Correlations between performance and shift work in the nursing activities: a pilot approach
Performance and shift work in nursing
Keywords:
Nursing, Performance, Organization, Well-BeingAbstract
Background and Aim of the work. Performance assessment is a key administrative function and an essential component of organizational quality programs, by quantifying it in relation to set goals, standards, expectations and guides to improvement initiatives. The present study aimed to correlate the nursing performance levels perceived by the nurses themselves with the levels of organizational well-being.
Methods. An on-line questionnaire was administered to Italian nurses in order to assess nursing performance, thanks to the Six-Dimension on Nursing performance questionnaire and also the wll-being of nursing organization was explored thanks to the Questionnaire on nursing organization- brief form questionnaire (QISO brief form).
Results. Significant correlations were assessed between the nursing performance sub dimensions on frequency sub scale and each sub-dimensions of the well-being questionnaire (p<.001). Also in Teaching/Collaboration sub-dimension of the quality nursing performance sub scale, positive correlations were recorded with the QISO brief form.
Conclusions. Findings were in agreement with the little current literature on this topic, as: the nursing sector might implement reforms and instill an organizational culture in which staff feel they own their profession and will be intimately involved in the vision and mission of their organizations. To help achieve this and improve health services, nurses’ organizational engagement enhancement policies should be implemented as an organizational issue requiring the development of strategies for recruiting, attracting and retaining engaged nurses.
References
DeLucia PR, Ott TE, Palmieri PA. Performance in Nursing. Reviews of Human Factors and Ergonomics. 2009;5(1):1-40. doi:10.1518/155723409X448008
The Institute of Medicine of the National Academics; http://www.iom.edu/AboutIOM.asp
National Quality Center, QAP, 2008, A Modern Paradigm for Improving Healthcare Quality
Vitale E, Notarnicola A, Moretti L, Esposito A, Moretti B. The quality of health care perceived by orthopedic patients in the General Hospital of Polyclinic in Bari: an observational-validation study. Minerva Orthopedics 2021; 72(2): 219-226. doi: 10.23736/S2784-8469.20.03990-9.
Phillips JA, Holland MG, Baldwin DD, Gifford-Meuleveld L, Mueller KL, Perkison B, Upfal M, Dreger M. Marijuana in the Workplace: Guidance for Occupational Health Professionals and Employers: Joint Guidance Statement of the American Association of Occupational Health Nurses and the American College of Occupational and Environmental Medicine. Workplace Health Saf. 2015; 63(4):139-64. doi: 10.1177/2165079915581983.
Jones TL, Hamilton P, Murry N. Unfinished nursing care, missed care, and implicitly rationed care: State of the science review. Int J Nurs Stud. 2015; 52(6):1121-37. doi: 10.1016/j.ijnurstu.2015.02.012.
Scott PA, Harvey C, Felzmann H, Suhonen R, Habermann M, Halvorsen K, Christiansen K, Toffoli L, Papastavrou E. Resource allocation and rationing in nursing care: A discussion paper. Nurs Ethics. 2019; 26(5):1528-1539. doi: 10.1177/0969733018759831.
Recio-Saucedo A, Dall'Ora C, Maruotti A, Ball J, Briggs J, Meredith P, Redfern OC, Kovacs C, Prytherch D, Smith GB, Griffiths P. What impact does nursing care left undone have on patient outcomes? Review of the literature. J Clin Nurs. 2018; 27(11-12):2248-2259. doi: 10.1111/jocn.14058.
Griffiths P, Recio-Saucedo A, Dall'Ora C, Briggs J, Maruotti A, Meredith P, Smith GB, Ball J; Missed Care Study Group. The association between nurse staffing and omissions in nursing care: A systematic review. J Adv Nurs. 2018; 74(7):1474-1487. doi: 10.1111/jan.13564.
Ball JE, Griffiths P, Rafferty AM, Lindqvist R, Murrells T, Tishelman C. A cross-sectional study of 'care left undone' on nursing shifts in hospitals. J Adv Nurs. 2016; 72(9):2086-97. doi: 10.1111/jan.12976.
