Cílem naší studie bylo prozkoumat dopad nepřenosných nemocí a fyzické zátěže na rozhodnutí opustit povolání porodní asistentky. Průřezová korelační studie byla provedena u 231 porodních asistentek v porodnicích v Maďarsku. Pro statistickou analýzu byly použity Spearmanovy korelační koeficienty, Mann-Whitneyův test a lineární regrese. Prevalence nepřenosných nemocí byla u nejčastějších pěti onemocnění více než 30 %. Křečové žíly a muskuloskeletální problémy patřily mezi dominantní příznaky. Kouření a konzumace alkoholu (často/někdy) dosáhly větších rozměrů (18,2 % / 12,6 % v kontextu kouření; 0,4 % / 49,4 % v kontextu užívání alkoholu). Aspekty fyzické zátěže spojené s prací byly v pozitivní korelaci se záměrem odejít. Fyzická zátěž a nepřenosné nemoci byly příčinou záměru opustit povolání u jedné čtvrtiny porodních asistentek (26,2 %). Nejčastější příčinou nepřenosného onemocnění byla cukrovka. Intervence zaměřené na snížení odchodů porodních asistentek by měly řešit fyzickou zátěž této práce a také dopad chronických příznaků vzniklých v důsledku vysoké pracovní zátěže.
The aims of our study were to explore the burden of noncommunicable diseases and the physical demands of the job and their impact on intent to leave midwifery. A cross-sectional, correlational study was conducted among 231 midwives in hospital-based midwifery units in Hungary. Spearman rank correlation coefficients, Mann-Whitney test and Linear regression were performed for statistical analysis. Prevalence of noncommunicable diseases was over 30% for the top five diseases. Varicose veins and musculoskeletal problems were dominant symptoms. Smoking and alcohol consumption (often vs. sometimes) reached greater proportions (18.2% vs 12.6% smoking; 0.4% vs. 49.4% alcohol). Aspects of work-related physical burden were positively associated with intent to leave. Physical burden and noncommunicable diseases explained 26.2% of variance in staff turnover intentions, with diabetes making the biggest contribution. Physical burden and noncommunicable diseases explained over one-fourth of the variance in midwives' intent to leave the profession. Interventions aimed at reducing loss of midwives should address the physical burden of work as well as the impact of chronic symptoms developed as a consequence of high workloads.
Nedostatek zdravotnických pracovníků je v současné době považován za závažný celosvětový problém. Vzhledem k očekávaným demografickým změnám se dá předpokládat ještě jeho další eskalace v budoucnu. Zabránění odchodu zkušených a kvalifikovaných sester z profese může být pro řešení tohoto problému klíčové. V současné době dostupná data naznačují, že důvodem rozhodnutí o změně profese u sester nemusí být pouze nedostatečné finanční ohodnocení nebo individuální charakteristiky sester, ale především velké množství faktorů týkajících se kvality jejich pracovního prostředí. Tyto faktory přitom mají vliv nejen na narůstající fluktuaci sester, ale také negativně ovlivňují kvalitu poskytované zdravotní péče. Řešení kvality pracovního prostředí zdravotnických pracovníků včetně sester se zdá být pro dosažení jejich optimálního počtu v budoucnu zásadní, stejně jako pro dosažení optimální úrovně kvality poskytované péče.
The shortage of healthcare workers is currently considered a serious global problem. This could be further escalated due to theexpected demographic changes in the future. Finding a solution how to prevent qualified and experienced nurses from leavingtheir profession may be critical. Currently available evidence suggests that the main reason for a decision to leave nursing maynot only be the level of remuneration or individual characteristics of nurses, but above all a large number of factors affecting thequality of work environment. Those factors influence not only the increasing nursing turnover but also affect negatively the qualityof the provided health care. Addressing the quality of the work environment seems to be essential in order to achieve optimalnumber of health care workers including nurses in the future, as well as to bring the quality of provided care to the optimal level.
