School of Nursing, Midwifery and Social Sciences, CQUniversity, Rockhampton, Queensland, Australia.
Published: March 2022
AI Article Synopsis
Article Abstract
The aim of this study was to explore New Zealand registered nurses' experiences of resilience and workplace adversity. Resilience research in nursing has concentrated on quantitative and individual aspects. Contextual factors have been largely ignored. This study addresses this gap by qualitatively researching and documenting nurses' experiences of resilience and workplace adversity. An online survey of New Zealand registered nurses was conducted in 2018. Qualitative responses were analyzed using Braun and Clarke's thematic analysis method. Three themes emerged: (i) perseverance; (ii) how the past influences my present resilience; and (iii) things I do to stay strong. Nurses rely on personal resilience to overcome workplace adversity. Health service organizations must implement policies and procedures that (i) reduce workplace adversity, and (ii) encourage and develop strategies for nurses to individually and collectively face adversity with resilience. Future research needs to explore how healthcare organizations can modify existing systems and structures to align with nurses' efforts to sustain and develop resilience.
Nurses encounter many stressors and challenges at work, which can negatively affect their mental and physical health. Modern theories of resilience suggest that resilience is a dynamic process of positive adaptation to adversity. This process involves personal growth through adversity, developing effective coping strategies and inculcating the ability to cope with stress.
Public safety personnel (PSP), such as police officers, firefighters, correctional workers, and paramedics, routinely face work stressors that increase their risk of developing posttraumatic stress disorder (PTSD). PSP may additionally face moral transgressions in the workplace (e.g.
Background: Professional socialization in nursing describes a continuous interactive and personal process that characterizes the valued behavior of the profession. The process becomes complex when dealing with Generation Z nurses (Gen Z), the youngest and most diverse of the generational cohorts, who have a unique set of characteristics that is reframing the healthcare landscape. Their lived experiences and priorities may be incongruent with the real expectations of the nursing workforce; ultimately impacting their ability to engage and thrive in the workplace.
In an increasingly demanding and pressured work environment, employee resilience is acknowledged as a critical element to navigate adversity. There has been increased focus and interest in studying the nature of resilience in the workplace, however the mechanisms of developing and sustaining resilience are still under debate. Coaching is a promising method organisations use to improve employee resilience and provides employees with support to deal with the challenging working environment.
Adversity quotient (AQ) is an individual's ability to persist during the phase of constant alteration within one's context, privation and response is measured by assessing AQ. It is a measure of resilience including four components which are 'control', 'ownership', 'reach' and 'endurance'. Healthcare professionals face regularly changing adversities and new challenges, yet perform with optimal functioning.
