Lisa M. Kath

A Short, Valid, Predictive Measure of Work-Family Conflict: Item Selection and Scale Validation

The purpose of this research is to develop an abbreviated version of Carlson, Kacmar, and Williamss (2000) multidimensional measure of work-family conflict. The abbreviated measure would have high utility in research situations in which a measure representative of the entire theoretical construct is desired, but the use of a long measure is precluded, as in diary and longitudinal designs. Two 3-item abbreviated measures based on Carlson et al.s multidimensional measures were developed, 1 to assess work-to-family conflict and 1 to assess family-to-work conflict. Two samples were used to provide concurrent and predictive validity evidence for the abbreviated measure. Results from Study 1 indicate that the abbreviated measure has the expected factor structure and exhibited concurrent and predictive validity that replicated results found with Carlson et al.s 18-item measure. Results from Study 2 provide additional psychometric and construct validity evidence for the abbreviated measure; the abbreviated measure was internally consistent, exhibited good test-retest reliability, and was systematically related to measures of role stressors, work-family balance, and well-being outcomes.

The role of organizational trust in safety climate's influence on organizational outcomes

Based on elements of social exchange theory and other conceptualizations of trust, a model was developed situating organizational trust as a central component to the relationship that safety climate has with organizational outcomes. Specifically, the model specified that two facets of safety climate--upward safety communication and management attitudes toward safety--would be positively related to organizational trust. Increased levels of trust would then predict increased motivation to engage in safe job-related behaviors, increased job satisfaction, and decreased turnover intentions. Another hypothesis investigated whether job safety relevance would moderate the relationship between safety climate and trust. Online survey research was conducted with 599 employees from 97 work groups across a New England grocery store chain. Hierarchical linear modeling indicated support for trust mediating the relationship between safety climate and organizational outcomes; further, the relationship between safety climate and trust was stronger within work groups where safety was more relevant.

Predictors of nurse manager stress: A dominance analysis of potential work environment stressors

BACKGROUND Nurse managers have important but stressful jobs. Clinical or bedside nurse predictors of stress have been studied more frequently, but less has been done on work environment predictors for those in this first-line leadership role. Understanding the relative importance of those work environment predictors could be used to help identify the most fruitful areas for intervention, potentially improving recruitment and retention for nurse managers. OBJECTIVE Using Role Stress Theory and the Job Demands-Resources Theory, a model was tested examining the relative importance of five potential predictors of nurse manager stress (i.e., stressors). The work environment stressors included role ambiguity, role overload, role conflict, organizational constraints, and interpersonal conflict. DESIGN AND SETTINGS A quantitative, cross-sectional survey study was conducted with a convenience sample of 36 hospitals in the Southwestern United States. PARTICIPANTS All nurse managers working in these 36 hospitals were invited to participate. Of the 636 nurse managers invited, 480 responded, for a response rate of 75.5%. METHODS Questionnaires were distributed during nursing leadership meetings and were returned in person (in sealed envelopes) or by mail. RESULTS Because work environment stressors were correlated, dominance analysis was conducted to examine which stressors were the most important predictors of nurse manager stress. Role overload was the most important predictor of stress, with an average of 13% increase in variance explained. The second- and third-most important predictors were organizational constraints and role conflict, with an average of 7% and 6% increase in variance explained, respectively. CONCLUSION Because other research has shown deleterious effects of nurse manager stress, organizational leaders are encouraged to help nurse managers reduce their actual and/or perceived role overload and organizational constraints.

Moderators of the negative outcomes of nurse manager stress.

Objective: The objective of this study was to examine moderators of the negative effects of nurse managers’ stress. Background: Nurse managers have important and stressful jobs. Stress affects outcomes such as job satisfaction and intent to quit. Methods: A quantitative, cross-sectional survey design was used to obtain a convenience sample to examine which factors buffered negative effects of stress. Results: Nurse managers reported high levels of stress, although stress decreased with age. Autonomy was the most effective buffer, followed by social support and predictability. Conclusions: Nurse managers should be offered autonomy and encouraged to seek support from supervisors and coworkers to reduce the negative effects of stress.

