Download or read book The Relationship Between Job Satisfaction in Nurse Managers and Nursing Shortage written by Dianne Gwin Ammons and published by . This book was released on 1989 with total page 176 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book The Relationship Between Staff Nurse Perception of Nurse Manager Leadership Behavior and Staff Nurse Job Satisfaction in a Hospital Applying for Magnet Recognition Status written by Lorraine B. Bormann and published by . This book was released on 2011 with total page 398 pages. Available in PDF, EPUB and Kindle. Book excerpt: Hospitals are challenged to understand factors related to staff nurse retention in the context of the nursing shortage slowdown (Huselid, 1995; Mancino, 2008; Mancino, 2009). Leadership is a major factor in organizational success (Gandossy & Guarnieri, 2008; Gettler, 2003; Wooten & Crane, 2003) and nurse managers are the direct link between the executive nurse leaders and the registered nurses (RN) in the staff position (Taunton, Boyle, Woods, Hansen, & Bott, 1997). Studies show that nurse manager leader behaviors influence staff nurse job satisfaction (Blegen, 1993; Irvine & Evans, 1995; Lashinger & Finegan, 2005). A primary role of the nurse leader is to plan strategies for recruiting nursing personnel and to prevent rapid and frequent turnover of nursing staff (American Nurses Association [ANA] Nursing Administration Scope and Standards of Practice, 2009). Nurse managers are in a position to influence staff nurses' job satisfaction and retention through their leader behaviors. McGuire and Kennerly (2006) and Brown and Reilly (2009) conducted studies that show managers perceive their leadership behaviors different than those who reported to them. Bass and Avolio (2004) pointed out that leadership is in the 'eye of the beholder' and the leadership behavior ratings represented the people's perceptions of leaders (p. 9). Understanding the staff nurse perception of their nurse manager leadership behaviors that are related to staff nurse job satisfaction will contribute to improving staff nurse retention strategies. The Magnet Recognition program is one approach to improving staff nurse job satisfaction and retention. The Magnet Recognition program (Magnet) considers that the nurse leaders are the key to nursing excellence (American Nurses Credentialing Center [ANCC], n.d.). The sample population for this study was staff nurses in an acute care hospital applying for Magnet Recognition status. The purpose of this correlational research study was to describe the relationship between the staff nurse perception of their nurse manager leadership behaviors associated with both the facets of staff nurse job satisfaction (job satisfaction with: work on present job, pay, promotion, supervision, and co-workers) and staff nurse overall job satisfaction and the relationship between the facets of staff nurse job satisfaction and staff nurse overall job satisfaction in an acute care hospital applying for Magnet Recognition status (Magnet status). The intent to depart is conceptually and empirically shown to be a direct antecedent to actual turnover. Overall job satisfaction and turnover are inversely related. Brodke et al. (2009) reported overall job satisfaction was the best predictor of intent to quit. Many studies examined facets of staff nurse job satisfaction but the researcher identified that few if any studies examined nurse manager leadership behaviors related to facets of staff nurse job satisfaction and staff nurse overall job satisfaction in a hospital in the process of applying for Magnet status.

