The influence of learning circumstances and on‐the‐job opportunities for professional growth on perceived person–environment fit among hospital nurses: A longitudinal study

Abstract

Aims The study aimed to determine the influence of learning circumstances (learning inside and outside hospitals, and communication about the nursing practice with colleagues) and on‐the‐job opportunities for professional growth on each dimension of person–environment fit (needs–supplies, demands–abilities, person–organisation and person–group fit) among nurses. Background It is desirable for each dimension of person–environment fit to be high, as it links to many work‐related outcomes. Methods A longitudinal survey using a questionnaire was conducted in February 2019 (Time 1) and October 2019 (Time 2). A simple linear regression analysis and a multiple linear regression analysis were conducted, using data from 324 nurses. Results The results of the simple regression analysis showed that three variables related to learning circumstances at Time 1 were positively related to each dimension of person–environment fit at Time 2. The multiple regression analysis showed on‐the‐job opportunities for professional growth at Time 1 related to person–environment fit at Time 2. Conclusions To achieve high person–environment fit, nurses should be aware of on‐the‐job opportunities for professional growth. Implications for Nursing Management To achieve high person–environment fit, nurse managers should evaluate nurses’ abilities and assign them jobs that would help improve their nursing skills.

Wounded healers during the COVID‐19 syndemic: Compassion fatigue and compassion satisfaction among nursing care providers in Greece

“…Individuals with this profile, despite the moderate scores in CF, carry no significant concerns about being able to accomplish their work. Furthermore, higher levels of CS are found to be correlated with lower scores in stress, anxiety, and depression (Li et al, 2020) and in relation to an organizational climate characterized by trust, collaboration, respect, and shared responsibility, echoing principles of clinical governance (American Nurses Credentialing Center, 2020), point to a good person‐environment fit (Inoue et al, 2021).…”

“…and in relation to an organizational climate characterized by trust, collaboration, respect, and shared responsibility, echoing principles of clinical governance (American Nurses Credentialing Center, 2020), point to a good person-environment fit(Inoue et al, 2021).Furthermore, the qualitative results of the present study reveal participants' feelings of satisfaction and self-accomplishment when describing how they overcame the fear experienced during their transition into the COVID-19 unit. Through the strenuous journey of learning to provide compassionate care in a COVID-19 unit while protecting themselves, they acquired a strong sense of personal and professional identity.…”

The process through which nurses providing care to COVID‐19 patients recognize professional growth: A Trajectory Equifinality Model

“…In Phase 1, the participants groping in the dark under pressure to deal with unknown infectious diseases but who felt that they could accomplish what the job required of them at BFP1 in Phase 2 gained confidence as nurses performing tasks of great social significance by acquiring the ability to fulfill their roles at EFP1. Inoue et al (2021) reported that nurses' perceived fit between their abilities and the required tasks decreased when they perceived a significant change in their duties. Therefore, the participants' fit between their ability and their job may have decreased during Phase 1.…”

Professional Quality of Life in Greek Health Professionals Working with Refugees and Migrants

“…Nonetheless, in the present study, the majority of participants had no desire to leave the unit, described their working environment as very good and thought that the staff most of the times worked as a team. Furthermore, satisfaction with team work was negatively related to CF pointing to the importance of participants’ satisfaction with the organizational climate in their working context and a good person-environment fit ( 20 ).…”