Augmenting the effect of verbal persuasion on self-efficacy to serve as a steward: Gender similarity in a union environment

We examined gender disparity in union leadership by studying the effects of gender similarity between union members and their stewards. We theorized and found that gender similarity augmented the effect of verbal persuasion on self-efficacy to serve as a steward.

Predictors and Outcomes of Nurse Leader Job Stress Experienced by AWHONN Members

OBJECTIVE To measure the relationships among stressors (personal factors, job/role factors, hospital factors), job stress, and outcomes experienced by nurse leaders and examine moderation of autonomy and leadership style on outcomes of job stress. DESIGN A cross-sectional, quantitative design. SETTING Acute and nonacute care settings throughout North America. PARTICIPANTS A nonprobability convenience sample of 392 was drawn from a population of nurse leaders across the United States and Canada who were members of the Association of Womens Health, Obstetric and Neonatal Nurses (AWHONN). METHODS A mailing list was obtained from AWHONN, and a total of 3,986 recruitment and follow-up postcards were sent to nurse leaders. Participants were asked to complete the survey online or request a hard copy to return by mail. Study variables were measured using previously published scales with demonstrated psychometric properties. RESULTS Nurse leaders reported stress averages above the midpoint of the scales. Personal factors did not significantly predict stress, but role overload, organizational constraints, and role ambiguity were found to be the best predictors of stress. Job satisfaction, intent to quit, and mental health symptoms were the most significant outcomes of stress. Autonomy moderated relationships between perceptions of stress and outcomes with low autonomy showing greater negative outcomes when levels of stress are higher. CONCLUSION Nurse leaders experience significant job stress that may suggest a need to design and implement evidence-based interventions to reduce stress among this group.

Promoting nurses' knowledge in evidence-based practice: do educational methods matter?

Evidence-based practice (EBP) is a mandate for nursing practice. Education on EBP has occurred in academic settings, but not all nurses have received this training. The authors describe a randomized controlled pretest/posttest design testing the differences in effectiveness of two educational methods to improve nurses’ knowledge, attitudes, and practice of EBP. Results indicated both methods improved self-reported practice. On the basis of the study findings, staff development educators can select the teaching method that best complements their organizational environment.

Training in Patient Navigation A Review of the Research Literature

Despite the proliferation of patient navigation programs designed to increase timely receipt of health care, little is known about the content and delivery of patient navigation training, or best practices in this arena. The current study begins to address these gaps in understanding, as it is the first study to comprehensively review descriptions of patient navigation training in the peer-reviewed research literature. Seventy-five patient navigation efficacy studies published since 1995, identified through PubMed and by the authors, were included in this narrative review. Fifty-nine of the included studies (79%) mentioned patient navigation training, and 55 of these studies additionally provided a description of training. Most studies did not thoroughly document patient navigation training practices. Additionally, several topics integral to the role of patient navigators, as well as components of training central to successful adult learning, were not commonly described in the research literature. Descriptions of training also varied widely across studies in terms of duration, location, format, learning strategies employed, occupation of trainer, and content. These findings demonstrate the need for established standards of navigator training as well as for future research on the optimal delivery and content of patient navigation training.

Bilingualism: Relationships With Willingness to Participate in Union Activities

This study examined the effects of bilingualism on willingness to participate in union activities. Surveys were completed by bilingual Hispanic members (n = 48), monolingual (Spanish-only) Hispanic members (n = 25), and monolingual (English-only) White and Black members (n = 215, n = 61, respectively) from a local union representing semiskilled workers. The concept of second-culture competence from biculturalism theory was used to explain the influence of bilingualism on willingness to participate. In contrast with White and Black members, bilingual Hispanic members were more willing to participate, whereas monolingual Hispanic members were less willing to participate. Implications for union policy on enhancing participation among Hispanic members are discussed.