Assessing the Impact of Community Factors on Acute Care Nurses' Job Satisfaction and Turnover Intention.

Background: Community factors may affect nurses' job behavior and decision making. There is a gap in the literature regarding the impact of community satisfaction, family ties, and community preferences on acute care nurses' turnover intention and job satisfaction. Furthermore, no studies have examined the differences in community satisfaction, community preferences, and family ties among nurses working in rural and urban settings.

Development and Testing of an Acute Care Nurses' Job Satisfaction Scale.

Background And Purpose: Factors affecting nurses' job satisfaction in the acute care setting may differ from nurses working in other settings. The aim of this study was to develop a new tool that measure the job satisfaction of acute care nurses who provide direct patient care.

Methods: Content validity then exploratory factor analysis (EFA) were used for validation of the new tool using a random sample of 349 acute care nurses.

Factors affecting job satisfaction among acute care nurses working in rural and urban settings.

Aims: To: (a) identify the differences and similarities in the extrinsic and intrinsic factors that influence job satisfaction among nurses in urban and rural Ontario; and (b) determine the impact of job satisfaction on nurses' turnover intention among nurses working in rural and urban settings in Ontario.

Design: Cross-sectional correlational design was used for this study.

Methods: Data were collected between May 2019-July 2019 in southern Ontario.

Leadership styles and outcome patterns for the nursing workforce and work environment: A systematic review.

Background: Leadership is critical in building quality work environments, implementing new models of care, and bringing health and wellbeing to a strained nursing workforce. However, the nature of leadership style, how leadership should be enacted, and its associated outcomes requires further research and understanding. We aimed to examine the relationships between various styles of leadership and outcomes for the nursing workforce and their work environments.

Antecedents, mediators, and outcomes of authentic leadership in healthcare: A systematic review.

Background: Leaders are essential in every organization to achieve patient safety and healthy work environments. Authentic leadership is a relational leadership style purported to promote healthy work environments that influence staff performance and organizational outcomes. Given recent growth in authentic leadership research in healthcare and the importance of new knowledge to inform leadership development, there is an obligation to determine what is known about the antecedents and outcomes of authentic leadership in healthcare settings and clarify mechanisms by which authentic leadership affects healthcare staff and patient outcomes.

Conscientious objection and nurses: Results of an interpretive phenomenological study.

Background: While conscientious objection is a well-known phenomenon in normative and bioethical literature, there is a lack of evidence to support an understanding of what it is like for nurses to make a conscientious objection in clinical practice including the meaning this holds for them and the nursing profession.

Research Question: The question guiding this research was: what is the lived experience of conscientious objection for Registered Nurses in Ontario?

Research Design: Interpretive phenomenological methodology was used to gain an in-depth understanding of what it means to be a nurse making a conscientious objection. Purposive sampling with in-depth interview methods was used to collect and then analyze data through an iterative process.

Impact of Managers' Coaching Conversations on Staff Knowledge Use and Performance in Long-Term Care Settings.

Background: Extended lifespans and complex resident care needs have amplified resource demands on nursing homes. Nurse managers play an important role in staff job satisfaction, research use, and resident outcomes. Coaching skills, developed through leadership skill-building, have been shown to be of value in nursing.

Conscience, conscientious objection, and nursing: A concept analysis.

Background:: Ethical nursing practice is increasingly challenging, and strategies for addressing ethical dilemmas are needed to support nurses' ethical care provision. Conscientious objection is one such strategy for addressing nurses' personal, ethical conflicts, at times associated with conscience. Exploring both conscience and conscientious objection provides understanding regarding their implications for ethical nursing practice, research, and education.

Work engagement in professional nursing practice: A systematic review.

Background: Work engagement in professional nursing practice is critically important to consider when addressing key challenges of health systems, including the global nursing shortage, pressures to reduce health care spending, and increasing demands for quality care and positive outcomes for patients. However, research on work engagement in professional nursing practice has not yet been synthesized and therefore, does not provide a sufficient foundation of knowledge to guide practice and further research.

Objectives: The overall aim of this systematic review is to determine what is currently known about the antecedents and outcomes of work engagement in professional nursing practice.

The influence of frontline manager job strain on burnout, commitment and turnover intention: a cross-sectional study.

Background: The frontline clinical manager role in healthcare is pivotal to the development of safe and healthy working conditions and optimal staff and patient care outcomes. However, in today's dynamic healthcare organizations managers face constant job demands from wider spans of control and complex role responsibilities but may not have adequate decisional authority to support effective work performance resulting in unnecessary job strain. Prolonged job strain can lead to burnout, health complaints, and increased turnover intention.

The influence of empowerment, authentic leadership, and professional practice environments on nurses' perceived interprofessional collaboration.

Aim: The aim of this study was to examine the influence of structural empowerment, authentic leadership and professional nursing practice environments on experienced nurses' perceptions of interprofessional collaboration.

Background: Enhanced interprofessional collaboration (IPC) is seen as one means of transforming the health-care system and addressing concerns about shortages of health-care workers. Organizational supports and resources are suggested as key to promoting IPC.

