La moyenne pancanadienne des infirmières qui quittent leur emploi dans la première année d’embauche est de 19,9% (O’Brien-Pallas, 2010). Ce taux représente un coût important puisqu’on estime que l’embauche d’une nouvelle infirmière engendre des frais de formation de l’ordre de 30 000$ (Hayes, 2007). Le présent mémoire repose sur l’idée que le leadership des infirmières chefs et la nature de leurs interventions de gestion jouent un rôle important dans la rétention des infirmières sur les unités ce qui, à son tour, contribue à l’amélioration et au maintien d’un environnement de travail sain qui favorise l’adaptation aux changements organisationnels et opérationnels (Cummings, 2005). Selon une perspective environnementale d’analyse des systèmes organisationnels, cette situation implique que le bon fonctionnement de l’établissement de santé dépend de la capacité à « acquérir et maintenir les ressources », (Pfeffer, 2003 p.2) incluant les ressources humaines. L’objectif de ce mémoire est d’analyser l’influence de la culture organisationnelle et du type de leadership des infirmières chefs sur deux variables soit l’intention de quitter le poste actuel et la qualité perçue du milieu des infirmières soignantes. Cette étude quantitative s’appuie sur un devis corrélationnel. Afin d’assurer la représentativité, un échantillonnage probabiliste a été utilisé. Le biostatisticien de l’Ordre des Infirmières et Infirmiers du Québec (OIIQ) a fourni les noms et coordonnées de 1000 infirmières qui travaillent sur les unités de soins des quatre hôpitaux ciblés par l’étude. L’analyse des données a permis d’identifier quatre relations causales. Une relation a ainsi été établie entre la culture organisationnelle et le type de leadership utilisé. Ensuite une relation a été établie entre la culture organisationnelle et la qualité perçue du milieu. La relation suivante est entre le type de leadership utilisé et la qualité perçue du milieu par les infirmières soignantes. Finalement, l’effet médiateur du leadership résonnant entre la culture organisationnelle et la qualité perçue du milieu a été démontré. Des suggestions d’améliorations aux niveaux organisationnel et académiques ainsi que des recommandations au niveau de la gestion et de la pratique infirmière découlent de l’analyse des données. / The national average of nurses leaving their job in the first year of employment is 19,9% (O’Brien-Pallas, 2010). Those changes represent an important training cost as it is estimated that hiring and orienting a nurse on a unit costs 30 000$ (Hayes, 2007). This thesis is based on the idea that nurse managers’ leadership style and their management interventions are playing an important role in nurse retention. In turn, retention contributes in maintaining and improving a healthy work environment where those conditions facilitate organisational and operational adaptation (Cummings, 2005). From an environmental perspective for analysing organisational systems, this implies that good functioning of health care establishment depends on its capacity of “acquiring and maintaining resources” (Pfeffer, 2003 p.2), which includes human resources. The goal of the present master’s thesis is to analyse the influence of organisational culture and nurse managers’ leadership style on bedside nurses’ intent to quit actual position and their perceived environment quality. This quantitative study is based on a correlational design. To ensure representativeness, a probability sampling was used. Biostatistician of the College of Nurses of Quebec (OIIQ) provided the names and addresses of 1,000 nurses working on the wards of four hospitals targeted by the study. Four major relations were detected after data analysis. The first relation was established between organisational culture and the type of leadership used by nurse managers. Second relation was established between organisational culture and its impact on bedside nurses’ perceived environment quality. Third relation was established between the type of leadership used by nurse managers and its impact on bedside nurses’ perceived environment quality. Finally, it was demonstrated that resonant leadership acts as a mediator between organisational culture and perceived environment quality. Suggestions for improvements regarding organizational and academic levels and recommendations at the management and nursing practice levels arising from the analysis.