Download or read book Understanding the Determinants of Job Satisfaction written by Ayn Grace Ullum and published by . This book was released on 2011 with total page 77 pages. Available in PDF, EPUB and Kindle. Book excerpt: In a profession where the nursing shortage is well known and inevitable despite of vacancy reprieves, understanding determinants of job satisfaction may now be an essential component of retention strategies. Many factors are causing the health care industry to see the potential significant implications of the nursing shortage. Collaboratively creating an environment of empowerment, autonomy, and lower stress, nurses are content and satisfied. In turn, satisfied nurses can continue to deliver safe and quality patient care. The purpose of this study was to understand the relationships among the determinants of job satisfaction. Nurse-manager collaboration, empowerment, autonomy, and subjected job stress were the identified independent variables and job satisfaction was the dependent variable. The following instruments were used to measure the perspective study variables: Collaborative Behavior Scale-B (CBS-B); Conditions of Work Effectiveness Questionnaire-II (CWEQ-II); a subscale from the Index of Work Satisfaction; Subjective Job Stress; and Michigan Organizational Assessment Scale. The hypotheses proposed for the study included: there will be positive relationship between nurse-manager collaboration and job satisfaction; there will be a positive relationship between empowerment and job satisfaction; there will be positive relationship between autonomy and job satisfaction; there will be negative relationships between subjective job stress and job satisfaction; there will be significant relationships among nurse-manager collaboration, empowerment, autonomy, and subjective job stress. The research study was a descriptive correlation study design. A convenience, snowball sample methodology was used. Once correlation was identified, the study variables were further analyzed using multiple regression and dominance analysis. There were significant correlations among the study variables. Empowerment had the strongest correlation to job satisfaction (r = 0.71, p [less than or equal to] 0.05). It explained 50% of the variance in job satisfaction ([lower case beta] = 0.76, p [less than] 0.001). Dominance analysis revealed empowerment is the most importance predicator of job satisfaction (F = 46.57, df = 1, 70; R2 = 0.213). The data supported all hypotheses. A post hoc analysis was conducted to determine if any of the study variables were correlated with nurses' perceptions of unit commitment to patient safety, quality of work, and nurse safety. These three variables were measured with one question on the demographic requesting the respondent to rate each of these variables on a 10-point scale. Several statistically significant correlations were identified. Perception of NMC was highly and significantly correlated to perception of unit's commitment to nurse safety. This validates the desire that safety in nursing practice is affected by how effective the collaboration is between the nurse and the nurse manager. The perception of autonomy was significantly correlated to unit's commitment to patient safety. This may imply that the more the nurse believes that the higher their autonomy (scopespecific decision making power) patient safety increases. These results indicate the relationship between nurses' perceptions of NMC, empowerment, autonomy, SJS, and JS with the nurses' perceptions of the units' commitment to patient safety, quality of work, and nurse safety. This is the first time that such findings have been reported.

Download or read book Patient Safety and Quality written by Ronda Hughes and published by Department of Health and Human Services. This book was released on 2008 with total page 592 pages. Available in PDF, EPUB and Kindle. Book excerpt: "Nurses play a vital role in improving the safety and quality of patient car -- not only in the hospital or ambulatory treatment facility, but also of community-based care and the care performed by family members. Nurses need know what proven techniques and interventions they can use to enhance patient outcomes. To address this need, the Agency for Healthcare Research and Quality (AHRQ), with additional funding from the Robert Wood Johnson Foundation, has prepared this comprehensive, 1,400-page, handbook for nurses on patient safety and quality -- Patient Safety and Quality: An Evidence-Based Handbook for Nurses. (AHRQ Publication No. 08-0043)." - online AHRQ blurb, http://www.ahrq.gov/qual/nurseshdbk/

Download or read book The Effect of Workforce Shortages on Nurse Leader Turnover and Succession in United States Hospitals written by Judith Ann Westphal and published by . This book was released on 2008 with total page 134 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book An Analysis of Job Satisfaction Among Nurses in the Detroit Area as it Relates to the Shortage of Nurses in Major Urban Hospitals written by Martha McMahon and published by . This book was released on 1986* with total page 92 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book The Nursing Shortage written by Harriet R. Feldman, PhD, RN, FAAN and published by Springer Publishing Company. This book was released on 2003-08-12 with total page 201 pages. Available in PDF, EPUB and Kindle. Book excerpt: This book presents an overview of innovative initiatives to combat the nursing shortage that are being pioneered in a number of states, schools of nursing, and health care institutions. Among the strategies described are preceptor and mentoring arrangements, scholarship/work payback agreements, private and public funding initiatives to support the education of future nurses, and service/education partnership models. An international perspective is added by a chapter on initiatives in a hospital in Iceland.

Download or read book Staff Nurse Perceptions of Nurse Manager Behaviors that Influence Job Satisfaction written by Rebecca A. Feather and published by . This book was released on 2011 with total page 290 pages. Available in PDF, EPUB and Kindle. Book excerpt: The Bureau of Labor Statistics projected a shortage of registered nurses (RNs) growing to an estimated 581,500 by the year 2025 (an increase of 22 percent since 2008). Recent economical downturns have found many healthcare organizations experiencing a positive effect with the stabilization of nursing turnover. Once the economy begins to recover, however, experts predict the profession of nursing will still face the largest shortage in history according to projections by the American Nurses Association. Because lack of job satisfaction is a precursor to resignation, additional research regarding the identification of interventions that increase RN job satisfaction may result in retaining professionally qualified and prepared staff. This study proposed to identify through focus groups, staff nurse perceptions of nurse manager behaviors that influence RN staff nurse job satisfaction. A sample of 28 RNs, each participating in one of five focus groups, answered questions related to satisfaction with nurse manager behaviors. The investigator used qualitative content analysis to identify patterns within and across focus group data. Major findings of the study resulted in the identification of two conceptual categories (manager behaviors supportive of RNs and RN's perceived disconnect of work issues from the manager's role) and three major themes related to supportive behaviors (communication, respect, and feeling cared for). The results suggest the following as staff nurse preferences for nurse manager behaviors: open and honest communication that involves listening, consistency, and confidentiality; an increased level of respect including fairness and recognition of a job well done; and the sense of feeling cared for as when a manager meets individual needs and supports staff as professionals. The investigator compared the categories and themes to previous tools used in healthcare, which indicate the need for further item and/or tool development as well as further research regarding RNs' perceived disconnect of work issues from the manager's role.

