Thesis (M.S.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-01

A questionnaire survey of a stratified random sample (n=180) of registered nurses employed at two hospitals in the Australian Capital Territory was conducted to identify factors contributing to their job satisfaction and measure levels of satisfaction of registered nurses Grade 1, Grade 2 and Grade 3. The response rate was 75%. The survey found that registered nurses were satisfied with the scheduling, opportunities to utilize skills, working conditions, working relationships, leadership, decision making on patient care and intrinsic components of Job satisfaction and dissatisfied with the salary component. Registered nurses Grade 2 were more satisfied than the Grade 3 group and registered nurses Grade 1 were least satisfied (P=< .05).

Health personnel, especially nurses, are often victims of workplace violence. Unfortunately, little is known about the nurses' experience of violence. A research study was initiated to further explore the nurses' accounts of workplace violence so as to make dimensions of the nurses' experience visible and more fully understood. Interpretive description was the research methodology adopted for this study. Using theoretical sampling, ten Registered Nurses from the lower mainland and Vancouver Island, British Columbia participated in semi structured, audiotaped interviews. In this research, the nurses' experience of workplace violence emerged as a highly complex entity, deeply embedded in relationships and context. How nurses perceive the contextual factors of the organization, their immediate work environment and their individual attributes were found to play a significant role in how they respond to the phenomenon. The findings of this study suggest that organizational culture is an important determinant in managing workplace violence and that policy and administrative personnel play a pivotal role in influencing the problem. Nursing culture also influences the nurses' expectations, assumptions and actions towards violence. Participants voiced that role conflict often challenged their ability to enact acquired professional ideals and that that they routinely undertake roles in dealing with violence that are not appropriate to their level of knowledge or skill. Within the nurses' immediate work environment, bullying as well as physical and verbal abuse was commonplace. Overcrowding, long waits for service, poor environmental design and inadequate staff to patient ratios were seen as factors that increased nurses' risk. Individual factors were associated with emotional and psychological harms that nurses endured. Workplace violence affected self-concept, self-esteem, self-efficacy and the nurses' sense of control. Moral distress, self-blame, feelings of failure, loss of motivation and leaving the nursing profession were significant findings. The results of this study demonstrate a need to re-think how we can address workplace violence in nursing. Research and intervention is needed to further explore organizational policy and governing structures, the culture and climate of practice environments, and the fundamental role nursing education programs have in preparing nurses to manage workplace violence.

ABSTRACT FROM BARNYARDS TO BEDSIDES TO BOOKS AND BEYOND: THE EVOLUTION AND PROFESSIONALIZATION OF REGISTERED PSYCHIATRIC NURSING IN MANITOBA, 1955-1980 In the 1950s, psychiatric nursing in Canada was developing into two models. East of Manitoba, psychiatric nursing was a part of general nursing. To the west of Manitoba, it was evolving into a distinct profession. Manitoba, during the 1950s, did not fit either the eastern or western model. But in 1960, it achieved the same distinct professional status, through legislation, as its neighbours to the west. This study is an examination of the factors that swayed Manitoba to adopt the western psychiatric nursing model and achieve the legislation which governed its first twenty years. The factors are: male collegiality with the leaders of the other three western psychiatric nurses associations, the support of the western based Canadian Council of Psychiatric Nurses, the encouragement of medical superintendents of the provincial mental hospitals in the formation of an alternative workforce, and the lack of interest by general nurses in working in the provincial mental institutions. The legislation achieved in 1960 gave some authority to the Psychiatric Nurses Association of Manitoba to govern its own affairs, but it was not entirely effective in bestowing full professional status on psychiatric nurses. This was especially true of the control over education which was placed in the hands of a committee, dominated by medical superintendents. This study also examines the evolution of the profession during its first twenty years as it worked to gain control over education, develop a professional ideology, and establish a place for itself in the Manitoba mental health system. This study concludes in 1980 with the passage of full professional legislation. A genealogical analysis was used to examine data which came from archives, oral interviews, and secondary sources. The findings suggest that registered psychiatric nursing in Manitoba is a contingent and political construction, but that it can continue to evolve and grow in unique ways through an ongoing examination of its roots, icons, practices, and philosophy. / May 2008

