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Margot Shields - One of the best experts on this subject based on the ideXlab platform.
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Employer-provided support services and Job Dissatisfaction in Canadian registered nurses.
The Journal of nursing administration, 2012Co-Authors: Kathryn Wilkins, Margot ShieldsAbstract:Previous research indicates that nurses' Job Dissatisfaction relates to their work organization and environment; rarely has the contribution of employer provided support services been examined while controlling for the influence of other factors. The objective of this study was to examine Job Dissatisfaction among Canadian registered nurses in relation to employer-provided programs for child care and fitness or recreation. Data are from 2,993 respondents to the 2005 National Survey of the Work and Health of Nurses, weighted to represent Canada's 91,600 registered nurses in full-time, permanent positions who deliver direct care in hospitals or long-term care facilities. Multivariate modeling was used to examine Job Dissatisfaction in relation to employer-provided support programs, controlling for personal characteristics and variables reflecting work organization and the work environment. Employer-provided child care assistance programs were available to 16% of nurses, and fitness or recreation programs were available to 38%. An estimated 13% of nurses were dissatisfied with their Jobs. Even when controlling for personal characteristics, overtime, shift work, shift length, weekly hours, overload, staffing inadequacy, autonomy, nurse-physician relations, and coworker respect, inverse associations with Job Dissatisfaction emerged for employer-supported child care (odds ratio = 0.49, 95% confidence interval = 0.27-0.88) and fitness programs (odds ratio = 0.65, 95% confidence interval = 0.42-0.99). This study provides new information suggesting that employer-provided support programs are protective against nurses' Job Dissatisfaction. This is a key finding in view of nursing shortages and the importance of Job satisfaction to retention.
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Employer-provided support services and Job Dissatisfaction in Canadian registered nurses.
Nursing research, 2009Co-Authors: Kathryn Wilkins, Margot ShieldsAbstract:Background: Previous research indicates that nurses' Job Dissatisfaction relates to their work organization and environment; rarely has the contribution of employer-provided support services been examined while controlling for the influence of other factors. Objective: The objective of this study was to examine Job Dissatisfaction among Canadian registered nurses in relation to employer-provided programs for child care and fitness or recreation. Methods: Data are from 2,993 respondents to the 2005 National Survey of the Work and Health of Nurses, weighted to represent Canada's 91,600 registered nurses in full-time, permanent positions who deliver direct care in hospitals or long-term care facilities. Multivariate modeling was used to examine Job Dissatisfaction in relation to employer-provided support programs, controlling for personal characteristics and variables reflecting work organization and the work environment. Results: Employer-provided child care assistance programs were available to 16% of nurses, and fitness or recreation programs were available to 38%. An estimated 13% of nurses were dissatisfied with their Jobs. Even when controlling for personal characteristics, overtime, shift work, shift length, weekly hours, overload, staffing inadequacy, autonomy, nurse―physician relations, and coworker respect, inverse associations with Job Dissatisfaction emerged for employer-supported child care (odds ratio = 0.49, 95% confidence interval = 0.27―0.88) and fitness programs (odds ratio = 0.65, 95% confidence interval = 0.42―0.99). Discussion: This study provides new information suggesting that employer-provided support programs are protective against nurses' Job Dissatisfaction. This is a key finding in view of nursing shortages and the importance of Job satisfaction to retention.
Kathryn Wilkins - One of the best experts on this subject based on the ideXlab platform.
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Employer-provided support services and Job Dissatisfaction in Canadian registered nurses.
