The correlation between the quality of nursing work life and job performance

Nursalam, Nursalam; Fardiana, Amalia; Asmoro, Candra Panji; Fadhillah, Harif; Efendi, Ferry

doi:10.5958/0976-5506.2018.01364.5

Cited by 10 publications

(16 citation statements)

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“…In the work context dimension, the current study revealed that about half of the nurses were able to communicate with the nurse manager, receive feedback on their performance from the nurse manager, work within a team, feel respected by physicians, and were able to communicate with the other therapists in the unit, and felt they belonged to the workplace. These results are consistent with previous studies which stated that half of the sample was able to communicate with nurse manager/supervisor, and had adequate supervision by nurse supervisors (Nursalam, Fardiana, Asmoro, Fadhillah, & Efendi, 2018;Winasih et al, 2015). In contrast, the results of the current study were found inconsistent with other studies which concluded that few nurses felt respected by the upper management, and were able to participate in decisions (Akter et al, 2018;Suleiman et al, 2019).…”

Section: Discussionsupporting

confidence: 92%

Quality of Nursing Worklife Based on Caring Model for Improving Nurse Performance in Hospitals

Mafula

Nursalam

Sukartini

2020

INJEC

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Introduction: Nurses performance is still not optimal. The aim this study was to develop a quality of nursing work life to improve nurse performance by integrating Swanson's theory of caring. Methods: An explanative observational design was used with cross-sectional approach. The sample was nurses in inpatient care, intensive care, surgical installations, neonates, hemodialysis from eight hospitals in East Java. The sample size of 430 respondents used total sampling. The variables included QNWL, individual, social and environmental, administrative factors, nurse performance. Data were collected using Nurse Quality of Communication with Patient Questionnaire (NQCPQ), Questionnaire of Personal and Organizational Values Congruence for Employee (Q-POVC), Questionnaire of Brooks & Anderson's quality of nursing work life. The data analysis used Partial Least Square. Results: Twenty-five indicators were declared valid (outer loading value> 0.5) with variable diversity was 24.43%, so that internal, social and environmental, operational and administrative factors affect the performance of nurses directly or indirectly through caring based on QNWL. Predictive relevance value was >0, which indicates that the model was good enough. The individual factors (p= 0.043; T-Statistics= 2.040), social and environment factors (p= 0.025; T= 2.242), administrative factors (p= 0.001; T= 3.438) have significant influence QNWL based on caring and QNWL based on caring had a significant influence on nurse performance (p= 0.000; T= 4.997). Conclusion: The development of the QNWL model based on caring has good effect in improving nurse performance. From the developed model, nurse performance related to individual factors, social and environmental factors, administrative factors.

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Section: Discussionsupporting

confidence: 92%

Quality of Nursing Worklife Based on Caring Model for Improving Nurse Performance in Hospitals

Mafula

Nursalam

Sukartini

2020

INJEC

Self Cite

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“…Each hospital has different organizational systems and environments, so QNWL for their employee is different as well. This difference can be related to the state of the unit, the number and type of units, policies, and the environment in each unit (Nursalam, et al, 2018). A better understanding of QNWL is fundamental to specific strategies to improve QNWL and organizational productivity.…”

Section: Introductionmentioning

confidence: 99%

Validity and Reliability of Quality of Nursing Work Life Instrument for Hospital Nurses

Utami¹,

Kusnanto²,

Riyono³

et al. 2019

J. Ners

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Introduction: The validity and reliability of the quality of nursing work life (QNWL) instrument in hospitals that suitable to treatment needs include: trust, care, respect, learn, and contribute need, have to be assessed. Therefore, in order to perform good care, it is necessary to notice QNWL aspect, which the implementation may be assessed by using valid and reliable instruments. This study aimed to evaluate the construct validity of the QNWL scale in hospital.Methods: The research used a cross-sectional approach and the respondents were 100 experts in nursing and 400 nurses working in four hospitals in Gresik, Indonesia, who have been working for minimum one year. The sampling technique was purposive sampling. We analyzed the data using content analysis, the validity of item discrimination using Pearson products moment, reliability with Cronbach’s alpha, and construct validity with Confirmatory Factor Analysis.Results: The results based on content validity index QNWL instrument was 0.2075-0.915, with an average 0.7059 (high). Item discrimination capacity was 0.339-0.79 (high), while the reliability was 0.9374 (very high) and the validity of the construct meets the goodness of fit criteria.Conclusion: All constructs are able to explain and support the QNWL instrument model. This research can be used to measure the quality of work life of nurses in all classes of hospitals in Indonesia.

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“…In a research on nurses in hospitals affiliated to Iran University of Medical Sciences, 74% of nurses were not satisfied with their jobs (15). Eslamian study in 2015 at Tehran University of Medical Sciences demonstrated that 70% of nurses were not satisfied with their QoWL and complained about most aspects of their working life (14), while the improvement of personnel's QoWL was mentioned as one of the main issues to guarantee health system stability, as high QoWL is essential to attract and preserve staff (16).…”

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confidence: 99%

Occupational Violence and Its Association with the Quality of Working Life of Nurses in Intensive Care Units of Educational-Medical Centers in 2019

Charati

Esmaeili

Nasab

et al. 2021

Iran J Psychiatry Behav Sci

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Background: Violence is a critical phenomenon in clinical settings, which negatively affects the nurses’ quality of working life (QoWL). Objectives: The aim of this study was to determine occupational violence and its association with nurses’ QoWL in intensive care units. Methods: This was a descriptive, analytical, correlational study, the participants of which were 220 nurses working in the intensive care units of Mazandaran educational-medical centers. The participants were selected by using the stratified random sampling method in 2019. Data collection instruments were three questionnaires, namely Dumont Occupational Violence, Walton QoWL, and Demographic Information. The data were analyzed using SPSS, version 24, and descriptive and inferential statistics. Results: Overall, 63.2% of the participants rated their QoWL as average, and 68.3% of the nurses stated that they had experienced violent behaviors from their nursing colleagues. Also, people with higher incomes had significantly higher QoWL (P = 0.003). In general, there was a significant negative correlation between occupational violence and QoWL (P = 0.01, r = -0.173). Conclusions: By taking into account the various aspects of QoWL, nurse managers should adopt effective strategies to create favorable working conditions to improve the QoWL of nurses and reduce the incidence of violent behaviors.

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The correlation between the quality of nursing work life and job performance

Cited by 10 publications

References 0 publications

Quality of Nursing Worklife Based on Caring Model for Improving Nurse Performance in Hospitals

Quality of Nursing Worklife Based on Caring Model for Improving Nurse Performance in Hospitals

Validity and Reliability of Quality of Nursing Work Life Instrument for Hospital Nurses

Occupational Violence and Its Association with the Quality of Working Life of Nurses in Intensive Care Units of Educational-Medical Centers in 2019

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