Senek M, Robertson S, Ryan T, King R, Wood E, Tod A. The association between care left undone and temporary Nursing staff ratios in acute settings: a cross- sectional survey of registered nurses. BMC Health Serv Res. 2020; 20(1):637. doi: 10.1186/s12913-020-05493-y.
Moule P, Armoogum J, Douglass E, Taylor DJ. Evaluation and its importance for nursing practice. Nurs Stand. 2017; 31(35):55-63. doi: 10.7748/ns.2017.e10782.
McCleery E, Christensen V, Peterson K, Humphrey L, Helfand M. Evidence Brief: The Quality of Care Provided by Advanced Practice Nurses. 2014 Sep. In: VA Evidence Synthesis Program Evidence Briefs [Internet]. Washington (DC): Department of Veterans Affairs (US); 2011–.
Madlabana CZ, Mashamba-Thompson TP, Petersen I. Performance management methods and practices among nurses in primary health care settings: a systematic scoping review protocol. Syst Rev 2020; 9:40. doi:10.1186/s13643-020-01294-w
Brown S. A centralized system to access acute healthcare services: the pros and cons. Health Manage Forum. 2005;18(2):34-7. doi: 10.1016/S0840-4704(10)60352-3.
DeNisi AS, Murphy KR. Performance appraisal and performance management: 100 years of progress? Journal of Applied Psychology 2017; 102(3): 421–433. doi:10.1037/apl0000085.
Chassin MR. Quality of health care. Part 3: improving the quality of care. N Engl J Med. 1996; 335(14):1060-3. doi: 10.1056/NEJM199610033351413.
Semachew A. Implementation of nursing process in clinical settings: the case of three governmental hospitals in Ethiopia, 2017. BMC Res Notes 2018; 11: 173 https://doi.org/10.1186/s13104-018-3275-z
Needleman J, Kurtzman ET, Kizer KW. Performance measurement of nursing care: state of the science and the current consensus. Med Care Res Rev. 2007; 64(2 Suppl):10S-43S. doi: 10.1177/1077558707299260.
Kurtzman ET, Jennings BM. Capturing the imagination of nurse executives in tracking the quality of nursing care. Nurs Adm Q. 2008; 32(3):235-46. doi: 10.1097/01.NAQ.0000325182.94589.7d.
Riehle AI, Hanold LS, Sprenger SL, Loeb JM. Specifying and standardizing performance measures for use at a national level: implications for nursing-sensitive care performance measures. Med Care Res Rev. 2007; 64(2 Suppl): 64S-81S. doi: 10.1177/1077558707299263.
Kelley J, Simmons B. Introduction: The Power of Global Performance Indicators. International Organization 2019; 73(3): 491-510. doi:10.1017/S0020818319000146
Dubois CA, D’Amour D, Pomey MP, et al. Conceptualizing performance of nursing care as a prerequisite for better measurement: a systematic and interpretive review. BMC Nurs 2013; 12:7. https://doi.org/10.1186/1472-6955-12-7
Blegen MA, Goode CJ, Spetz J, Vaughn T, Park SH. Nurse staffing effects on patient outcomes: safety-net and non-safety-net hospitals. Med Care. 2011; 49(4):406-14. doi: 10.1097/MLR.0b013e318202e129.
Kane RL, Shamliyan TA, Mueller C, Duval S, Wilt TJ. The association of registered nurse staffing levels and patient outcomes: systematic review and meta-analysis. Med Care. 2007; 45(12):1195-204. doi: 10.1097/MLR.0b013e3181468ca3.
Oner B, Zengul FD, Oner N, Ivankova NV, Karadag A, Patrician PA. Nursing-sensitive indicators for nursing care: A systematic review (1997-2017). Nurs Open. 2021; 8(3):1005-1022. doi: 10.1002/nop2.654.
Decramer A, Audenaert M, Van Waeyenberg T, Claeys T, Claes C, Vandevelde S, van Loon J, Crucke S. Does performance management affect nurses' well-being? Eval Program Plann. 2015; 49:98-105. doi: 10.1016/j.evalprogplan.2014.12.018.
Casida J. Linking nursing unit's culture to organizational effectiveness: a measurement tool. Nurs Econ. 2008; 26(2):106-10.