Health personnel, especially nurses, are often victims of workplace violence. Unfortunately, little is known about the nurses' experience of violence. A research study was initiated to further explore the nurses' accounts of workplace violence so as to make dimensions of the nurses' experience visible and more fully understood. Interpretive description was the research methodology adopted for this study. Using theoretical sampling, ten Registered Nurses from the lower mainland and Vancouver Island, British Columbia participated in semi structured, audiotaped interviews. In this research, the nurses' experience of workplace violence emerged as a highly complex entity, deeply embedded in relationships and context. How nurses perceive the contextual factors of the organization, their immediate work environment and their individual attributes were found to play a significant role in how they respond to the phenomenon. The findings of this study suggest that organizational culture is an important determinant in managing workplace violence and that policy and administrative personnel play a pivotal role in influencing the problem. Nursing culture also influences the nurses' expectations, assumptions and actions towards violence. Participants voiced that role conflict often challenged their ability to enact acquired professional ideals and that that they routinely undertake roles in dealing with violence that are not appropriate to their level of knowledge or skill. Within the nurses' immediate work environment, bullying as well as physical and verbal abuse was commonplace. Overcrowding, long waits for service, poor environmental design and inadequate staff to patient ratios were seen as factors that increased nurses' risk. Individual factors were associated with emotional and psychological harms that nurses endured. Workplace violence affected self-concept, self-esteem, self-efficacy and the nurses' sense of control. Moral distress, self-blame, feelings of failure, loss of motivation and leaving the nursing profession were significant findings. The results of this study demonstrate a need to re-think how we can address workplace violence in nursing. Research and intervention is needed to further explore organizational policy and governing structures, the culture and climate of practice environments, and the fundamental role nursing education programs have in preparing nurses to manage workplace violence.

In 1994, Ontario midwives became regulated independent providers of midwifery provincially and organized themselves into practices. At each practice two or more midwives act as partners responsible for overseeing a practice as an independent business. The purpose of this descriptive exploratory study was to describe selected aspects of the experiences of being an Ontario midwifery partner, including the benefits and drawbacks and how decisions are made and conflicts are resolved. Convenience sampling was used to recruit nine participants who met inclusion criteria. Semi-structured interviews were conducted via telephone. Findings revealed partnership benefits and drawbacks, decision-making and conflict resolution strategies and indicated that midwives’ experiences of partnership emerged from having been an associate midwife or past partner. Limitations include a small sample size, a novice researcher and telephone interviewing. Recommendations for further studies emphasized how to best prepare midwives for partnership and the impact of partner workload imbalance on intra-partnership relationships. / 2010 - 10

ABSTRACT FROM BARNYARDS TO BEDSIDES TO BOOKS AND BEYOND: THE EVOLUTION AND PROFESSIONALIZATION OF REGISTERED PSYCHIATRIC NURSING IN MANITOBA, 1955-1980 In the 1950s, psychiatric nursing in Canada was developing into two models. East of Manitoba, psychiatric nursing was a part of general nursing. To the west of Manitoba, it was evolving into a distinct profession. Manitoba, during the 1950s, did not fit either the eastern or western model. But in 1960, it achieved the same distinct professional status, through legislation, as its neighbours to the west. This study is an examination of the factors that swayed Manitoba to adopt the western psychiatric nursing model and achieve the legislation which governed its first twenty years. The factors are: male collegiality with the leaders of the other three western psychiatric nurses associations, the support of the western based Canadian Council of Psychiatric Nurses, the encouragement of medical superintendents of the provincial mental hospitals in the formation of an alternative workforce, and the lack of interest by general nurses in working in the provincial mental institutions. The legislation achieved in 1960 gave some authority to the Psychiatric Nurses Association of Manitoba to govern its own affairs, but it was not entirely effective in bestowing full professional status on psychiatric nurses. This was especially true of the control over education which was placed in the hands of a committee, dominated by medical superintendents. This study also examines the evolution of the profession during its first twenty years as it worked to gain control over education, develop a professional ideology, and establish a place for itself in the Manitoba mental health system. This study concludes in 1980 with the passage of full professional legislation. A genealogical analysis was used to examine data which came from archives, oral interviews, and secondary sources. The findings suggest that registered psychiatric nursing in Manitoba is a contingent and political construction, but that it can continue to evolve and grow in unique ways through an ongoing examination of its roots, icons, practices, and philosophy.

