Advancing a Culture of Leadership to Promote the Wellbeing of a Multi-Generational Nursing Staff

2.50
Hdl Handle:
http://hdl.handle.net/10755/308175
Category:
Abstract
Type:
Presentation
Title:
Advancing a Culture of Leadership to Promote the Wellbeing of a Multi-Generational Nursing Staff
Author(s):
Newman, Stefanie; Dienger, Joy
Lead Author STTI Affiliation:
Rho Lambda
Author Details:
Stefanie Newman, RN, MSN, NEA-BC, Stefanie_Newman@TriHealth.com; Joy Dienger, RN, PhD
Abstract:

Poster presented on: Monday, November 18, 2013, Tuesday, November 19, 2013

Retention of qualified registered nurses is a continuing goal. Current vacancy (5.2%) and turnover (7.3%) rates are acceptable, however, we aspire to become the regional adult health-care employer of choice.   2011 NDNQI Nurse Satisfaction Survey results revealed decreases. Significant leadership changes occurred throughout the organization. Good communication and satisfying relationships between staff nurses and mangers promotes teamwork, cohesiveness and, possibly, the quality of patient care. Therefore, our organization implemented a research study to examine manager-staff nurse relationships, teamwork, wellbeing and turnover intentions. A cross-sectional design was used to collect data from 730 online surveys. Data were analyzed based on the participant’s generational cohort: Baby Boomer (BB), Gen Y and Gen X, as results of previous research suggest generations can differ in workplace beliefs and values. Overall findings revealed that our nurses’ somewhat disagreed they intended to leave but were only somewhat satisfied with workplace relationships, perceived some level of wellbeing and were slightly committed to the organization. BB nurses reported higher levels of commitment to the organization, job satisfaction, wellbeing, empowerment and engagement and lower turnover intentions compared with Gen Y and Gen X nurses. Based on the consistency of these findings with results from previous satisfaction surveys, senior management recognized the need to improve our leadership culture and quality of workplace relationships. Therefore, a leadership development and teambuilding initiative consisting of five sessions led by an expert in organizational development was implemented for all nurse managers. Exercises included identifying organizational leader roles in communicating with staff, assuring a safe environment, service excellence and employee engagement. Session feedback was very positive. Results of a recent employee satisfaction survey indicated increases in each overall category, most notably in Employee Engagement (up 6.3%). While need for continued improvement remains, this leadership initiative provides a viable action plan for improving nurse satisfaction.
Keywords:
Job Satisfaction; Leadership Initiative; Generational Cohorts
Repository Posting Date:
19-Dec-2013
Date of Publication:
19-Dec-2013
Conference Date:
2013
Conference Name:
42nd Biennial Convention
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Indianapolis, Indiana, USA
Description:
42nd Biennial Convention 2013 Theme: Give Back to Move Forward. Held at the JW Marriott
Note:
This is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.

