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At least 595 records · Page 33Linked to original sources
PubMed1998

Who really makes the bed? Uncovering technologic dissonance in nursing.

Technologic dissonance in the practice arena is demonstrated in the use of nonnursing technologies that are present in but technically incongruent with a nursing environment. Technology in nursing is not necessarily nursing technology. The article traces the influences of technologic dissonance beyond the reductionist purview of the medical model to their source in design and engineering philosophies. The vision of technologic consonance in nursing may be realized in the influence and expression of the caring nurse in the design, engineering, ownership, and use of nursing technology.

Empathy↗
PubMed1993

Recruiting and retaining registered nurses in home healthcare.

This study examined a personal and professional profile of registered nurses in home care to determine the most influential factors affecting their recruitment, job satisfaction, and retention. With the cooperation of a national, for-profit home healthcare organization in 1990, the authors randomly surveyed its registered nurses, licensed practical nurses, and home health aides in two Midwestern states. Findings for 107 home care registered nurses are presented and compared with responses of licensed practical nurses and home health aides.

Adult↗
PubMed1996

Integration of emerging designs for the practice and management of nursing.

Work redesign and shared governance represent two of the most popular administrative innovations in contemporary nursing. Whereas work redesign creates changes in the content of nurses' jobs, shared governance addresses the organizational context within which nurses are employed. Although the content and context of nurses' work are closely interrelated, many organizations have attended to one of these issues, but failed to give consideration to the other. Building on this background, the state of the art in nursing redesign and restructuring is summarized, and emerging directions in job and organizational design are identified.

Clinical Competence↗
PubMed1996

Project management. Lessons learned from introducing a multitask environmental worker program.

During a 13-month successful introduction of unit-based, multiskilled environmental workers at an academic medical center, responsibility for environmental support services migrated from centrally managed departments to more than 30 patient-care units. The authors discuss six project management lessons that may be used by clinicians and managers as they participate in service reorganization. Points related to the identification of committed leaders, exploration of barriers, planning, continuous training, negotiation, and communication are presented. Professional nurses who demonstrate their ability to work with these types of service innovations while clearly identifying clinical aspects best left unincorporated in such job descriptions will be in demand as participants in redesign efforts.

Academic Medical Centers↗
PubMed1996

Staff nurse work empowerment and perceived control over nursing practice, Conditions for work effectiveness.

Nurse administrators are seeking ways to create organizational work environments that empower nurses to exercise more control over the content and context of their practice. This study used Rosabeth Kanter's Structural Theory of Organizational Behavior to examine relationships between staff nurses' perceptions of work empowerment, and control over nursing practice, and subsequently, job satisfaction and perceived work effectiveness. Implications for nurse administrators are discussed.

Adult↗
PubMed1998

Sources of satisfaction in hospital nursing practice. A guide to effective job design.

OBJECTIVE: As the healthcare system restructures, changes are being made that appear to influence nurses' jobs and satisfaction, yet little is known about effects on job characteristics and related outcomes. The authors present findings from a research project designed to identify links between specific aspects of hospital staff nurse (SN) practice and perceived job characteristics and psychological states, thought to have motivational consequences. BACKGROUND: The Job Characteristics Model (JCM) is the dominant paradigm in contemporary job design theory and research. Although generally well-supported, the JCM has limitations that constrain its usefulness: first, the Job Diagnostic Survey used to assess perceived characteristics does not indicate the specific aspects of activities that lead to these perceptions, and second, the JCM, based primarily on manufacturing research, does not include interpersonal job characteristics that seem important in human service jobs. METHODS: Two studies were conducted using a similar methodology. Focus groups of SNs were held to identify links between specific activities and characteristics and sources of satisfaction in SNs' job content. The Staff Nurse Job Characteristics Index (SNJCI) was developed to assess the presence of certain elements and activities in a nurse's job. An initial sample of 63 and a second sample of 146 SNs from Medical/Surgical and Coronary Care units completed the SNJCI, the JDS, and a demographic form through a mail survey. RESULTS: Internal consistency reliabilities (Cronbach's alpha) for eight of the nine SNJCI scales were acceptable. Correlation analysis indicates that job characteristics are meaningfully related to psychological states and job satisfaction. Findings support the hypothesis that specific aspects of SNs' jobs are reliably related to characteristics. CONCLUSIONS: Aspects of SNs' jobs important to their satisfaction include continuity in nurse-patient relationships, authority to initiate independent nursing actions, individual accountability for clinical outcomes, and regular performance feedback from managers.

Adult↗
PubMed1999

Implementing a caring model to improve patient satisfaction.

OBJECTIVE: To evaluate the effect of implementing a Caring Model on patient satisfaction. BACKGROUND: Patient satisfaction has become an important indicator of quality care and financial success of healthcare institutions. Acknowledging the importance of nurse caring behaviors and the impact on patient satisfaction has been relatively recent. Based on a synthesis of the literature, five caring behaviors have been formulated into a model; no single study identified the five selected behaviors included in this study. METHODS: In an acute care setting, eight patient satisfaction attributes were incorporated into a Caring Model. Implementation of the model among nursing staff members included an educational in-service, printing of the behaviors on the name badge, reminders in monthly staff meetings and nursing rounds, and inclusion of the caring behaviors in patient care documentation, job descriptions, and performance appraisals. The impact upon patient satisfaction was compared 6 months' preintervention to 6 months' postintervention. RESULTS: Postintervention, the patient satisfaction attributes of Nurses Anticipating Needs and Responds to Requests significantly increased. Attributes that began preintervention as immediate priorities for improvement became major strengths postintervention. CONCLUSIONS/IMPLICATIONS: Results of this study provide evidence that nurse caring behaviors can influence patient satisfaction. For a Caring Model to be effective, it must become an integral part of strategic planning and be implemented throughout the entire organization. To sustain the effects of the model, there must be frequent reminders among staff members. Nurse caring is an important predictor of patient satisfaction. The authors discuss the effect of implementing a caring model on patient satisfaction. In an acute care setting, eight patient satisfaction attributes incorporated into five nurse caring behaviors were evaluated pre- and postintervention. Results of the study indicated the patient satisfaction attributes of Nurses Anticipating Needs and Responds to Requests significantly increased. Attributes that began as immediate priorities for improvement before intervention became major strengths after intervention.

