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Aim The purpose of the paper was to compare the prevalence of barriers to optimum postoperative pain management in elderly patients, observed by nurses in a clinical, provincial and municipal hospital in Poland. Background It is currently estimated that the lack of adequate pain management affects 80% of the global population and the phenomenon poses a serious problem in more than 150 countries. Methods A questionnaire-based study of 1602 nurses working at clinical, provincial and municipal hospitals. Results In the clinical hospitals barriers more often related to a poorly organised systems of care and obstacles in discussing pain management within the team. In provincial and municipal hospitals lack of uninform pain measurement was more evident. Conclusions Despite the availability of effective pain treatments in hospitals difficulties continue with communication, poorly organised care and limited access to clinical guidelines. Implications for nursing management Although there are possibilities of pain relief after surgery, they are still used insufficiently. Postoperative pain management in Poland needs considerable improvement. This study can contribute to the improvement of pain management quality by supporting and developing practical guidelines or management algorithms for nurses, facilitating the effective implementation of new pain management practices. [ABSTRACT FROM AUTHOR]

Aim: The aim of our study was to assess the level of social competencies among primary health care nurses, and to identify the work‐related determinants. Background: Developing social skills of nurses are necessary to establish better relations with patients. Improving these skills allows for higher quality of patient care, as well as patient and nurse satisfaction. Methods: For the study, 253 primary health care centres were randomly chosen in the Eastern Poland; 600 questionnaires were sent to the nurses employed in these facilities. After checking whether the data met the requirements, 446 nurses took part in the survey. The data were collected using the Social Competencies Profile, the Copenhagen Psychosocial Questionnaire, and the catalogue of primary health care nurse activities. Results: Older nurses possess lower level of social skills (r = −0.10, p = 0.04). Postgraduate education in the last 2 years differentiated the results of social competencies (p = 0.03) as well as place of residence in the subscale community awareness (p = 0.04). The predictors of social skills among psychosocial work conditions were as follows: Influence at Work (p = 0.02), Possibilities for Development (p < 0.001), Meaning of Work (p < 0.001), Social Support (p = 0.001), Quality of Leadership (p = 0.03), Job Satisfaction (p < 0.001), and General Health (p = 0.001). On the other hand, tasks like Activities in the treatment room (p = 0.003) and Promotion and prevention (p < 0.001) carried out by a nurse anticipated higher level of social skills. Conclusions: The results of the research proved that work‐related factors such as influence at work, professional development, sense of social support, understanding of the meaning of work, perception of the quality of leadership, and higher job satisfaction influence the development of social competencies of nurses; therefore, shaping an appropriate work environment is an important task, especially for leaders and managers of nursing. Implications for Nursing Management: We recommend that nursing leaders and health policy makers adopt new strategies and educational programs, which include social skills training as part of the curriculum for the development of the social competencies of nurses. [ABSTRACT FROM AUTHOR]

Aims: To assess the ability to work of Polish nurses by age groups. Background: The ability to work is widely discussed in the literature in the context of nurses' productivity; thus, it is necessary to identify the ability to work when facing an increasing demand for services. Methods: The observational study involved 349 professionally active nurses aged 46.9 ± 9.7 years, with a length of service of 23.5 ± 9.6 years. The Work Ability Index (WAI) was used to assess the nurses' ability to work. Results: The ability to work decreases with age (rs = −0.324, p <.000) and with seniority (rs = −0.257; p <.000). Nurses with higher education presented higher Work Ability Index scores. Also, the age (B = −0.25, p <.001), work seniority (B = −0.19, p <.001) and education (masters' degree: B = 1.41, p =.012; ref. secondary) affect work ability. Conclusions: The ageing process and seniority of nurses negatively affect their ability to work. A lack of programmes to maintain physical condition for nurses can result in a shortage of staff. Implications for nursing management: Programmes can be developed to create or improve healthy working environments to increase productivity. [ABSTRACT FROM AUTHOR]

Aims: To assess the effects of nurses' life satisfaction and life orientation on the level of nursing care rationing. Background: Best practice within human resource management argues that striving for a positive orientation within the workforce may create a friendly work environment that could promote the employee's development and job satisfaction in a health care organisation. Methods: A total of 547 nurses were enrolled and assessed using three self‐report scales: the Basel Extent of Rationing of Nursing Care‐R (BERCA‐R), the Satisfaction with Life Scale (SWLS) and the Life Orientation Test (LOT‐R). Then, the data were submitted into bivariate analyses. Results: More pessimistic nurses with low and moderate levels of life satisfaction, and those with a neutral life orientation, presented with significantly higher BERCA‐R scores than those who were more optimistic and who had high levels of life satisfaction. Conclusions: Nursing care rationing depends on psychological factors of life satisfaction and life orientation. Low levels of satisfaction with life and a more pessimistic life orientation negatively contribute towards a higher prevalence of nursing care rationing. Implications for nursing management: Nursing management policies, including intervention management, should consider ensuring positive orientation is in place to increase job satisfaction and optimism in health care workers. [ABSTRACT FROM AUTHOR]

Aims: To assess the impacts of burnout and job satisfaction on the rationing of care in the professional group of nurses. Background: The shortage of nursing staff is currently one of the most significant health care problems. It is not clear how burnout and job satisfaction affect the rationing of nursing care. Methods: We included 594 nurses, and we used the Basel Extent of Rationing of Nursing Care‐R (BERNCA‐R), the Maslach Burnout Inventory (MBI) and the Job Satisfaction Scale (JSS). Results: The average scores were 1.72 ± 0.87 points for the BERNCA‐R, 36.08 ± 21.25 for the MBI and 19.74 ± 5.57 for the JSS. A statistically significant positive correlation between the BERNCA‐R and the MBI (p <.05) and a negative correlation between the BERNCA‐R and the JSS (p <.05) were observed. Independent predictors of the BERNCA‐R were the result of emotional exhaustion of the MBI and the assessment of the impact of independence on job satisfaction (p <.05). Conclusion: Occupational burnout can decrease job satisfaction in nursing staff and result in adverse outcomes of rationing care. Nursing managers should pay more attention to individual differences in nursing‐care workers linked with nursing burnout, job satisfaction and the rationing of care. Implications for Nursing Management: Interventions aimed at counteracting burnout are the key to improving job satisfaction in nurses. [ABSTRACT FROM AUTHOR]