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Article Citation - WoS: 41Citation - Scopus: 46The Association of Missed Nursing Care and Determinants of Satisfaction With Current Position for Direct-Care Nurses-An International Study(Wiley, 2020) Bragadottir, Helga; Burmeister, Elizabeth A.; Terzioglu, Fusun; Kalisch, Beatrice J.Aim To describe the association of missed nursing care and to identify the determinants of satisfaction with current position for direct-care nurses. Background Missed nursing care and job satisfaction are important issues regarding quality patient care and safety in health care, globally. Method This was a cross-sectional quantitative study usingMISSCARE Surveydata. Participants were 7,079 nursing staff providing direct patient care in hospitals in Australia, Iceland, Turkey and the USA. Multivariable nested models were used to identify the relationship between missed nursing care and nurses' satisfaction with current position. Results More missed nursing care was associated with less satisfaction with current position. Other determinants of job satisfaction included country, nursing experience, overtime worked, adequacy of staffing and the number of shifts missed during the previous 3 months. Conclusion(s) Internationally, more missed nursing care is associated with less nursing job satisfaction and is influenced by work experience, overtime worked, levels of staffing and absenteeism. Implications for Nursing Management This study identifies that the association between missed nursing care and satisfaction with nursing position is of global concern. Other factors requiring the attention of nurse managers are staffing levels, absenteeism and work experience.Article Citation - Scopus: 5An Examination of the Relationships Between Nurses’ Team Work Attitudes, Conflicts With College and Job Satisfaction: An Example of a Public Hospital(Informa UK Ltd, 2022) Akyüz,F.; Tengilimoğlu,D.; Özkanan,A.; Akyüz,S.Nurses are one of the most important elements of the health system. In this study, it was aimed to determine the teamwork attitudes of nurses, their conflicts with their colleagues, their job satisfaction, to determine whether these variables differ according to the socio-demographic characteristics of the nurses, and to reveal the relationships between these variables. The data in the study were obtained from 253 nurses working in the Children’s Hospital of Ankara City Hospital using a questionnaire method. A significant relationship was found between the teamwork attitudes of the nurses, their colleagues, and their level of conflict and job satisfaction. © 2021 Taylor & Francis Group, LLC.Article Citation - WoS: 34Citation - Scopus: 33Effect of Organisational Trust, Job Satisfaction, Individual Variables on the Organisational Commitment in Healthcare Services(Routledge Journals, Taylor & Francis Ltd, 2017) Tekingunduz, Sabahattin; Top, Mehmet; Tengilimoglu, Dilaver; Karabulut, ErdemThe purpose of the study was to investigate the effect of the organisational trust dimensions, job satisfaction dimensions, and several personal characteristics (age, education status, gender, the department that is worked at, duration of work, income, and marital status) on the organisational commitment. In this study, all staff working at a public hospital in Bingol, Turkey, have been taken into consideration. A total of 516 questionnaires were taken into consideration for data analysis in this study. In the study, organisational trust dimensions, job satisfaction dimensions, and personal variables were found to explain affective commitment variable in the proportion of 37.5%; continuance commitment variable in the proportion of 27.2%; and normative commitment variable in the proportion of 39.8%. This study revealed that cognitive trust, managers, communication, the structure of work, gender, and the department worked (laboratory or surgery room) were the significant predictors of affective commitment. Income, cognitive trust, education status, emotional trust, and the structure of work and additional opportunities have been found to have a meaningful effect on continuance commitment. Cognitive trust, promotion, managers, the structure of work, education status, emotional trust, and the structure of work, gender, and emotional trust had a meaningful effect on normative commitment. This study could have potential practical implications in healthcare management.Article Citation - WoS: 114Citation - Scopus: 130Determinants of Nurse Absenteeism and Intent To Leave: an International Study(Wiley, 2019) Burmeister, Elizabeth A.; Kalisch, Beatrice J.; Xie, Boqin; Doumit, Myrna A. A.; Lee, Eunjoo; Ferraresion, Annamaria; Bragadottir, HelgaAim To determine factors associated with nurses' intent to leave their positions and absenteeism. Background There is a recognized global shortage of nurses but limited data describing and determining factors associated with nurse absenteeism and intent to leave. Methods This study involved a secondary analysis of the results from direct-care registered nurses' responses to the MISSCARE Survey, with data from seven countries included. Multi-level modelling was used to determine nurse characteristics and working environment factors associated with nurse absenteeism and intent to leave. Results The level of absenteeism and intent to leave varied significantly across countries, with registered nurses in Lebanon reporting the highest intention to leave within 12 months (43%) and registered nurses in Iceland and Australia the highest level of absenteeism (74% and 73%, respectively). Factors associated with outcomes included perceived staffing adequacy of unit, job satisfaction, and age of the nurse. Conclusions A significant difference between countries was identified in nurse absenteeism and intent to leave. Increased perception of unit staffing inadequacy, lower job satisfaction, less nurse experience, and younger age were significant contributors to nurse absenteeism and intent to leave. Implications for Nursing Management: These findings suggest that regardless of country and hospital, by ensuring that units are adequately staffed and increasing job satisfaction, younger, less experienced nurses can be retained and absenteeism reduced.
