NursingPlus Open最新文献_第2页

The ‘magnetic forces’ of Swiss acute care hospitals: A secondary data analysis on nurses׳ job satisfaction and their intention to leave their current job 瑞士急诊科医院的“磁力”:关于护士工作满意度和离职意向的二次数据分析

NursingPlus Open Pub Date : 2016-01-01 Epub Date: 2016-02-15 DOI: 10.1016/j.npls.2016.01.002

Annette Biegger , Sabina De Geest , Maria Schubert , Dietmar Ausserhofer

{"title":"The ‘magnetic forces’ of Swiss acute care hospitals: A secondary data analysis on nurses׳ job satisfaction and their intention to leave their current job","authors":"Annette Biegger , Sabina De Geest , Maria Schubert , Dietmar Ausserhofer","doi":"10.1016/j.npls.2016.01.002","DOIUrl":"10.1016/j.npls.2016.01.002","url":null,"abstract":"<div><h3>Aims</h3><p>(1) To describe nurses׳ job satisfaction and intention to leave their current employer; and (2) to explore the associations between nine aspects of job satisfaction (i.e., motivators and hygiene factors) and nurses’ intentions to leave their current employer.</p></div><div><h3>Background</h3><p>Increasing nurse shortages and accelerating personnel turnover are global healthcare issues. Improving nurses׳ job satisfaction and reducing their intentions to leave are crucial to nurse workforce stability.</p></div><div><h3>Methods</h3><p>Secondary analysis of nurse survey data from the Swiss arm of the Nurse Forecasting in Europe (2009/2010) study. Associations between aspects of nurses׳ job satisfaction and intentions to leave were analyzed via multiple logistic regression analyses.</p></div><div><h3>Results</h3><p>Overall, nurses reported being very satisfied with their jobs and with ‘independence at work’, but less satisfied with the possibility for ‘study leave’. A total of 27.4% intended to leave their current jobs, with lower ratings of ‘opportunities for advancement’ as the most relevant factor explaining these intentions.</p></div><div><h3>Conclusion</h3><p>In view of predicted nurse shortages, Swiss acute care hospitals’ might improve their success regarding nurse job satisfaction and retention by offering nursing career models with more opportunities for clinical advancement.</p></div>","PeriodicalId":56354,"journal":{"name":"NursingPlus Open","volume":"2 ","pages":"Pages 15-20"},"PeriodicalIF":0.0,"publicationDate":"2016-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.npls.2016.01.002","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"54867566","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 16

Fostering a supportive moral climate for health care providers: Toward cultural safety and equity 为卫生保健提供者培养一种支持性的道德氛围:走向文化安全和公平

NursingPlus Open Pub Date : 2015-01-01 Epub Date: 2015-04-22 DOI: 10.1016/j.npls.2015.02.001

Adel F. Almutairi

引用次数: 5

Assessing the quality of economic evaluations of clinical nurse specialists and nurse practitioners: A systematic review of cost-effectiveness 评估临床专科护士和执业护士的经济评估质量:成本效益的系统评价

NursingPlus Open Pub Date : 2015-01-01 Epub Date: 2015-07-15 DOI: 10.1016/j.npls.2015.07.001

Deborah A. Marshall , Faith Donald , Sarah Lacny , Kim Reid , Denise Bryant-Lukosius , Nancy Carter , Renee Charbonneau-Smith , Patricia Harbman , Sharon Kaasalainen , Kelley Kilpatrick , Ruth Martin-Misener , Alba DiCenso

