Practice environment and its association with professional competence and work-related factors: perception of newly graduated nurses

2015 ◽  
Vol 24 (1) ◽  
pp. E1-E11 ◽  
Author(s):  
Olivia Numminen ◽  
Eija Ruoppa ◽  
Helena Leino-Kilpi ◽  
Hannu Isoaho ◽  
Maija Hupli ◽  
...  
Keyword(s):  
Professional Competence ◽  
Practice Environment ◽  
Related Factors ◽  
Work Related ◽  
Newly Graduated Nurses

scholarly journals Newly graduated nurses’ empowerment regarding professional competence and other work-related factors

BMC Nursing ◽  
2016 ◽  
Vol 15 (1) ◽  
Author(s):  
Liisa Kuokkanen ◽  
Helena Leino-Kilpi ◽  
Olivia Numminen ◽  
Hannu Isoaho ◽  
Mervi Flinkman ◽  
...  
Keyword(s):  
Professional Competence ◽  
Related Factors ◽  
Work Related ◽  
Newly Graduated Nurses

scholarly journals Ethical climate and nurse competence – newly graduated nurses' perceptions

2014 ◽  
Vol 22 (8) ◽  
pp. 845-859 ◽  
Author(s):  
Olivia Numminen ◽  
Helena Leino-Kilpi ◽  
Hannu Isoaho ◽  
Riitta Meretoja
Keyword(s):  
Job Satisfaction ◽  
Work Environment ◽  
Ethical Leadership ◽  
Ethical Climate ◽  
Turnover Intentions ◽  
Professional Competence ◽  
Future Research ◽  
Related Factors ◽  
Ethical Climates ◽  
Newly Graduated Nurses

Background: Nursing practice takes place in a social framework, in which environmental elements and interpersonal relations interact. Ethical climate of the work unit is an important element affecting nurses’ professional and ethical practice. Nevertheless, whatever the environmental circumstances, nurses are expected to be professionally competent providing high-quality care ethically and clinically. Aim: This study examined newly graduated nurses’ perception of the ethical climate of their work environment and its association with their self-assessed professional competence, turnover intentions and job satisfaction. Method: Descriptive, cross-sectional, correlational research design was applied. Participants consisted of 318 newly graduated nurses. Data were collected electronically and analysed statistically. Ethical considerations: Ethical approval and permissions to use instruments and conduct the study were obtained according to required procedures. Data were rendered anonymous to protect participant confidentiality. Completing the questionnaire was interpreted as consent to participate. Findings: Nurses’ overall perception of the ethical climate was positive. More positive perceptions related to peers, patients and physicians, and less positive to hospitals and managers. Strong associations were found between perceived ethical climate and self-assessed competence, turnover intentions in terms of changing job, and job satisfaction in terms of quality of care. Nurses at a higher competence level with positive views of job satisfaction and low turnover intentions perceived the climate significantly more positively. Conclusion: Nursing management responsible for and having the power to implement changes should understand their contribution in ethical leadership, as well as the multidimensional nature of nurses’ work environment and the interaction between work-related factors in planning developmental measures. Future research should focus on issues in nurse managers’ ethical leadership in creating ethical work environments. There is also a need for knowledge of newly graduated nurses’ views of factors which act as enhancers or barriers to positive ethical climates to develop. Interventions, continuing education courses, and discussions designed to promote positive ethical climates should be developed for managers, nurses, and multi-professional teams.

