The Role of Organizational Culture in Retaining Nursing Workforce

Banaszak-Holl, Jane; Castle, Nicholas G.; Lin, Michael; Shrivastwa, Nijika; Spreitzer, Gretchen M.

doi:10.1093/geront/gnt129

Cited by 73 publications

(58 citation statements)

References 27 publications

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“…Psychological empowerment and its components can be affected by distinct types of organizations and the educational culture . In nursing, research on organizational culture primarily focused on the nature of organizational culture in health care management and health care quality; the impact of organizational culture on health care practitioners’ behaviors, job satisfaction, turnover, and intention to stay; and the effect of organizational culture on nursing professionalism . On the other hand, the research on psychological empowerment mainly focused on the structural and psychological empowerment of nurse practitioners and practicing nurses, and nursing students’ empowerment during clinical practice and education …”

Section: Introductionmentioning

confidence: 99%

Nurse educators’ perceived organizational factors affecting their psychological empowerment: An exploratory qualitative study

et al. 2019

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Background Organizational culture affects nurse educators’ psychological empowerment. Limited research exists on the organizational culture and psychological empowerment in nursing educational environments and about the type of organizational factors affecting nurse educators’ psychological empowerment. Aim To explore nurse educators’ perceived organizational factors that affect their psychological empowerment. Methods A qualitative descriptive exploratory study was drawn from a larger sequential exploratory‐mixed‐methods study. Semi‐structured interviews were conducted with 12 educators with both clinical and educational experience. The data were analyzed using thematic analysis. Results We generated three themes: poor organizational structure, dynamics of educators–academic administrators’ relations, and educational tools and physical environment. The educators perceived factors were poor organizational structure, lack of collaboration across institutions and regulatory bodies, condescending attitudes of administrators and educators toward novice educators, limited teaching aids and scholarly resources, poorly defined roles, and underdeveloped and inconsistent curricula. Conclusions The identified organizational factors should be addressed to enhance educators’ psychological empowerment so that they can effectively teach students. Emphasis should be placed on developing collaboration among educators, academic administrators, and regulatory bodies to address these factors. Further quantitative research is warranted to assess the degree and strength of association of these factors with psychological empowerment.

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Section: Introductionmentioning

confidence: 99%

Nurse educators’ perceived organizational factors affecting their psychological empowerment: An exploratory qualitative study

et al. 2019

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“…12 Recent examples include studies that have investigated the role of organizational culture on a patient safety culture, 20 long-term hospital performance, 21 an improvement in processes (specifically hand washing frequency), and outcomes (vancomycin-resistant enterococci incidence), 22 and nursing turnover. 23 Studies that have evaluated the influence of the work environment on patient outcomes have reported that nurse staffing, 24,25 nursing skill mix, 26,27 nurse education levels, 28 working conditions and level of burnout, 24,28–30 along with employing intensivists in ICUs, 31 and high levels of relational coordination, 32 have been positively associated with patient outcomes in some studies. Lastly, the influence of a positive safety climate has been studied for its relationship to nurse and patient outcomes, 33–36 but the findings are inconsistent at this time.…”

Section: Previous Researchmentioning

confidence: 99%

Testing the Quality Health Outcomes Model Applied to Infection Prevention in Hospitals

Gilmartin

Sousa

2016

Quality Management in Health Care

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Objective: To test the Quality Health Outcomes Model to investigate the relationship between health care-associated infection (HAI) prevention interventions, organizational context, and HAI outcomes using structural equation modeling. Methods: Variables for adherence to the central line bundle, organizational context, and central line-associated bloodstream infections (CLABSIs) were selected for this secondary data analysis from 614 US hospitals that participated in the Prevention of Nosocomial Infection and Cost-effectiveness-Refined study. One half of the dataset was used for exploration of the concepts, the second half for confirmation of the measurement models and testing of the structural model. Results: The final model resulted in a good fit to the data (χ2 (1215) = 1906.86, P < .00; comparative fit index = 0.94; root mean square of error of approximation = 0.04). A significant relationship was noted between adherence to the central line bundle interventions and organizational context (β = 0.23, P < .01), whereas the relationship between context and CLABSIs was not significant (β = −0.20, P = .78). Conclusions: This study supports a relationship between greater adherence to HAI interventions and higher levels of organizational context and highlights the complexity of measuring organizational context. Given the importance of preventing HAIs, ongoing research is needed to reveal the exact aspects of context that influence interventions and outcomes.

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“…[1,[4][5][6] Various factors attributed to nursing turnover include: job satisfaction, orga-nizational commitment, poor quality of work life, organizational culture, job stress, long working hours, burnout, and work-family conflict. [4][5][6][7] Organizational culture shapes employees' behaviors, promotes values relevant to the strategic foci of the organization, and determines the way work is done. [3,7] Organizational culture influences leadership style, leadership behaviour and RN job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

“…[4][5][6][7] Organizational culture shapes employees' behaviors, promotes values relevant to the strategic foci of the organization, and determines the way work is done. [3,7] Organizational culture influences leadership style, leadership behaviour and RN job satisfaction. [8] Leadership behaviour influences job satisfaction, since job satisfaction has been associated with nurses who perceive their managers to be supportive and caring.…”

Section: Introductionmentioning

confidence: 99%

“My hands are tied”: Nurses’ perception of organizational culture in Kenyan private hospitals

Mbuthia¹,

Brownie

Holroyd

2017

JHA

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It is estimated that by 2030 the global shortage of nurses and midwives will be 7.6 million, with African countries among the most adversely affected. Within this context, it is important to understand the specific organizational factors that contribute to registered nurses (RNs)' decisions to remain or leave their workplaces in East Africa. The aim of this study was to commence exploration of these factors by exploring nurses' perceptions of organizational culture of selected private hospitals in Kenya. A small-scale exploratory qualitative approach was employed, with eight nurses undertaking semi-structured interviews. There were five female and three male nurses. All participants were RNs; two held a bachelor's degree in nursing and the rest held diplomas in nursing. The thematic analysis revealed four major themes and nine sub-themes. The major themes included: restrictive work environment, top-down leadership, normalizing the abnormal in team dynamics and professionalism, and ethical concerns. These findings suggest an urgent need for Kenyan private hospital administrators to create a hospital work environment that provides more autonomy for nurses. There is a need for inclusive leadership styles that target hospital organizational structures and processes in order to address nursing workforce team dynamics. A merit-based salary and progressive reward systems are recommended to empower nurses to remain in the workforce.

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The Role of Organizational Culture in Retaining Nursing Workforce

Cited by 73 publications

References 27 publications

Nurse educators’ perceived organizational factors affecting their psychological empowerment: An exploratory qualitative study

Nurse educators’ perceived organizational factors affecting their psychological empowerment: An exploratory qualitative study

Testing the Quality Health Outcomes Model Applied to Infection Prevention in Hospitals

“My hands are tied”: Nurses’ perception of organizational culture in Kenyan private hospitals

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