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Nursing Open Jan 2024To systematically assess the worldwide prevalence of nurse turnover and discuss its influencing factors. (Meta-Analysis)
Meta-Analysis Review
AIMS
To systematically assess the worldwide prevalence of nurse turnover and discuss its influencing factors.
DESIGN
Systematic review and meta-analysis.
METHODS
PubMed, the Cochrane Library, Web of Science, CINAHL, China Knowledge Resource Integrated Database, Wanfang Database were searched from their commencement date to 25 March 2021. Two authors independently reviewed the studies. Stata 15.0 software package was used for statistical analysis, with estimates of data on the prevalence of nurse turnover using a random-effects model. This review was performed according to the Joanna Briggs Institute (JBI) manual for evidence synthesis and the Preferred Reporting Items for Systematic Review and Meta-Analysis (PRISMA) Statement. PROSPERO Registration Number:CRD42020208873.
RESULTS
A total of 15 studies covering 852,317 nurses were included in the analyses. The pooled prevalence of nurse turnover was 18% (95% CI: 11% to 26%, I = 99.86%, p < 0.0001). Geographic regions (Asia), published years (2001 to 2010) and respondents (new nurses) were significantly associated with the prevalence of nurse turnover. Additionally, several risk factors for turnover were identified in the literature, involving demographic factors (young, single, have short working hours, lower level of education and male nurses), organizational factors (small-scale hospitals, low salary levels, larger workload, developed region and absence of labour union), satisfaction (dissatisfaction with organization, profession, job and competence).
Topics: Humans; Male; Asia; China; Prevalence; Nursing Staff
PubMed: 38268271
DOI: 10.1002/nop2.2097 -
Cureus Dec 2023Surgical rhinoplasty (SR), commonly known as nose job, is a widely practiced cosmetic surgery globally, aimed at addressing diverse aesthetic and functional concerns... (Review)
Review
Surgical rhinoplasty (SR), commonly known as nose job, is a widely practiced cosmetic surgery globally, aimed at addressing diverse aesthetic and functional concerns related to the nose. In recent years, non-surgical rhinoplasty (NSR) has gained popularity due to advanced techniques involving hyaluronic acid (HA) dermal fillers, offering advantages such as affordability, reduced side effects, and faster results. However, concerns persist about the suitability of dermal fillers for nasal anatomy and potential complications, prompting this comprehensive review. This study systematically evaluated the techniques, fillers, safety, and patient satisfaction associated with NSR, with the intent of providing valuable insights for clinicians and patients considering NSR or SR for improved aesthetic outcomes. The literature search, following Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) criteria, yielded 16 relevant studies from an initial pool of 1002 articles. These studies covered various aspects of NSR, including techniques, complications, limitations, and positive results. In conclusion, NSR appears to be a quick and safe option for addressing minor nose shape issues, particularly through the use of HA fillers, but further discussion and standardization are necessary to address risks and limitations. A randomized controlled trial (RCT) using photographic evidence could significantly propel the progress of this evolving treatment. RCTs offer an optimal method to assess NSR's adverse effects and overall outcomes by allowing controlled comparisons between treatment and control groups. This approach minimizes biases and generates reliable statistical data, which is critical for evaluating safety, efficacy, and potential risks, thereby guiding informed clinical decisions.
PubMed: 38234960
DOI: 10.7759/cureus.50728 -
Medical Education Jun 2024The transition from medical student to first-year doctor is notoriously difficult, yielding a high rate of transition failure, burn-out and mental health deterioration....
INTRODUCTION
The transition from medical student to first-year doctor is notoriously difficult, yielding a high rate of transition failure, burn-out and mental health deterioration. Doctors in this cohort experience unique challenges during this time, which manifest through performance gaps, issues of professional identity, new occupational pressures, and cultural expectations. Mentoring programs are commonly utilised in the medical profession to foster personal and professional development and improve psychosocial well-being and career satisfaction. However, there exist no systematic reviews examining the use of mentorship specifically for the first-year doctor cohort, given the unique transition challenges faced by this vulnerable group.