Manojlovich M, Ketefian S. The effects of organizational culture on nursing professionalism: implications for health resource planning. Can J Nurs Res. 2002; 33(4):15-34.
Casida J, Pinto-Zipp G. Leadership-organizational culture relationship in nursing units of acute care hospitals. Nurs Econ. 2008; 26(1):7-15.
Vitale E, Caputo M, Canonico A. Nursing questionnaire on organizational health (QISO) in a short version: A validation study. Acta Biomed. 2021; 92(S2): e2021020. doi: 10.23750/abm.v92iS2.10839.
Sammer CE, Lykens K, Singh KP, Mains DA, Lackan NA. What is patient safety culture? A review of the literature. J Nurs Scholarsh. 2010; 42(2):156-65. doi: 10.1111/j.1547-5069.2009.01330.x.
Arah OA, Klazinga NS. How safe is the safety paradigm? BMJ Quality & Safety 2004; 13:226-232.
Sorensen G, Barbeau EM, Stoddard AM, Hunt MK, Kaphingst K, Wallace L. Promoting behavior change among working-class, multi-ethnic workers: results of the Healthy Directions — Small Business Study. Am J Pub Health. 2005; 95(8):1389–1395.
Hunt MK, Lederman R, Stoddard AM, LaMontagne AD, McLellan D, Combe C, et al. Process evaluation of an integrated health promotion/occupational health model in Well-Works-2. Health Education & Behavior.2005; 32(1):10–26.
Schwirian PM. Evaluating the performance of nurses: a multidimensional approach. Nurs Res 1978; 27: 347-351.
Al-Haroon HI, Al-Qahtani MF. Assessment of Organizational Commitment Among Nurses in a Major Public Hospital in Saudi Arabia. J Multidiscip Healthc. 2020; 13:519-526. doi: 10.2147/JMDH.S256856.
United Nations. Department of Economic and Social Affairs. Sustainable Development Goals. Available online: https://www.un. org/sustainabledevelopment/ (accessed on 15 July 2021).
Schwirian PM. Evaluating the performance of nurses: a multidimensional approach. Nurs Res. 1978; 27(6):347-51.
McConnell CR. The manager's approach to employee performance problems. Health Care Manag (Frederick). 2003; 22(1):63-9. doi: 10.1097/00126450-200301000-00011.
Popovich JM. Multidimensional performance measurement. Journal of Nursing Care Quality. 1998 Apr;12(4):14-21. DOI: 10.1097/00001786-199804000-00006. PMID: 9529793.
Tzeng HM. Nurses’ self-assessment of their nursing competencies, job demands and job performance in the Taiwan hospital system. Int J Nurs Stud. 2004; 41(5):487-96. doi: 10.1016/j.ijnurstu.2003.12.002
Wright TA, Bonett DG. The moderating effects of employee tenure on the relation between organizational commitment and job performance: A meta-analysis. Journal of Allied Psychology 2002; 87(6): 1183–1190.
Cronin SN, Becherer D. Recognition of staff nurse job performance and achievements: Staff and manager perceptions. Journal of Nursing Administration 1999; 29(1): 26–31.
Fort AL, Voltero L. Factors affecting the performance of maternal health care providers in Armenia. Hum Resour Health. 2004; 2(1):8. doi: 10.1186/1478-4491-2-8.
AbuAlRub RF. Job Stress, Job Performance, and Social Support Among Hospital Nurses. Journal of Nursing Scholarship 2004; 36: 73-78. https://doi.org/10.1111/j.1547-5069.2004.04016.x
Meretoja R, Eriksson E, Leino-Kilpi H. Indicators for competent nursing practice. Journal of Nursing Management 2002; 10: 95-102. https://doi.org/10.1046/j.0966-0429.2001.00299.x
Meretoja R, Isoaho H, Leino-Kilpi H. Nurse Competence Scale: development and psychometric testing. Journal of Advanced Nursing 2004; 47: 124-133. https://doi.org/10.1111/j.1365-2648.2004.03071.x
Meretoja R, Leino-Kilpi H. Instruments for evaluating nurse competence. The Journal of Nursing Administration. 2001; 31(7-8):346-352. DOI: 10.1097/00005110-200107000-00005.