{"title":"Assessing the quality of economic evaluations of clinical nurse specialists and nurse practitioners: A systematic review of cost-effectiveness","authors":"Deborah A. Marshall , Faith Donald , Sarah Lacny , Kim Reid , Denise Bryant-Lukosius , Nancy Carter , Renee Charbonneau-Smith , Patricia Harbman , Sharon Kaasalainen , Kelley Kilpatrick , Ruth Martin-Misener , Alba DiCenso","doi":"10.1016/j.npls.2015.07.001","DOIUrl":"10.1016/j.npls.2015.07.001","url":null,"abstract":"<div><p>A limited number of randomized controlled trials (RCTs) including economic analysis have supported the cost-effectiveness of nurse practitioners and clinical nurse specialists delivering care in a variety of settings. Our objective was to examine the quality of economic evaluations in this body of literature using the Quality of Health Economic Studies (QHES) tool, and highlight which questions of the quality assessment tool are being addressed adequately or require further attention within this body of literature. Of 43 RCTs included in our systematic review, the majority (77%) fell in the poor study quality quartile with an average total QHES score of 39 (out of 100). Only three studies (7%) were evaluated as high quality. Inter-rater agreement (prior to consensus process) was high (83% agreement). Four criteria for the quality of economic evaluations were consistently addressed: specification of clear, measurable objectives; pre-specification of subgroups for subgroup analyses; justified conclusions based on study results; and disclosure of study funding source. A clear statement of the primary outcome measures, incremental analysis, and assessment of uncertainty were often unclear or missing. Due to poor methodological quality, we currently lack a solid evidence base to draw clear conclusions about the cost-effectiveness of nurse practitioners and clinical nurse specialists. Higher quality economic evaluations are required to inform these questions.</p></div>","PeriodicalId":56354,"journal":{"name":"NursingPlus Open","volume":"1 ","pages":"Pages 11-17"},"PeriodicalIF":0.0,"publicationDate":"2015-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.npls.2015.07.001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"54867877","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 30

Factors that lead Generation Y nurses to consider or reject nurse leader roles 导致Y一代护士考虑或拒绝护士领导角色的因素

NursingPlus Open Pub Date : 2015-01-01 Epub Date: 2015-06-10 DOI: 10.1016/j.npls.2015.05.001

Rose O. Sherman , Heather Saifman , Robert C. Schwartz , Cheryl L. Schwartz

{"title":"Factors that lead Generation Y nurses to consider or reject nurse leader roles","authors":"Rose O. Sherman , Heather Saifman , Robert C. Schwartz , Cheryl L. Schwartz","doi":"10.1016/j.npls.2015.05.001","DOIUrl":"10.1016/j.npls.2015.05.001","url":null,"abstract":"<div><h3>Objective</h3><p>This study examined factors that lead Generation Y nurses to consider or reject nursing leadership roles.</p></div><div><h3>Background</h3><p>Almost half of the current nurse leaders in the country are expected to retire by the end of the decade. Generation Y will soon comprise 50% of the nursing workforce and organizations look to them to assume leadership roles. Learning how to effectively recruit, motivate and retain Generation Y nurse leaders will be critical to the future of nursing.</p></div><div><h3>Methods</h3><p>This was a qualitative study that used a ConCensus™ process approach to collect the themes and factors of importance to participants related to nursing leadership roles. Three focus groups were conducted during 2013 and 2014 with 32 Generation Y Registered Nurses, not currently in leadership positions and born on or after January 1st, 1981.</p></div><div><h3>Key findings</h3><p>Feedback from current nurse leaders about their roles is primarily negative. The strongest incentive for Generation Y nurses to seek leadership roles is the potential to create meaningful change in healthcare. Fear of failure in the role and lack of work-life balance are significant deterrents to accepting a leadership role.</p></div><div><h3>Conclusions</h3><p>Generation Y nurses do see the value and importance of nursing leadership in making a difference in patient care but have concerns about the level of support that will be available to them as they assume these roles. Attention must be directed toward providing resources and strategies to develop skilled Generation Y nurse leaders in order to promote effective succession planning.</p></div>","PeriodicalId":56354,"journal":{"name":"NursingPlus Open","volume":"1 ","pages":"Pages 5-10"},"PeriodicalIF":0.0,"publicationDate":"2015-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1016/j.npls.2015.05.001","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"54867784","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 22