PURPOSE
Due to their transition difficulties, evaluate the research on mentorship specifically for first-year doctors, and identify the emerging themes that can inform the benefits to this group, the barriers that impede program implementation and the facilitators that contribute to successful mentorship programs for this cohort.
MATERIALS AND METHODS
The PEO (population, exposure outcome) framework was adopted to develop the research inquiry, after which, a systematic review was conducted, adhering to PRISMA guidelines. The search strategy was conducted with assistance from an experienced university librarian. Screening and selection were completed independently against inclusion/exclusion criteria, by two reviewers. The methodological quality of included studies was assessed using Joanna Briggs critical appraisal instruments. Data sources used included Web of Science Medline, Ebsco Cinahl Plus, Scopus, Web of Science Core Collection and Ovid Journals. Search parameters were restricted to English language and peer-reviewed; date range was unobstructed up to 26 August 2022.
RESULTS
A total of 4137 articles were retrieved, with 13 considered to have met full inclusion criteria. An integrative review synthesis identified three major themes; benefits of mentoring for first-year doctors, intrinsic and extrinsic barriers to mentoring programs and facilitating factors that improve successful program implementation.
CONCLUSION
First-year doctors report untenable and highly strenuous working conditions, that result in poor mental health and high attrition rates. Formalised, near-peer, tier mosaic mentoring programs provide significant psychosocial and career benefits to this cohort specifically, bridge the training gap from medical student to first-year doctor and ameliorate patterns of intergenerational bullying, hierarchy and emotional inhibition. However, mentorship is inextricably interrelated to societal-cultural considerations of identity. Mentorship alone cannot overcome endemic cultural challenges within medicine without broader systemic change; however, programs are a valuable option towards positive support for first-year doctors.
Topics: Humans; Mentoring; Students, Medical; Physicians; Mentors; Job Satisfaction
PubMed: 38221676
DOI: 10.1111/medu.15299 -
Journal of Advanced Nursing Jul 2024(1) To identify, evaluate and summarize evidence about the objectives and characteristics of mentoring programmes for specialized nurses (SNs) or nurse navigators (NNs)... (Review)
Review
AIMS
(1) To identify, evaluate and summarize evidence about the objectives and characteristics of mentoring programmes for specialized nurses (SNs) or nurse navigators (NNs) and advanced practice nurses (APNs) and (2) to identify the effectiveness of these programmes.
DESIGN
A systematic review based on PRISMA guidelines.
DATA SOURCES
From November 2022 until 7 December 2022, four databases were searched: PubMed, EMBASE, CINAHL and The Cochrane Library.
REVIEW METHODS
Study selection was performed independently by two researchers. Disagreements were discussed until consensus was reached. Data extraction was undertaken for included studies. Data synthesis was conducted using narrative analysis. Quality appraisal was performed using the Critical Appraisal Skill Programme (CASP) and Mixed Methods Appraisal Tool (MMAT).
RESULTS
Twelve articles were included, all of which focused on mentoring programmes for APNs. Different forms of mentorship (e.g. (in)formal mentorship, work shadowing, workshops) were reported. Studies reported positive outcomes on job retention (n = 5), job satisfaction (n = 6), skills improvement (n = 7), satisfaction with the programme (n = 7) and confidence improvement (n = 4) among participants of mentoring programmes.
CONCLUSION
There is a lack of uniformity and consistency in various elements of mentoring programmes. Further research is needed to develop mentoring programmes for both APNs and SNs/NNs in a systematic and theoretically underpinned manner. It is necessary to establish a thorough evaluation methodology, preferably using a mixed methods design that includes both a qualitative process evaluation and a comprehensive outcome evaluation using validated questionnaires, taking into account the NN/APN, the interprofessional team and organizational level.