Attitude of Health Personnel↗
PubMed2002

Retaining rural and remote area nurses. The Queensland, Australia experience.

Because higher-than-average turnover rates for nurses who work in remote and rural areas are the norm, the authors conducted a study to identify professional and personal factors that influenced rural nurses' decisions to resign. Using a mail survey, the authors gathered qualitative and quantitative data from nurses who had resigned from rural and remote areas in Queensland, Australia. Their findings, categorized into professional and rural influences, highlight the importance of work force planning strategies that capitalize on the positive aspects of rural and remote area practice, to retain nurses in nonmetropolitan areas.

Adult↗
PubMed2002

Nurses' job satisfaction, organizational commitment, and career intent.

OBJECTIVE: The objective of this survey was to define the characteristics of the nursing work force of a mixed urban/rural region of New York state and to determine the nurses' level of job satisfaction and commitment to the work setting. BACKGROUND: Recent investigations suggest nurses are highly dissatisfied with the demands of the healthcare environment and are expressing increased likelihood of leaving the work setting. These factors, in combination with the increasing age of the current nursing work force, are contributing to serious concerns about the future of patient care. METHODS: A random sample survey was mailed to registered nurses in the Finger Lakes Region of New York State in June 2000. Items in the questionnaire addressed nurse characteristics, reasons for leaving or staying with an employing agency, one- and five-year career intent, and level of job satisfaction and organizational commitment. RESULTS: Forty-six percent of the nurses returned completed questionnaires. Within this sample, most of the nurses were older, European American, and female. Personal and organizational characteristics contributed to differences in levels of job satisfaction, organizational commitment, and 1- and 5-year intent. In addition, many of the most satisfied and committed nurses reported their intent to leave nursing within the next 5 years. CONCLUSIONS: Findings of this investigation suggest the organizational environment, educational preparation, and personal characteristics of currently employed registered nurses affect their current job satisfaction, organizational commitment, and plans for continuing as a nurse.

Adult↗
PubMed2002

The effects of nurses' job satisfaction on retention: an Australian perspective.

OBJECTIVE: The effectiveness of any strategy that aims to improve recruitment and retention in the nursing profession will depend in part upon understanding the factors and influences on nurses' job satisfaction. BACKGROUND: The nursing work force is aging. The question now commonly asked by the nursing profession worldwide is: Who will replace this work force? Although the number of employed nurses continues to decline, patient acuity and turnover in our healthcare system continues to increase. This increasing dilemma is further deepened by progressively falling annual recruitment of new nurses and has resulted in an alarming shortfall of nurses. METHODS: This study used a multigroup longitudinal design to elicit nurses' attitudes toward their job satisfaction and retention plans. RESULTS: The results revealed that professional status was found to be significant of retention. The results indicated that job satisfaction remained relatively stable with time for experienced nurses (N = 528/332). For new graduates (N = 506/110) the issue of pay became a significant area of dissatisfaction in the transition from student to registered nurse. CONCLUSION: The results from this study contribute to the expanding body of knowledge that indicates professional status, autonomy, and remuneration are career issues of great concern for nurses and is particularly relevant for the retention of the newly registered nurse.

Adult↗
PubMed2003

Job and career satisfaction among staff nurses: effects of job setting and environment.

Just as customer satisfaction is the key to retaining customers, satisfaction with job and career choices are important for keeping staff nurses on the job. The roles of employment setting, job commitment, tenure, years until retirement, short staffing, and patient load in predicting satisfaction were assessed for RN and LPN staff nurses. Results show that when RNs and LPNs feel short staffing interferes with their ability to meet patient care needs, they are also less satisfied with both their job and their career. In order not to exacerbate the current nursing shortage, employers must find ways to ensure adequate staffing to keep staff nurses satisfied and on the job.

Adult↗
PubMed2004

Increasing job satisfaction, quality care, and coordination in home health.

Data from 188 home health employees revealed that working for a reputable agency, having adequate business/office support, and interactions with patients were positively associated with job satisfaction. New employees viewed positive relationships with supervisors as an important indicator of job satisfaction, whereas senior employees reported recognition/acknowledgment to relate more with job satisfaction. Reduced workload, improved work environment, and frequent meetings were viewed as critical elements of quality care provision and coordination. Practice improvements are highlighted.

Attitude of Health Personnel↗
PubMed2004

Work flow analysis: eliminating non-value-added work.

OBJECTIVE: To evaluate the impact of implemented work environment changes on nursing and support staff roles. BACKGROUND: In 1999, the authors identified key drivers of unnecessary work associated with the day-to-day delivery of patient care in their institution and implemented changes based on their results. METHODS: Both quantitative and qualitative methods were used. Work sampling and focus groups were used to evaluate work flow. Activity categories were identified and clearly defined by advanced practice nurses. All compiled data were subsequently synthesized and cross-checked with the information acquired through independent, multidisciplinary validation studies. RESULTS: There were significant changes (P <.0001) noted in overall distribution of observed activities for nurses and all support staff. CONCLUSIONS: The significant changes noted in overall distribution of observed activities reflect the important adjustments made in both job descriptions and the environment to eliminate key drivers of unnecessary work in the delivery of patient care.

Attitude of Health Personnel↗