The purpose of this qualitative study was to explore and describe the extent to which registered nurses’ practice was affected by emergency department overcrowding. Participants were recruited from a tertiary hospital by using the purpose sampling method. Data collection was done using a semi-structured interview guide. Individual interviews were conducted with eight registered nurses working in the paediatric emergency department. Data analysis was conducted using thematic content analysis and Yin’s (2003:178) five-phase cycle. The study findings revealed that the lack of professional nurse leadership and the difficult existing relationship with the physicians were obstacles that had to be obviated if the paediatric ED were to function optimally and best practice were to be achieved. It was revealed that a problematic issue in the setting was that the most critical decisions on allocating where patients should be treated were made by physicians who have more authority than nurses. It was recommended that the ED need to be clearly defined in the policies as an outpatient, emergency care or as an episodic patient care area as “Admission” can mean admission to the ED or admission as an inpatient/boarded patient. / Health Studies / M.A. (Health Studies)

Aim. To identify the factors of job satisfaction and stress of nurses and their association with turnover intention rate in an acute hospital in Hong Kong. Background. Heavy workload, shortage of manpower and high turnover rate of nurse are the major problems in Hong Kong particularly in public hospitals even after measures have been taken to tackle them in recent years. Many studies in western countries showed that workload, turnover rate, stress, satisfaction level and turnover intention of nurse were associated. However there are few studies in Asian countries. This information is needed to provide policymakers evidence to formulate particular policy to deal with these problems. Design. This is a cross sectional study. Survey data were collected from nurses in the medical ward, operation theatre and intensive care unit of Pamela Youde Nethersole Eastern Hospital in Hong Kong. Methods. A snowball convenience sampling method was used to collect samples from the selected departments. My colleagues in the select departments referred participants to me. Packet of questionnaire was distributed to the participants and the questionnaire was self - administered .The survey questionnaires, including the Expanded Nursing Stress Scale (ENSS), Job Satisfaction Scale (JSS) and Anticipated Turnover Scale (ATS), were used to collect data from the sampled subjects. Results. Mean scores of ENSS, JSS and ATS of the respondents were 140.77 out of 228, 114.12 out of 216 and 49.48 out of 84 respectively. These indicated that respondents had high stress and high intention to leave level but mild satisfaction level. It also revealed that there was inverse relationship between stress and satisfaction level (r = -0.23, 95% CI: -0.46 to -0.02) and between satisfaction level and intention to leave level (-0.41, 95% CI: -0.62 to -0.19). Conclusion. There is some evidence of high stress level and intention to leave in nurses working in public hospital while their satisfaction level is in a moderate level. Stress level, satisfaction level and intention to leave level in nurses are associated. The management should adopt an evidence – based approach in improving the work environment for nurses. Even though the generalization of this study is weak, it is useful for the hospital to deal with the human resource problems of nurses. / published_or_final_version / Public Health / Master / Master of Public Health

The issues of job satisfaction for nurses and nurses' continuing clinical competence have become major concerns for the nursing profession as evidenced by a growing volume of research into these areas. Both job satisfaction and clinical competence of nurses can affect quality of care (of which patient satisfaction is one facet). This study focussed on the concepts of job satisfaction and clinical competence of nurses, and patient satisfaction-their interelationships, and how they were affected by the implementation of a Staff Development Nurse on one nursing unit in an active treatment hospital. A hospital-based Job Enhancement Project provided a unique opportunity to combine a dynamic real-life situation with an additional case study approach to examining the issues though interviews and documentation of the relationships among the nursing staff over an 18-month period of time. Both quantative and qualitative methods were used to gather pertinent information in addressing the research questions. Focus unit nursing staff questionnaires returned initially (13 of 27) and at the one-year mark (six of 27) of the Project, and interviews with six key participant nursing staff were used to survey nurses' perceptions of their own job satisfaction and clinical competence as well as their perceptions of their peers' job satisfaction and clinical competence. The patients admitted to the focus unit during the Project time frame were also invited to complete patient satisfaction surveys. The Staff Development Nurse and the Nursing Unit Manager were interviewed to give their perspectives. The Staff Development Nurse kept a journal of her work for the 18 month period, and so did the researcher. Frequencies, percentages, and content analysis of qualitative data provided the statistical and descriptive information for inerpretation. One finding in this study was that the Staff Development Nurse did have a positive influence on the clinical competence of some of the nursing staff on the focus unit, which may have in turn had a positive influence on nurses' perceptions of job satisfaction. The Staff Development Nurse was an immense support for the Nursing Unit Manager. However, the major finding in this study was that there were many other factors which influenced nurses' perceptions of job satisfaction, many of them which were beyond the control of the SDN. The SDN actually became a mitigating factor or a buffering agent in helping the nursing staff cope with these other factors. This study contributes to the growing body of research on nurses'quality of working life and some of the influecing factors. It may also provide insights into the realtionships between nurses and patients, and the role definition of a nurse educator on one nursing unit. / xiii, 246 leaves : ill. ; 29 cm.