Critical Review on Suicide Among Nurses

Crisis ◽  
2015 ◽  
Vol 36 (2) ◽  
pp. 91-101 ◽  
Author(s):  
Marie Alderson ◽  
Xavier Parent-Rocheleau ◽  
Brian Mishara
Keyword(s):  
Risk Factors ◽  
Literature Review ◽  
High Stress ◽  
Related Factors ◽  
Work Settings ◽  
Work Related ◽  
High Prevalence ◽  
Full Text Review ◽  
The Subject ◽  
Psychiatric Problems

Background: Research shows that there is a high prevalence of suicide among nurses. Despite this, it has been 15 years since the last literature review on the subject was published. Aim: The aim of this article is to review the knowledge currently available on the risk of suicide among nurses and on contributory risk factors. Method: A search was conducted in electronic databases using keywords related to prevalence and risk factors of suicide among nurses. The abstracts were analyzed by reviewers according to selection criteria. Selected articles were submitted to a full-text review and their key elements were summarized. Results: Only nine articles were eligible for inclusion in this review. The results of this literature review highlight both the troubling high prevalence of suicide among nurses as well as the persistent lack of studies that examine this issue. Conclusion: Considering that the effects of several factors related to nurses' work and work settings are associated with high stress, distress, or psychiatric problems, we highlight the relevance of investigating work-related factors associated with nurses' risk of suicide. Several avenues for future studies are discussed as well as possible research methods.

Association of demographic and work-related factors with psychological distress among oil workers in Kuwait

2013 ◽  
Author(s):  
R. Al-Adsani ◽  
K. Khudadah ◽  
H. Ali ◽  
O. Booz ◽  
M. Moussa ◽  
...  
Keyword(s):  
Psychological Distress ◽  
Related Factors ◽  
Work Related ◽  
Oil Workers

Women's healthcare providers: Work factors, personality, and stress

2019 ◽  
Vol 47 (7) ◽  
pp. 1-11
Author(s):  
Victoria A. Farrow ◽  
Anthony Ahrens ◽  
Kathleen C. Gunthert ◽  
Jay Schulkin
Keyword(s):  
Cultural Differences ◽  
Perceived Stress ◽  
Healthcare Providers ◽  
Descriptive Statistics ◽  
Related Factors ◽  
Work Related ◽  
Work Factors ◽  
Physician Stress ◽  
Linear Regressions

We assessed neuroticism, perceived stress, and work-related factors among obstetrician-gynecologists (ob-gyns), and examined the relationships between these variables. Surveys were sent to 500 physician members of the American College of Obstetricians and Gynecologists and we received 287 (57.4%) completed responses. Analyses included descriptive statistics and linear regressions. Ob-gyns reported high levels of perceived stress. After controlling for neuroticism, variables that significantly predicted stress levels included average hours worked, perception of working too many hours, colleague support for work–home balance, isolation due to gender/cultural differences, and perception of workplace control. Because these work-related factors are linked to stress even when controlling for neuroticism, administrators and physicians may consider whether any of these factors are modifiable to mitigate physician stress. This in turn may affect physicians' own health and the quality of care patients receive.

scholarly journals Risk Factors for Disability Pension among Young Adults Diagnosed with Attention-deficit Hyperactivity Disorder (ADHD) in Adulthood

2021 ◽  
pp. 108705472110256
Author(s):  
Lingjing Chen ◽  
Ellenor Mittendorfer-Rutz ◽  
Emma Björkenstam ◽  
Syed Rahman ◽  
Klas Gustafsson ◽  
...  
Keyword(s):  
Risk Factors ◽  
Young Adults ◽  
Disability Pension ◽  
Cox Regression ◽  
Related Factors ◽  
Adult Age ◽  
Work Related ◽  
Hyperactivity Disorder ◽  
Increased Risk ◽  
Similar Risk

