Susan L. Teasley

Know staff's "intent to stay"

Traditional measures of nursing workloadare inadequate. Opportunities exist to furthersubstantiate issues surrounding workload per-ception and employment satisfaction, such asmanager or peer support. Measuring theseelements may help to efficiently identify fac-tors triggering negative nursing perceptionsrelated to workload.Study participantsData were collected from a 241-bed pediatricfacility that serves as a regional referral center.Participants were a convenience sample ofpediatric registered nurses. Data were collect-ed from 879 participants over 2001 to 2002 onall shifts, including weekends. A trained clini-cal research coordinator (CRC) monitored alldata collection.Participants received a packet that includedthe Individual Workload Perception Scale(IWPS), a demographic sheet, and the enroll-ment script in lieu of a consent form asinstructed by the governing InstitutionalReview Board. To avoid the introduction ofbias, the CRC was allowed to only rereaditems, not interpret them. Participant timeburden was approximately 15 minutes.The original IWPS was a 46-item instru-ment, measured using a 5-point Likert scale (1 = strongly disagree to 5 = strongly agree).Prior to factor analysis, content validity wasdetermined by three nurse executives and twoexperts in the field of measurement psycho-metric analysis.Manager support questions considerednurses’ perceptions of the extent to whichsupervisors or managers provide support andserve as a resource to the workgroup. Thissupport can take many forms, and a nursemanager who is clinically competent andavailable may rarely need to provide directnursing care as long as nurses believe thissupport exists. A nurse manager who is empa-thetic toward others about workload issuesand appears to work hard at filling open posi-tions will also positively influence workloadperception.Peer support evaluated the extent to whichthere’s cohesion and teamwork within theworkgroup. There are a number of factors inthe current nursing work environment whichmay influence this perception. First, turnovernationally is greater than 20% in many hospi-tals.

Enhancing the Work Environment of Staff Nurses Using Targeted Interventions of Support

Nurse executives continue to search for ways to support their staff nurses through enhancing their work environment to promote professional practice environments. Given that not all hospitals have the intensive resources necessary to pursue Magnet Recognition certification or the Texas Nurses Associations Texas Nurse-Friendly Hospital program designation, this does not prohibit them from pursuing specific components adapted for their own institution. The authors discuss 3 programs to enhance the work environment through increased professional practice. The rationale for these programs, preimplementation and postimplementation are explained.

Nurses’ Work Environment Perceptions When Employed in States With and Without Mandatory Staffing Ratios and/or Mandatory Staffing Plans

Multiple stakeholders have sought regulatory and nonregulatory strategies to address nursing workforce and patient safety concerns. This study examines differences in nurses’ work environment perceptions. Approximately 4,000 nurses employed in 10 states provided their perceptions of key characteristics of their work environment using the Individual Workload Perception Scale. Univariate statistics were used to characterize mean values of the nurses’ work environment perceptions by state of employment and whether these perceptions changed if employed in states with versus without mandatory staffing ratios and/or mandatory staffing plans. This study provides preliminary evidence that mandatory staffing plan legislation may be linked with the most positive nurse work environment perceptions when compared with implementation of mandatory staffing ratios or no workforce regulation. Based on this preliminary observation, further analysis comparing the relative benefits and costs of workforce regulation may be warranted.

United States operating room nurses: work environment perceptions.

Concerns about pending retirement of nurses working in the operating room (OR) are undeniable. The nurses’ work environment and level of perceived support is part of the equation of why a nurse may choose to retire or stay in the workforce. This study compares nurses’ perceptions of the work environment between OR nurses and nurses who work in other type units; and compares the work environment perceptions of OR nurses between institutions of two sizes (<300 beds and >300 beds). Findings include: OR nurses have better perceptions of their work environment than nurses in other type units and OR nurses in smaller hospitals are more satisfied with their work environment, workload and perceptions of organisational support. Implications for OR work environments are discussed.