目标:为管理者制定循证建议,以支持初级卫生保健护士在工作中茁壮成长。
方法:混合方法序贯说明设计。
方法:国家数据是在2020年通过一项电子调查收集的,该调查基于对新西兰213名初级保健护士蓬勃发展的前期因素的荟萃分析。结构方程模型分析确定了支持初级保健护士茁壮成长的关键因素。这在2022年对来自一个初级医疗机构的19名护士进行了第二次开放式电子调查。主题分析为改善管理策略以支持蓬勃发展的初级卫生保健护士提供了建议。
结果:蓬勃发展的活力成分显着降低了职业倦怠和离开组织和职业的意愿。相比之下,欣欣向荣的学习成分对职业倦怠有显著的正向影响。支持工作蓬勃发展的关键因素是赋予领导能力和感知的组织支持(通过增强活力减少倦怠和离开组织和职业的意图)。在八个关键领域提出了改善繁荣的建议:沟通,有效管理,专业发展,实践范围,自主性,有效定向,奖励和工作与生活的平衡。
结论:活力对于减少职业倦怠和离职意向很重要。虽然学习被认为是越来越多的倦怠,管理人员的专业发展和培训被认为是必不可少的。因此,工作中欣欣向荣结构的活力维度应该在维度层面进行研究,但是随着时间的推移,需要更多的研究来研究学习对繁荣的影响。初级卫生保健护士已经确定,授权领导和感知组织支持是支持他们茁壮成长的关键因素,他们为管理者提供了在临床环境中改善这些因素的具体建议。
■本研究仅收集注册护士的数据。
背景:现有的大量研究集中在护士的韧性上,而不是在工作中蓬勃发展。使员工在工作中茁壮成长有助于改善福祉和可持续的组织绩效。
结论:授权领导和感知组织支持是支持初级卫生保健护士在工作中茁壮成长的关键因素。应在维度层面研究工作中欣欣向荣的活力维度,随着时间的推移,还需要进一步研究学习对繁荣的影响。初级保健护士建议管理者专注于改善沟通,管理效率,专业发展,实践范围,自主性,定位,奖励和工作与生活的平衡。
OBJECTIVE: Develop evidence-based recommendations for managers to support primary healthcare nurses to thrive at work.
METHODS: A mixed-methods sequential explanatory design.
METHODS: National data were collected in 2020 via an e-survey based on a meta-analysis of antecedents of thriving from 213 primary healthcare nurses across New Zealand. Structural equation modelling analysis identified the key factors supporting primary healthcare nurses to thrive. This informed a second open-ended e-survey in 2022 of 19 nurses from one primary healthcare organization. The thematic analysis provided recommendations for improving management strategies to support thriving primary healthcare nurses.
RESULTS: The vitality component of thriving significantly reduced burnout and intention to leave organization and profession. In contrast, the learning component of thriving had a significant positive effect on burnout. The key factors that support thriving at work are empowering leadership and perceived organizational supports (decreases burnout and intention to leave organization and profession through enhanced vitality). Recommendations for improving thriving were made in eight key areas: communication, effective management, professional development, scope of practice, autonomy, effective orientation, reward and work-life balance.
CONCLUSIONS: Vitality is important in reducing burnout and turnover intentions. While learning was identified as increasing burnout, professional development and training for managers were identified as essential. Hence, the vitality dimension of the thriving at work construct should be studied at the dimension level, but more research is needed into the impact of learning on thriving over time. Primary healthcare nurses have identified that empowering leadership and perceived organizational support are critical factors in supporting them to thrive, and they provide specific recommendations for managers to improve these factors in the clinical setting.
UNASSIGNED: This
study collected data from Registered Nurses only.
BACKGROUND: A plethora of existing research focuses on resilience in nurses rather than thriving at work. Enabling employees to thrive at work contributes to improved well-being and sustainable organizational performance.
CONCLUSIONS: Empowering leadership and perceived organizational support are the key factors that support primary healthcare nurses to thrive at work. The vitality dimension of the thriving at work construct should be studied at the dimension level, and further research is needed into the impact of learning on thriving over time. Primary healthcare nurses recommend that managers focus on improving communication, management efficiency, professional development, scope of practice, autonomy, orientation, reward and work-life balance.