Search

Aim: To investigate whether education, tenure, being an advanced practice nurse, skill level, and time pressure impact perceptions of "having a place" and, further, turnover intentions. Background: Nursing shortages persist worldwide. Nurses' turnover intentions are negatively related to their perceptions of "having a place" (i.e., the feeling that the nursing workplace is their territory). However, the sources of nurses' perceptions of the perception of "having a place" remain unknown. Methods: Our research employed a cross‐sectional and correlational design. This research was conducted at a large‐scale hospital in northern Taiwan from December 2021 to January 2022. We used personnel data pertaining to 430 nurses as well as scales for time pressure, "having a place" and turnover intentions to assess nurses' intention to leave their place of employment. The inclusion criteria focused on full‐time nurses who worked for the hospital under investigation. Most of our participants were women. The STROBE statement was used as the EQUATOR checklist (supplemental file). Results: "Having a place" was positively related to educational level, tenure, and skill level, while being an advanced practice nurse was negatively associated with perceptions of "having a place," which in turn were negatively related to turnover intention among nurses. Conclusion: Our study is the first to examine the antecedents of nurses' perceptions of "having a place," which include education, tenure, and skill level. Implications for nursing policy: Nursing policymakers could encourage nurses to pursue higher degrees and update their nursing skills while instilling perceptions of "having a place" in nurses with a brief tenure and advanced practice nurses. [ABSTRACT FROM AUTHOR]

Aim: To examine the main effects and interaction effects of outcome expectations (e.g., anticipated satisfactory salary and benefits), nurse identity (a sense of membership in the nursing profession), and information‐access efficiency of the electronic medical record system (how the system enables nurses to quickly retrieve the needed information) on nurses' retention. Design: This study uses a cross‐sectional survey and adopts proportionate random sampling to recruit a representative sample of nurses of a medical centre in Taiwan. Methods: This study successfully obtained completed questionnaires from 430 nurses during December 2021 to January 2022. Data are analysed by using hierarchical regressions. Results: Positive outcome expectations and identification as a member in the nursing profession are associated with retention. Information‐access efficiency strengthens the link between outcome expectations and retention, while nurse identity weakens this link. Conclusion: Outcome expectations can help retain nurses, particularly those who perceive high levels of information‐access efficiency and possess weak nurse identity. That is, outcome expectations have a complementary role with nurse identity in retaining nurses. Implications for the Profession: Nurse managers should devise means to build positive outcome expectations for nurses. In addition, either strengthening nurses' identification with the nursing profession or improving the information‐access efficiency of the electronic medical system may also help retain nurses. Impact: This study examined how to transform outcome expectation to nurse retention, offering nurse managers to devise new means to retain nurses. Reporting Method: STROBE statement was chosen as EQUATOR checklist. Patient or Public Contribution: No patient or public contribution. [ABSTRACT FROM AUTHOR]

Background: Organizational turnover exacerbates the shortage of nurses in the global workforce. However, no study has yet explored how deep structure usage—nurses' integration of electronic patient records into nursing practice delivery—reduces their turnover intention and moderates the impact of affective, continuance, and normative professional commitment on their turnover intention. Aims: To ascertain (1) the linkage between the deep structure usage of electronic patient records and nurses' organizational turnover intention and (2) the moderating role of deep structure usage on the associations between elements of commitment (affective, continuance, and normative) and turnover intention. Methods: Using a cross‐sectional survey and proportionate random sampling by ward unit, we collected data from 417 full‐time nurses via a self‐administered questionnaire. We performed hierarchical regression analyses to test the study hypotheses. Results: Deep structure usage was not directly related to organizational turnover intention (β = −0.07, p = 0.06). However, the results suggested that deep structure usage may enhance the effect of high affective commitment on nurses' organizational turnover intention (β = −0.09, p = 0.04), while potentially mitigating the effect of low continuance commitment on organizational turnover intention (β = 0.10, p = 0.01). Conclusions: Deep structure usage of electronic patient records helps to ease nurses' workload and facilitates their retention, which is particularly due to their affective commitment (attachment) but not their continuance commitment (switching costs). Implications for Nursing Management: Nursing management may advise hospital management that medical records systems need to be improved and fully embedded for nursing care delivery, as a more in‐depth use of these systems can help to retain nurses. [ABSTRACT FROM AUTHOR]