Full metadata record

DC FieldValue Language
dc.language.isoen_USen_GB
dc.type.categoryAbstracten_GB
dc.typePresentationen_GB
dc.titleAdvancing a Culture of Leadership to Promote the Wellbeing of a Multi-Generational Nursing Staffen_GB
dc.contributor.authorNewman, Stefanieen_GB
dc.contributor.authorDienger, Joyen_GB
dc.contributor.departmentRho Lambdaen_GB
dc.author.detailsStefanie Newman, RN, MSN, NEA-BC, Stefanie_Newman@TriHealth.com; Joy Dienger, RN, PhDen_GB
dc.identifier.urihttp://hdl.handle.net/10755/308175-
dc.description.abstract<p>Poster presented on: Monday, November 18, 2013, Tuesday, November 19, 2013</p>Retention of qualified <a href="http://www.abstractsonline.com/submit/SubmitPrinterFriendlyVersion.asp?ControlKey=%7BFECFC2FD%2D82A5%2D4500%2D809A%2DAA2BF82E82C2%7D&MeetingActivityKey=%7BDDED5F35%2DBBEF%2D48BF%2D9067%2D1F556CBA91EE%7D&AKey=%7B76F7C8F6%2DE7DF%2D468A%2D8C9A%2D834D571C6464%7D&MKey=%7B9B2C2F26%2D4743%2D4C6E%2D89D9%2DEB73A6104ED9%7D##" title="Powered by Text-Enhance">registered nurses</a> is a continuing goal. Current vacancy (5.2%) and turnover (7.3%) rates are acceptable, however, we aspire to become the regional adult health-care employer of choice.   2011 NDNQI Nurse Satisfaction <a href="http://www.abstractsonline.com/submit/SubmitPrinterFriendlyVersion.asp?ControlKey=%7BFECFC2FD%2D82A5%2D4500%2D809A%2DAA2BF82E82C2%7D&MeetingActivityKey=%7BDDED5F35%2DBBEF%2D48BF%2D9067%2D1F556CBA91EE%7D&AKey=%7B76F7C8F6%2DE7DF%2D468A%2D8C9A%2D834D571C6464%7D&MKey=%7B9B2C2F26%2D4743%2D4C6E%2D89D9%2DEB73A6104ED9%7D##" title="Powered by Text-Enhance">Survey</a> results revealed decreases. Significant leadership changes occurred<i> </i>throughout the organization.<i> </i>Good communication and satisfying relationships between staff nurses and mangers promotes teamwork, cohesiveness and, possibly, the quality of patient care. Therefore, our organization implemented a research study to examine manager-staff nurse relationships, teamwork, wellbeing and turnover intentions. A cross-sectional design was used to collect data from 730 online <a href="http://www.abstractsonline.com/submit/SubmitPrinterFriendlyVersion.asp?ControlKey=%7BFECFC2FD%2D82A5%2D4500%2D809A%2DAA2BF82E82C2%7D&MeetingActivityKey=%7BDDED5F35%2DBBEF%2D48BF%2D9067%2D1F556CBA91EE%7D&AKey=%7B76F7C8F6%2DE7DF%2D468A%2D8C9A%2D834D571C6464%7D&MKey=%7B9B2C2F26%2D4743%2D4C6E%2D89D9%2DEB73A6104ED9%7D##" title="Powered by Text-Enhance">surveys</a>. Data were analyzed based on the participant’s generational cohort: Baby Boomer (BB), Gen Y and Gen X, as results of previous research suggest generations can differ in workplace beliefs and values. Overall findings revealed that our nurses’ somewhat disagreed they intended to leave but were only somewhat satisfied with workplace relationships, perceived some level of wellbeing and were slightly committed to the organization. BB nurses reported higher levels of commitment to the organization, job satisfaction, wellbeing, empowerment and engagement and lower turnover intentions compared with Gen Y and Gen X nurses. Based on the consistency of these findings with results from previous satisfaction surveys,<i> </i>senior management recognized the need to improve our leadership culture and quality of workplace relationships. Therefore, a leadership development and teambuilding initiative consisting of five sessions led by an expert in organizational development was implemented for all nurse managers. Exercises included identifying organizational leader roles in communicating with staff, assuring a safe environment, service excellence and employee engagement. Session feedback was very positive. Results of a recent employee satisfaction survey indicated increases in each overall category, most notably in Employee Engagement (up 6.3%). While need for continued improvement remains, this leadership initiative provides a viable action plan for improving nurse satisfaction.en_GB
dc.subjectJob Satisfactionen_GB
dc.subjectLeadership Initiativeen_GB
dc.subjectGenerational Cohortsen_GB
dc.date.available2013-12-19T17:27:53Z-
dc.date.issued2013-12-19-
dc.date.accessioned2013-12-19T17:27:53Z-
dc.conference.date2013en_GB
dc.conference.name42nd Biennial Conventionen_GB
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen_GB
dc.conference.locationIndianapolis, Indiana, USAen_GB
dc.description42nd Biennial Convention 2013 Theme: Give Back to Move Forward. Held at the JW Marriotten_GB
dc.description.noteThis is an abstract-only submission. If the author has submitted a full-text item based on this abstract, you may find it by browsing the Virginia Henderson Global Nursing e-Repository by author. If author contact information is available in this abstract, please feel free to contact him or her with your queries regarding this submission.en_GB
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