

The challenge of employing and managing new graduate midwives in midwifery group practices in hospitals

Cummins

Denney‐Wilson

Homer³

2016

J Nurs Manag

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“…Second, nurses’ professional competence is positively related to commitment (Flinkman et al, ) and professional education (Numminen, Leino‐Kilpi, et al, ), but negatively related to the intention to leave the profession (Numminen, Leino‐Kilpi, et al, ; Numminen, Ruoppa, et al, ). In the sense that professional competence results from improvement of professional capabilities, our study also examines the link between professional competence and intention to leave the profession.…”

Section: Introductionmentioning

confidence: 99%

“…Hence, nurses’ actions to improve their professional capabilities may reveal that they perceive that they are likely to use these capabilities indefinitely, indicating reduced turnover intention. Additionally, taking such action should raise care quality (Numminen, Leino‐Kilpi, et al, ; Numminen, Ruoppa, et al, ) and may thus provide job satisfaction, which could in turn reduce turnover intention (Fasbender et al, ). Hence, we hypothesized:…”

Section: Introductionmentioning

confidence: 99%

How career facilitators and barriers influence nurses’ professional turnover intention

Chang

Huang

Wong

et al. 2019

Journal of Advanced Nursing

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Aims Our study investigates the influence of career facilitators and barriers on nurses’ improvement of their professional capabilities and their professional turnover intention. Background Reducing nurses’ professional turnover intention could help alleviate the global nursing shortage. Nevertheless, little research has addressed how career facilitators and barriers, nurses’ improvement of their professional capabilities and professional turnover intention are related, indicating a gap. Design This study used a cross‐sectional design. Methods We surveyed 502 out of 2,660 full‐time nurses who worked for a medical centre in Taiwan between January–March 2018. Our items were adapted from Cunningham et al. and Teng et al. and had adequate reliability and validity. Structural equation modelling was used to test the study hypotheses. Results Human capital, social capital, and discrimination were positively related to intention to improve professional capabilities. Moreover, intention to improve professional capabilities was positively related to action to improve professional capabilities, which was negatively related to professional turnover intention. Conclusion Most of the career facilitators and even barriers, boost the improvement of professional capabilities and are useful for retaining nurses in the nursing profession. Impact Findings of this study should have an impact on nursing managers by offering them means to retain nurses, for example, enhancing human capital and social capital among nurses to reduce their turnover intention.

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“…The rural work environment was included in the model in relation to the evidence that supports the potential impact that the work environment may have on competence (Hodge et al, ; Mills et al, ; Numminen et al, ) and confidence (Smith, ; Ulrich et al, ) in practice. For newly graduated nurses in Finland, perceptions of a positive work environment were significantly associated with increased nursing competence (self‐assessed using the 73‐item Nurse Competence Scale), particularly in relation to positive collegial relations, nurse manager abilities, collaboration and leadership (Numminen et al, ). Nurses with lower competence also had less positive perceptions of staffing and resource adequacy compared to nurses with higher perceived competence (Numminen et al, ).…”

Section: Introductionmentioning

confidence: 99%

“…In a comparison of rural and urban nurses enrolled in nurse residency programmes, similar competence between groups was found over time; however, rural nurses were significantly older and had significantly higher job satisfaction and lower job stress when compared to the urban nurses (Bratt et al, ). Job satisfaction has been found to be both an independent and dependent variable related to nursing competence, whereby nursing competence predicted job satisfaction (Walker & Campbell, ), and in combination with age, job satisfaction explained 6.3% of the variance in nursing competence (Numminen et al, ). A potentially more relevant concept to explore in the context of rural nursing practice is level of work engagement.…”

Section: Introductionmentioning

confidence: 99%

Competence and confidence in rural and remote nursing practice: A structural equation modelling analysis of national data

Penz

Stewart

Karunanayake

et al. 2019

Journal of Clinical Nursing

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Aims and objectives To empirically test a conceptual model of confidence and competence in rural and remote nursing practice. Background The levels of competence and confidence of nurses practising in rural settings have been highlighted as essential to the quality of health outcomes for rural peoples. However, there is limited research exploring these constructs in the context of rural/remote nursing practice. Design Structural equation modelling was used to verify the conceptual model with data from the cross‐sectional pan‐Canadian Nursing Practice in Rural and Remote Canada II Survey. The STROBE guidelines for cross‐sectional research were followed in the design/reporting of this analysis. The sample consisted of 2,065 registered nurses and nurse practitioners who were working in direct rural/remote nursing practice. Results The maximum likelihood ratio χ2 = 0.0822, df = 2, p = 0.959 indicated model fit, with final model estimates explaining 53% of the variance in work confidence and 17% of the variance in work competence. The model also accounted for 40% of the variance in work engagement, 39% of the variance in burnout and 15% of the variance in perceived stress. The complexity of competence and confidence in rural nursing practice was evident, being influenced by nursing experience in rural settings, rural work environment characteristics, community factors and indicators of professional well‐being. Conclusions The factors influencing nurses’ competence and confidence in rural/remote nursing practice are more complex than previously understood. Our model, created and tested using structural equation modelling, merits further research, to extend our understanding of how nurses can be prepared and supported for practice in rural and remote settings. Relevance to clinical practice This study highlights the importance of supporting new nurses’ exposure to rural nursing experiences, reducing professional isolation and improving decision‐making support for those who are working at a greater distance from colleagues and/or those with fewer opportunities for interprofessional collaboration.

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Practice environment and its association with professional competence and work-related factors: perception of newly graduated nurses

Abstract: Management's ability to create and maintain positive practice environments can foster NGNs' professional development and job satisfaction, and consequently retain them in the workforce.

Cited by 61 publications

References 44 publications

The challenge of employing and managing new graduate midwives in midwifery group practices in hospitals

The challenge of employing and managing new graduate midwives in midwifery group practices in hospitals

How career facilitators and barriers influence nurses’ professional turnover intention

Competence and confidence in rural and remote nursing practice: A structural equation modelling analysis of national data

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