- MeSH
- Economics, Hospital organization & administration legislation & jurisprudence MeSH
- Quality of Health Care economics classification trends MeSH
- Humans MeSH
- Unemployment classification trends MeSH
- Workplace classification organization & administration MeSH
- Job Satisfaction MeSH
- Work Performance classification MeSH
- Workload classification MeSH
- Statistics as Topic MeSH
- Employment methods organization & administration manpower MeSH
- Nurse Clinicians economics classification organization & administration MeSH
- Nurses economics classification organization & administration MeSH
- Check Tag
- Humans MeSH
Cieľ: Cieľom medzinárodnej prierezovej štúdie bolo zhodnotiť úroveň subjektívnej pohody českých a slovenských sestier a jej vzťah k dĺžke klinickej praxe a ich uvažovaniu o odchode z pracoviska, profesie sestry a do zahraničia. Metodika: Výskumný súbor tvorilo 1055 sestier pracujúcich v lôžkových zariadeniach. Subjektívnu pohodu sestier sme hodnotili prostredníctvom Indexu osobnej pohody a Škály emocionálnej, habituálnej subjektívnej pohody. Rozdiely v subjektívnej pohode sme zisťovali jednorozmernou analýzou rozptylu (ANOVA), na zistenie závislosti medzi premennými sme použili Pearsonov korelačný koeficient. Výsledky: České sestry častejšie prežívali pozitívne a menej často negatívne emócie (afektívny komponent subjektívnej pohody) v porovnaní so slovenskými sestrami. životná spokojnosť (kognitívny komponent subjektívnej pohody) bola na úrovni 60 – 70 % maxima stupnice, typického pre "nezápadné" krajiny (65,02; SD 15,80 - české sestry; 63,80; SD 16,43 - slovenské sestry). Štatisticky významné rozdiely v životnej spokojnosti medzi uvedenými skupinami sestier sa nepreukázali. Subjektívna pohoda sestier sa negatívne spájala rokmi praxe, ako aj úvahami o odchode z pracoviska, z ošetrovateľskej profesie a odchode pracovať do zahraničia. U slovenských sestier sa preukázali silnejšie vzťahy medzi jednotlivými komponentmi subjektívnej pohody a ich uvažovaním o odchode. Záver: Výsledky štúdie reflektujú zvyšujúcu sa pracovnú neistotu sestier, ktorú zaznamenávame v oboch krajinách v posledných rokoch. Ďalší výskum by sa mal zameriavať na identifikáciu ďalších faktorov, predovšetkým z oblasti pracovných podmienok, ktoré môžu významne vplývať na subjektívnu pohodu sestier.
Aim: The aim of this international cross-sectional survey was to investigate subjective well-being of Czech and Slovak nurses and its relationship with years of experience and leaving intentions. Methods: The sample for study consisted of 1055 hospital staff nurses from Czech and Slovak Republics. The data were collected using a set of questionnaires that included the Positive Affect Scale, the Negative Affect Scale, and Personal Wellbeing Index. For determining the associations and correlations between variables, the parametric Pearson correlations were used. For group comparisons one way ANOVA procedure was performed. Results: Czech nurses experienced more positive affect and less negative affect than Slovak nurses. We did not find the statistical significant difference in life satisfaction (a cognitive component of subjective well-being) between Czech and Slovak nurses. Life satisfaction has been within the range of 60–70% SM found for Western populations (65.02; SD 15.80 - Czech nurses; 63.80; 16.43 - Slovak nurses). Subjective well-being correlated negatively with years of experience and leaving intentions. The stronger relationship between subjective well-being and leaving intentions was in Slovak nurses. Conclusions: The results of the study reflect an increased job insecurity of Czech and Slovak nurses. Future research should focus on investigation of other factors of subjective well-being, mainly from the area of work conditions.
