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Nursing Open Sep 2023To assess and describe reviews of nursing leadership styles associated with organizational, staff and patient outcomes. (Review)
Review
AIM
To assess and describe reviews of nursing leadership styles associated with organizational, staff and patient outcomes.
DESIGN
A systematic review of reviews.
METHODS
Reviews describing a search strategy and quality assessment. The review followed the PRISMA statement. Nine databases were searched in February 2022.
RESULTS
After screening 6992 records, 12 reviews were included reporting 85 outcomes for 17 relational, nine task-oriented, five passive and five destructive leadership styles. Transformational leadership, which is one of the relational styles, was the most studied among all the styles. Of the outcomes, staff outcomes were the most reported, notably job satisfaction, and patient outcomes were less reported. Also, mediating factors between relational leadership styles and staff and patient outcomes were identified.
CONCLUSION
Extensive research shows the beneficial impacts of relational leadership; however, destructive leadership research is lacking. Relational leadership styles should be conceptually assessed. More research is needed on how nurse leadership affects patients and organizations.
Topics: Humans; Leadership; Nurse Administrators; Job Satisfaction; Interprofessional Relations; Workplace
PubMed: 37306328
DOI: 10.1002/nop2.1876 -
SAGE Open Nursing 2023The argument about whether leadership style affects nurses' job satisfaction is centered around the impact of different leadership styles on the work environment and the... (Review)
Review
INTRODUCTION
The argument about whether leadership style affects nurses' job satisfaction is centered around the impact of different leadership styles on the work environment and the quality of care provided by nurses. Therefore, this review was primarily aimed at assessing the impact of transformational leadership style on the job satisfaction of hospital nurses.
METHODS
This is an integrative review conducted according to the Whittemore and Knafl's framework. Comprehensive literature searches were conducted in PubMed, MEDLINE, CINAHL, Web of Science, Research4Life, and APA PsychInfo. In addition, studies were included through hand-searching from different sources of grey literature and a reference list of identified articles. All English articles published between 2012 and 2023 reporting the impact of transformational leadership style on nurses' job satisfaction were eligible for inclusion.
RESULTS
Seventeen articles were included in the review, of which 16 were cross-sectional studies, while one was mixed. The majority ( = 12) of the studies were conducted in at least two or more healthcare settings, with a total of 5841 nurses. Almost all ( = 16) articles reported the positive influence of transformational leadership on nurses' job satisfaction. In addition, the transformational leadership style was reported to have a positive impact on nurses' intentions to stay at work, quality care, and patient outcomes.
CONCLUSION
By adopting a transformational leadership approach within clinical environments, there is a potential to boost nurses' job satisfaction.
PubMed: 37691720
DOI: 10.1177/23779608231197428 -
JAMA Health Forum Jul 2023Disruptions in the hospital clinical workforce threaten quality and safety of care and retention of health professionals. It is important to understand which...
IMPORTANCE
Disruptions in the hospital clinical workforce threaten quality and safety of care and retention of health professionals. It is important to understand which interventions would be well received by clinicians to address the factors associated with turnover.
OBJECTIVES
To determine well-being and turnover rates of physicians and nurses in hospital practice, and to identify actionable factors associated with adverse clinician outcomes, patient safety, and clinicians' preferences for interventions.
DESIGN, SETTING, AND PARTICIPANTS
This was a cross-sectional multicenter survey study conducted in 2021 with 21 050 physicians and nurses at 60 nationally distributed US Magnet hospitals. Respondents described their mental health and well-being, associations between modifiable work environment factors and physician and nurse burnout, mental health, hospital staff turnover, and patient safety. Data were analyzed from February 21, 2022, to March 28, 2023.
MAIN OUTCOMES AND MEASURES
Clinician outcomes (burnout, job dissatisfaction, intent to leave, turnover), well-being (depression, anxiety, work-life balance, health), patient safety, resources and work environment adequacy, and clinicians' preferences for interventions to improve their well-being.
RESULTS
The study sample comprised responses from 15 738 nurses (mean [SD] age, 38.4 [11.7] years; 10 887 (69%) women; 8404 [53%] White individuals) practicing in 60 hospitals, and 5312 physicians (mean [SD] age, 44.7 [12.0] years; 2362 [45%] men; 2768 [52%] White individuals) practicing in 53 of the same hospitals, with an average of 100 physicians and 262 nurses per hospital and an overall clinician response rate of 26%. High burnout was common among hospital physicians (32%) and nurses (47%). Nurse burnout was associated with higher turnover of both nurses and physicians. Many physicians (12%) and nurses (26%) rated their hospitals unfavorably on patient safety, reported having too few nurses (28% and 54%, respectively), reported having a poor work environment (20% and 34%, respectively), and lacked confidence in management (42% and 46%, respectively). Fewer than 10% of clinicians described their workplace as joyful. Both physicians and nurses rated management interventions to improve care delivery as more important to their mental health and well-being than interventions directed at improving clinicians' mental health. Improving nurse staffing was ranked highest among interventions (87% of nurses and 45% of physicians).
