The Relationship between Work-life Conflict and Turnover Intention among Hospital Nurses based on Shift Work / 산업간호학회지

PURPOSE: This study analyzes the relationship between work-life conflict and turnover intention among hospital nurses. Furthermore, it seeks to determine whether the relationship between the two varies depending on the shift work condition of the nurses. METHODS: A total of 435 nurses working at five tertiary hospitals were included in the study. The questionnaire included items on turnover intentions, work-life conflicts, sociodemographic factors, working conditions, and internal and external resources. RESULTS: The level of work-life conflict among shift work nurses was higher than that of non-shift work nurses. The turnover intention was also higher for shift work nurses than for non-shift work nurses. Results from the multivariate logistic regression analysis revealed that the work-life conflict of nurses had a positive relationship with turnover intention. The effect of work-life conflict on turnover intention was greater for shift work nurses than for non-shift work nurses. CONCLUSION: Work-life conflict had a greater impact on the turnover intention of hospital nurses working under shift work conditions. Based on this study's findings, it can be suggested that, in order to reduce high turnover intention, it will be necessary to make specific efforts to balance work-life conflict and improve working conditions.

Violência no trabalho: um estudo com enfermeiros/as em hospitais portugueses / Work violence: a study with nurses in portuguese hospitals / Violencia en el trabajo: un estudio con enfermeros/as en hospitales portugueses

O presente estudo teve como principais objetivos caraterizar a violência ocorrida sobre enfermeiros(as) hospitalares portugueses por parte de utentes e contribuir para a adaptação de uma escala sobre violência no trabalho em contexto português. Os dados foram recolhidos através de um inquérito online. Participaram no estudo 191 enfermeiros(as), 91.6% dos quais mulheres. Os resultados indicaram que a violência psicológica, em comparação com a vicariante e física, foi a mais frequente. Por exemplo, 56% dos profissionais referiram sentirem-se observados fixamente enquanto estavam a trabalhar quatro ou mais vezes durante o último ano, ao passo que 2.1% referiu ter sido ameaçado com uma arma com a mesma frequência e período de referência. Observou-se ainda que determinados serviços (e.g., urgências) estavam mais associados à ocorrência de violência, nomeadamente física, e que a violência estava associada a uma saúde psicológica mais pobre. O estudo inclui ainda a referência a possibilidades de intervenção neste domínio.

The main goal of the present study was to characterize the violence against nurses by patients in Portuguese hospitals, and to contribute to the adaptation of a scale for violence at work in the Portuguese context. Data were collected through a survey available online. A total of 191 nurses (91.6% were women) participated in the study. The results indicated that psychological violence, as compared with vicarious and physical violence, was the most frequent. For example, 56% of professionals reported feeling observed fixedly while working, four or more times during the past year, while 2.1% claimed to have been threatened with a gun with the same frequency and reference period. It was also observed that certain departments (e.g., emergency) were more associated with violent occurrences, in particular physical violence, and that violence was associated with poorer psychological health. The study also includes reference to intervention possibilities in this field.

El presente estudio tuvo como principales objetivos caracterizar la violencia a los(as) enfermeros(as) por parte de usuarios de hospitales portugueses, y contribuir a la adaptación de una escala sobre violencia laboral en el contexto portugués. Los datos se recopilaron a través de una encuesta online. Participaron en el estudio 191 enfermeros, 91.6% son mujeres. Los resultados indicaron que la violencia psicológica, en comparación con la vicariante y física, fue la más frecuente. Por ejemplo, el 56% de los profesionales indicaron sentirse observados fijamente mientras estaban trabajando cuatro o más veces durante el último año, mientras que 2.1% afirmó haber sido amenazado con un arma con la misma frecuencia y período de tiempo. Se observó además que determinados servicios (e. g., urgencias) estaban más asociados a la ocurrencia de violencia, en particular la física, y que esta violencia estaba asociada a una salud psicológica más pobre. Este estudio tiene referencias a posibles intervenciones en este campo.

Relationship between Psychosocial Risk Factors and Work-Related Musculoskeletal Disorders among Public Hospital Nurses in Malaysia