Objective: To investigate risk factors of disability pension (DP) in young adults diagnosed with ADHD in Sweden. Method: In total, 9718 individuals diagnosed with incident ADHD in young adult age (19–29 years) 2006 to 2011, were identified through national registers. They were followed for 5 years and Cox regression models were applied to analyze the DP risk (overall and by sex), associated with socio-demographics, work-related factors, and comorbid disorders. Results: Twenty-one percent of all received DP. Being younger at diagnosis (hazard ratio [HR] = 1.54; 95%confidence interval [CI] 1.39–1.71); low educational level (HR = 1.97; 95%CI 1.60–2.43 for <10 years); work-related factors at baseline (no income from work [HR = 2.64; 95%CI 2.35–2.98] and sickness absence >90 days [HR = 2.48; 95%CI2.17–2.83]); and schizophrenia/psychoses (HR = 2.16; 95%CI 1.66–2.80), autism (HR = 1.87; 95%CI 1.42–2.46), anxiety (HR = 1.34; 95%CI 1.22–1.49) were significantly associated with an increased risk of DP. Similar risk patterns were found in men and women. Conclusion: Work-related factors and comorbid mental disorders need to be highlighted in early vocational rehabilitation for individuals with ADHD.

scholarly journals Perception and Preference for Home-Based Telework in the COVID-19 Era: A Gender-Based Analysis in Hanoi, Vietnam

2021 ◽  
Vol 13 (6) ◽  
pp. 3179
Author(s):  
Minh Hieu Nguyen ◽  
Jimmy Armoogum
Keyword(s):  
Gender Inequality ◽  
Sustainable Development Goal ◽  
Related Factors ◽  
Social Distancing ◽  
Work Related ◽  
Home Based ◽  
The Social ◽  
The Government ◽  
Gender Based ◽  
Using Data

The rapid and widespread of COVID-19 has caused severe multifaceted effects on society but differently in women and men, thereby preventing the achievement of gender equality (the 5th sustainable development goal of the United Nations). This study, using data of 355 teleworkers collected in Hanoi (Vietnam) during the first social distancing period, aims at exploring how (dis)similar factors associated with the perception and the preference for more home-based telework (HBT) for male teleworkers versus female peers are. The findings show that 56% of female teleworkers compared to 45% of male counterparts had a positive perception of HBT within the social distancing period and 63% of women desired to telework more in comparison with 39% of men post-COVID-19. Work-related factors were associated with the male perception while family-related factors influenced the female perception. There is a difference in the effects of the same variables (age and children in the household) on the perception and the preference for HBT for females. For women, HBT would be considered a solution post-COVID-19 to solve the burden existing pre-COVID-19 and increasing in COVID-19. Considering gender inequality is necessary for the government and authorities to lessen the adverse effects of COVID-19 on the lives of citizens, especially female ones, in developing countries.

scholarly journals Understanding employee turnover in humanitarian organizations

2016 ◽  
Vol 48 (4) ◽  
pp. 208-214 ◽  
Author(s):  
Rameshwar Dubey ◽  
Angappa Gunasekaran ◽  
Nezih Altay ◽  
Stephen J Childe ◽  
Thanos Papadopoulos
Keyword(s):  
Employee Turnover ◽  
Factor Loading ◽  
Personal Factors ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related ◽  
Humanitarian Organizations ◽  
Using Data ◽  
High Level

Purpose – At a time when the number and seriousness of disasters seems to be increasing, humanitarian organizations find that besides their challenging work they are faced with problems caused by a high level of turnover of staff. The paper aims to discuss these issues. Design/methodology/approach – Based on the 24 variables leading to employee turnover identified by Cotton and Tuttle (1986) the authors analyse the work-related, external and personal factors affecting employee turnover in humanitarian organizations, using a survey of members of the Indian National Institute of Disaster Management. Findings – Results indicated that the three factors are present. Of the external factors, only employment perception had a factor loading over 0.7; of the work-related factors, all were significant; of the personal factors, biographical information, marital status, number of dependants, aptitude and ability and intelligence had the highest loadings. It was also shown that behavioural intentions and net expectation were not significant. Originality/value – Only a few studies reported on employee turnover and its reasons are not well understood in the context of humanitarian organizations. To address this need, the aim of this paper is to explore the personal reasons impacting employee turnover in humanitarian organizations. In the study the authors have adopted 24 variables used in Cotton and Tuttle (1986) and classified into constructs to explain turnover, and further tested the model using data gathered from humanitarian organizations.

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