CONCLUSIONS AND RELEVANCE
This cross-sectional survey study of physicians and nurses practicing in US Magnet hospitals found that hospitals characterized as having too few nurses and unfavorable work environments had higher rates of clinician burnout, turnover, and unfavorable patient safety ratings. Clinicians wanted action by management to address insufficient nurse staffing, insufficient clinician control over workload, and poor work environments; they were less interested in wellness programs and resilience training.
Topics: Male; Humans; Female; Adult; Patient Safety; Cross-Sectional Studies; Nursing Staff, Hospital; Job Satisfaction; Burnout, Professional; Hospitals; Personnel, Hospital; Physicians
PubMed: 37418269
DOI: 10.1001/jamahealthforum.2023.1809 -
Frontiers in Psychology 2023
PubMed: 37965652
DOI: 10.3389/fpsyg.2023.1304840 -
Dialogues in Health Dec 2023Psychological safety is a multidimensional, dynamic phenomenon that concerns team members' perception of whether it is safe to take interpersonal risks at work. It is... (Review)
Review
Psychological safety is a multidimensional, dynamic phenomenon that concerns team members' perception of whether it is safe to take interpersonal risks at work. It is particularly important within health care teams who need to work interdependently to coordinate safe patient care within a highly complex, variable and high-stakes work environment. High levels of psychological safety have clear benefits for patient safety by improving the delivery of clinical care and promoting health care providers' job satisfaction and well-being. Feeling psychologically safe can enable team members to engage in speaking up behavior, such as asking questions, pointing out mistakes, or reporting errors. Several studies have explored psychological safety in health care teams and its impact on patient safety. These studies have highlighted the importance of psychological safety in health care organizations and provided strategies for promoting psychological safety. Psychological safety in health care involvement with patients can improve patient engagement.
PubMed: 38515810
DOI: 10.1016/j.dialog.2023.100153 -
Revista Brasileira de Medicina Do... 2023Teachers, especially those in primary education, face unfavorable working conditions, which lead to job dissatisfaction and affect their physical and mental health, thus...
INTRODUCTION
Teachers, especially those in primary education, face unfavorable working conditions, which lead to job dissatisfaction and affect their physical and mental health, thus contributing to absenteeism.
OBJECTIVES
To verify the association between lower job satisfaction and absenteeism due to short and long term health problems in elementary and hight school teachers.
METHODS
This observational, analytical, individual, cross-sectional, retrospective cohort study included 899 elementary and high school teachers. Absenteeism was determined by self-reported absences in the last 12 months for health reasons, categorized as short term (1-7 days) or long term (≥8 days). Job satisfaction was measured by the Occupational Stress Indicator scale, categorized as lower satisfaction (≤25th percentile) or higher satisfaction (>25th percentile). Multinomial logistic regression was used, and the odds ratio was calculated as a measure of association.
RESULTS
The majority of the teachers were women (68.3%) and were permanently employed (69.1%); the mean age was 42 (SD, 10) years. Women, younger teachers, permanent employees, those reporting chronic pain or illness, and those reporting a moderate/poor level of physical or mental work capacity had a higher risk of absenteeism. Lower job dissatisfaction was associated with short-term and long-term absenteeism. Job satisfaction was only related to short-term absenteeism after the adjustments made.
CONCLUSIONS
There was an association between absenteeism and lower job satisfaction, which indicates that measures to improve job satisfaction are necessary.
PubMed: 38313775
DOI: 10.47626/1679-4435-2023-1054 -
Intensive & Critical Care Nursing Jun 2024The severe conditions often experienced in an intensive care unit, combined with poor working conditions, increase stress and therefore decrease job satisfaction.... (Meta-Analysis)
Meta-Analysis Review
INTRODUCTION
The severe conditions often experienced in an intensive care unit, combined with poor working conditions, increase stress and therefore decrease job satisfaction. Sustained stress in the workplace leads to the development of burnout, a syndrome characterised by three dimensions: emotional exhaustion, depersonalisation and perceived lack of personal fulfilment.
OBJECTIVE
To analyse the relationship between burnout syndrome and job satisfaction among ICU personnel.
DATA SOURCES
The PubMed, CINAHL and Scopus databases were used.