The Journal of nursing administration, 2012Co-Authors: Kathryn Wilkins, Margot ShieldsAbstract:Previous research indicates that nurses' Job Dissatisfaction relates to their work organization and environment; rarely has the contribution of employer provided support services been examined while controlling for the influence of other factors. The objective of this study was to examine Job Dissatisfaction among Canadian registered nurses in relation to employer-provided programs for child care and fitness or recreation. Data are from 2,993 respondents to the 2005 National Survey of the Work and Health of Nurses, weighted to represent Canada's 91,600 registered nurses in full-time, permanent positions who deliver direct care in hospitals or long-term care facilities. Multivariate modeling was used to examine Job Dissatisfaction in relation to employer-provided support programs, controlling for personal characteristics and variables reflecting work organization and the work environment. Employer-provided child care assistance programs were available to 16% of nurses, and fitness or recreation programs were available to 38%. An estimated 13% of nurses were dissatisfied with their Jobs. Even when controlling for personal characteristics, overtime, shift work, shift length, weekly hours, overload, staffing inadequacy, autonomy, nurse-physician relations, and coworker respect, inverse associations with Job Dissatisfaction emerged for employer-supported child care (odds ratio = 0.49, 95% confidence interval = 0.27-0.88) and fitness programs (odds ratio = 0.65, 95% confidence interval = 0.42-0.99). This study provides new information suggesting that employer-provided support programs are protective against nurses' Job Dissatisfaction. This is a key finding in view of nursing shortages and the importance of Job satisfaction to retention.
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Employer-provided support services and Job Dissatisfaction in Canadian registered nurses.
Nursing research, 2009Co-Authors: Kathryn Wilkins, Margot ShieldsAbstract:Background: Previous research indicates that nurses' Job Dissatisfaction relates to their work organization and environment; rarely has the contribution of employer-provided support services been examined while controlling for the influence of other factors. Objective: The objective of this study was to examine Job Dissatisfaction among Canadian registered nurses in relation to employer-provided programs for child care and fitness or recreation. Methods: Data are from 2,993 respondents to the 2005 National Survey of the Work and Health of Nurses, weighted to represent Canada's 91,600 registered nurses in full-time, permanent positions who deliver direct care in hospitals or long-term care facilities. Multivariate modeling was used to examine Job Dissatisfaction in relation to employer-provided support programs, controlling for personal characteristics and variables reflecting work organization and the work environment. Results: Employer-provided child care assistance programs were available to 16% of nurses, and fitness or recreation programs were available to 38%. An estimated 13% of nurses were dissatisfied with their Jobs. Even when controlling for personal characteristics, overtime, shift work, shift length, weekly hours, overload, staffing inadequacy, autonomy, nurse―physician relations, and coworker respect, inverse associations with Job Dissatisfaction emerged for employer-supported child care (odds ratio = 0.49, 95% confidence interval = 0.27―0.88) and fitness programs (odds ratio = 0.65, 95% confidence interval = 0.42―0.99). Discussion: This study provides new information suggesting that employer-provided support programs are protective against nurses' Job Dissatisfaction. This is a key finding in view of nursing shortages and the importance of Job satisfaction to retention.
Matthew D Mchugh - One of the best experts on this subject based on the ideXlab platform.
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nursing home work environment care quality registered nurse burnout and Job Dissatisfaction
Geriatric Nursing, 2020Co-Authors: Elizabeth M White, Linda H Aiken, Douglas M Sloane, Matthew D MchughAbstract:Abstract The objective of this cross-sectional study was to examine the relationships between work environment, care quality, registered nurse (RN) burnout, and Job Dissatisfaction in nursing homes. We linked 2015 RN4CAST-US nurse survey data with LTCfocus and Nursing Home Compare. The sample included 245 Medicare and Medicaid-certified nursing homes in four states, and 674 of their RN employees. Nursing homes with good vs. poor work environments, had 1.8% fewer residents with pressure ulcers (p = .02) and 16 fewer hospitalizations per 100 residents per year (p = .05). They also had lower antipsychotic use, but the difference was not statistically significant. RNs were one-tenth as likely to report Job Dissatisfaction (p
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registered nurse burnout Job Dissatisfaction and missed care in nursing homes
Journal of the American Geriatrics Society, 2019Co-Authors: Elizabeth M White, Linda H Aiken, Matthew D MchughAbstract:Objectives To examine the relationship between registered nurse (RN) burnout, Job Dissatisfaction, and missed care in nursing homes. Design Cross-sectional secondary analysis of linked data from the 2015 RN4CAST-US nurse survey and LTCfocus. Setting A total of 540 Medicare- and Medicaid-certified nursing homes in California, Florida, New Jersey, and Pennsylvania. Participants A total of 687 direct care RNs. Measurements Emotional Exhaustion subscale of the Maslach Burnout Inventory, Job Dissatisfaction, and missed care. Results Across all RNs, 30% exhibited high levels of burnout, 31% were dissatisfied with their Job, and 72% reported missing one or more necessary care tasks on their last shift due to lack of time or resources. One in five RNs reported frequently being unable to complete necessary patient care. Controlling for RN and nursing home characteristics, RNs with burnout were five times more likely to leave necessary care undone (odds ratio [OR] = 4.97; 95% confidence interval [CI] = 2.56-9.66) than RNs without burnout. RNs who were dissatisfied were 2.6 times more likely to leave necessary care undone (OR = 2.56; 95% CI = 1.68-3.91) than RNs who were satisfied. Tasks most often left undone were comforting/talking with patients, providing adequate patient surveillance, patient/family teaching, and care planning. Conclusion Missed nursing care due to inadequate time or resources is common in nursing homes and is associated with RN burnout and Job Dissatisfaction. Improved work environments with sufficient staff hold promise for improving care and nurse retention. J Am Geriatr Soc 67:2065-2071, 2019.