- Keywords
- subjektivní pohoda, odchod sester,
- MeSH
- Time Factors MeSH
- Emotions MeSH
- Personnel Turnover * MeSH
- Quality of Life MeSH
- Humans MeSH
- Personal Satisfaction * MeSH
- Job Satisfaction MeSH
- Career Mobility MeSH
- Cross-Sectional Studies MeSH
- Surveys and Questionnaires MeSH
- Statistics as Topic MeSH
- Age Factors MeSH
- Employment psychology MeSH
- Nurse Clinicians * psychology MeSH
- Check Tag
- Humans MeSH
- Geographicals
- Czech Republic MeSH
- Slovakia MeSH
Cieľ: Cieľom medzinárodnej prierezovej štúdie bolo zhodnotiť úroveň subjektívnej pohody českých a slovenských sestier a jej vzťah k dĺžke klinickej praxe a ich uvažovaniu o odchode z pracoviska, profesie sestry a do zahraničia. Metodika: Výskumný súbor tvorilo 1055 sestier pracujúcich v lôžkových zariadeniach. Subjektívnu pohodu sestier sme hodnotili prostredníctvom Indexu osobnej pohody a Škály emocionálnej, habituálnej subjektívnej pohody. Rozdiely v subjektívnej pohode sme zisťovali jednorozmernou analýzou rozptylu (ANOVA), na zistenie závislosti medzi premennými sme použili Pearsonov korelačný koeficient.Výsledky: České sestry častejšie prežívali pozitívne a menej často negatívne emócie (afektívny komponent subjektívnej pohody) v porovnaní so slovenskými sestrami. Životná spokojnosť (kognitívny komponent subjektívnej pohody) bola na úrovni 60 – 70 % maxima stupnice, typického pre "nezápadné" krajiny (65.02 [15.80] české sestry; 63.80 [16.43] slovenské sestry). Štatisticky významné rozdiely v životnej spokojnosti medzi uvedenými skupinami sestier sa nepreukázali. Subjektívna pohoda sestier sa negatívne spájala rokmi praxe, ako aj úvahami o odchode z pracoviska, z ošetrovateľskej profesie a odchode pracovať do zahraničia. U slovenských sestier sa preukázali silnejšie vzťahy medzi jednotlivými komponentmi subjektívnej pohody a ich uvažovaním o odchode. Záver: Výsledky štúdie reflektujú zvyšujúcu sa pracovnú neistotu sestier, ktorú zaznamenávame v oboch krajinách v posledných rokoch. Ďalší výskum by sa mal zameriavať na identifikáciu ďalších faktorov, predovšetkým z oblasti pracovných podmienok, ktoré môžu významne vplývať na subjektívnu pohodu sestier.
Aim: The aim of this international cross-sectional survey was to investigate subjective well-being of Czech and Slovak nurses and its relationship with years of experience and leaving intentions. Methods: The sample for study consisted of 1055 hospital staff nurses from Czech and Slovak Republics. The data were collected using a set of questionnaires that included the Positive Affect Scale, the Negative Affect Scale, and Personal Wellbeing Index. For determining the associations and correlations between variables, the parametric Pearson correlations were used. For group comparisons one way ANOVA procedure was performed. Results: Czech nurses experienced more positive affect and less negative affect than Slovak nurses. We did not find the statistical significant difference in life satisfaction (a cognitive component of subjective well-being) between Czech and Slovak nurses. Life satisfaction has been within the range of 60–70% SM found for Western populations (65.02 [15.80] Czech nurses; 63.80 [16.43] Slovak nurses). Subjective well-being correlated negatively with years of experience and leaving intentions. The stronger relationship between subjective well-being and leaving intentions was in Slovak nurses. Conclusions: The results of the study reflect an increased job insecurity of Czech and Slovak nurses. Future research should focus on investigation of another factors of subjective well-being, mainly from the area of work conditions.