The study investigated factors influencing nursing turnover in selected private hospitals in England as the United Kingdom recruited 57 136 nurses from non-European countries from 1998 till 2003. Herzberg's Theory of Motivation was used to contextualise the research results obtained from 85 completed questionnaires. In terms of Herzberg's Theory of Motivation the intrinsic factors (motivators) that could influence nurses' turnover rates were nurses' dissatisfaction with irregular promotions, lack of recognition by doctors, and nurses' lack of autonomy. The extrinsic (hygiene) factors included dissatisfaction with their salaries, and marked dissatisfaction with organization and administration policies and nurses' inability to access information about patient care and about the management of their units. Nurses' turnover rates might be reduced if promotion policies could be consistent, doctors would value nurses' work and if nurses could be more autonomous. Enhanced communication about policies and about accessing information, as well as improved salaries,could contribute to reduced turnover rates among nurses. / Health Studies / M. A. (Public Health)

The purpose of this qualitative study was to explore and describe the extent to which registered nurses’ practice was affected by emergency department overcrowding. Participants were recruited from a tertiary hospital by using the purpose sampling method. Data collection was done using a semi-structured interview guide. Individual interviews were conducted with eight registered nurses working in the paediatric emergency department. Data analysis was conducted using thematic content analysis and Yin’s (2003:178) five-phase cycle. The study findings revealed that the lack of professional nurse leadership and the difficult existing relationship with the physicians were obstacles that had to be obviated if the paediatric ED were to function optimally and best practice were to be achieved. It was revealed that a problematic issue in the setting was that the most critical decisions on allocating where patients should be treated were made by physicians who have more authority than nurses. It was recommended that the ED need to be clearly defined in the policies as an outpatient, emergency care or as an episodic patient care area as “Admission” can mean admission to the ED or admission as an inpatient/boarded patient. / Health Studies / M.A. (Health Studies)

The objectives of the study were to: 1) determine how the variables of occupational stress, job satisfaction, work engagement and social support conceptualised in literature, 2) describe the levels of occupational stress, job satisfaction, work engagement and social support, 3) determine the relationship between occupational stress, job satisfaction, work engagement and social support, 4) assess the predictive value of occupational stress on job satisfaction and work engagement, 5) determine the mediating role of social support on the effects of occupational stress on job satisfaction and work engagement. The research questions following on from the objectives were as follows: 1) how are the variables of occupational stress, job satisfaction, work engagement and social support conceptualised in literature? 2) what are the levels of occupational stress, job satisfaction, work engagement and social support among nurses? 3) what is the relationship between occupational stress, job satisfaction, work engagement and social support among nurses? 4) what is the predictive value of occupational stress on job satisfaction and work engagement among nurses? 5) what is the mediating role of social support on the effects of occupational stress on job satisfaction and work engagement among nurses? In order to answer the research objectives, this study used a cross sectional design. The present research study used a quantitative approach. The convenience sampling method was used for the purposes of data collection. Data was gathered from the wards of a public hospital in Durban. A sample of 120 voluntary participants was obtained, comprising of 109 females and 11 males. Data was collected using survey questionnaires which included the following five parts: 1) Biographical Information Questionnaire, 2) the Nursing Stress Indicator, 3) the Minnesota Satisfaction Questionnaire, 4) the Utrecht Work Engagement Scale, 5) and the Social Support Questionnaire. All data were analysed using SPSS version 19.0 for Windows. The results of the study showed that the nurses experienced high levels of occupational stress, low levels of job satisfaction and work engagement; and moderate levels of social support. There was a significant relationship between occupational stress, job satisfaction, work engagement and social support among the nurses. The results showed that occupational stress predicts the levels of job satisfaction and work engagement. The results also showed that social support mediates the effect of occupational stress on job satisfaction and work engagement. Recommendations and the value added by the study was also stated. The limitations of this study were also noted. / Thesis (M.Soc.Sc.)-University of KwaZulu-Natal, Durban, 2012.

The aim of the study was to test the hypothesis developed by the author which states that most of the variation in nurses' anxiety when dealing with HIV/AIDS patients can be explained by the combination of the variables Knowledge on HIV, Judgement of Risk, Homophobia, Death Anxiety and Perceived Social Support. 72 nurses representing two state hospitals and one private hospital volunteered to participate in the study, and completed questionnaires. Contrary to the findings in the literature study, the nurses in the sample were not found to be reluctant or anxious when caring for HIV/AIDS patients. A multiple regression analysis revealed that the hypothesis is confirmed, that the independent variables explain some variation (R = 0.649) in the dependent variable to a significant degree. There are indications that uninvestigated variables are however also at play, and should be considered for future research. / Psychology / M.A. (Psychology)