OBJECTIVE: This study examined the relationships between psychosocial work factors and risk of WRMSDs among public hospital nurses in the Klang Valley, Malaysia. METHODS: We conducted a cross-sectional study among 660 public hospital nurses. A self-administered questionnaire was used to collect data on the occurrence of WRMSDs according to body regions, socio-demographic profiles, occupational information and psychosocial risk factors. 468 questionnaires were returned (response rate of 71%), and 376 questionnaires qualified for subsequent analysis. Univariate analyses were applied to test for mean and categorical differences across the WRMSDs; multiple logistic regression was applied to predict WRMSDs based on the Job Strain Model's psychosocial risk factors. RESULTS: Over two thirds of the sample of nurses experienced discomfort or pain in at least one site of the musculoskeletal system within the last year. The neck was the most prevalent site (48.94%), followed by the feet (47.20%), the upper back (40.69%) and the lower back (35.28%). More than 50% of the nurses complained of having discomfort in region one (neck, shoulders and upperback) and region four (hips, knees, ankles, and feet). The results also revealed that psychological job demands, job strain and iso-strain ratio demonstrated statistically significant mean differences (p < 0.05) between nurses with and without WRMSDs. According to univariate logistic regression, all psychosocial risk factors illustrated significant association with the occurrence of WRMSDs in various regions of the body (OR: 1.52-2.14). Multiple logistic regression showed all psychosocial risk factors were significantly associated with WRMSDs across body regions (OR: 1.03-1.19) except for region 1 (neck, shoulders and upper back) and region 4 (hips, knees, ankles, and feet). All demographic variables except for years of employment were statistically and significantly associated with WRMSDs (p < 0.05). CONCLUSIONS: The findings indicated the high prevalence of WRMSDs in many body regions, and the risks of developing WRMSDs according to the various body regions were associated with important psychosocial risk factors based on the job strain model. These findings have implications for the management of WRMSDs among public hospital nurses in the Klang Valley, Malaysia.

Influence of personal feature on nurses' professional identity in military hospital / 中国实用护理杂志

Objective To understand the influence of personal feature on nurses' professional identity.Methods Nurses of 6 military hospitals were assessed and analyzed by general data questionnaire,Nursing Professional Identity Scale.Results Nurses' professional identity in military hospital was on the moderate level.Nursing age,department,monthly income,position,gender entered into the regression equation of nurses' occupation,which affected positively nursing professional identity.Conclusions The military nursing managers should raise the income of nurses appropriately,especially pay attention to training of professional identity of seniority nurses and local recruitment nurses,and enhance master concept in order to increase their understanding and recognition of their occupation.

A Study on Factors Affecting Cultural Competency of General Hospital Nurses / 간호행정학회지

PURPOSE: As Korea has been rapidly transformed to be a multicultural society, it becomes essential for nurses to develop cultural competency. The purpose of this descriptive study was to assess the cultural competency level of general hospital nurses and to examine its contributing factors adopting ecological model. METHOD: A convenience sample of 327 nurses from six general hospitals in Seoul metropolitan area was recruited between November 14 to 28, 2011. Cultural competency was measured using the Korean version of the Caffrey Cultural Competence in Healthcare Scale (CCCHS) and Cultural Competence Assessment(CCA). Hierarchical multiple regression analysis was performed to assess the influence of intrapersonal, cultural-experience, and organizational factors on cultural competency. RESULTS: Mean cultural competency in this study was 2.57(+/-0.43). Cultural competency was associated with job position (p=.044) at the intrapersonal level. At the cultural experience level, foreign language classes experience (p=.005), fluency in a foreign language (p=.000), experience of working with foreign health care professionals (p=.000) were associated cultural competency. At the organizational level, training program (p=.000), job description (p=.002), health education materials (p=.016), insufficient job control (p=.000), and interpersonal conflicts (p=.011) showed significant difference. Foreign language class experience, foreign language fluency, experience of working with foreign health care professionals, and job control were the most consistent predictors of cultural competence and explained 20.4% of the total variance in the proposed ecological model. CONCLUSIONS: The findings suggest that to enhance cultural competency in general hospital nurses, cultural experience and organizational factors need to be more fully considered than intrapersonal factors.

Development of a Performance Measurement Scale for Hospital Nurses / 간호학회지

PURPOSE: The aim of this study was to develop a performance measurement scale for nurses in the hospital setting and to test the reliability and validity of the scale. METHODS: This study was conducted in three phases including an application of conceptual framework, development of scale items, and test of validity and reliability of the scale. In order to test validity and reliability, data was collected from 1,966 nurses who work in twenty eight hospitals nation-wide. The data was analyzed by the SAS 8.0 program using descriptive statistics, factor analysis, and reliability coefficients. RESULTS: The Performance measurement scale consisted of 4 factors which included competency, attitude, willingness to improve, and application of nursing process, and a total of 17 items. The Four factors explained 63.45% of the total variance, and Cronbach's alpha of the scale was .92. CONCLUSION: The performance measurement scale developed by this study is a reliable and valid instrument that is utilized effectively to evaluate the performance of hospital nurses. Furthermore, it could be used as a steping stone to assess educational needs of nurses, develop professionalism among nurses, and improve quality of nursing care in the hospital setting.