Meretoja R, Leino-Kilpi H. Comparison of competence assessments made by nurse managers and practising nurses. J Nurs Manag. 2003; 11(6):404-9. doi: 10.1046/j.1365-2834.2003.00413.x.
Fitzpatrick JM, While AE, Roberts JD. Shift work and its impact upon nurse performance: current knowledge and research issues. Journal of Advanced Nursing 1999; 29: 18-27. https://doi.org/10.1046/j.1365-2648.1999.00861.x
Vitale E, Lupo R, Calabrò A, Cornacchia M, Conte L, Marchisio D, Caldararo C, Carvello M, Carriero C. Mapping potential risk factors in developing burnout syndrome between physicians and registered nurses suffering from an aggression in Italian Emergency departments. Journal of Psychopathology 2021;27:148-155. doi:10.36148/2284-0249-425
Vitale E, Cesano E, Germini F. Prevalence of Burnout among Italian Nurses: a descriptive study. Acta Bio-medica: Atenei Parmensis. 2020 Sep;91(4):e2020117. doi:0.23750/abm.v91i4.9008.
Mrayyan MT, Al-Faouri I. Career commitment and job performance of Jordanian nurses. Nurs Forum. 2008; 43(1):24-37. doi: 10.1111/j.1744-6198.2008.00092.x.
McCloskey JC, McCain B. Variables related to nurse performance. Image--the Journal of Nursing Scholarship. 1988; 20(4):203-207. DOI: 10.1111/j.1547-5069.1988.tb00077.x.
Pincus JD. Communication: key contributor to effectiveness--the research. The Journal of Nursing Administration. 1986;16(9):19-25.
McNeese-Smith D K. A Nursing Shortage: Building Organizational Commitment Among Nurses. Journal of Healthcare Management / American College of Healthcare Executives 2001; 46(3): 173-187.
Mowday RT, Porter LW, Steers RM. Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover. New York: Academic Press; 2013.
Colquitt JA, LePine JA, Wesson MJ. Organizational Behavior: Improving Performance and Commitment in the Workplace. 5th ed. New York: McGraw-Hill Education; 2016.
Alrowwad A, Almajali D, Masa’deh R, Obeidat B, Aqqad N The role of organizational commitment in enhancing organizational effectiveness. Education Excellence and Innovation Management through Vision 2020; 2019. Available from: https://www.research gate.net/publication/332697163_The_Role_of_Organizational_ Commitment_in_Enhancing_Organizational_Effectiveness. Accessed July 15, 2021.
Hsu CP, Chiang CY, Chang CW, Huang HC, Chen CC. Enhancing the commitment of nurses to the organisation by means of trust and monetary reward. J Nurs Manag. 2015;23(5):567-76.
Salem OA, Baddar F, AL-Mugatti HM. Relationship between nurses job satisfaction and organizational commitment. J Nur Health Sci. 2016;5(1):49–55. 10.
Dinc M, Kuzey C, Steta N. Nurses’ job satisfaction as a mediator of the relationship between organizational commitment components and job performance. J Workplace Behav Health. 2018;33(2):1–21. doi:10.1080/15555240.2018.1464930 11.
Hakami A, Almutairi H, AlOtaibi R, AlOtaibi T, Al Battal A. The relationship between nurses job satisfaction and organizational commitment. Health Sci J. 2020;14(1):692. 12.
Satoh M, Watanabe I, Asakura K. Occupational commitment and job satisfaction mediate effort–reward imbalance and the intention to continue nursing. Jpn J Nurs Sci. 2017a;14(1):49–60. doi:10.1111/ jjns.12135
Soodani M, Mostafavirad F, Chinaveh M. Assessing the simple and multiple relationships between individual and organizational variables and job involvement among nurses. Q J Nurs Manage. 2016; 4:42-53. 6.
Kalhor R, Khosravizadeh O, Moosavi S, Heidari M, Habibi H. Role of Organizational Climate in Job Involvement: A Way to Develop the Organizational Commitment of Nursing Staff. Journal of Evidence-based Integrative Medicine. 2018; 23:2515690X18790726.