IMPACT
The synthesis of evidence may be useful to organizations developing and implementing mentoring programmes for both SN/NN and APN. The development of a mentoring programme for nursing experts should be considered a complex intervention that requires theoretical frameworks and contextual considerations.
NO PATIENT OR PUBLIC CONTRIBUTION
Not applicable, as no patients or public were involved.
Topics: Humans; Advanced Practice Nursing; Job Satisfaction; Mentoring; Mentors
PubMed: 38093489
DOI: 10.1111/jan.16023 -
Healthcare (Basel, Switzerland) Nov 2023Retention of care support workers in residential aged care facilities and home-based, domiciliary aged care is a global challenge, with rapid turnover, low job... (Review)
Review
Retention of care support workers in residential aged care facilities and home-based, domiciliary aged care is a global challenge, with rapid turnover, low job satisfaction, and poorly defined career pathways. A mixed-methods systematic review of the workforce literature was conducted to understand the factors that attract and retain care staff across the aged care workforce. The search yielded 49 studies. Three studies tested education and training interventions with the aim of boosting workforce retention and the remaining 46 studies explored opinions and experiences of care workers in 20 quantitative, four mixed-methods and 22 qualitative studies. A range of factors impacted retention of aged care staff. Two broad themes emerged from the analysis: individual and organisational factors facilitating retention. Individual factors related to personal satisfaction with the role, positive relationships with other staff, families, and residents, and a cooperative workplace culture. Organisational factors included opportunities for on-the-job training and career development, appropriate wages, policies to prevent workplace injuries, and job stability. Understaffing was often cited as a factor associated with turnover, together with heavy workloads, stress, and low job satisfaction. With global concerns about the safety and quality of aged care services, this study presents the data associated with best practice for retaining aged care workers.
PubMed: 38063576
DOI: 10.3390/healthcare11233008 -
Frontiers in Psychology 2023This research article focuses on the significance of Workplace Civility, defined as the respectful and courteous behavior exhibited by individuals toward their... (Review)
Review
This research article focuses on the significance of Workplace Civility, defined as the respectful and courteous behavior exhibited by individuals toward their colleagues in the workplace. The primary objective of this study is to conduct a systematic review and a meta-analysis that synthesizes existing research by: (1) identifying operational definitions of the construct, (2) underlying the strongest correlations with other variables, (3) summarizing the effective strategies for promoting Workplace Civility, and (4) highlighting gaps in the literature, using the theory-characteristics-context-methodology (TCCM) framework. Multiple databases were meticulously searched, yielding 691 results, and ultimately 51 documents were included in the systematic review final sample following the application of predefined exclusion criteria. Then, a meta-analysis has been conducted including those studies with sufficient statistical data ( = 24) which allowed us to calculate 45 Effect Sizes. The review findings expose a notable dearth of research on Workplace Civility when compared to studies on incivility. This dearth highlights the pressing need for additional research endeavors to precisely define Workplace Civility, establish a robust theoretical framework, and develop reliable scales for its measurement. Related to the desirable correlates, organizational commitment, job satisfaction and mental health showed a high ES value, and for undesirable correlates, intention to quit showed a high ES value, while Emotional exhaustion only reached a medium ES value and physical symptoms showed a low ES value. Importantly, this study emphasizes that fostering civility in the workplace can yield significant benefits such as improved physical and mental well-being for workers, reduced burnout, and absenteeism rates. Thus, the promotion of civility in the workplace not only leads to healthier organizations but also enhances cost-efficiency, effectively averting the loss of both human and economic capital.