STUDY DESIGN
A systematic review and meta-analysis. The study sample consisted of 18 quantitative primary studies conducted in the last five years. Validated questionnaires were used to assess burnout in ICU healthcare workers, the most commonly used being the Maslach Burnout Inventory.
EXTRACTION METHODS
The search equation applied was: "job satisfaction AND nurs* AND burnout AND (ICU OR intensive care units)". The search was performed in October 2022.
PRINCIPAL FINDINGS
The search returned 514 results. Only 73 articles met the eligibility criteria. After reading the title and abstract, 20 articles were selected. After reading the full texts, 12 articles remained and after the reverse search, 18 articles were finally selected. The studies reported a 50% prevalence of burnout, all three dimensions of which were heightened by the COVID-19 pandemic. Analysis of the study findings revealed an inverse association between burnout and job satisfaction.
CONCLUSIONS
Job dissatisfaction of ICU nurses depends on lack of experience, working conditions or working environment among others. ICU nurses with lower job satisfaction have higher levels of burnout.
IMPLICATIONS FOR CLINICAL PRACTICE
This meta-analysis shows the potential value of job satisfaction on improving health outcomes related to burnout syndrome for nursing professional in Intensive Care Units. Different factors that could increase job satisfaction and consequently protect them from suffering high levels of burnout, such as salary, permanence in the service, mental health care are the responsibility of the hospital supervisor and, finally, of the own Health System. Knowledge of a risk profile based on the factors influencing job dissatisfaction would enable the implementation of effective workplace interventions to reduce or prevent the risk of burnout. Health policies should focus on protecting the worker, so in addition to improving working conditions, it would be interesting to promote coping skills in order to improve the quality of care and patient safety.
Topics: Humans; Job Satisfaction; Pandemics; Burnout, Professional; Intensive Care Units; Surveys and Questionnaires; Nurses; Psychological Tests; Self Report
PubMed: 38394983
DOI: 10.1016/j.iccn.2024.103660 -
Revista Brasileira de Medicina Do... 2023Characterized by high levels of emotional exhaustion and depersonalization and reduced professional accomplishment, burnout syndrome has been a major cause of psychic...
INTRODUCTION
Characterized by high levels of emotional exhaustion and depersonalization and reduced professional accomplishment, burnout syndrome has been a major cause of psychic illness in nursing workers, with a serious impact on the quality of services and on patient safety.
OBJECTIVES
To analyze the correlation between organizational climate, job satisfaction, and burnout in nursing workers.
METHODS
This is a cross-sectional study with a sample of 534 Brazilian nursing workers. We used the Organizational Climate Scale for Health Organizations, the Job Satisfaction Questionnaire (S20/23), and the Maslach Burnout Inventory. An analytical descriptive analysis of the data was performed using relative and absolute frequencies, mean, standard deviation, minimum, maximum, and correlation test between the variables.
RESULTS
Organizational climate and job satisfaction were evaluated as regular. With regard to burnout, moderate levels of emotional exhaustion, low levels of depersonalization, and high levels of professional accomplishment were observed. A strong positive correlation was found between job satisfaction and organizational climate; in addition to a moderate negative correlation between emotional exhaustion and both organizational climate and job satisfaction, and a moderate negative correlation between depersonalization and job satisfaction.
CONCLUSIONS
Organizational climate and job satisfaction had a negative correlation with burnout dimensions, representing possible protective factors.
PubMed: 38313086
DOI: 10.47626/1679-4435-2022-867 -
European Journal of Investigation in... Dec 2023Social support at work has demonstrated itself to be an important variable for predicting desirable outcomes and helping to buffer the effects of adverse events. The...
Social support at work has demonstrated itself to be an important variable for predicting desirable outcomes and helping to buffer the effects of adverse events. The main objective of this research is to understand the impact of social support on job satisfaction on the one hand and emotional exhaustion on the other. Furthermore, in order to gain a deeper understanding of intricate organizational relationships, the mediating effects of work recovery experiences are taken into consideration. The sample was composed of 496 workers (41.5% men and 58.5% women). The mean age was 42 years (SD = 9.82). A cross-sectional design was used. The results, both direct (r = 0.43; R2 = 0.19; < 0.001) and indirect (B = 0.04; SE = 0.02; 95% C.I. = 0.01, 0.09), of the model relating social support to job satisfaction were statistically significant. On the other hand, in the model that links social support to emotional exhaustion, we observed statistically significant direct (r = 0.26; R2 = 0.07; < 0.001) and indirect effects (B = -0.05; SE = 0.02; 95% C.I. = -0.10, -0.01). Only the relaxation factor was a significant mediator of these variables. Implications, limitations, and future research recommendations are discussed.
PubMed: 38131894
DOI: 10.3390/ejihpe13120195