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Nurses’ Widespread Job Dissatisfaction, Burnout, And Frustration With Health Benefits Signal Problems For Patient Care
Health affairs (Project Hope), 2011Co-Authors: Matthew D Mchugh, Douglas M Sloane, Ann Kutney-lee, Jeannie P. Cimiotti, Linda H AikenAbstract:Job Dissatisfaction among nurses contributes to costly labor disputes, turnover, and risk to patients. Examining survey data from 95,499 nurses, we found much higher Job Dissatisfaction and burnout among nurses who were directly caring for patients in hospitals and nursing homes than among nurses working in other Jobs or settings, such as the pharmaceutical industry. Strikingly, nurses are particularly dissatisfied with their health benefits, which highlights the need for a benefits review to make nurses’ benefits more comparable to those of other white-collar employees. Patient satisfaction levels are lower in hospitals with more nurses who are dissatisfied or burned out—a finding that signals problems with quality of care. Improving nurses’ working conditions may improve both nurses’ and patients’ satisfaction as well as the quality of care.
Linda H Aiken - One of the best experts on this subject based on the ideXlab platform.
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nursing home work environment care quality registered nurse burnout and Job Dissatisfaction
Geriatric Nursing, 2020Co-Authors: Elizabeth M White, Linda H Aiken, Douglas M Sloane, Matthew D MchughAbstract:Abstract The objective of this cross-sectional study was to examine the relationships between work environment, care quality, registered nurse (RN) burnout, and Job Dissatisfaction in nursing homes. We linked 2015 RN4CAST-US nurse survey data with LTCfocus and Nursing Home Compare. The sample included 245 Medicare and Medicaid-certified nursing homes in four states, and 674 of their RN employees. Nursing homes with good vs. poor work environments, had 1.8% fewer residents with pressure ulcers (p = .02) and 16 fewer hospitalizations per 100 residents per year (p = .05). They also had lower antipsychotic use, but the difference was not statistically significant. RNs were one-tenth as likely to report Job Dissatisfaction (p
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registered nurse burnout Job Dissatisfaction and missed care in nursing homes
Journal of the American Geriatrics Society, 2019Co-Authors: Elizabeth M White, Linda H Aiken, Matthew D MchughAbstract:Objectives To examine the relationship between registered nurse (RN) burnout, Job Dissatisfaction, and missed care in nursing homes. Design Cross-sectional secondary analysis of linked data from the 2015 RN4CAST-US nurse survey and LTCfocus. Setting A total of 540 Medicare- and Medicaid-certified nursing homes in California, Florida, New Jersey, and Pennsylvania. Participants A total of 687 direct care RNs. Measurements Emotional Exhaustion subscale of the Maslach Burnout Inventory, Job Dissatisfaction, and missed care. Results Across all RNs, 30% exhibited high levels of burnout, 31% were dissatisfied with their Job, and 72% reported missing one or more necessary care tasks on their last shift due to lack of time or resources. One in five RNs reported frequently being unable to complete necessary patient care. Controlling for RN and nursing home characteristics, RNs with burnout were five times more likely to leave necessary care undone (odds ratio [OR] = 4.97; 95% confidence interval [CI] = 2.56-9.66) than RNs without burnout. RNs who were dissatisfied were 2.6 times more likely to leave necessary care undone (OR = 2.56; 95% CI = 1.68-3.91) than RNs who were satisfied. Tasks most often left undone were comforting/talking with patients, providing adequate patient surveillance, patient/family teaching, and care planning. Conclusion Missed nursing care due to inadequate time or resources is common in nursing homes and is associated with RN burnout and Job Dissatisfaction. Improved work environments with sufficient staff hold promise for improving care and nurse retention. J Am Geriatr Soc 67:2065-2071, 2019.