Download or read book The Relationship Between Job Satisfaction and Autonomy of Nurse Managers written by Brenda Faye Burton Ellis and published by . This book was released on 1994 with total page 178 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book The Relationship Between Nurses Job Satisfaction and Perceptions of Nurse Managers Leadership Behaviors written by Joanna Cisneros-Rowan and published by . This book was released on 2008 with total page 200 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Nurse Administrators and Nurse Managers Attitudes about Nurse to patient Ratios the Nurse Shortage Job Satisfaction and Patient Care written by Shelley Erdahl-Wynia and published by . This book was released on 2008 with total page 144 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Burnout Turnover and Job Satisfaction in Relation to Nursing Shortage in Acute Settings written by Grace Baraniak and published by . This book was released on 2014 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Aim. To describe the finding from a qualitative study focusing on nurses' turnover, burnout, and job satisfaction in the relation to nurse shortages in acute settings. Background. The healthcare industry in the United States and around the world historically have been experiencing nursing shortages and nurse turnovers. The nursing shortage, in many acute settings, is related to several variables, such as job satisfaction, burnout, and high turnover. The frequent nurse turnover increases workload on currently working nursing staff by increasing their burnout, stress level, and job dissatisfaction. The researchers were able link the nurses' job satisfaction with patients quality of care. In the acute settings where patient acuity increases, the patient care decreases. Design. This research study will provide information by using questionnaires among the hospital nurses and the correlation between their job satisfaction, turnover, and burnout. The questionnaire will be distributed among effective units which are, the progressive care unit (PCU), the intensive care unit (ICU), and the telemetry unit. Results. By using questionnaires, nurses will be able to provide valuable information related to their opinion about job satisfaction and stress level in relation to nursing staff shortage. Conclusion. The outcome of the study will encourage the board of directors to increase the staff on effective units, which will improve job satisfaction, decreased burnout, and turnover among hospital nurses. As research points out, some hospitals continue to find the solution by improving work environment, offering flexible employment opportunity, increasing staff, and distributing work according to the patient's acuity.

Download or read book Transformational Leadership and Job Satisfaction Among Nurses in China written by Wang Xiaohui and published by LAP Lambert Academic Publishing. This book was released on 2012 with total page 108 pages. Available in PDF, EPUB and Kindle. Book excerpt: Nowdays, nurse managers need to utilize behaviors of transformational leadership which focus on staff nurses' job satisfaction in healthcare environment. This descriptive correctional study was conducted to determine the levels of nurse managers' transformational leadership, the levels of staff nurse job satisfaction, and to identify the relationship between transformational leadership and job satisfaction. This study introduce the management at the Second Teaching Hospital of Harbin Medical University in China. This study is important for nursing administrators to provide training program for nurse managers to improve their knowledge and skills of transformational leadership and develop effective strategies to improve the level of staff nurses' job satisfaction. By raising the level of staff nurses' job satisfaction at their work, the quality of work life may be elevated and the rates of turnover and shortage of nursing personnel may be reduced.