Aims: The aim of this study is to examine the relationship between psychological ownership of the nursing profession and turnover intention. Background: There is a severe shortage of nurses worldwide. Research is needed to understand how nurses' intention to leave hospitals and the nursing profession can be alleviated. Methods: This study adopted a cross‐sectional design and a survey method. Proportionate random sampling was used to ensure sample representativeness. This study surveyed 430 registered nurses in a medical centre in Taiwan between December 2021 and January 2022. We used Turnover Scale and Self‐Efficacy Scale and developed Having a Place Scale. Results: Psychological ownership comprises three dimensions: self‐efficacy, nurse identity and 'having a place' in the nursing profession. This research is the first to examine how these three dimensions of psychological ownership of the nursing profession are related to the intention to leave a hospital or the nursing profession. Self‐efficacy and 'having a place' are negatively related to nurses' intention to leave a hospital (r = −.23 and −.31, p <.001). Nurse identity is negatively related to nurses' intention to leave the nursing profession (r = −.38, p <.001). Intention to leave a hospital is positively related to nurses' intention to leave the profession (r =.76, p <.001). Conclusion: The findings provide novel insights for retaining nurses. Nurse managers could use strategies such as including nurses in making workplace decisions and encouraging them to personalize their workspace. Implications for Nursing Management: Nurse managers can enhance nurses' self‐efficacy and sense of 'having a place' to retain nurses in hospitals, while enhancing nurse identity to retain nurses in the profession. [ABSTRACT FROM AUTHOR]

Background: Few studies had examined whether headaches impact emotional exhaustion among nurses, and nurses' intentions to leave the hospital (current employer) or nursing profession. Objectives/Aims/Hypotheses: To examine the impact of headaches on nurses' self-efficacy and emotional exhaustion, and nurses' intentions to leave the hospital or the profession. Design: A cross-sectional survey design with proportional random sampling was used to collect data. Methods: This study was conducted in one medical center in Taiwan during February and March 2017. Inclusion criteria were full-time registered nurses. Totally, 570 full-time registered nurses were surveyed. Results: Nurse headaches were positively related to emotional exhaustion, which was positively related to the intention to leave the hospital, further positively related to the intention to leave the profession. Self-efficacy was negatively related to the intention to leave the profession. Impact statement and Conclusions: Our findings advise nurse managers to take actions to reduce nurses' headaches. [ABSTRACT FROM AUTHOR]

Aims: Our study investigates the influence of career facilitators and barriers on nurses' improvement of their professional capabilities and their professional turnover intention. Background: Reducing nurses' professional turnover intention could help alleviate the global nursing shortage. Nevertheless, little research has addressed how career facilitators and barriers, nurses' improvement of their professional capabilities and professional turnover intention are related, indicating a gap. Design: This study used a cross‐sectional design. Methods: We surveyed 502 out of 2,660 full‐time nurses who worked for a medical centre in Taiwan between January–March 2018. Our items were adapted from Cunningham et al. and Teng et al. and had adequate reliability and validity. Structural equation modelling was used to test the study hypotheses. Results: Human capital, social capital, and discrimination were positively related to intention to improve professional capabilities. Moreover, intention to improve professional capabilities was positively related to action to improve professional capabilities, which was negatively related to professional turnover intention. Conclusion: Most of the career facilitators and even barriers, boost the improvement of professional capabilities and are useful for retaining nurses in the nursing profession. Impact: Findings of this study should have an impact on nursing managers by offering them means to retain nurses, for example, enhancing human capital and social capital among nurses to reduce their turnover intention. [ABSTRACT FROM AUTHOR]

Aims: This study examines how career barriers and supports (i.e., perceived discrimination, lack of advancement, human capital, and social capital) impact affective, normative, and continuance aspects of professional commitment and thus nurses' professional turnover intention. Background: Professional commitment is known to influence professional turnover intention. However, little is known about how career barriers and supports contribute to professional commitment and reduce professional turnover intention. Methods: This study adopted a cross‐sectional design and a survey to collect representative data in a major hospital in northern Taiwan. We used proportionate random sampling to ensure sample representativeness and obtained 524 responses. Results: Perceived discrimination and lack of advancement were negatively related to affective professional commitment. Human capital was positively related to affective, normative, and continuance professional commitment. Social capital was positively related to normative professional commitment. All aspects of professional commitment were negatively related to professional turnover intention. Conclusion: Career barriers and supports have an important influence on professional commitment. Reduced barriers and enhanced support may therefore help reduce nurses' professional turnover intentions. Implications for Nursing Management.: Nursing managers could aim to lessen career barriers while increasing career support for nurses, helping strengthen nurses' professional commitment and retention. [ABSTRACT FROM AUTHOR]