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Nurses’ Widespread Job Dissatisfaction, Burnout, And Frustration With Health Benefits Signal Problems For Patient Care
Health affairs (Project Hope), 2011Co-Authors: Matthew D Mchugh, Douglas M Sloane, Ann Kutney-lee, Jeannie P. Cimiotti, Linda H AikenAbstract:Job Dissatisfaction among nurses contributes to costly labor disputes, turnover, and risk to patients. Examining survey data from 95,499 nurses, we found much higher Job Dissatisfaction and burnout among nurses who were directly caring for patients in hospitals and nursing homes than among nurses working in other Jobs or settings, such as the pharmaceutical industry. Strikingly, nurses are particularly dissatisfied with their health benefits, which highlights the need for a benefits review to make nurses’ benefits more comparable to those of other white-collar employees. Patient satisfaction levels are lower in hospitals with more nurses who are dissatisfied or burned out—a finding that signals problems with quality of care. Improving nurses’ working conditions may improve both nurses’ and patients’ satisfaction as well as the quality of care.
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Poor work environments and nurse inexperience are associated with burnout, Job Dissatisfaction and quality deficits in Japanese hospitals.
Journal of clinical nursing, 2008Co-Authors: Masako Kanai-pak, Linda H Aiken, Douglas M Sloane, Lusine PoghosyanAbstract:Aims. To describe nurse burnout, Job Dissatisfaction and quality of care in Japanese hospitals and to determine how these outcomes are associated with work environment factors. Background. Nurse burnout and Job Dissatisfaction are associated with poor nurse retention and uneven quality of care in other countries but comprehensive data have been lacking on Japan. Design. Cross-sectional survey of 5956 staff nurses on 302 units in 19 acute hospitals in Japan. Methods. Nurses were provided information about years of experience, completed the Maslach Burnout Inventory and reported on resource adequacy and working relations with doctors using the Nursing Work Index-Revised. Results. Fifty-six per cent of nurses scored high on burnout, 60% were dissatisfied with their Jobs and 59% ranked quality of care as only fair or poor. About one-third had fewer than four years of experience and more than two-thirds had less than 10. Only one in five nurses reported there were enough registered nurses to provide quality care and more than half reported that teamwork between nurses and physicians was lacking. The odds on high burnout, Job Dissatisfaction and poor–fair quality of care were twice as high in hospitals with 50% inexperienced nurses than with 20% inexperienced nurses and 40% higher in hospitals where nurses had less satisfactory relations with physicians. Nurses in poorly staffed hospitals were 50% more likely to exhibit burnout, twice as likely to be dissatisfied and 75% more likely to report poor or fair quality care than nurses in better staffed hospitals. Conclusions. Improved nurse staffing and working relationships with physicians may reduce nurse burnout, Job Dissatisfaction and low nurse-assessed quality of care. Relevance to clinical practice. Staff nurses should engage supervisors and medical staff in discussions about retaining more experienced nurses at the bedside, implementing strategies to enhance clinical staffing and identifying ways to improve nurse-physician working relations.
