25 research outputs found
The role of rewards and demands in burnout among surgical nurses
Job rewards have both, an intrinsic and an extrinsic motivational potential, and lead to employees’ development
as well as help them to achieve work goals. Rewards can balance job demands and protect from burnout. Due to changes on
the labour market, new studies are needed. The aim of our study was to examine the role of demands and individual rewards
(and their absence) in burnout among surgical nurses. Materials and Methods: The study was conducted in 2009 and 2010
with 263 nurses who worked in surgical wards and clinics in hospitals in Southern Poland. The hypotheses were tested by
the use of measures of demands and rewards (Effort-Reward Imbalance Questionnaire by Siegrist) and burnout syndrome
(Maslach Burnout Inventory). A cross-sectional, correlational study design was applied. Results: Nurses experienced the
largest deficiencies in salary and prestige. Exhaustion was explained by stronger demands and lack of respect (large effect).
Depersonalization was explained by stronger demands, lack of respect and greater job security (medium effect). Reduced
personal achievement was explained by more demands and greater job security (small effect). Conclusions: Excessive demands and lack of esteem are key reasons for burnout among surgical nurses. Job security can increase burnout when too
many resources are invested and career opportunities do not appear. These results may help to improve human resource
management in the healthcare sector
Organizational configuration of hospitals succeeding in attracting and retaining nurses
Organizational configuration of hospitals succeeding in attracting and retaining nurses. This paper contrasts structural and managerial characteristics of low- and
high-turnover hospitals, and describes the organizational configuration of attractive
hospitals. In countries facing nurse shortages and turnover, some hospitals
succeed in recruiting and retaining nurses. In Magnet Hospitals, managerial practices
and environmental characteristics increase nurses\u2019 job satisfaction and their
commitment to the organization, which in turn decreases nurse turnover. Such an
approach suggests that organizations are best understood as clusters of interconnected
structures and practices, i.e. organizational configurations rather than entities whose components can be understood in isolation.
From a sample of 12 hospitals whose nurse turnover was studied for 1 year,
structural and organizational features of hospitals in the first and fourth quartiles, i.e. attractive (turnover11\uc68%) were contrasted. A questionnaire, including perceptions of health-related factors, job demands, stressors, work schedules, organizational climate, and work adjustments antecedent to turnover, was received from 401 nurses working in attractive hospitals (response rate - 53\uc68%) and 774 nurses in conventional hospitals (response rate \ubc 54\uc65%).
Structural characteristics did not differentiate attractive and conventional
hospitals, but employee perceptions towards the organization differed strikingly.
Differences were observed for risk exposure, emotional demands, role ambiguity and
conflicts, work-family conflicts, effort-reward imbalance and the meaning of work, all
in favour of attractive hospitals (P < 0.01). Relationships with nursing management,
work ability and satisfaction with working time, handover shifts and schedules
were also better in attractive hospitals (P < 0.001). Job satisfaction and commitment
were higher in attractive hospitals, whereas burnout and intention to leave were lower
(P < 0.001).
Organizational characteristics are key factors in nurse attraction
and retention. Nurses face difficulties in their work situations, but some hospitals are
perceived as healthy organizations. The concept of attractive institutions could serve as a catalyst for improvement in nurses\u2019 work environments in Europe
Job Strain, Overtime, Life Style, and Cardiovascular Risk in Managers and Physical Workers
The purpose of the study was to determine the relation between overtime, job strain and life style, and cardiovascular risk (CVR) in 97 managers and 98 physical workers. CVR was measured with the Framingham method. Information about job strain, overtime, life style and extra-occupational activities was obtained with a self-administered questionnaire. The results showed that both groups had a similar, medium-level job stress. Being a manager and having extra-occupational activities (self-education) were significantly related with CVR (p = .000, p = .035, respectively), whereas other factors that were analysed (i.e., physical work and overtime) were not. The managers were older than the physical workers; that may be why the factor of being a manager was significantly related to CVR. The extra-occupational activities connected with improving workersʼ skills may play an important role in the development of workersʼ overload and an increase in CVR