Psychometric Assessment of the Job Embeddedness Instrument: A Rasch Perspective.

The aim of this study was to examine the psychometric properties of the job embeddedness instrument (JEI) using a Rasch perspective in a sample of Registered Nurses (RNs). A secondary analysis of data was conducted from a previous study examining the job embeddedness of rural and urban RNs. A Rasch analysis supported the six underlying dimensions: organizational fit, community fit, organizational links, community links, organizational sacrifice, and community sacrifice. The results of this study also demonstrate additional evidence of the validity, reliability, and generalizability of the JEI inferences with a sample of RNs. In total, 38 of 39 items of the original JEI were retained in the model. The psychometric evaluation attained through this multidimensional Rasch analysis provided support for using the JEI to assess the level of job embeddedness for RNs.

Are Nurse Leaders Prepared to Lead Across the Continuum of Care in the New Paradigm?

The movement toward linking reimbursement with outcomes necessitates providing care across a continuum of settings, leading to the need for a new healthcare paradigm. Issues related to shifting to this new paradigm include disagreement about what this paradigm encompasses, the fragmentation of the healthcare system, and overreliance on the medical model as a framework for driving health policy decisions. We advocate for nurse leaders to guide the development of this new paradigm.

Hardwiring Bedside Shift Report.

OBJECTIVE: The purpose of this project was to increase nurse compliance with bedside report and increase patient satisfaction scores. BACKGROUND: Bedside report is an evidence-based practice used to increase patient involvement in their care and improve patient satisfaction. A change management strategy and standardized approach to bedside report can help increase nurse compliance with the process. METHODS: This study used a quasi-experimental, between-group, preimplementation and postimplementation comparison of patient satisfaction scores from returned surveys on 2 units in a 149-bed community hospital. We also compared nurse compliance with bedside report preimplementation and postimplementation. RESULTS: Five months after using a change management strategy to "hardwire" (ingrain systems and tools) bedside report, nurse compliance with bedside report and patient satisfaction scores improved in both intervention units. CONCLUSIONS: A change management strategy and standardized approach to bedside report helped increase nurse compliance with the process, leading to improved patient satisfaction.

Job embeddedness: a concept analysis.

PURPOSE: The current study examines the concept of job embeddedness (JE) and the implications for nurse retention. SOURCE: The published literature and model cases use the method developed by Walker and Avant. CONCLUSIONS: The concept of JE and its relationship to nurse retention demonstrates recognition of the importance of community factors as well as organizational factors in the role of nurse retention.

Job embeddedness scoring: measurement equivalence between rural and urban nurses.

This study examined the measurement equivalency (ME) of the job embeddedness (JE) instrument for rural and urban registered nurses (RNs) using a secondary analysis of a cross-sectional mailed survey. JE represents the sum of reasons an employee remains at the present job. RNs from both rural and urban areas returned a 40-item JE instrument designed to assess their level of embeddedness. Analysis was performed using a multi-group confirmatory factor analysis for JE ratings of rural and urban RNs. The findings indicated that the original 40-item JE instrument needed to be respecified to achieve adequate fit for the sample of rural and urban RNs. This 32-item respecified instrument demonstrated that rural and urban RNs use the same metric when giving ratings for JE items. The findings of ME across rural and urban RNs facilitate comparisons between the two groups. The implications of these findings are that differences in ratings between rural and urban RNs may be attributed to real differences and not merely measurement artifact. Examination of these differences may lead to real strategies to retain nurses, thus mitigating the impact of the global nursing shortage.

A comparison of survey methods in studies of the nurse workforce.

AIM: To compare and contrast postal and internet surveys in studies of nurse workforces. BACKGROUND: There is little research that examines the advantages and disadvantages of different surveys in studies of nurse workforces. DATA SOURCES: Previous studies that used different approaches to disseminate surveys. DISCUSSION: There are advantages and disadvantages to using postal or internet surveys for nurse workforce studies. CONCLUSION: Factors researchers may wish to consider in selecting survey methods include research topic, costs, coverage, timing and the characteristics of potential respondents. IMPLICATIONS FOR RESEARCH/PRACTICE: Response rate, data quality and adequate coverage of the population being studied can be optimised if the researcher selects an appropriate survey method.

An overview of job embeddedness.

Nursing turnover in health care organizations is a considerable problem that needs to be reframed within the context of "nurse retention" and "job embeddedness" (JE). A construct from the business literature, JE has been associated with "retention" or "antiwithdrawal." Conversely, turnover encompasses the process of quitting. This distinction is significant. JE represents a mediating construct between various "on-the-job" (organizational) factors, "off-the-job" (community) factors, and employee retention. This article presents an overview of JE including the dimensions, the related concepts of turnover and retention, and associated research. JE may be used to develop specific nurse-retention strategies following careful organizational and community assessment. With the current and looming nursing shortage, perhaps it is time for health care institutions to consider the adaptation of JE tenets.

Job embeddedness and nurse retention.

BACKGROUND: Nurse retention is a different way of conceptualizing the employer-employee relationship when compared with turnover. Job embeddedness (JE), a construct based on retention, represents the sum of reasons why employees remain at their jobs. However, JE has not been investigated in relation to locale (urban or rural) or exclusively with a sample of registered nurses (RNs). The purpose of this study was to determine what factors (JE, age, gender, locale, and income) help predict nurse retention. METHODS: A cross-sectional mailed survey design was used with RNs in different locales (urban or rural). Job embeddedness was measured by the score on the composite, standardized instrument. Nurse retention was measured by self-report items concerning intent to stay. RESULTS: A response rate of 49.3% was obtained. The typical respondent was female (96.1%), white, non-Hispanic (87.4%), and married (74.9%). Age and JE were predictive of nurse retention and accounted for 26% of the explained variance in intent to stay. Although age was a significant predictor of intent to stay, it accounted for only 1.4% of the variance while JE accounted for 24.6% of the variance of nurse retention (as measured by intent to stay). CONCLUSIONS: Older, more "embedded" nurses are more likely to remain employed in their current organization. Based on these findings, JE may form the basis for the development of an effective nurse retention program.