Submitted in fulfillment of the requirements for the Degree of Master of Technology in Nursing. Durban University of Technology, Durban, South Africa, 2015. / INTRODUCTION A four-year diploma nursing programme undertaken by the KwaZulu-Natal College of Nursing provides training to students to become professional nurses. However, it has been noted that absenteeism of student nurses enrolled in this programme has increased. Absenteeism could result in demotion, extension of training or termination of students from the programme. This would result in fewer student nurses completing training and therefore a shortage of professional nurses. AIM OF THE STUDY The aim of the study was to determine the causes and effects of absenteeism amongst student nurses that are currently registered for a four-year diploma programme (R425) in the KwaZulu-Natal College of Nursing (KZNCN). METHODOLOGY A quantitative method was used, which comprised two phases, namely, data collection through the use of a self-administered questionnaire and a retrospective record review. Simple random sampling was used to select students from the peri-urban Midlands and rural uGu districts. Stratified random sampling of 301 student nurses at different levels of training from the three campuses was done. A total of 301 questionnaires were distributed to participants; all were returned, resulting in a 100% response rate. During a retrospective record review student records were examined to assess clinical and theoretical performance of students. Statistical analysis was done using the SPSS version 22.0. RESULTS The results of the study revealed that students experienced problems in the clinical/practical areas that resulted in them absenting themselves. There were 14 terminations of training due to absenteeism. Student nurses who did not absent themselves obtained entry to the examination, whilst students with excessive absenteeism did not obtain entry to the examination.

Thesis (MCurr)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: The imbalance between job demands and available resources could cause burnout which may impact quality patient care. A scientific investigation was conducted to evaluate burnout amongst primary health care (PHC) nurses. The objectives for the study were to identify the prevalence of burnout amongst PHC nurses and to explore the contributing factors to burnout in PHC settings. The Job Demands-Resources (JD-R) model (Bakker and Demerouti, 2007:309) was used as a conceptual framework for the study. A non-experimental, descriptive cross-sectional design with a quantitative approach was applied. The population and sample consisted of professional nurses (PN) and clinical nurse practitioners (CNP) (n=72) in the Eden District of the Western Cape. A self-report questionnaire was used to collect the data in an uncontrolled, natural environment. Analysis of the results exposed high levels of burnout amongst PHC nurses. Nurses in PHC facilities all had an equal chance to develop burnout, regardless of their level of experience. The occurrence of burnout is equal in community health centres and in community clinics, although a trend was observed that subjects in community clinics may experience more emotional exhaustion. Work pressure, workload or an increase in job demands, lack of organisational support and management problems were rated as the main factors contributing to burnout. Recommendations were made to improve the working environments of PHC nurses in order to increase motivational levels, job satisfaction and to foster work engagement, as well as to reduce levels of burnout. Opportunities for further research are recommended. / AFRIKAANSE OPSOMMING: Die wanbalans tussen beroepseise en beskikbare hulpbronne kan uitbranding veroorsaak en gevolglik kwaliteit patiëntsorg beïnvloed. ‘n Wetenskaplike studie is gedoen om uitbranding onder primêre gesondheidsorg (PGS) verpleegkundiges te evalueer. Die doelstellings van die studie was om die voorkoms van uitbranding onder PGS-verpleegkundiges te identifiseer, en om die bydraende faktore wat aanleiding gee tot uitbranding in PGS-instellings, te ondersoek. Die Beroepseise-Hulpbronne model (Bakker and Demerouti, 2007:309) is as ‘n konsepsuele raamwerk vir die studie gebruik. 'n Nie-eksperimentele, beskrywende dwarssnit studie met 'n kwantitatiewe benadering, is toegepas. Die populasie en die steekproef het bestaan uit professionele verpleegkundiges en kliniese verpleeg praktisyns (n=72) in die Eden Distrik van die Wes-Kaap. ‘n Self-rapport vraelys was gebruik om data in ‘n ongekontroleerde, natuurlike omgewing te versamel. Die analisering van resultate het hoë vlakke van uitbranding onder verpleegkundiges in PGS-dienste ontbloot. Verpleegkundiges in PGS-fasiliteite het almal 'n gelyke kans om uitbranding te ontwikkel, ongeag die vlak van ondervinding. Die voorkoms van uitbranding is dieselfde in gemeenskaps-gesondheidsentrums en gemeenskapsklinieke, alhoewel daar ‘n neiging sigbaar was dat personeel in gemeenskapsklinieke meer emosionele uitputting ervaar. Werkdruk, werklas of toename in beroepseise, die gebrek aan organisatoriese ondersteuning en bestuursprobleme is aangewys as die hoof redes wat aanleiding gee tot uitbranding. Voorstelle is gemaak om die werksomgewing van PGS-verpleegkundiges te verbeter en om motiveringsvlakke en werkstevredenheid te herstel. Dit sal werksverbintenis versterk en die voorkoms van uitbranding beperk. Geleenthede vir verdere navorsing is aanbeveel.

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