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Aims: This study's objective was to investigate possible associations between the frequency of temporary nurse deployments and permanently-employed nurses' outcomes including staffing levels in Swiss psychiatric hospitals. Background: Faced with widespread nursing shortages, some nursing managers frequently deploy temporary nurses to meet their staffing needs. While various studies have investigated the relationships between temporary nurses' deployment and permanently-employed nurse outcomes, few anywhere, and none in Switzerland, have explored such deployments' relationships with permanently-employed nurses' job satisfaction, burnout, or intent to leave their organization or profession. Furthermore, especially in psychiatric hospitals, research on temporary nurse deployments and their association with permanently-employed nurses' outcomes remains scarce. Methods: This secondary analysis is based on the MatchRN Psychiatry study, which included 79 psychiatric units and 651 nurses. Using descriptive analyses and linear mixed modeling, we assessed the frequency of temporary nurses' deployment and its association with four permanently-employed nurse outcomes: staffing levels, job satisfaction, burnout, and intention to leave their organization or profession. Results: Roughly one-quarter of the studied units reported frequently deploying temporary nurses. Nonetheless, no differences in nurse staffing levels were found. Regarding permanently-employed nurses' outcomes, we identified slightly higher levels of intention to leave the profession (beta = 0.18; 95% CI [0.03-0.33]) and burnout (beta = 0.19; 95% CI [0.4-0.33]) on units where temporary nurses were frequently deployed. Conclusion: Deploying temporary nurses appears to help units maintain adequate staffing levels. However, additional research will be necessary to better understand whether working conditions are the common cause of temporary nurses' deployment and permanently-employed nurse outcomes. Until more information is available, unit managers should consider alternatives to deploying temporary nurses. [ABSTRACT FROM AUTHOR]

Aims This study’s objective was to investigate possible associations between the frequency of temporary nurse deployments and permanently-employed nurses’ outcomes including staffing levels in Swiss psychiatric hospitals. Background Faced with widespread nursing shortages, some nursing managers frequently deploy temporary nurses to meet their staffing needs. While various studies have investigated the relationships between temporary nurses’ deployment and permanently-employed nurse outcomes, few anywhere, and none in Switzerland, have explored such deployments’ relationships with permanently-employed nurses’ job satisfaction, burnout, or intent to leave their organization or profession. Furthermore, especially in psychiatric hospitals, research on temporary nurse deployments and their association with permanently-employed nurses’ outcomes remains scarce. Methods This secondary analysis is based on the MatchRN Psychiatry study, which included 79 psychiatric units and 651 nurses. Using descriptive analyses and linear mixed modeling, we assessed the frequency of temporary nurses’ deployment and its association with four permanently-employed nurse outcomes: staffing levels, job satisfaction, burnout, and intention to leave their organization or profession. Results Roughly one-quarter of the studied units reported frequently deploying temporary nurses. Nonetheless, no differences in nurse staffing levels were found. Regarding permanently-employed nurses’ outcomes, we identified slightly higher levels of intention to leave the profession (beta = 0.18; 95% CI [0.03–0.33]) and burnout (beta = 0.19; 95% CI [0.4–0.33]) on units where temporary nurses were frequently deployed. Conclusion Deploying temporary nurses appears to help units maintain adequate staffing levels. However, additional research will be necessary to better understand whether working conditions are the common cause of temporary nurses’ deployment and permanently-employed nurse outcomes. Until more information is available, unit managers should consider alternatives to deploying temporary nurses.

Objective: The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital, Uttarakhand, India. Materials and Methods: A total of 250 nurses (125 temporary and 125 permanent) were selected using stratified disproportionate random sampling techniques from a tertiary care teaching hospital. Sociodemographic datasheet, Job Satisfaction Survey scale, and Organizational Commitment scale were used to collect data. Results: The study results revealed that the job satisfaction score was significantly higher in permanent nurses (139.1 ± 15.4) than in temporary nurses (131.3 ± 12.2) (P < 0.001). However, temporary nurses (85.2 ± 14.4) were more committed toward organization than permanent nurses (80.0 ± 16.0) (P < 0.001). There was a significant association between nurses' job satisfaction and their gross salary (P < 0.001) and their organizational commitment with the selected profession by own will (P < 0.001). Conclusion: The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment. This study suggests enhancing employee satisfaction can improve organizational commitment. As well, this study's findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future.

Objective: The objective of this study was to assess and compare job satisfaction and organizational commitment among nurses working on temporary versus permanent basis at a tertiary care teaching hospital, Uttarakhand, India. Materials and Methods: A total of 250 nurses (125 temporary and 125 permanent) were selected using stratified disproportionate random sampling techniques from a tertiary care teaching hospital. Sociodemographic datasheet, Job Satisfaction Survey scale, and Organizational Commitment scale were used to collect data. Results: The study results revealed that the job satisfaction score was significantly higher in permanent nurses (139.1 ± 15.4) than in temporary nurses (131.3 ± 12.2) (P < 0.001). However, temporary nurses (85.2 ± 14.4) were more committed toward organization than permanent nurses (80.0 ± 16.0) (P < 0.001). There was a significant association between nurses' job satisfaction and their gross salary (P < 0.001) and their organizational commitment with the selected profession by own will (P < 0.001). Conclusion: The present study concluded that majority of temporary and permanent nurses reported a moderate level of job satisfaction and organizational commitment. This study suggests enhancing employee satisfaction can improve organizational commitment. As well, this study's findings can serve as a valuable foundation for designing policies to enhance organizational commitment in the future. [ABSTRACT FROM AUTHOR]