Transformational and abusive leadership practices: impacts on novice nurses, quality of care and intention to leave

Mélanie Lavoie-Tremblay; Claude Fernet; Geneviève L. Lavigne; Stéphanie Austin

doi:10.1111/jan.12860

Professional nursing practice: environment and emotional exhaustion among intensive care nurses

Revista Latino-Americana de Enfermagem ◽

10.1590/s0104-11692013000300016 ◽

2013 ◽

Vol 21 (3) ◽

pp. 765-772 ◽

Cited By ~ 47

Author(s):

Marcia Raquel Panunto ◽

Edinêis de Brito Guirardello

Keyword(s):

Job Satisfaction ◽

Intensive Care ◽

Quality Of Care ◽

Emotional Exhaustion ◽

Nursing Practice ◽

Intention To Leave ◽

Professional Nursing Practice ◽

Nursing Practice Environment ◽

Perception Of Quality

OBJECTIVE: to evaluate the characteristics of the professional nursing practice environment and its relationship with burnout, perception of quality of care, job satisfaction and the intention to leave the job in the next 12 months. METHOD: cross-sectional study with a quantitative approach to data. The sample was composed of 129 nurses working in adult Intensive Care Units from a region in the interior of São Paulo, Brazil. RESULTS: The structural equation modeling, using path analysis, revealed that characteristics of the environment influence job satisfaction, perception of quality of care, and having an intention to leave their job, when mediated by emotional exhaustion. Nurses with limited autonomy, poor control over their practice, and poor relationships with physicians, experience a greater level of emotional exhaustion, which can negatively influence their perception of quality of care, job satisfaction and an intention to abandon their jobs. CONCLUSION: the mediating role of emotional exhaustion may negatively influence care delivery. Therefore, there is a need to adopt strategies to minimize this condition among nurses.

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Precursors and outcomes of work engagement among nursing professionals—a cross-sectional study

10.21203/rs.3.rs-33425/v2 ◽

2020 ◽

Author(s):

Terje Slåtten ◽

Gudbrand Lien

Keyword(s):

Job Satisfaction ◽

Organizational Culture ◽

Quality Of Care ◽

Work Engagement ◽

Turnover Intention ◽

Intention To Leave ◽

Organizational Goals ◽

Nursing Professionals ◽

The Relationship

Abstract Background: Health services organizations must understand how best to lower nursing professionals’ turnover intentions, increase their job satisfaction and quality of care provided to patients. This study aims to examine whether work engagement, which refers to a positive fulfilling, work-related state of mind, is a significant predictor of the achievement of these preferred organizational goals. The study also aims to examine whether organizational culture and climate can manage the work engagement of nursing professionals and indirectly contribute to the accomplishment of the preferred organizational goals.Methods: The proposed conceptual model was tested in a quantitative study in which nursing professionals participated. The data were analyzed using confirmatory factor analysis and structural equation modeling in Stata.Results: The three key findings from this study were: i) work engagement of nursing professionals was found to be positively related to service quality of care (b = 0.551) and job satisfaction (b = 0.883). Job satisfaction fully mediates the relationship between work engagement and turnover intention and in itself explains almost 60% (R2 = 0.59) of turnover intention (which refers to the intention to leave a job on a personal/workers level), ii) nursing professionals’ perception of organizational culture (b = 0.278) and collaboration climate (b = 0.331) were both directly related to their work engagement, iii) work engagement fully mediates the relationship between organizational culture, organizational climate and service quality of care and job satisfaction. Moreover, work engagement particularly mediates the relationship between collaborative climate and job satisfaction.Conclusions: The work engagement of nursing professionals is highly correlated, especially to their job satisfaction. Work engagement and intention to leave a job is (fully) mediated by job satisfaction. Employers should therefore focus on improving job satisfaction of nursing professionals. The work engagement of nursing professionals is a common key factor for improvements. Consequently, leaders and managers should continuously manage nursing professionals’ work engagement, focusing on such areas as organizational culture and climate because work engagement is a substantial driver to enable multiple desirable outcomes for hospital organizations.

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Usefulness of Videos Recorded by a Wearable Camera during Prehospital Care in Reviewing Quality of Care Provided by Novice Nurses

Journal of Japan Academy of Nursing Science ◽

10.5630/jans.41.141 ◽

2021 ◽

Vol 41 (0) ◽

pp. 141-147

Author(s):

Seiichi Takahashi ◽

Morikatsu Tsuchiya ◽

Takayuki Sakagami

Keyword(s):

Quality Of Care ◽

Prehospital Care ◽

Wearable Camera ◽

Novice Nurses

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How Perceived Quality of Care and Job Satisfaction Are Associated with Intention to Leave the Profession in Young Nurses and Physicians

International Journal of Environmental Research and Public Health ◽

10.3390/ijerph17082714 ◽

2020 ◽

Vol 17 (8) ◽

pp. 2714

Author(s):

Peter Koch ◽

Max Zilezinski ◽

Kevin Schulte ◽

Reinhard Strametz ◽

Albert Nienhaus ◽

...

Keyword(s):

Job Satisfaction ◽

Quality Of Care ◽

Intention To Leave ◽

Perceived Quality ◽

Intentions To Leave ◽

Perceived Quality Of Care ◽

Nurses And Physicians ◽

Copenhagen Psychosocial Questionnaire ◽

Young Physicians

German hospitals are now confronted with major challenges from both shortages and fluctuations in the numbers of physicians and nurses. This makes it even more important that physicians and nurses do not prematurely leave patient care. The objective of the present study was to improve our understanding of the factors that trigger intentions to leave the profession. For this purpose, data from 1060 young physicians and nurses in hospital care were analysed. Intentions to leave the profession was assessed with the Copenhagen Psychosocial Questionnaire (COPSOQ). In the first step, the association was determined between intention to leave the profession and the factors of perceived quality of care and job satisfaction. In a second step, a mediation analysis was performed to determine the effect of perceived quality of care after correction for the possible mediator of job satisfaction. There were statistically significant negative associations between perceived quality of care and intention to leave the profession (beta: −2.9, 95% CI: −4.48–−1.39) and job satisfaction and intention to leave the profession (beta: −0.5, 95% CI: −0.64–−0.44). The effect of perceived quality of care on intention to leave the profession was partially mediated by job satisfaction. Thus, high perceived quality of care and high job satisfaction are both important factors that tend to prevent young physicians and nurses from leaving their professions.

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