Nurse outcomes: Perception of work environment, absenteeism, turnover, and satisfaction

2.50
Hdl Handle:
http://hdl.handle.net/10755/152810
Type:
Presentation
Title:
Nurse outcomes: Perception of work environment, absenteeism, turnover, and satisfaction
Abstract:
Nurse outcomes: Perception of work environment, absenteeism, turnover, and satisfaction
Conference Sponsor:Sigma Theta Tau International
Conference Year:1992
Conference Date:August 6 - 8, 1992
Author:Shiao, Shyang-Yun, PhD
P.I. Institution Name:Case Western Reserve University, Frances Payne Bolton School of Nursing
Title:Assistant Professor
A Special Care Unit (SCU) was opened in May 1989. This project has

two goals: (1) to design a more humane and cost-effective

environment for long-term critically ill patients, (2) to provide

an environment which increases nurse satisfaction and retention.

The SCU is characterized by minimal technology, case management

practice, and a shared governance model, while the traditional ICU

is characterized by high technology, a primary nursing practice,

and a bureaucratic management model. Nurse outcomes have been

monitored by Staff Perception of Work Environment Scale (SPOWES),

Absenteeism, Turnover, and Job Diagnostic Survey (JDS).



Method. The SPOWES is a 16-item 4-point Likert scale, which

includes 3 dimensions: work technology, practice model, and

management model. The SPOWES was developed by the investigators

based on the conceptual framework of the study. The absenteeism

and turnover data were the actual nurse sick call-in hours and

turnover rate of the units. The JDS is a 48-item 7-point Likert

scale testing job dimensions, affective responses to the job, and

individual growth of nurses. The job dimensions include skill

variety, task identity, task significance, autonomy, feedback from

job itself, feedback from agents, and dealing with others. The

affect responses consist of general satisfaction, internal work

motivation and specific satisfaction.



Sample. A total of 80 nurses returned the questionnaires (80/99:

81 percent return rate) on SPOWES and JDS after the first two years

of the study, 19 in the SCU (19/21: 90 percent), and 61 in the ICUs

(61/78: 78 percent). Among these nurses, their sick call-in hours

were matched with their responses. The turnover rate of the units

were also monitored.



Results. Results indicated that there were significant differences

between groups on staff perception of work environment. The SPOWES

has a Cronbach's alpha of .8607, and therefore has adequate

internal consistency. There was a negative correlation between

perception of active involvement in unit management and

absenteeism.



The JDS has an average Cronbach's alpha of .9145. SPOWES is

positively and significantly (p<.05) related to nurses'

satisfaction, autonomy, motivation score, growth, and task identity

as measured by JDS. When the turnover between the groups was

examined, a significant difference was found (p<.05) between the

ICUs and the SCU, with more nurses leaving the ICUs over a 2 year

period then left the SCU.



This study is a component of a study funded by National Center for

Nursing Research, RO1-NRO2248-02.



Repository Posting Date:
26-Oct-2011
Date of Publication:
6-Aug-1992
Sponsors:
Sigma Theta Tau International

Full metadata record

DC FieldValue Language
dc.typePresentationen_GB
dc.titleNurse outcomes: Perception of work environment, absenteeism, turnover, and satisfactionen_GB
dc.identifier.urihttp://hdl.handle.net/10755/152810-
dc.description.abstract<table><tr><td colspan="2" class="item-title">Nurse outcomes: Perception of work environment, absenteeism, turnover, and satisfaction</td></tr><tr class="item-sponsor"><td class="label">Conference Sponsor:</td><td class="value">Sigma Theta Tau International</td></tr><tr class="item-year"><td class="label">Conference Year:</td><td class="value">1992</td></tr><tr class="item-conference-date"><td class="label">Conference Date:</td><td class="value">August 6 - 8, 1992</td></tr><tr class="item-author"><td class="label">Author:</td><td class="value">Shiao, Shyang-Yun, PhD</td></tr><tr class="item-institute"><td class="label">P.I. Institution Name:</td><td class="value">Case Western Reserve University, Frances Payne Bolton School of Nursing</td></tr><tr class="item-author-title"><td class="label">Title:</td><td class="value">Assistant Professor</td></tr><tr class="item-email"><td class="label">Email:</td><td class="value">sxs34@po.cwru.edu</td></tr><tr><td colspan="2" class="item-abstract">A Special Care Unit (SCU) was opened in May 1989. This project has<br/><br/>two goals: (1) to design a more humane and cost-effective<br/><br/>environment for long-term critically ill patients, (2) to provide<br/><br/>an environment which increases nurse satisfaction and retention.<br/><br/>The SCU is characterized by minimal technology, case management<br/><br/>practice, and a shared governance model, while the traditional ICU<br/><br/>is characterized by high technology, a primary nursing practice,<br/><br/>and a bureaucratic management model. Nurse outcomes have been<br/><br/>monitored by Staff Perception of Work Environment Scale (SPOWES),<br/><br/>Absenteeism, Turnover, and Job Diagnostic Survey (JDS).<br/><br/><br/><br/>Method. The SPOWES is a 16-item 4-point Likert scale, which<br/><br/>includes 3 dimensions: work technology, practice model, and<br/><br/>management model. The SPOWES was developed by the investigators<br/><br/>based on the conceptual framework of the study. The absenteeism<br/><br/>and turnover data were the actual nurse sick call-in hours and<br/><br/>turnover rate of the units. The JDS is a 48-item 7-point Likert<br/><br/>scale testing job dimensions, affective responses to the job, and<br/><br/>individual growth of nurses. The job dimensions include skill<br/><br/>variety, task identity, task significance, autonomy, feedback from<br/><br/>job itself, feedback from agents, and dealing with others. The<br/><br/>affect responses consist of general satisfaction, internal work<br/><br/>motivation and specific satisfaction.<br/><br/><br/><br/>Sample. A total of 80 nurses returned the questionnaires (80/99:<br/><br/>81 percent return rate) on SPOWES and JDS after the first two years<br/><br/>of the study, 19 in the SCU (19/21: 90 percent), and 61 in the ICUs<br/><br/>(61/78: 78 percent). Among these nurses, their sick call-in hours<br/><br/>were matched with their responses. The turnover rate of the units<br/><br/>were also monitored.<br/><br/><br/><br/>Results. Results indicated that there were significant differences<br/><br/>between groups on staff perception of work environment. The SPOWES<br/><br/>has a Cronbach's alpha of .8607, and therefore has adequate<br/><br/>internal consistency. There was a negative correlation between<br/><br/>perception of active involvement in unit management and<br/><br/>absenteeism.<br/><br/><br/><br/>The JDS has an average Cronbach's alpha of .9145. SPOWES is<br/><br/>positively and significantly (p&lt;.05) related to nurses'<br/><br/>satisfaction, autonomy, motivation score, growth, and task identity<br/><br/>as measured by JDS. When the turnover between the groups was<br/><br/>examined, a significant difference was found (p&lt;.05) between the<br/><br/>ICUs and the SCU, with more nurses leaving the ICUs over a 2 year<br/><br/>period then left the SCU.<br/><br/><br/><br/>This study is a component of a study funded by National Center for<br/><br/>Nursing Research, RO1-NRO2248-02.<br/><br/><br/><br/></td></tr></table>en_GB
dc.date.available2011-10-26T11:50:44Z-
dc.date.issued1992-08-06en_GB
dc.date.accessioned2011-10-26T11:50:44Z-
dc.description.sponsorshipSigma Theta Tau Internationalen_GB
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