Burnout, Self-Efficacy, and Resilience in Haitian Nurses: A Cross-Sectional Study

Purpose of Study: Though nursing burnout is a global problem, research on nurse burnout in Haiti is scarce. In a context of multiple personal, social, and environmental challenges, this study assessed burnout and associated factors among Haitian nurses. Design of Study: A multi-site cross-sectional study. Methods: A survey in French and Haitian Creole was conducted in five Haitian hospitals using forward and back translated scales measuring burnout (emotional exhaustion [EE], depersonalization [DP], personal accomplishment [PA]), self-efficacy, nursing work environment, resilience, and demographics. Findings: Haitian nurses ( N = 179) self-reported moderate EE ( M = 21, SD = 11.18), low DP ( Mdn = 2.0, range = 29), and high personal accomplishment ( Mdn = 41.0, range = 33). General self-efficacy ( M = 32.31, SD = 4.27) and resilience ( M = 26.68, SD = 5.86) were high. Dissatisfaction with salary, autonomy, and staffing were evident. Conclusions: It is noteworthy that burnout was lower than expected given the scarce resource, difficult socio-politico-economic environment. High levels of self-efficacy and resilience likely mitigated a higher level of burnout. Adaptation enables these nurses to manage their critical conditions and practice holistic nursing, which may inspire hope among nurses in similar contexts.

The Association of Work Environments and Nurse-Nurse Collaboration: A Multicenter Cross-Sectional Study

Background: Along with the recent healthcare reform, intraprofessional collaboration in nursing is considered an essential factor for managing the challenges related to diverse roles and tasks of nurses in providing high quality care. There is lack of knowledge on how the nursing work environment could influence nurse-nurse collaboration. Purpose: The study aimed to assess the relationship between nursing work environment and nurses’ intraprofessional collaboration.Methods: A total of 300 nurses working in four teaching hospitals participated in this multicenter cross-sectional study. Data were collected using the Nurse-Nurse Collaboration Scale (NNCS) and the Practice Environment Scale of the Nursing Work Index (PES–NWI). The Pearson correlation test was used to analyze the data.Results: The results showed that the mean score of the PES–NWI was 2.65±0.32 out of 4. The highest and lowest scores belonged to the subscales of the nursing foundations for quality of care (2.86±0.31) and staffing and resource adequacy (2.24±0.49), respectively. The mean total score of nurse-nurse collaboration was 2.94±0.21 out of a score of 4. The results showed a significant positive relationship between nursing work environment and nurses’ intraprofessional collaboration (r=0.49, p<0.05).Conclusion: The nursing practice environment has a positive and significant relationship with nurse-nurse collaboration. Therefore, improving nurses’ practice environment and providing healthy workplaces could improve the intraprofessional nurse’s collaboration. Moreover, nurse managers should improve nurses’ skills in some areas of collaboration such as conflict management.

Factors Influencing Retention Intention of Nurses at Long-term Care Hospitals in Korea

Purpose This study aimed to investigate the levels and correlations of role conflict, nursing professionalism, nursing work environment and retention intention, and the factors influencing retention intention of nurses at long-term care hospitals. Methods The subjects included 183 nurses at nine long-term care hospitals in one metropolitan city in Korea. A set of self-reported questionnaires was administered to assess general characteristics, role conflict, nursing professionalism, nursing work environment, and retention intention of the subjects. Collected data was analyzed using descriptive statistics, t-tests, one-way ANOVA, Pearson correlation coefficients, and multiple linear regression. Results 183 subjects with a mean (±SD) age of 41.66 (±12.29) years were included in the final analyses. Retention intention had a significant positive correlation with nursing professionalism (r=.39, p&lt;.001) and nursing work environment (r=.51, p&lt;.001). Nursing work environment had a significant negative correlation with role conflict (r=-.30, p&lt;.001) and a significant positive correlation with nursing professionalism (r=.48, p&lt;.001). In the final multiple regression analysis, the factors influencing retention intention of subjects were number of beds (β=-.15 p&lt;.026), nursing professionalism (β=.19, p=.007) and nursing work environment (β=.36, p&lt;.001). The explanatory power of number of beds, nursing professionalism and nursing work environment on retention intention was 34.0% (F=16.66, p&lt;.001). Conclusion Improving nursing professionalism and nursing work environment of nurses at long-term care hospitals will ultimately enhance their retention intention and positively impact on the quality of gerontological nursing service.

Development and Validation of the Indonesian Version of Quality Nursing Work Environment (QNWE-I) Instrument

Background: Nursing shortages are a significant problem experienced by medical institutions worldwide as well as Indonesia. Understanding nurses’ work environment is a proper strategy for enhancing the retention and overcoming shortages of nurses. The Quality Nursing Work Environment (QNWE) is a well-known tool that has been commonly used to evaluate the working atmosphere of nurses. However, the availability and validated version of the instrument for hospital nurses in Indonesia is not confirmed.Purpose: This study aims to confirm the psychometric evaluation of the Indonesian version of QNWE instruments in hospital settings.Methods: A cross-sectional study design and psychometric analyses were administered. The 65-item, eight-domain questionnaire was translated, adapted, and face-validated using content validity index (CVI) analysis. The construct validity and internal consistency of the translated version were tested using confirmatory factor analysis (CFA) and Cronbach's Alpha to 334 hospital nurses. The intraclass correlation coefficient (ICC) was employed to determine test-retest and interrater reliability analysis to 33 nurses and 10 ratters in the pilot testing.Results: The CVI of the QNWE-I scale ranged from 0.86 to 1.00. The CFA determined an adequate model fit of the instrument. As to overall reliability, test-retest reliability of 0.90, ICC analysis of 0.82, and Cronbach's alpha of 0.96; was confirmed.Conclusions: The psychometric evaluation of the QNWE-I showed excellent acceptability, validity, and reliability. Therefore, the QNWE-I can serve as a comprehensive instrument for assessing the quality of nurses' work environments in Indonesia.

Personal initiative and work environment as predictors of job satisfaction among nurses: cross-sectional study

Background Job satisfaction contributes to better work outcomes and productivity, and reduces nurses’ absenteeism and turnover. The contribution of personal initiative to the interaction between these variables needs additional examination. This study aimed to examine the relationships between personal initiative, work environment, and job satisfaction among nurses. Methods This was a cross-sectional study. The convenience sample consisted of 1040 nurses working in hospitals across the country. Data were collected by a structured self-administered questionnaire measuring: (a) personal initiative, (b) nursing work environment, (c) job satisfaction. Results Personal initiative and work environment scores, together with demographic and occupational characteristics that univariate analysis showed to be significantly associated with job satisfaction, were included in a logistic regression model to predict job satisfaction. The results of multivariable analysis indicated that female gender, working in emergency room (ER) and pediatric wards, a higher personal initiative, and positive perception of work environment, were significantly associated with higher job satisfaction. Work in the ER and pediatric area of practice was significantly associated with five-fold (OR = 4.97; 95% CI 1.52–16.25) and three-fold higher odds (OR = 2.85; 95% CI 1.17–6.91) for high and very high job satisfaction in comparison with work in oncology. The model explained 32% of the variance in job satisfaction. Conclusions The findings demonstrate that high personal initiative together with positive perceptions of the nursing work environment, contributed significantly to the explanation of job satisfaction. There is a need to invest more efforts in strengthening the organizational climate stimulating initiative behavior and encouraging nurses to be active, share knowledge, and promote innovation.