- MeSH
- Emotions MeSH
- Humans MeSH
- Stress, Psychological * complications MeSH
- Employment * manpower psychology MeSH
- Nurses * psychology MeSH
- Check Tag
- Humans MeSH
- Geographicals
- Czech Republic MeSH
- Slovakia MeSH
Aim: The aim of the survey is to identify factors of the work environment which are important for general nurses when they are considering whether or not to leave their current employer. Design: The research consists of an observational and a crosssectional study. Methods: Based on a modified interpretation of Herzberg's theory, we created a structured interview to investigate environmental factors. Interviewers carried out 1,992 interviews with hospital nurses working in the Czech Republic, between 2011 and 2012. The data gathered were analyzed with data mining tools – a decision tree and nonparametric tests. Results: If a good opportunity arose, 34.7% of nurses would leave their current employer. The analysis of the decision tree identified the factor “Patient care”, i.e. a factor concerning the nature of the work itself, as the most important. Data mining offers a new view of the data and can reveal valuable information existing within the primary data. Conclusion: Data mining has great potential in nursing. In this research, the decision tree shows that the essence of the nursing profession is the nursing work itself and it is also the most significant stabilizing factor. The management of healthcare providers should create and maintain a work environment which will ensure nursing work can be performed without impediment, thus minimizing staff turnover.
- MeSH
- Data Mining MeSH
- Humans MeSH
- Motivation MeSH
- Salaries and Fringe Benefits MeSH
- Patient Care psychology MeSH
- Occupational Stress MeSH
- Job Satisfaction * MeSH
- Decision Trees MeSH
- Employment MeSH
- Nurses * economics classification psychology statistics & numerical data MeSH
- Check Tag
- Humans MeSH
- Female MeSH
- Publication type
- Observational Study MeSH
- Research Support, Non-U.S. Gov't MeSH
PURPOSE: Apart from organizational issues, quality of inter-professional collaboration during ethical decision-making may affect the intention to leave one's job. To determine whether ethical climate is associated with the intention to leave after adjustment for country, ICU and clinicians characteristics. METHODS: Perceptions of the ethical climate among clinicians working in 68 adult ICUs in 12 European countries and the US were measured using a self-assessment questionnaire, together with job characteristics and intent to leave as a sub-analysis of the Dispropricus study. The validated ethical decision-making climate questionnaire included seven factors: not avoiding decision-making at end-of-life (EOL), mutual respect within the interdisciplinary team, open interdisciplinary reflection, ethical awareness, self-reflective physician leadership, active decision-making at end-of-life by physicians, and involvement of nurses in EOL. Hierarchical mixed effect models were used to assess associations between these factors, and the intent to leave in clinicians within ICUs, within the different countries. RESULTS: Of 3610 nurses and 1137 physicians providing ICU bedside care, 63.1% and 62.9% participated, respectively. Of 2992 participating clinicians, 782 (26.1%) had intent to leave, of which 27% nurses, 24% junior and 22.7% senior physicians. After adjustment for country, ICU and clinicians characteristics, mutual respect OR 0.77 (95% CI 0.66- 0.90), open interdisciplinary reflection (OR 0.73 [95% CI 0.62-0.86]) and not avoiding EOL decisions (OR 0.87 [95% CI 0.77-0.98]) were all associated with a lower intent to leave. CONCLUSION: This is the first large multicenter study showing an independent association between clinicians' intent to leave and the quality of the ethical climate in the ICU. Interventions to reduce intent to leave may be most effective when they focus on improving mutual respect, interdisciplinary reflection and active decision-making at EOL.
