Quality of work life as a predictor of nurses' intention to leave units, organisations and the profession

Lee, Ya Wen; Dai, Yu‐Tzu; McCreary, Linda L.

doi:10.1111/jonm.12166

Cited by 78 publications

(91 citation statements)

References 34 publications

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“…Nurses working in wards and emergency or intensive care units (usually involving shift work, direct patient care and high time pressure) reported lower QoL (Chiu et al., ). Quality of work life as a whole has been strongly associated with nurses’ intention to leave, with lower quality of work‐life related to greater intention to leave (Almalki, FitzGerald, & Clark, ; Lee Dai et al., , Lee et al., ). However, the relationship between quality of life and intention to leave nursing or midwifery remain uncertain.…”

Section: Introductionmentioning

confidence: 99%

Health, workforce characteristics, quality of life and intention to leave: The ‘Fit for the Future’ survey of Australian nurses and midwives

Perry

Duffield

et al. 2017

Journal of Advanced Nursing

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Aim To examine the quality of life of nurses and midwives in New South Wales, Australia and compare values with those of the Australian general population; to determine the influence of workforce, health and work life characteristics on quality of life and its effect on workforce intention to leave. Background Few studies have examined nurses’ and midwives’ quality of life and little is known of its effects on workforce longevity. Design This was a cross‐sectional survey conducted in 2014–2015. Method The “Fit for the Future” electronic survey, delivered to nurses and midwives, examined demographic, work and health‐related factors, which were compared with Australian general population normative values for physical and mental components of quality of life (the Short Form‐12). Univariate and multivariate logistic regression models assessed associations with workforce intention to leave. Result Physical and mental component scores, calculated for 4,592 nurses and midwives, revealed significantly higher physical but lower mental component scores than the general population. Physical component scores decreased with increasing age; higher scores were seen in nurses with better health indices and behaviours. Mental well‐being scores increased with increasing age; in nurses who reported job satisfaction, no work injury, sleep problems or frequent pain and non‐smokers. The odds of intention to leave decreased with increasing mental well‐being. Conclusion Managers and decision‐makers should heed study recommendations to implement health promotion strategies for nurses and midwives, aiming to improve mental health, specifically to promote workforce retention.

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Section: Introductionmentioning

confidence: 99%

Health, workforce characteristics, quality of life and intention to leave: The ‘Fit for the Future’ survey of Australian nurses and midwives

Perry

Duffield

et al. 2017

Journal of Advanced Nursing

View full text Add to dashboard Cite

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“…For their parts, external dimensions included: (1) user demands, (2) healthcare policy, and (3) the labour market. Based on O'Brien-Pallas and Baumann's model of QWL, Lee, Dai and McCreary [23] have developed their own conceptual framework for Chinese QWL scale. They have established significant positive relationships evidence of nurses' QWL between economic context, work environment, supportive milieu, professional recognition, workload, teamwork, and autonomy of nurses (r = 0.72, p < .01).…”

Section: Overview Of the Scientific Literature On Qwl In The Disciplimentioning

confidence: 99%

“…[11,22] For example, the NMs' administrative role consists of hiring and evaluating the performance of staff nurses, developing departmental budgets, and maintaining inventory of medicines, equipment, and nursing supplies. [11,[20][21][22][23][24] As to the clinical role of NMs, they must be able to mentor nurses' clinical practice, develop education programs, and contribute to the staff's professional development. [20] For example, NMs also use strategies for risk anticipation and assessment to design, implement, and evaluate plans of care for a cohort of patients in a context of infection outbreaks.…”

Section: Nms' Scope Of Practicementioning

confidence: 99%

Experiential meaning of a decent quality of work life for nurse managers in a university hospital

Brousseau

Cara

Blais³

2016

JHA

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Objective: Successive reorganizations of healthcare system around the globe have placed enormous pressure on the work of nurse managers (NMs) and this has eroded their quality of work life (QWL). However, little is known about the meaning of NMs' QWL. Aim: Inspired by Watson's Human Caring Science perspective, this study aimed to describe and understand the meaning of QWL among NMs working in a affiliated-university hospital. Methods: A descriptive phenomenological method the Relational Caring Inquiry (RCI) was conducted to describe and understand the experiential meaning of QWL. This qualitative method was used to collect and analyze data from two semi-structured interviews with 14 NMs in an affiliated-university hospital in Quebec, Canada. Results: The results have identified the following five Eidos-themes to describe and understand the experiential meaning of QWL: (1) actualizing leadership and political skills to improve the quality of nursing care; (2) contextual elements conducive to humanization of the organization; (3) organizational support promoting socioprofessional and personal fulfillment; (4) learning culture within the organization to encourage the development of nursing management skills; and (5) personalized support addressing the specific needs of new NMs. For NMs, the essence of the QWL experience is defined as a socioprofessional emancipation of NMs in their clinical-administrative practice in humanist organizations. Conclusions: Taking an organizational humanization perspective, the results reveal sustainable and practical potential strategies aimed at optimizing QWL implementation programs.

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“…Therefore, the above hypothesis is rejected. Based on this studies have been reported by Lee et al (2015).…”

Section: The Findings Of Seventh Sub-hypothesesmentioning

confidence: 68%

An Investigation of Factors Affecting the Employees' Quality of Work Life and Assessment of the Status of These Factors

Mohammadi¹,

Tavakoli²,

Yazdanian³

et al. 2017

BMS

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The present study investigated the factors affecting the quality of work life of employees and assessed the status of these components in Mazandaran Gas Company. The population of this study included the employees of this company, and statistical sample involved 329 employees. Walton model was used to study the quality of work life components. To analyze data, test research hypotheses, and assess the status of components, the Chi-square test, Wilcoxon, Friedman, and confirmatory factor analysis were used. The results revealed that fair and appropriate compensation, providing opportunities for continued growth and safety, social relevance of work life, and development of human capacities were at a good status, and healthy and safe environment as well as social cohesion and integration were at an average status, and total space of life and constitutionalism were at an adverse status.Keywords: quality of work life, adequate and fair compensation, providing opportunities for continued growth and safety, social relevance of work life, development of human capacities

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Quality of work life as a predictor of nurses' intention to leave units, organisations and the profession

Abstract: The study provides important information to nurse administrators about the aspects of QWL that most commonly lead nurses to leave their units, organisations, and even the profession itself.

Cited by 78 publications

References 34 publications

Health, workforce characteristics, quality of life and intention to leave: The ‘Fit for the Future’ survey of Australian nurses and midwives

Health, workforce characteristics, quality of life and intention to leave: The ‘Fit for the Future’ survey of Australian nurses and midwives

Experiential meaning of a decent quality of work life for nurse managers in a university hospital

An Investigation of Factors Affecting the Employees' Quality of Work Life and Assessment of the Status of These Factors

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