Bahrami MA, Barati O, Ghoroghchian MS, Montazer-Alfaraj R, Ezzatabadi MR. Role of organizational climate in organizational commitment: the case of teaching hospitals. Osong Public Health Res Perspect. 2016; 7:96-100.
Tsai MT, Huang CC. The relationship among ethical climate types, facets of job satisfaction, and the three components of organizational commitment: a study of nurses in Taiwan. J Business Ethics. 2008; 80:565-581.
Huang CC, You CS, Tsai MT. A multidimensional analysis of ethical climate, job satisfaction, organizational commitment, and organizational citizenship behaviors. Nurs Ethics. 2012; 19:513-529.
Liou SR. An analysis of the concept of organizational commitment. Nurs Forum. 2008; 43:116-125. 14.
Ho CC, Oldenburg B, Day G, Sun J. Work values, job involvement, and organizational commitment in Taiwanese nurses. Int J Psycho Behav Sci. 2012; 2:64-70.
Rego A, e Cunha MP. Workplace spirituality and organizational commitment: an empirical study. J Organ Change Manage. 2008; 21:53-75.
Motlagh FS. The relationship between organizational climate, job involvement and organizational trust with organizational justice: a case study of hospital systems of Isfahan city, Iran. Afr J Business Manage. 2012; 6:3262-3266.
Li P, Wang ZW, Wang HB, Liu ZH, Wang LH. The impact of organizational climate on job involvement of staff in clinical department of military hospital. Hosp Admin J Chin People Liberation Army. 2009; 15:23-35.
Varela Gonza´lez J, Garcı´a Garazo T. Structural relationship between organizational service orientation, contact employee job satisfaction and citizenship behavior. Int J Serv Industry Manage. 2006; 17:23-50.
McMurray AJ, Scott DR, Pace RW. The relationship between organizational commitment and organizational climate in manufacturing. Hum Resource Dev Q. 2004; 15:473-488.
Abou Hashish EA. Relationship between ethical work climate and nurses’ perception of organizational support, commitment, job satisfaction and turnover intent. Nurs Ethics. 2017; 24: 151-166.
Olson LL. Hospital nurses’ perceptions of the ethical climate of their work setting. Image J Nurs Sch. 1998; 30:345-349.
Delgoshaei B, Tofighi S, Kermani B. The relationship between organizational climate and organizational commitment in teaching hospitals of Hamedan University of Medical Sciences. Q Horiz Med Sci. 2009; 14:60-68.
Negussie N, Berehe C. Factors affecting performance of public hospital nurses in Addis Ababa region, Ethiopia. J. Egypt. Public Health Assoc. 2016; 91: 26–30.
Akkaya, B. Linking Organizational Commitment and Organizational Trust in Health Care Organizations. Organizacija 2020; 53: 306–318.
Bosak J, Dawson J, Flood P, Peccei R. Employee involvement climate and climate strength. J. Organ. Eff. People Perform. 2017; 4: 18–38.
Mulki JP, Jaramillo F, Locander WB. Emotional exhaustion and organizational deviance: Can the right job and a leader’s style make a difference? J. Bus. Res. 2006; 59: 1222–1230.
Kalhor R, Khosravizadeh O, Moosavi S, Heidari M, Habibi H. Role of Organizational Climate in Job Involvement: A Way to Develop the Organizational Commitment of Nursing Staff. J Evid Based Integr Med. 2018; 23:2515690X18790726. doi: 10.1177/2515690X18790726.
Downloads
Published
Issue
Section
License
Copyright (c) 2022 Elsa Vitale, Roberto Lupo, Silvia Fortunato, Attilio Gualano, Maria Rita Giammarinaro, Lorenzo Bardone, Rocco Mea, Antonino Calabrò, Giuseppe D'Anna, Cosimo Della Pietà, Francesco Germinni
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
This is an Open Access article distributed under the terms of the Creative Commons Attribution License (https://creativecommons.org/licenses/by-nc/4.0) which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Transfer of Copyright and Permission to Reproduce Parts of Published Papers.
Authors retain the copyright for their published work. No formal permission will be required to reproduce parts (tables or illustrations) of published papers, provided the source is quoted appropriately and reproduction has no commercial intent. Reproductions with commercial intent will require written permission and payment of royalties.
How to Cite