- MeSH
- Adult MeSH
- Intensive Care Units ethics organization & administration statistics & numerical data MeSH
- Ethics, Medical MeSH
- Humans MeSH
- Organizational Culture * MeSH
- Critical Care ethics psychology standards MeSH
- Attitude of Health Personnel MeSH
- Surveys and Questionnaires MeSH
- Intention * MeSH
- Health Personnel psychology statistics & numerical data MeSH
- Check Tag
- Adult MeSH
- Humans MeSH
- Male MeSH
- Female MeSH
- Publication type
- Journal Article MeSH
- Observational Study MeSH
- Geographicals
- Europe MeSH
- United States MeSH
INTRODUCTION: Cardiopulmonary resuscitation (CPR) in patients with a poor prognosis increases the risk of perception of inappropriate care leading to moral distress in clinicians. We evaluated whether perception of inappropriate CPR is associated with intention to leave the job among emergency clinicians. METHODS: A cross-sectional multi-centre survey was conducted in 24 countries. Factors associated with intention to leave the job were analysed by conditional logistic regression models. Results are expressed as odds ratios with 95% confidence intervals. RESULTS: Of 5099 surveyed emergency clinicians, 1836 (36.0%) were physicians, 1313 (25.7%) nurses, 1950 (38.2%) emergency medical technicians. Intention to leave the job was expressed by 1721 (33.8%) clinicians, 3403 (66.7%) often wondered about the appropriateness of a resuscitation attempt, 2955 (58.0%) reported moral distress caused by inappropriate CPR. After adjustment for other covariates, the risk of intention to leave the job was higher in clinicians often wondering about the appropriateness of a resuscitation attempt (1.43 [1.23-1.67]), experiencing associated moral distress (1.44 [1.24-1.66]) and who were between 30-44 years old (1.53 [1.21-1.92] compared to <30 years). The risk was lower when the clinician felt valued by the team (0.53 [0.42-0.66]), when the team leader acknowledged the efforts delivered by the team (0.61 [0.49-0.75]) and in teams that took time for debriefing (0.70 [0.60-0.80]). CONCLUSION: Resuscitation attempts perceived as inappropriate by clinicians, and the accompanying moral distress, were associated with an increased likelihood of intention to leave the job. Interprofessional collaboration, teamwork, and regular interdisciplinary debriefing were associated with a lower risk of intention to leave the job. ClinicalTrials.gov; No.: NCT02356029.
- MeSH
- Adult MeSH
- Cardiopulmonary Resuscitation * MeSH
- Physicians * MeSH
- Humans MeSH
- Cross-Sectional Studies MeSH
- Surveys and Questionnaires MeSH
- Intention MeSH
- Emergency Service, Hospital MeSH
- Check Tag
- Adult MeSH
- Humans MeSH
- Publication type
- Journal Article MeSH
- Research Support, Non-U.S. Gov't MeSH
Aim: The study aimed to determine how Czech nurses perceive individual aspects of their work environment, and examined the differences in perceptions of their work environment related to type of hospital, hospital departments, and individual demographic characteristics. The study included analysis of the relationships between nurses' work environment and: intention to leave, satisfaction with current work position, the role of nurse, and work intensity. Design: A cross-sectional descriptive study. Methods: The sample involved 371 nurses working in the internal medicine and surgical departments of four hospitals in the Olomouc region. The Czech version of the Practice Environment Scale of the Nursing Work Index (PES-NWI) was used to collect data. Data were analyzed using exploratory and confirmatory factor analysis, the Pearson chi-squared test, the Mann-Whitney test, and Spearman's correlations. Results: Nurses from university hospitals evaluated their work environment significantly more highly than nurses in regional non-university hospitals. No significant difference between internal medicine and surgical hospital wards was confirmed. Weak to moderate positive correlations were revealed between nurses' work environment and: satisfaction with the role of nurse, satisfaction with current work position, and satisfaction with team collaboration. Nurses who considered leaving their current job or work position evaluated their work environment significantly more negatively than nurses who did not intend to leave their job. Conclusion: The attributes of nurses' work environment are related to nurses' satisfaction at work and their intention of staying in their workplace. Variables of hospitals greatly improved overall assessment of the work environment.
