Decent work in nursing: Relationship between nursing work environment, job satisfaction, and physical and mental health.

AIM: To examine the relationship between nursing work environment, nurses' perception of decent work, job satisfaction, and physical and mental health. BACKGROUND: According to the psychology of working theory, work-related and overall well-being levels of employees with decent work increase as their basic needs are met. METHODS: This study was conducted as a cross-sectional, correlational study. The study sample consisted of 311 nurses working in two hospitals in a province of Turkey. The participants were selected using convenience sampling method. The model of the research was analyzed using structural equation modeling. This study was reported using the STROBE checklist for cross-sectional studies. RESULTS: The four dimensions of the nursing work environment were found to have a significant relationship with decent work. Decent work was found to have a direct relationship with physical and mental health. It had an indirect relationship between three subscales of work environment and physical and mental health, however, decent work had no significant relationship with job satisfaction. CONCLUSIONS: The findings of this study indicated the role of decent work environment and its relationship with nurses' physical and mental health. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Nurse managers, policy makers, and decision-makers at all levels should improve nursing work environment and working conditions.

Antecedents and Outcomes of Nurses' Subjective Career Success: A Path Analysis.

PURPOSE: This study aimed to test the hypothesis model showing the relationship between nurses' individual and working characteristics, nursing work environment, subjective career success, job satisfaction, intent to leave, and professional commitment. DESIGN AND METHODS: A cross-sectional and correlational design was utilized for the study. The study sample consisted of 604 nurses working in four hospitals in Istanbul, Turkey. Data were collected using the Nurse Information Form, Subjective Career Success Inventory, Practice Work Environment Scale of the Nursing Work Index, Job Satisfaction Global Item, Intent to Leave Subscale, and Professional Commitment Scale. Data were analyzed using descriptive and correlation analysis, and the hypothesis model was tested using structural equation modeling. FINDINGS: The hypothesis model that was established to test the antecedents and outcomes of subjective career success in nurses was acceptable and had a good fit. Having a master's degree, work schedule with rotating shifts (negative), good individual income, participation in hospital affairs, staffing and resource adequacy, and nurse-physician relations were significantly associated with the subjective career success of nurses. Subjective career success had a positive effect on job satisfaction and professional commitment and a negative significant effect on intent to leave in nurses. CONCLUSIONS: This study revealed that human capital, objective career success, and some characteristics of the nursing work environment were significantly associated with nurses' subjective career success, and that increased subjective career success produced positive professional and organizational outcomes. CLINICAL RELEVANCE: The results of this study, which revealed the antecedents and outcomes of nurses' career success, should be taken into consideration by managers who wish to retain a qualified nursing workforce.

The relationship of nursing work environment and innovation support with nurses' innovative behaviours and outputs.

AIM: To determine the relationship of nursing work environment and innovation support with nurses' innovative behaviours and innovation outputs. BACKGROUND: According to the social exchange theory, nursing work environment must be regulated to support innovation for nurses' innovative behaviours, which results in useful innovation outputs. METHODS: The sample of the research determined using the convenience sampling method consisted of 618 nurses working in four hospitals in Istanbul. In statistical analysis of the data, descriptive analyses, correlation and linear regression analysis were used. RESULTS: It was found a significant correlation between nursing work environment and innovation support with innovative behaviour and innovation outputs. It was found that innovative behaviour was the variable that had a significant impact on nurses' innovation outputs and that the model explained 40.1% of the variance of innovation outputs. The model created for innovative behaviour was determined to have an explanatory variance of 19.4%. CONCLUSIONS: This study reveals the necessity for developing nurses' innovative behaviours to increase innovation outputs and examines the relationship of nurses' innovative behaviours with nursing work environment and innovation support. IMPLICATIONS FOR NURSING MANAGEMENT: Nurse managers should create a nursing work environment that supports and develops nurses' innovative behaviours.

Turkish psychometric properties of the Innovative Behavior Inventory and Innovation Support Inventory: A model analysis on nurses.

AIM: To adapt the Innovative Behavior Inventory and Innovation Support Inventory into Turkish and to test the relationship between nurses' innovative behaviors, innovation outputs, and innovation support. METHODS: The sample of this methodological, correlational study included 360 nurses working at two hospitals in Istanbul, a province in northwestern Turkey. The study data were collected using the Nurse Information Questionnaire, Innovative Behavior Inventory, and Innovation Support Inventory. For psychometric analysis, language and content validity, confirmatory factor analysis, and reliability analysis was performed. The model was examined with structural equation modeling. RESULTS: The original structure of the inventories was preserved in the Turkish versions. There were positive and significant correlations between innovation support, innovative behavior, and innovation output subdimensions. CONCLUSION: The Turkish versions of the inventories were determined to have acceptable and good psychometric properties. The innovative behaviors of the nurses were found to have a significantly high impact on innovation outputs. It was also found that managerial support has a proximal effect on the nurses' innovative behaviors. The results of this study indicate that to achieve innovative outputs, nurses' innovative behaviors should be increased and that managerial support regarding this issue is important and has priority.