Les résultats de cette recherche faite auprès de cadres intermédiaires qui sont les gestionnaires des infirmières travaillant dans des programmes de personnes âgées en perte d'autonomie liée au vieillissement(PALV) montrent qu'il est difficile d'y attirer de nouvelles infirmières en raison du peu de popularité du domaine de la gériatrie.Afin d'y attirer des candidates, les cadres peuvent faire valoir le défi de gérer des situations de santé souvent complexes, la flexibilité des horaires de travail,l'autonomie dont elles disposent dans l'organisation de leur travail, le nombre de week-end de travail moins élevé que dans les hôpitaux et l'absence de travail supplémentaire obligatoire. Selon ces cadres, la rétention des infirmières dans de tels programmes PALV ne crée pas problème. Pour favoriser davantage cette rétention, des mesures élaborées d'orientation et d'encadrement des nouvelles infirmières de même que des mécanismes d'évaluation formelle doivent être mis en place, des efforts doivent être faits pour répartir équitablement les tâches, pour amener les infirmières à agir en tant que gestionnaires de cas et à se délester de tâches au profit des infirmières auxiliaires, et pour les sensibiliser à l'importance de la notion de prise en charge de sa santé par le client; des activités de formation continue significatives pour les infirmières doivent être élaborées à partir de l'analyse de leurs propres besoins et enfin des charges de travail particulières doivent être offertes aux infirmiàres de 55 ans et plus dans le but de les retenir au travail. / The results of this research done with middle managers who are the immediate superior to nurses working in programs for persons with loss of autonomy related to aging (PALV), also known as home care, show that it is difficult to attrack new nurses to these programs because of a lack of popularity in the field of geriatrics. In order to attrack candidates to these programs, the managers responsible for the organization of work could promote the challenge of managing health situations which are often complex, the flexible work hours, the autonomy that the nurses have in scheduling their route, the fewer weekends of work as compared to hospitals and the lack of obligatory overtime. According to the managers there are no more departures from these programs than for other programs. To further support this retention, managers must put into place a well developed orientation and structure for nurses, mechanisms must be instituted for formal performance evaluations,close attention must be paid to the equitable distribution of tasks, and efforts must be made to guide nurses to function as case mangers and to benefit from assigning tasks to nursing assistants. To sensitize them to the importance of the notion of the client taking charge of their health, pertinent continuing education activities must be developed and offered to nurses based on an analysis of their particular needs, and finally, specific workloads must be offered to nurses 55 years of age and older in order to keep them at work.

No description available.

According to the Canadian Study of Health and Aging most of the 12,630 Canadians living with advanced dementia reside in long-term care facilities. This number is rising due to an aging population. The purpose of this study is to address an identified gap in our knowledge about what creates pleasure in people with advanced dementia, through first understanding family caregivers’ ways of eliciting and interpreting positive emotions in their relatives and then having the personal support worker (PSW) try these same approaches to see if similar responses are achieved. This study used a qualitative multiple case study design. Data collection methods included digitally recorded interviews and video-recorded observations of interactions between residents and caregivers. A case is defined as a resident with moderately to severely advanced dementia. Each case had two informants: a family member and a PSW meeting inclusion criterion. There were seven cases. The resident participants spanned a range from moderately advanced to severely advanced dementia. Data analysis used both inductive and deductive coding with sensitizing concepts of selfhood, personhood, continuity of personality and well-being. The results of this study centred on four main themes related to the research questions about the sources and indicators of pleasure and the potential for PSWs to replicate what family members did with residents. Some sources of pleasure were lost, some were maintained and new ones developed post-illness in all of the residents. Both family members and PSWs were knowledgeable about sources and indicators of pleasure for the people with dementia they were involved with. The analysis demonstrated that for individuals with very advanced dementia, the concept of pleasure or enjoyment is not applicable. The family members of the two residents with very advanced dementia used music, touch and sweets to elicit a pleasurable response but the resident did not display indicators of pleasure in response; instead, the residents responded with grasping or other responses which require further research to understand fully. Future research should build upon these findings in order to further understand the concept of positive affect: pleasure, interest and enjoyment in people with advanced dementia of the Alzheimer type.

One of the contributing factors to the current nursing shortage is job dissatisfaction due to conflict in the workplace. In order to develop strategies to reduce conflict, research is needed to understand the causes and outcomes of conflict in nursing work environments. This study tested a theoretical model linking antecedent variables (core self-evaluation, complexity of nursing care, unit size, interactional justice, managerial support, unit morale) to intragroup conflict, followed by conflict management, and ultimately, job stress and job satisfaction. A predictive, non-experimental design was used in a random sample of 277 acute care nurses in Ontario. Structural equation modeling techniques were used to analyze the hypothesized model. Final analysis revealed relatively good fit of data to the hypothesized model (Chi-square = 211.7, df = 80, CFI = .92, RMSEA=0.07). Lower core self-evaluation, higher complexity of nursing care, lower interactional justice, and poor unit morale resulted in higher intragroup relationship conflict, and ultimately a less ‘agreeable’ conflict management style, higher stress and job dissatisfaction. Conflict management style partially mediated the relationship between conflict and job satisfaction. Job stress also had a direct effect on job satisfaction and core self-evaluation had a direct effect on job stress. The study results suggest that conflict and its associated outcomes is a complex process, affected by dispositional, contextual and interpersonal factors. Nurses’ core self-evaluations, complexity of nursing care and relationships with managers and nursing colleagues influences the level of conflict they experience. How nurses manage conflict may not prevent the negative effects of conflict on job stress and job satisfaction, however learning to manage conflict using collaboration and accommodation may help nurses feel more satisfied with their jobs. In addition, education programs that contribute to an individual’s ability to feel more confident about their ability to manage conflict may help them cope more effectively with the stress generated by conflict.