Download or read book Nurse Leadership s Influence Over Staff Satisfaction and Retention written by William Schlosser and published by . This book was released on 2013 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Many issues affect today's healthcare leaders, with perhaps the most important being staff satisfaction and high turnover rates. Recent data implies that job satisfaction and nurse retention is a direct correlation with nursing leadership styles. Current challenges like the nursing shortage require the modern day leader to diagnose the situation and determine appropriate strategies to foster a creative and autonomous working environment through empowerment. Between the healthcare reform and the imminent nursing shortage, precautions are being taken to balance innovation without incurring financial ruin (Carver and Candela, 2008). The average age of a nurse at the bedside is rising yearly, and estimates indicate that 50% of the current practicing nurses will leave the workforce in the next 5 to 10 years (Carver and Candela, 2008). The objective when reviewing the research was to assess effective leadership styles, training and impact on staff satisfaction. Upon review of the literature, a clear distinction emerged suggesting leadership styles such as transformational and transactional had a direct and positive association with staff satisfaction and retention through empowerment, motivation, shared vision and respect. A broad-based assessment system was introduced to nursing staff members in a busy emergency department as a pilot approach to create a transformational leadership style of management throughout the unit. The introduction of the Hogan survey provides each participant within an individual assessment report describing strengths, weaknesses, and details where each person is likely to find significant satisfaction, dissatisfaction, and opportunities for growth. The finalized results of this ongoing pilot will provide leadership with the means to understand potential within each staff member, see growth areas, and find future leaders within the existing ranks of staff nurses. Further benefits include an understanding of the motivations for each member of the staff so that managers can provide incremental transformational coaching based NURSE LEADERSHIP'S INFLUENCE OVER STAFF 3 on the needs of each staff member within their leadership structure. The benefits to the highest levels of leadership include a clear succession planning picture within existing leaders, as well as a reduction in staff turnover rates. At the end of the implementation phase, the pre-and post job satisfaction survey will be applied to all staff to determine if the engagement of staff has increased, along with the turnover percentages for the Department. These metrics will provide a tangible sense of success for the pilot.

Download or read book Professional Research Project written by Aderonke Okeleji and published by . This book was released on 2013 with total page 0 pages. Available in PDF, EPUB and Kindle. Book excerpt: Based on the persistent nursing turnover and shortage on a hospital Rehab unit, the author aimed at identifying whether a change from autocratic to transformational leadership would assuage the shortage/turnover. This proposal was conducted at the James Harris Medical Center where the Rehabilitation (Rehab) Unit is a free-standing facility and approval was obtained by the Unit Practice Council members. Kurt Lewin's theory of change was utilized for the project. Participants consisted of the unit staff nurses, directors of nursing, nurse managers, clinical nurse specialists and chief nursing officers who agreed to participate in pre and posttests (Appendix- A1 and A2) evaluation of their knowledge and understanding of the functionalities of the transformational leadership model. Other stakeholders were hospital administration and patient care advocates. Educational sessions were offered for the various stakeholders using pamphlets and group sessions (Appendix-B) to educate them on the importance of transformational leadership, cost, effects and benefits. The project planning was conducted by the various committee members for three months before the implementation of a pilot project on a Rehab Unit which lasted for six months. Questions were used to evaluate the effects of leadership change on patients' safety and satisfaction; patient outcomes; improvement in nurses' job satisfaction; reduction in nursing turnover; proper policy initiation; economical benefits to the hospital; the link of job satisfaction to nurses' intent to quit, and the degree of resistance from the affected nursing directors.The dissemination process was completed in six weeks through e-mails, webinars, news bulletin, phone discussions and staff meetings with all the stakeholders. Pre and post implementation data comparison showed a decrease in nursing turnover supporting the effectiveness of transformational leadership.

Download or read book The Relationship Between Nurse Manager Behavioral Styles and Staff Nurse Job Satisfaction written by Desire Maliyamungu Kindarara and published by . This book was released on 2001 with total page 198 pages. Available in PDF, EPUB and Kindle. Book excerpt:

Download or read book Relationship Between Job Satisfaction Levels in Full Time Nurses and Float Pool Nurses written by Mary Ann Dworaczyk and published by . This book was released on 1985 with total page 254 pages. Available in PDF, EPUB and Kindle. Book excerpt: According to Wright and Widdowson (1984), nursing managers are increasingly investigating alternative staffing patterns in an effort to decrease nursing manpower cost without significantly affecting the quantity and quality of services offered. In this era of cost consciousness, increasing numbers of nurse managers are using float pools in an effort to decrease nursing manpower cost and open avenues to nurses that would improve the work situation and increase job satisfaction. Maximizing job satisfaction of nurses continues to be a concern and personal, as well as management goal for hospitals and the nursing profession. Therefore the problem of the study was to determine the difference in levels of job satisfaction between full time nurses and float pool nurses.