Aims: To examine the impact of burnout on self‐efficacy, outcome expectations, career interest and on nurses' intentions to leave the profession and to leave the organization. Background: Burnout is associated with nurse turnover. Research clarifying the underlying mechanism may provide a novel means to mitigate the impact of burnout on nurse turnover. Design: This study uses a cross‐sectional design and proportionate stratified sampling. Methods: Data were collected from a sample of nurses in one medical centre in northern Taiwan during February ‐ March 2017. This study included nurses employed full‐time at the medical centre. Burnout was measured using Maslach Burnout Inventory—Human Service Survey. Self‐efficacy, outcome expectations and career interest were measured using the scale of Cunningham et al. Intentions to leave were measured using the scales of Teng et al. Structural equation modelling was used to assess the proposed framework. Results: Burnout was negatively related to self‐efficacy and outcome expectations. Self‐efficacy was positively related to outcome expectations. Outcome expectations were also positively related to career interest. However, self‐efficacy was not related to career interest. Career interest was negatively related to the intention to leave the organization, which was further related to the intention to leave the profession. The model fitted the data acceptably. Conclusions: When nurses leave the profession, patient outcomes may be affected. Policy makers should evaluate whether the healthcare system can instil expectations for satisfaction, power and adequate compensation in the profession and thus retain nurses. [ABSTRACT FROM AUTHOR]

Background While the impact of burnout on organisational commitment has been widely observed, its impact on nursing professional commitment has not previously been investigated. The literature has clarified that professional commitment has three distinct components: affective, continuance and normative. Aims This study aims to investigate the relationships between burnout and the three components of nursing professional commitment. Methods This was a cross-sectional study using questionnaires to collect data in one large medical centre. Responses from 571 nurses were used for regression analysis. Among the sampled nurses, 90.9% had <15 years of nursing experience. MBI- HSS was used for measuring burnout. Three components of nursing professional commitment came from Meyer et al. (J Appl Psychol, 78, 1993 and 538) a formally validated instrument. Results Analytical results indicated that burnout is negatively related to affective and normative professional commitment (B ≤ −0.09, p < 0.01), but not related to continuance professional commitment (B = 0.05, p > 0.05). Linking evidence to action Nurse managers aiming to improve nurses' professional commitment should consider reducing nurses' burnout, for example improving nursing optimism and reducing administrative tasks, as suggested by the literature. [ABSTRACT FROM AUTHOR]

Aims The purpose of this study is to examine how the interaction between nurse openness and work experience is related to patient safety. Background No study has yet examined the interactions between these, and how openness and work experience jointly impact patient safety. Methods This study adopts a cross-sectional design, using self-reported work experience, perceived time pressure and measures of patient safety, and was conducted in a major medical centre. The sample consisted of 421 full-time nurses from all available units in the centre. Proportionate random sampling was used. Patient safety was measured using the self-reported frequency of common adverse events. Openness was self-rated using items identified in the relevant literature. Results Nurse openness is positively related to the patient safety construct ( B = 0.08, P = 0.03). Moreover, work experience reduces the relation between openness and patient safety ( B = −0.12, P < 0.01). Conclusions The relationship between openness, work experience and patient safety suggests a new means of improving patient care in a health system setting. Implications for nursing management Nurse managers may enhance patient safety by assessing nurse openness and assigning highly open nurses to duties that make maximum use of that trait. [ABSTRACT FROM AUTHOR]

Aims and objectives This study aims to (1) investigate the pain management treatments used by pregnant women with lumbopelvic pain and their perceived effectiveness and (2) identify the predictors of pain treatment use. Background A variety of treatments have been shown to be effective for reducing pregnancy-related lumbopelvic pain. However, the frequency of use of pain treatments and their perceived efficacy in pregnant women is still unknown. Knowledge regarding the use and perceived efficacy of these treatments would help guide clinical practice and inform future research. Design A cross-sectional design with consecutive sampling. Methods Participants were pregnant women in the 35th to 40th gestational week who reported lumbopelvic pain in an antenatal clinic of a medical centre in Taiwan. Questionnaires were administered assessing pain treatment use, pain relief associated with each treatment (e.g. perceived effectiveness), pain intensity, pain interference, pain endurance beliefs and demographic variables. Results Among 295 participants with lumbopelvic pain, only 34 (12%) sought pain treatment. The pain management treatments used included mechanical treatments (80% = 27/34), herbal medicine (9% = 3/34), exercise (6% = 2/34) and medications (6% = 2/34). Average perceived effectiveness associated with the treatments was 55%. Use of pain management strategies was negatively associated with pain endurance beliefs, but not with pain intensity or pain interference. Conclusions Pregnant women with lumbopelvic pain are unlikely to seek or use pain management treatments for pain, suggesting a greater need for adopting effective pain treatment in clinical settings. Relevance to clinical practice The study contributes new knowledge regarding how pregnant women cope with lumbopelvic pain and reveals very low rates in the use of pain treatments. Health professionals should assess pregnant women's pain beliefs about pain endurance and emphasise the safety and effectiveness of interventions that have empirical support, to help minimise unnecessary pain during pregnancy. [ABSTRACT FROM AUTHOR]