PubMed: 38023015
DOI: 10.3389/fpsyg.2023.1277188 -
Trauma, Violence & Abuse Jul 2024This systematic literature review examines the relationship between secondary traumatic stress (STS) and compassion satisfaction (CS) to identify the state of the... (Review)
Review
This systematic literature review examines the relationship between secondary traumatic stress (STS) and compassion satisfaction (CS) to identify the state of the science and directions for future research. The Preferred Reporting Items for Systematic Reviews and Meta-Analysis framework was used to guide the identification and evaluation of studies. Eight academic databases were systematically searched between July and December of 2022 to identify articles and dissertations published in English or Hebrew between 2000 and 2022. Studies were considered for inclusion if they examined the relationship between STS and CS and met an established quality threshold. If studies used a mixed methods approach, only quantitative results were included in the review. The search strategy yielded 537 studies with 33 included in the final review. Findings of this review suggest experiences of high levels of STS can coexist with high levels of CS indicating that people can gain satisfaction from their work and experience STS. Most studies examined the relationship between STS and CS using bivariate analyses with variability found in the direction of the relationship. This variability was also found in multivariate studies included in this review. These findings suggest the need for interventions to address both STS and CS with attention paid to the potential negative impact of emotional contagion and the vulnerability of younger female practitioners. Future research should pay attention to the rigor of the analysis of STS and CS and the exploration of mediating or moderating mechanisms between these constructs.
Topics: Humans; Empathy; Female; Burnout, Professional; Job Satisfaction; Compassion Fatigue; Male; Personal Satisfaction
PubMed: 37981840
DOI: 10.1177/15248380231209438 -
Academic Radiology Mar 2024Burnout, stemming from chronic work stress, is a significant issue in the medical field, especially among radiologists. It leads to compromised patient care and reduced... (Meta-Analysis)
Meta-Analysis Review
RATIONALE AND OBJECTIVES
Burnout, stemming from chronic work stress, is a significant issue in the medical field, especially among radiologists. It leads to compromised patient care and reduced job satisfaction. Addressing burnout in radiology is essential for the well-being of radiologists and, in turn, for improving patient care. This study aimed to assess the prevalence and dimensions of burnout among radiology trainees (RTs) and practicing radiologists (PRs).
MATERIALS AND METHODS
A systematic review and meta-analysis were conducted in accordance with established guidelines. The search encompassed PubMed, Scopus, Web of Science, and Embase databases up to June 20, 2023. Eligible studies that assessed the rate of burnout syndrome and/or its subscales, including depersonalization (DP), emotional exhaustion (EE), and personal accomplishment (PA), among RTs and/or PRs using the Maslach Burnout Inventory (MBI), were included. Relevant data were extracted and analyzed using R and STATA.
RESULTS
Among the 22 included studies, the pooled rates of positive MBI subscales for RTs and PRs were as follows: 54.7% (95% confidence interval [CI]: 43.8%-65.1%, I = 95.2%) for DP, 57.2% (95% CI: 48.7%-65.4%, I = 92.9%) for EE, and 38.6% (95% CI: 27%-51.7%, I = 95.5%) for low PA. The pooled rate indicating the presence of at least one positive MBI subscale was 82.9% (95% CI: 79.2%-86.1%, I = 57.4%). For two or more positive MBI subscales, the pooled rate was 55.5% (95% CI: 49.7%-61.3%, I = 60.2%), and for three positive MBI subscales, it was 16.7% (95% CI: 11.7%-23.3%, I = 82.7%).
CONCLUSION
This study emphasizes a notable prevalence of burnout in the radiology specialty, with 8 of 10 individuals exhibiting positive results in at least one MBI subscale. This highlights the urgent need for interventions and support systems to protect the well-being of both trainees and practitioners and uphold the quality of patient care.