Factors influencing nurse managers' intent to stay or leave: a quantitative analysis.

Aim: To identify and report on the relative importance of factors influencing nurse managers' intentions to stay in or leave their current position.

Background: Effective nurse managers play an important role in staff nurse retention and in the quality of patient care. The advancing age of nurse managers, multiple job opportunities within nursing and the generally negative perceptions of the manager role can contribute to difficulties in retaining nurse managers.

The role of incentives in nurses' aspirations to management roles.

Objective: The objective of this study was to describe findings from a study examining nurses' perceptions of incentives for pursuing management roles.

Background: Upcoming retirements of nurse managers and a reported lack of interest in manager roles signal concerns about a leadership shortage. However, there is limited research on nurses' career aspirations and specifically the effect of perceived incentives for pursuing manager roles.

Exploring managers' views on span of control: more than a headcount.

The purpose of this qualitative study was to explore front-line managers' (FLMs') perceptions of their span of control (SOC) and how they manage it. As part of a larger quantitative study examining relationships between FLMs' SOC and performance outcomes, 10 manager focus groups were conducted by teleconference, involving 48 managers from 14 academic healthcare organizations. Themes and subthemes were identified according to (a) perceptions of the size and scope of SOC; (b) factors influencing the complexity of SOC; (c) supports needed to manage SOC; (d) changing leadership style; and (e) ways of coping with role overload.

Resonant leadership and workplace empowerment: the value of positive organizational cultures in reducing workplace incivility.

Nursing leaders are indispensable in creating positive nursing work environments that retain an empowered and satisfied nursing workforce. Positive and supportive leadership styles can lower patient mortality and improve nurses' health, job satisfaction, organizational commitment, emotional exhaustion, and intent to stay in their position. The results of this study support the role of positive leadership approaches that empower nurses and discourage workplace incivility and burnout in nursing work environments.

Authentic leadership and nurse-assessed adverse patient outcomes.

Aim: Our purpose was to test a model examining relationships among authentic leadership, nurses' trust in their manager, areas of work life and nurse-assessed adverse patient outcomes.

Background: Although several work environment factors have been cited as critical to patient outcomes, studies linking nursing leadership styles with patient outcomes are limited suggesting the need for additional research to investigate the mechanisms by which leadership may influence patient outcomes.

Methods: Secondary analysis of data collected in a cross-sectional survey of 280 (48% response rate) registered nurses working in acute care hospitals in Ontario was conducted using structural equation modelling.

The relationship between nursing leadership and patient outcomes: a systematic review update.

Aim: Our aim was to describe the findings of a systematic review of studies that examine the relationship between nursing leadership practices and patient outcomes.

Background: As healthcare faces an economic downturn, stressful work environments, upcoming retirements of leaders and projected workforce shortages, implementing strategies to ensure effective leadership and optimal patient outcomes are paramount. However, a gap still exists in what is known about the association between nursing leadership and patient outcomes.

The influence of personal and workplace resources on new graduate nurses' job satisfaction.

Aims: This study examined the influence of new graduate nurses' personal resources (psychological capital) and access to structural resources (empowerment and staffing) on their job satisfaction.

Background: Reports suggest that new graduate nurses are experiencing stressful work environments, low job satisfaction, and high turnover intentions. These nurses are a health human resource that must be retained for the replacement of retiring nurses, and to address impending shortages.

Examining the relationships between span of control and manager job and unit performance outcomes.

Aim: Our aim was to examine the combination of frontline manager (FLM) personal characteristics and span of control (SOC) on their job and unit performance outcomes.

Background: Healthcare downsizing and reform have contributed to larger spans for FLMs in Canadian hospitals and increased concerns about manager workload. Despite a heightened awareness of SOC issues among decision makers, there is limited empirical evidence related to the effects of SOC on outcomes.

Factors influencing intentions to stay and retention of nurse managers: a systematic review.

Aims: This systematic review aimed to explore factors known to influence intentions to stay and retention of nurse managers in their current position.

Background: Retaining staff nurses and recruiting nurses to management positions are well documented; however, there is sparse research examining factors that influence retention of nurse managers.

Evaluations: Thirteen studies were identified through a systematic search of the literature.

Part 1: The influence of personal and situational predictors on nurses' aspirations to management roles: preliminary findings of a national survey of Canadian nurses.

Aim: To examine the influence of personal and situational factors on direct-care nurses' interests in pursuing nursing management roles.

Background: Nursing managers are ageing and nurses do not appear to be interested in nursing management roles, raising concerns about a nursing leadership shortage in the next decade. Little research has focused on factors influencing nurses' career aspirations to nursing management roles.

Part 2: Nurses' career aspirations to management roles: qualitative findings from a national study of Canadian nurses.

Aim: Our aim was to investigate direct-care nurses' interests in formal management roles and factors that facilitate their decision-making.

Background: Based on a projected shortage of nurses by 2022, the profession could be short of 4200 nurse managers in Canada within the next decade. However, no data are currently available that identify nurses' interests in assuming manager roles.