AIM: To investigate the relationship between turnover intentions and job satisfaction among hospital midwives from seven countries and to determine how the related variables differ between countries. BACKGROUND: Studies investigating professional turnover and job satisfaction among midwives are limited in scope. METHOD: A cross-sectional descriptive survey was used to investigate the intended turnover and job satisfaction relationship among 1190 hospital midwives in European and Asian countries. Data were collected using a set of questionnaires that included questions regarding the leaving intentions of midwives and the McCloskey/Mueller satisfaction scale. RESULTS: Midwives were least satisfied with their extrinsic rewards and professional opportunities and with the balance between family and work. Significant differences were found in all domains of job satisfaction according to midwives' intentions to leave their current workplace in hospital or profession of midwife, and to work abroad. CONCLUSION: There are some general satisfying and dissatisfying elements for the profession of midwife across different countries. IMPLICATIONS FOR NURSING MANAGEMENT: The results highlight the importance of understanding midwives' leaving intentions and related factors across different countries. To prevent midwife turnover, health-care managers should gain greater insight into the early stage of midwives' turnover intention.
- MeSH
- Midwifery statistics & numerical data MeSH
- Adult MeSH
- Personnel Turnover statistics & numerical data MeSH
- Middle Aged MeSH
- Humans MeSH
- Job Satisfaction * MeSH
- Cross-Sectional Studies MeSH
- Surveys and Questionnaires MeSH
- Intention * MeSH
- Nurses psychology MeSH
- Check Tag
- Adult MeSH
- Middle Aged MeSH
- Humans MeSH
- Male MeSH
- Female MeSH
- Publication type
- Journal Article MeSH
- Geographicals
- Czech Republic MeSH
- Italy MeSH
- Republic of Korea MeSH
- Poland MeSH
- Portugal MeSH
- Singapore MeSH
- Slovakia MeSH
INTRODUCTION: Shortages of healthcare workers in Czech and Slovak Republics are associated with factors such as raised migration of professional nurses, decreased number of nurse graduates and ageing workforce. The specific problem is migration of Slovak nurses to the Czech Republic, motivated by higher salaries. AIM: The study aims to investigate the relationship between turnover intentions and job satisfaction among Czech and Slovak nurses and to determine how the related variables differ between the two groups. DESIGN: A cross-sectional descriptive survey was used to investigate the intended turnover and job satisfaction relationship among 1055 hospital nurses recruited from the Czech and Slovak Republics. METHODS: Data were collected using a set of questionnaires that included questions regarding leaving intentions of nurses and The McCloskey/Mueller Satisfaction Scale; three further sets of questionnaires were used. For determining the associations between variables, the Pearson correlations and multiple regression analyses were used. For group comparisons, one-way and multifactorial analysis of variance and Pearson's Chi-square test procedure were performed. FINDINGS: The intention to leave the workplace, the nursing profession and work abroad were predicted by the levels of satisfaction of nurses with their control/responsibility and scheduling. Czech nurses reported higher satisfaction in all subscales of the job satisfaction and less frequent intention to work abroad. An inverse relationship was confirmed between age and turnover intentions. Job satisfaction was positively associated with age and years of experience. Job satisfaction differed by all of three turnover intentions. CONCLUSION: Results highlight the importance of understanding nurses' leaving intentions and related factors and their impact on nurses' lives in both countries so that health care organizations can implement effective strategies to improve the retention of their nursing workforce.
- MeSH
- Analysis of Variance MeSH
- Adult MeSH
- Personnel Turnover statistics & numerical data MeSH
- Humans MeSH
- Salaries and Fringe Benefits statistics & numerical data MeSH
- Job Satisfaction * MeSH
- Cross-Sectional Studies MeSH
- Surveys and Questionnaires MeSH
- Chi-Square Distribution MeSH
- Nurses psychology MeSH
- Check Tag
- Adult MeSH
- Humans MeSH
- Male MeSH
- Female MeSH
- Publication type
- Journal Article MeSH
- Geographicals
- Czech Republic MeSH
- Slovakia MeSH