ABSTRACT FROM BARNYARDS TO BEDSIDES TO BOOKS AND BEYOND: THE EVOLUTION AND PROFESSIONALIZATION OF REGISTERED PSYCHIATRIC NURSING IN MANITOBA, 1955-1980 In the 1950s, psychiatric nursing in Canada was developing into two models. East of Manitoba, psychiatric nursing was a part of general nursing. To the west of Manitoba, it was evolving into a distinct profession. Manitoba, during the 1950s, did not fit either the eastern or western model. But in 1960, it achieved the same distinct professional status, through legislation, as its neighbours to the west. This study is an examination of the factors that swayed Manitoba to adopt the western psychiatric nursing model and achieve the legislation which governed its first twenty years. The factors are: male collegiality with the leaders of the other three western psychiatric nurses associations, the support of the western based Canadian Council of Psychiatric Nurses, the encouragement of medical superintendents of the provincial mental hospitals in the formation of an alternative workforce, and the lack of interest by general nurses in working in the provincial mental institutions. The legislation achieved in 1960 gave some authority to the Psychiatric Nurses Association of Manitoba to govern its own affairs, but it was not entirely effective in bestowing full professional status on psychiatric nurses. This was especially true of the control over education which was placed in the hands of a committee, dominated by medical superintendents. This study also examines the evolution of the profession during its first twenty years as it worked to gain control over education, develop a professional ideology, and establish a place for itself in the Manitoba mental health system. This study concludes in 1980 with the passage of full professional legislation. A genealogical analysis was used to examine data which came from archives, oral interviews, and secondary sources. The findings suggest that registered psychiatric nursing in Manitoba is a contingent and political construction, but that it can continue to evolve and grow in unique ways through an ongoing examination of its roots, icons, practices, and philosophy.

Health personnel, especially nurses, are often victims of workplace violence. Unfortunately, little is known about the nurses' experience of violence. A research study was initiated to further explore the nurses' accounts of workplace violence so as to make dimensions of the nurses' experience visible and more fully understood. Interpretive description was the research methodology adopted for this study. Using theoretical sampling, ten Registered Nurses from the lower mainland and Vancouver Island, British Columbia participated in semi structured, audiotaped interviews. In this research, the nurses' experience of workplace violence emerged as a highly complex entity, deeply embedded in relationships and context. How nurses perceive the contextual factors of the organization, their immediate work environment and their individual attributes were found to play a significant role in how they respond to the phenomenon. The findings of this study suggest that organizational culture is an important determinant in managing workplace violence and that policy and administrative personnel play a pivotal role in influencing the problem. Nursing culture also influences the nurses' expectations, assumptions and actions towards violence. Participants voiced that role conflict often challenged their ability to enact acquired professional ideals and that that they routinely undertake roles in dealing with violence that are not appropriate to their level of knowledge or skill. Within the nurses' immediate work environment, bullying as well as physical and verbal abuse was commonplace. Overcrowding, long waits for service, poor environmental design and inadequate staff to patient ratios were seen as factors that increased nurses' risk. Individual factors were associated with emotional and psychological harms that nurses endured. Workplace violence affected self-concept, self-esteem, self-efficacy and the nurses' sense of control. Moral distress, self-blame, feelings of failure, loss of motivation and leaving the nursing profession were significant findings. The results of this study demonstrate a need to re-think how we can address workplace violence in nursing. Research and intervention is needed to further explore organizational policy and governing structures, the culture and climate of practice environments, and the fundamental role nursing education programs have in preparing nurses to manage workplace violence. / Applied Science, Faculty of / Nursing, School of / Graduate

ABSTRACT Introduction: Registered nurses (RNs) are becoming increasingly dissatisfied with factors in the workplace; monthly resignations are related to organizational management issues, diminishing resources, staff shortage, increasing responsibilities and lack of support The purpose of this study: This research sought to determine the relationship between burnout and job satisfaction among registered nurses at a hospital in the city of Johannesburg. The methodology: A quantitative descriptive survey was used as study design. The Job Satisfaction scale of Warr et al (1979) was used to measure overall satisfaction with both extrinsic and intrinsic factors. The Maslach Burnout Inventory-Human Service Survey (MBI-HSS) was used to measure emotional exhaustion; depersonalization and personal accomplishment. The sample comprised 165 RNs, who met the inclusion criteria and who agreed to participate. Results: The RNs reported dissatisfaction with selected extrinsic factors in their work environment, such as the physical work condition, the way their institution is managed and the rate of pay. The RNs at this hospital are satisfied with hours of work, their immediate boss, their fellow workers and job security; they are dissatisfied with intrinsic factors of their job such as promotion opportunities and recognition. The majority (75.76%) of RNs reported moderate to high emotional exhaustion. There is a significant relationship between emotional exhaustion and job satisfaction factors. The results show a significant relationship between emotional exhaustion and depersonalization; 68.48% of RNs reported moderate depersonalization. There is a significant relationship between depersonalization and extrinsic factors. The majority of RNs (76.97%) reported high levels of personal accomplishment.