chang h.-y., teng c.-i., chu t.-l., chang h.-t. & hsu w.-h. (2012) Impact of nurse agreeableness and negative mood of nursing supervisors on intention to help colleagues. Journal of Advanced Nursing 68(3), 636-646. Abstract Aims. This paper is a report of a correlational study of the relations of nurse agreeableness and negative supervisor mood to nurses' intentions to help their colleagues. Background. Nursing collaboration is important to high quality care. Previous studies have identified agreeableness and negative mood of supervisors as influential factors in the workplace. In nursing, however, exactly how these factors and their interactions influence nurses' intention to help their colleagues remains unknown. Methods. A cross-sectional design and questionnaires were used to collect data in December 2007. Each sample set comprised of one supervisor and three nurses. A total of 53 sets of questionnaires were distributed, and 46 complete sets of responses were received, yielding a response ratio of 86·8%. Results. The analytical results indicate that nurse agreeableness is positively related to nurses' intentions to help colleagues (path coefficient = 0·54, P < 0·01). However, negative supervisor mood is negatively related to nurses' intentions to help colleagues (path coefficient = −0·13, P < 0·05). Moreover, the analytical results indicated that for highly agreeable nurses, the relationship between negative supervisor mood and nurses' intentions to help colleagues is significantly stronger than for less agreeable nurses. This demonstrates that nurse agreeableness amplifies the negative impact of negative supervisor mood on nurses' intentions to help colleagues. Conclusion. The study findings suggest the pivotal importance of managing negative supervisor mood to increase nurses' intentions to help colleagues. [ABSTRACT FROM AUTHOR]

Objective. To better understand the severity and impact of pain in women who are breast cancer survivors. Design. Cross-sectional survey. Setting. Cancer wellness clinic. Patients. Two hundred fifty-three women with a history of early-stage breast cancer who had completed therapy and were without evidence of disease. Interventions. None. Outcome Measures. A survey that included questions about cancer history, pain, sleep problems, and physical and psychological functioning. Results. About half of the participants (117 or 46%) reported some pain, although most rated its intensity as mild. Both average and worst pain ratings showed significant associations with physical functioning ( rs, −0.48 and −0.43, respectively), severity of sleep problems ( rs, 0.31 and 0.30), and psychological functioning ( rs, −0.27 and −0.24). Age (with younger participants slightly more likely to report pain) and history of antiestrogen therapy showed nonsignificant trends to predict the presence of pain. Conclusions. The study findings provide new and important knowledge regarding the severity and impact of pain in female breast cancer survivors. The results indicate that clinicians should assess pain regularly in breast cancer survivors and treat this pain when indicated. The findings also support the need for research to determine whether improved pain management would result in improved quality of life for women with a history of breast cancer. [ABSTRACT FROM AUTHOR]

Background: Migraine is ranked among the most important causes of disability worldwide. Some effective migraine treatments have been identified. However, little is known regarding the treatment strategies used by patients with migraine to manage pain or their efficacy. Purpose: This study was designed to (a) investigate the pain management strategies used by migraineurs and their perceived effectiveness and (b) evaluate the association between the number of strategies used and their overall perceived effectiveness. Methods: A cross-sectional design with consecutive sampling was used in a medical center in Taiwan. Individuals with migraine (N = 174) completed self-administered questionnaires and in-depth interviews to assess the frequency and perceived effectiveness of a variety of pain management strategies. Results: Most participants reported using prescription medications (56%) and over-the-counter medications (51%), which were rated as having good efficacy rates of 78% and 81%, respectively. Traditional Chinese medicine (17%) and folk remedies (13%) were used less frequently and rated as relatively less effective at 65% and 48%, respectively. About half (47%) reported using more than one pain management strategy. Significantly more of those who reported using multiple pain management strategies reported at least "some effect" than those who reported using one strategy only (73% vs. 27%, p =.001). Conclusions: Prescription medications showed good usage rate and good perceived efficacy. However, about half of the participants used multiple pain management strategies, supporting the need for further research to evaluate the efficacy of combination treatments and to identify those combinations that may have the most additive and/or synergistic effects. Furthermore, the findings indicate that continued use of medications for migraine management is appropriate for many individuals because of the relatively high rates of perceived efficacy for this strategy found in this study. [ABSTRACT FROM AUTHOR]