Canadian statistics on patient safety in acute care hospitals are alarming. Hospital safety concerns are not isolated to patient safety. Occupational safety is also important. With increasing shortages of nurses, stress in the work place is growing. Nurses report high levels of absenteeism of 14.5 days per year. The importance of a just and fair culture and the role of nurse leaders have been emphasized in safety literature. Although deemed important, studies of nurse leaders and patient outcomes are limited. The influence of interactional justice in the workplace on nurse and patient safety has not been studied. The purpose of this study was to test and refine a model developed from the literature which explains the impact of perceived interactional justice, relational leadership, and quality of nurse manager – clinical nurse relationships on the nursing work environment and ultimately patient and nurse safety outcomes. The model was tested on a random sample of 266 Ontario acute care registered nurses. Findings indicated the model reasonably fit the observed data, however could benefit from further refinement. The addition of 2 pathways (span of control to nurses’ intent to leave and number of medication errors to nurse emotional exhaustion) and trimming of the insignificant paths improved the overall model fit. The resulting model indicates that resonant leadership style and interactional justice improves the quality of nurse leader-nurse relationships which in turn improves quality of the nurses’ work environment and safety climate. A positive safety climate led to a decrease in the number medication errors and nurses’ intentions to leave their unit. A higher quality work environment predicted lower nurse emotional exhaustion. Additionally, higher numbers of medication errors led to an increase in nurse emotional exhaustion. This suggests that distress may be associated with making a medication error or fear of consequences. As well, larger manager spans were associated with less nurse intent to leave. As the span increased, the number of support personnel also increased. Contrary to other research findings, this result suggests that supportive personnel may mitigate the effect of large manager spans of control on nurses’ intent to leave their units.

Purpose: Patients living with advanced heart failure experience dyspnea, fatigue, poor quality of life, depression and cognitive impairment which may threaten their ability to provide informed consent to undergo heart transplant (HTx) or mechanical support (LVAD). Using qualitative and quantitative methods, we asked how patients with advanced heart failure make decisions regarding HTx and LVAD. The variables chosen to reflect the elements of consent included quality of life and symptom severity (voluntariness), depression and cognitive impairment (capacity) and treatment preferences (decision-making). Methods: 76 patients enrolled in the quantitative arm completed the Minnesota Living with Heart Failure Questionnaire; Visual Analog scales for dyspnea, fatigue and overall health; Beck Depression Inventory; Montreal Cognitive Assessment; Standard Gamble and Time Tradeoff. Qualitative methods were used to discover concepts, relationships and decision-making processes described by 17 of the 76 patients considering HTx and LVAD. Results: Patients reported poor quality of life and high symptom severity scores which compelled them to consider surgery as a way to relieve unpleasant symptoms and improve quality of life. Although 30% of patients had evidence of depression and/or cognitive impairment, no patient was deemed incapable of decision-making. Patients were willing to take considerable risk (35%) and trade considerable time (4months) to improve their health. While heart failure-related concepts were important to the decision, entrustment emerged as the meaningful process for decision-making. Conclusions: Patients who participated in this study were capable of decision-making and understood the risks associated with the surgery. Voluntariness was diminished by disease but not absent, and decisions were free of coercion. These results suggest the entrustment model of decision-making is the dominant process for patients considering high-risk surgical procedures and meets criteria for informed consent. Understanding the process of decision-making will help clinicians support and enable treatment decisions made by patients living with advanced heart failure.