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Hospital Nurse Staffing and Patient Mortality, Nurse Burnout, and Job Dissatisfaction
JAMA, 2002Co-Authors: Linda H Aiken, Douglas M Sloane, Sean P. Clarke, Julie Sochalski, Jeffrey H. SilberAbstract:ContextThe worsening hospital nurse shortage and recent California legislation mandating minimum hospital patient-to-nurse ratios demand an understanding of how nurse staffing levels affect patient outcomes and nurse retention in hospital practice.ObjectiveTo determine the association between the patient-to-nurse ratio and patient mortality, failure-to-rescue (deaths following complications) among surgical patients, and factors related to nurse retention.Design, Setting, and ParticipantsCross-sectional analyses of linked data from 10 184 staff nurses surveyed, 232 342 general, orthopedic, and vascular surgery patients discharged from the hospital between April 1, 1998, and November 30, 1999, and administrative data from 168 nonfederal adult general hospitals in Pennsylvania.Main Outcome MeasuresRisk-adjusted patient mortality and failure-to-rescue within 30 days of admission, and nurse-reported Job Dissatisfaction and Job-related burnout.ResultsAfter adjusting for patient and hospital characteristics (size, teaching status, and technology), each additional patient per nurse was associated with a 7% (odds ratio [OR], 1.07; 95% confidence interval [CI], 1.03-1.12) increase in the likelihood of dying within 30 days of admission and a 7% (OR, 1.07; 95% CI, 1.02-1.11) increase in the odds of failure-to-rescue. After adjusting for nurse and hospital characteristics, each additional patient per nurse was associated with a 23% (OR, 1.23; 95% CI, 1.13-1.34) increase in the odds of burnout and a 15% (OR, 1.15; 95% CI, 1.07-1.25) increase in the odds of Job Dissatisfaction.ConclusionsIn hospitals with high patient-to-nurse ratios, surgical patients experience higher risk-adjusted 30-day mortality and failure-to-rescue rates, and nurses are more likely to experience burnout and Job Dissatisfaction.
Muhammad Umer Azeem - One of the best experts on this subject based on the ideXlab platform.
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Psychological contract violation and turnover intention: the role of Job Dissatisfaction and work disengagement
Employee Relations: The International Journal, 2020Co-Authors: Muhammad Umer Azeem, Sami Ullah Bajwa, Khuram Shahzad, Haris AslamAbstract:This paper investigates the role of psychological contract violation (PCV) as the antecedent of employee turnover intention. It also explores the role of Job Dissatisfaction and work disengagement as the sequential underlying mechanism of a positive effect of PCV on employee turnover intention.,Drawing on social exchange theory (SET), the authors postulate that PCV triggers negative reciprocity behaviour in employees, which leads to Job Dissatisfaction and work disengagement, which in turn develop into turnover intentions. The authors tested the research model on time-lagged data from 200 managers working in the banking sector of Pakistan.,The findings confirmed the hypothesis that employees experiencing PCV raise their turnover intentions because of a feeling of organisational betrayal which makes them dissatisfied and detached from their work.,This research advances the body of knowledge in the area of psychological contracts by identifying the mechanisms through which PCVs translate into employee turnover intentions.
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When does Job Dissatisfaction lead to deviant behaviour? The critical roles of abusive supervision and adaptive humour:
Australian Journal of Management, 2019Co-Authors: Dirk De Clercq, Inam Ul Haq, Muhammad Umer AzeemAbstract:With a basis in conservation of resources theory, this study investigates the relationship between employees’ sense of Job Dissatisfaction and their engagement in deviant behaviour, as well as the ...
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Dissatisfied employees, diminished helping : using psychological capital to buffer the damaging effects of Job Dissatisfaction on helping behaviours
Journal of Management & Organization, 2019Co-Authors: Dirk De Clercq, Inam Ul Haq, Muhammad Umer AzeemAbstract:AbstractDrawing from conservation of resources theory, this study considers how employees' Job Dissatisfaction might reduce their engagement in helping behaviour, whereas their psychological capital might enhance this behaviour. The negative relationship between Job Dissatisfaction and helping behaviour in turn might be buffered by psychological capital. Data from Pakistani organizations provide empirical support for these theoretical predictions. The findings indicate that organizations with employees who feel unhappy about their Job situation can still enjoy productive helping behaviours, to the extent they develop adequate personal resources within their ranks.
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The Relationship between Workplace Incivility and Helping Behavior: Roles of Job Dissatisfaction and Political Skill
The Journal of psychology, 2019Co-Authors: Dirk De Clercq, Inam Ul Haq, Muhammad Umer Azeem, Haq Nawaz AhmadAbstract:AbstractThis article investigates the mediating role of Job Dissatisfaction in the relationship between employees’ perceptions of workplace incivility and their helping behavior, as well as the buf...