Topics: Humans; Surveys and Questionnaires; Burnout, Professional; Radiologists; Radiology; Emotional Exhaustion; Psychological Tests; Self Report
PubMed: 37980223
DOI: 10.1016/j.acra.2023.10.046 -
Inquiry : a Journal of Medical Care... 2023As a result of working conditions, a variety of determinants or risk factors lead to the development of occupational health and safety impairments or outcomes such as... (Review)
Review
As a result of working conditions, a variety of determinants or risk factors lead to the development of occupational health and safety impairments or outcomes such as injuries and musculoskeletal disorders among sanitary personnel, which must be identified in order to anticipate concerns. PubMed, Medline, Embase, and Lilacs databases were used from 2010 to April 2022. Searched strategies used logical words "AND/OR": Occupational *OR Work AND Injuries OR Musculoskeletal Disorder AND Associated Factors [Socio-demographic *OR Behavioral factors *OR Institution Factors *OR Work pattern] AND Sanitary workers [Waste collectors and emptier *OR Street Sweepers *OR Sewage workers *OR Health facilities Cleaners] AND Cross-Sectional Studies. The databases and other collected data and reports yielded a total of 86 studies and finally 16 studies were included. From total of sanitary workers (5833), 4990 (85.5%) were solid waste collectors, and 618 (10.6%) and 225 (3.9%) were and healthcare cleaners and street sweepers, respectively. Regarding associated factors, Age (OR: 22.57, 7.29-69.88); education (OR: 2.22, 1.22-4.00); and experience (OR: 1.92, 1.11-3.31) were predictors for occurrence of injuries. Smoking cigarettes (OR:2.6, 1.55-4.34); sleeping disturbance (OR: 2.57, 1.48-4.47); eating/smoking/drinking at work (OR: 3.85, 1.34-11.06); and lack of personal protective equipment (OR: 2.62; 1.48-4.63) are the other predictors. On other side, Education (OR: 6.73, 1.92-23.51), age (OR: 7.56, 2.18-26.18), and job experience (OR: 10.79, 3.49-33.38) are socio-demographic variables that impact the development of MSDs. Cigarette smoking (OR: 0.14, 0.03-0.64) and job satisfaction (OR: 11.43, 2.04-64.08) are behavioral factors. While, working longer than 8 h (OR: 3.5, 1.543-8.204) and time pressure (OR: 3.25, 1.08-9.77), working for more than 2 h (OR: 8, 2.25; 28.85) and having a bad back (OR: 15.7, 6.47-38.18) were risk factors for MSDs where all -value < .05. According to current reviewed evidence, socio-demographic indicators, occupational safety with work pattern features, and behavioral factors all significantly contributed to musculoskeletal disorders; occupational injuries among sanitation workers, which require emphasis from government policy and other initiatives.
Topics: Humans; Occupational Health; Occupational Diseases; Cross-Sectional Studies; Sanitation; Musculoskeletal Diseases; Risk Factors
PubMed: 37978832
DOI: 10.1177/00469580231210525 -
Healthcare (Basel, Switzerland) Nov 2023The impact of continuing job education and professional development on early exit from the labor market is unclear. This systematic review examined how continuing job... (Review)
Review
The impact of continuing job education and professional development on early exit from the labor market is unclear. This systematic review examined how continuing job education or professional development influences the retention of current employment. We searched the PubMed and Embase databases from their start dates to January 2023. Two reviewers screened the full texts of relevant reports and assessed the methodological quality of the included studies using the adapted Effective Public Health Practice Project quality assessment. We qualitatively synthesized the results of the included studies. We screened 7338 publications and included 27 studies consisting of four cohort and 23 cross-sectional studies in the review. The participants of the selected studies were mostly from the health sector (24 studies). There were 19 studies on staying or leaving a current job, six on employee turnover intention, two on job change, one on return to work, one on early retirement, and one on employment. Continuing employee development or training opportunities were associated with increased intention to stay in a current job, decreased intention to leave a current job, decreased employee turnover intention, job change, or early retirement and with faster return to work. One of the two studies that examined the role of age showed that continuing employee development is a more important factor for retaining current employment among younger than older employees. A few studies found that job satisfaction and commitment fully mediated the relationship between employee development and employee intention to leave current employment. This study suggests that participating in professional training/development is related to a lower risk of leaving current employment.
PubMed: 37958044
DOI: 10.3390/healthcare11212900