To ensure quality patient care hospitals invest in nursing intellectual capital by allocating financial, human and material resources for nurses to acquire the knowledge and skills necessary to provide safe patient care. This study’s purpose was to test selected propositions of the middle-range theory of nursing intellectual capital which provides a conceptualization of the influence of nurses’ knowledge, skills and experience (nursing human capital) to patient and organizational outcomes. The theory was systematically developed after a critical review of the literature. It proposes that nursing human capital (registered nurses’ experience, and knowledge and skills acquired from continuing professional development including university courses, conferences, workshops, in-services, specialty certification) is related to variables within the work environment (nurse staffing, employer support for nurse continuing professional development), which in turn, is associated with the quality of patient care (adverse events) and the recruitment and retention of nurses. The theory also proposes that nursing structural capital, nursing knowledge available within practice guidelines, is associated with the quality of patient care. A cross-sectional design was used to test the proposed relationships. The study took place in 6 acute care hospitals in two provinces of Canada. Financial, human resource and risk management data were collected from hospital departmental databases and a survey of unit managers. Data from 91 inpatient units were used with structural equation modeling to test the theory’s propositions. The results indicated that nurses’ knowledge and skills represented by the proportion of RNs with degrees and proportion of RNs with specialty certification were directly associated with low hospital-acquired infection rates. Nurse experience, measured as mean years RN professional experience and RN unit tenure, was found to be significantly related to higher RN recruitment and retention. The proportion of RNs with degrees was found to partially mediate the influence of nurse staffing on hospital-acquired infections. The results provide preliminary evidence of the association of nursing intellectual capital with patient and organizational outcomes. The findings may assist administrators with fiscal and human resource decision-making related to the education of nurses within acute care hospitals, and professional organizations with policies governing nursing education and continuing professional development.

Patients with acute myocardial infarction (AMI) are at high risk for reinfarction and death, with the highest rate of death and reinfarction occurring within 30 days of AMI. Therapies that have been shown to reduce these risks (secondary prevention) continue to be underutilized. Nurse practitioners are well positioned to provide secondary prevention during and following hospitalization. The purpose of this pilot study was to examine the feasibility, acceptability, and preliminary effects of an NP delivered secondary prevention intervention. The specific objectives were: 1) to describe NP activities when delivering the secondary prevention intervention; 2) to evaluate the effect of the NP intervention on the rate of implementation of evidence-based secondary prevention treatment strategies and the patients’ achievement of secondary prevention target goals; and, 3) to examine the relationship between the NP activities delivering the intervention and secondary prevention goal achievement by patients. A prospective cohort design was used, in which patients’ achievement of target goals were compared between patients who received secondary prevention care from an NP and those who received usual care. The sample of convenience consisted of 65 patients with AMI. Data on practice activities and implementation of secondary prevention by the NP were collected before discharge from hospital and one week, two weeks, six weeks and 3 months after discharge. Data on patients’ achievement of goals were obtained before discharge from hospital and 3 months after discharge from both groups. This study’s results provide preliminary evidence that an NP delivered secondary prevention intervention, beginning prior to discharge and continuing for three months post myocardial infarction, significantly improves the implementation and uptake of guideline based secondary prevention treatments and risk factor reduction strategies. NP-led interventions such as this warrant replication. The unique contribution of the NP with this patient population is the training and skills needed to deliver all aspects of secondary prevention, including pharmacological and nonpharmacological therapies, without the immediate availability of a physician.

According to the Canadian Study of Health and Aging most of the 12,630 Canadians living with advanced dementia reside in long-term care facilities. This number is rising due to an aging population. The purpose of this study is to address an identified gap in our knowledge about what creates pleasure in people with advanced dementia, through first understanding family caregivers’ ways of eliciting and interpreting positive emotions in their relatives and then having the personal support worker (PSW) try these same approaches to see if similar responses are achieved. This study used a qualitative multiple case study design. Data collection methods included digitally recorded interviews and video-recorded observations of interactions between residents and caregivers. A case is defined as a resident with moderately to severely advanced dementia. Each case had two informants: a family member and a PSW meeting inclusion criterion. There were seven cases. The resident participants spanned a range from moderately advanced to severely advanced dementia. Data analysis used both inductive and deductive coding with sensitizing concepts of selfhood, personhood, continuity of personality and well-being. The results of this study centred on four main themes related to the research questions about the sources and indicators of pleasure and the potential for PSWs to replicate what family members did with residents. Some sources of pleasure were lost, some were maintained and new ones developed post-illness in all of the residents. Both family members and PSWs were knowledgeable about sources and indicators of pleasure for the people with dementia they were involved with. The analysis demonstrated that for individuals with very advanced dementia, the concept of pleasure or enjoyment is not applicable. The family members of the two residents with very advanced dementia used music, touch and sweets to elicit a pleasurable response but the resident did not display indicators of pleasure in response; instead, the residents responded with grasping or other responses which require further research to understand fully. Future research should build upon these findings in order to further understand the concept of positive affect: pleasure, interest and enjoyment in people with advanced dementia of the Alzheimer type.