Quality of work among part‐time nurses and its relationship to job satisfaction and work values: A cross‐sectional study

Komagata, Marie; Takemura, Yukie; Ichikawa, Naoko; Takehara, Kimie; Kunie, Keiko

doi:10.1111/nhs.12760

Cited by 3 publications

(3 citation statements)

References 26 publications

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“…Part‐time nurses are assigned increasingly limited tasks. Moreover, compared with full‐time nurses, they are less frequently involved in responsible patient care (Komagata et al, 2020). Additionally, part‐time nurses feel that they are not exhibiting their full potential because their experience and abilities are not considered in their work assignments (Nanya et al, 2011).…”

Section: Introductionmentioning

confidence: 99%

Work‐related communication mediates the relationship between perceived diversity climate and psychological empowerment among part‐time nurses: A cross‐sectional study

Susuki

Kida

Takemura

et al. 2022

J Nursing Management

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Aim This study investigates which work‐related communication mediates the relationship between diversity climate and psychological empowerment among part‐time nurses. Background Part‐time nurses' high psychological empowerment is desirable because it may lead to high quality nursing practice. Methods Anonymous self‐report questionnaires or web‐based surveys were used to measure diversity climate (Climate for Inclusion Scale), psychological empowerment (Japanese version of the Psychological Empowerment Scale) and work‐related communication (scale developed in this study). The respondents were part‐time nurses from departments with shift work in six Japanese hospitals having over 200 beds. The surveys were conducted from September to October 2020. Multiple regression analyses and a significance test of indirect effects were then conducted. Results Among the work‐related communication components, ‘expressing thoughts about their work’ fully mediated the relationship between diversity climate and psychological empowerment. Conclusions It is important for part‐time nurses to be actively ‘expressing thoughts about their work’ to enhance their psychological empowerment. Positive diversity climate is also important because it allows part‐time nurses to express their thoughts regarding work. Implications for Nursing Management Managers can enhance part‐time nurses' psychological empowerment by encouraging them to express their work‐related opinions based on the diversity climate.

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Section: Introductionmentioning

confidence: 99%

Work‐related communication mediates the relationship between perceived diversity climate and psychological empowerment among part‐time nurses: A cross‐sectional study

Susuki

Kida

Takemura

et al. 2022

J Nursing Management

Self Cite

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“…Part-time employment generally refers to seeking another job outside of one’s position. Compared with professional part-time nurses, there are still a few concerns about full-time nurses engaging in other part-time jobs at home and abroad [ 36 , 37 ]. The present study found that full-time nurses with part-time jobs were 2.071 times more willing to leave than those without part-time jobs.…”

Section: Discussionmentioning

confidence: 99%

A cross-sectional study on turnover intention of nurses in eastern China

Huang,

Wang,

Qian

et al. 2024

BMC Health Serv Res

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Background This study aimed to investigate the turnover intention among nurses in eastern China and explore the association between turnover intention and personal characteristics, family factors, and work-related factors. Methods A total of 2504 nurses participated in a cross-sectional survey administered in 26 hospitals in Eastern China from October to November 2017. In December 2021, a survey was conducted on nurses who resigned between December 2017 and November 2021. Results The turnover intention score of in-service nurses was 15 (12–17), and 43% of nurses had a high turnover intention, which was mainly due to the following reasons: age < 40 years, raising two or more children, monthly income of USD786.10-1572.20 or < USD786.10, occupation was assigned or selected according to parental wishes, ≤ 1 or ≥ 2-night shifts per week, contractual or third-party personnel agents, full-time nurses with part-time jobs, and high job stress. Among 102 retired nurses, 80.4% reported family reasons for leaving, 39.2% for work reasons, and 21.6% for other personal reasons. Conclusion Nurses’ intention to leave their occupation is high in Eastern China. Age < 40 years old, > 1 child, low income, involuntary career selection, frequent night shifts, informal employment, part-time, and high job stress are significant factors associated with nurses’ willingness to leave. Government and hospital administrators should consider ways to address these factors to retain nurses in hospitals in eastern China and improve the quality of nursing services.

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“…An encouraging immediate supervisor who provides support, good job feedback and a good working atmosphere and who enables professional development is crucial to ensuring casual workers' job satisfaction, commitment to the organisation and sustainable performance. [19][20][21] This study aims to describe health care and social sector students' experiences of casual and temporary agency work.…”

Section: Introductionmentioning

confidence: 99%

‘I’m a bit of an invisible worker’ – Health care and social sector students’ experiences of casual and temporary agency work

Hult,

Gevaert,

Rekola

et al. 2024

J Health Serv Res Policy

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Objectives In the wake of national and global personnel shortages, it is becoming increasingly common for students to undertake casual and temporary agency work in the health care and social sectors. This phenomenon can have both advantages and disadvantages for these workers. The objective of this study was to describe health care and social sector students’ experiences of such work. Methods Students currently undertaking casual work in the health care and social sector in Finland were recruited ( n = 28). Qualitative semi-structured interviews of these students were conducted in March to May 2021. The data were analysed using inductive content analysis. Results Respondents reported some positive aspects of casual work. In particular, they liked the freedom to choose the workplace and working times that suited them. However, respondents’ experiences were mostly negative. They perceived the induction into work as being insufficient, felt they had too few opportunities to give and receive feedback and believed they were not accepted into the working community. Conclusions Students who have bad experiences while undertaking causal work in the health care and social sectors may develop an aversion towards working in those sectors after graduating. In order to ensure the sectors are attractive to graduates, casual student workers’ induction and experience of the workplace must be improved.

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Quality of work among part‐time nurses and its relationship to job satisfaction and work values: A cross‐sectional study

Cited by 3 publications

References 26 publications

Work‐related communication mediates the relationship between perceived diversity climate and psychological empowerment among part‐time nurses: A cross‐sectional study

Work‐related communication mediates the relationship between perceived diversity climate and psychological empowerment among part‐time nurses: A cross‐sectional study

A cross-sectional study on turnover intention of nurses in eastern China

‘I’m a bit of an invisible worker’ – Health care and social sector students’ experiences of casual and temporary agency work

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