Turnover Experience of Hospital Nurses in Korea / 성인간호학회지

PURPOSE: The purpose of the study was to explore how hospital nurses decide to quit working as professional nurses using the grounded theory method. METHOD: The data was collected by individual in-depth interviews with 12 hospital nurses who recently resigned from work and it was analyzed using 'constant comparative analysis.' RESULT: The core category that emerged was "in search of new balance with self, work, and family". Three stages were identified: 1) "unconditionally accepting the working situation of itself," 2) "weighing advantages and disadvantages of working as a hospital nurse", and 3) "redesigning a future". Each stage contains three major strategies. The major strategies of the first stage are "maintaining a learning attitude", "enduring physical burnout," and "enduring unfair interpersonal relationships". The second stage contains "identifying advantages of working", "identifying disadvantages of working", and "comparing the advantages with the disadvantages". Lastly, the third stage includes "reassessing the aim of life", "beginning to construct an alternative life", and "deciding to quit working at a certain point". CONCLUSION: The results of the study will help nursing administrators in designing and implementing an effective turnover prevention program for nurses by understanding more deeply the process of turnover phenomenon among hospital nurses.

Evaluating the Accuracy of Blood Pressure Measurement in General Hospital Nurses / 기본간호학회지

To assess the accuracy of blood pressure measurement in general hospital nurses, 276 nurses at four hospital in Kyungju city and Pohang city were observed during the study period 20 December 1998 to 29 December 1998. The nurses measuring the blood pressure of simulated patient's were checked by the researcher or 20 items, that are recommended for consideration when doing a blood pressure measurement. Of the six items in the preparation step for measuring blood pressure, the accuracy of 'patients shouldn't talk during the procedure' had the lowest frequency(27.1%) and the other five items were above 80%. Of the ten items on blood pressure measuring technique, the accuracy of the frequency for 'inflating the cuff until the radial or brachial artery pulse is no longer palpable and then adding 30mmHg' was 0%, 'waiting 30~60 seconds before reinflating the cuff' was alse 0%, 'rapidly deflating the cuff', 0.3%, 'rapidly and steadily inflating the cuff to the maximal level as per above-mentioned initial systolic pressure assessment step', 0.7%, 'reading the pressure to the nearest 2mmHg mark on the manometer', 10.8%, the remaining items were above 70%. Of the four items on blood pressure recording, the accuracy of 'recording the cuff size' had a frequency of 0.3%, 'recording the patient's position such as sitting, standing or lying position', 10.8%, 'recording the arm or leg which was used for measuring the blood pressure', 53.6%, and 'recording systolic/ diastolic pressure', 100%. The variables significantly related to the accuracy of the blood pressure measurement were age, career, position at hospital, and qualification education for blood pressure measurement(p<0.01). In the multiple regression analysis, position and qualification education were significant variables(p<0.01). In conclusion, the accuracy of blood pressure measurement was very low, thus, qualification education for blood pressure measurement should be done immediately to improve the accuracy of measurement by nurses in general hospitals.

Knowledge Level of Pressure Ulcer Among Hospital Nurses / 성인간호학회지

The purpose of this study was to evaluate the knowledge level of pressure ulcer among hospital nurses through a cross-sectional survey by using the pressure ulcer knowledge assessment tool of Beitz et al.(1998). The total of subjects was 160 voluntary participants (60 were from Hospital A and 100 were from Hospital B) working at adult patients' units in two university hospitals located in the same city. None of the hospitals had expert nurses of pressure ulcer nor provided a regular pressure ulcer education program during the past one year. The survey tool consisted of 32 true-false items which were grouped into the risk factors knowledge category(13 items), the wound assessment knowledge category(4 items), and the treatment methods knowledge category(15 items). An internal consistency reliability test of the tool yielded an overall coefficient of 0.72; the coefficient for the risk factors knowledge category was 0.40, that for the wound assessment knowledge category was 0.33; that for the treatment knowledge category was 0.54. The main findings of the study are as follows. 1)Demographic characteristics of the two hospital nurses were similar except for the educational level(p=0.029) and the work units(p=0.001). These observations were maintained even if Hospital A and B were separately compared. 2)The knowledge level of the subjects about pressure ulcer in general was low as indicated by 53.3 points(of 100 possible points) on average. The knowledge level about treatment methods of pressure ulcer was the lowest as indicated by 47.0 points on average. 3)No correlation between the knowledge level of the pressure ulcer and the demographic characteristics of nurses was found except that the knowledge level of I.C.U. nurses was significantly higher(p=0.0003) than that of nurses in other units(p=0.2926) in the case of Hospital A. 4)The knowledge level of nurses in Hospital B was higher than for nurses in Hospital A. The reason was not identified, but it seems that it is related to the role of the I.C.U. or some other factors. The study results confirmed the existing literature that knowledge level of nurses about pressure ulcer is low regardless of age, educational level, or work experience. However, the working place(unit) affected the knowledge level. Further research on the exact reason for the differences in the knowledge level is needed in the future.