Potential effects of the nursing work environment on the work-family conflict in operating room nurses

BACKGROUND The nursing working environment is an important subsystem in the hospital environment.A good working environment could have a positive impact on nurses.However,the work-family conflict and unsatisfactory working environment could significantly reduce their working enthusiasm,efficacy as well as the overall quality of the nursing,increase their fatigue,and thereby compromise their career status.AIM To explore the possible status quo and to analyze the correlation between work environment perception and the work-family conflict among nurses in the operating room.METHODS A total of 312 operating room nurses from two first-class hospitals at Grade 2 and two first-class hospitals at Grade 3 in China from May to September 2017 were included in this research using the cluster sampling method.The data,including the general information questionnaire,the practice environment scale of the nursing work index(PES-NWI),and the work-family conflict scale,were systematically collected.Pearson correlation analysis was applied to analyze the correlation between the two scores,with influencing factors analyzed by hierarchical regression analysis.RESULTS A total of 312 questionnaires were issued,and the response rate and effective questionnaire rate were both 96.15%(300/312).The total scores of the PES-NWI scale and the work-family conflict scale were 3.07±0.43(vs maximum up to 4 points)and 52.32±8.79(vs maximum up to 90 points),respectively.The scores of the PES-NWI scale were negatively correlated with that of work-family conflict scale(all P<0.05).The perception of the nursing work environment and the number of night shifts per month were the major factors contributing to the workfamily conflict(all P<0.05).CONCLUSION The nursing work environment and the work-family conflict among nurses in the operating room were both found at a medium level with a negative correlation between the two.

Assessment tools of nursing work environment in magnet hospitals: A review

In the 1990s,the American Nurses Association established a certification program called the Magnet Recognition Program through the American Nurses Credentialing Centre(ANCC)to complement the quality care provided to patients by hospitals.After the program was recognised,hospitals were identified as magnet hospitals[1].Some studies show that magnet hospitals provide a healthier working environment for nurses,accompanied by higher nurse satisfaction and better patient prognosis than non-magnet hospitals[2e5].The nursing work environment is the sum of various elements that directly or indirectly affect the patient care system[6].Improving the nursing work environment is a focal point and challenge for nursing administrators.Therefore,administrators in magnet hospitals usually apply a variety of assessment tools for effective evaluation of the nursing work environment to maintain and improve the health of the environment.

Sun Jingxia Devotes Herself to Nursing Work

"I really didn’t expect that at my advanced age, I would be awarded the highest honor in international nursing circles," said Mme. Sun Jingxia, 81, who had just returned from Beijing where she received the Nightingale Medal. Wearing a light yellow suit, with a collar bordered in red, Sun is inhigh spirits, reminding people of the beauty of the setting sun. It is clear that Sun Jingxia has deep feelings as she looks at the medal which shows a relief of Florence Nightingale’s head. She spoke in her usual soft voice but with some excitement, "President

The Application of Forward Control Nursing in Anesthesia, Recovery, and Rehabilitation of Thoracoscopic Lung Cancer Radical Surgery

Objective: To explore the clinical application effect of formulating the operating room nursing work procedure sheet for elderly lung cancer patients in thoracoscopic radical surgery. Methods: A total of 85 elderly patients with lung cancer treated in our hospital from May 2022 to May 2023 were included as the study population for this research. They were divided into a study group of 42 cases and a regular group of 43 cases. The regular group of elderly patients received routine nursing care, while the study group of elderly patients was provided with the operating room nursing care work procedure sheet. The surgical duration, intraoperative blood loss, time to mobilization, and postoperative complication rate were compared and analyzed between the two groups. Results: Compared to the regular group, the study group had significantly shorter surgical duration and time to mobilization, as well as less intraoperative blood loss (P < 0.05). The overall incidence of postoperative complications in the study group (4.76%) was significantly lower than that in the regular group (19.05%) (P Conclusion: Formulating the operating room nursing work procedure sheet for elderly lung cancer patients can effectively improve surgical efficiency, reduce the incidence of postoperative complications, and promote patient prognosis in thoracoscopic radical surgery. Therefore, this model is worth promoting and adopting in clinical practice.

Discrepancy between the Image Held by Nursing Students of Themselves as Employed Nurses during the Pre-Employment Period and the Post-Employment Reality Faced by Novice Nurses

The difference between the expectations of work an individual forms before joining an organization and their perception of work after becoming an organization member is called reality shock and has a significant impact on the reasons why new nurses leave their jobs. To reduce reality shock, it is necessary to clarify the discrepancy between the reality and the image of oneself after employment, which is the source of expectations. However, while there is a large body of literature on reality shock among nurses, no studies have specifically investigated student nurses’ image of post-employment confidence. We conducted semi-structured interviews with eight nursing students who had received job offers and 10 professional nurses up to two years after graduation to clarify the differences between the image that nursing students hold of themselves as employed nurses during the period immediately before employment and the reality that they find after employment. As a result, four core categories (with 25 categories) related to participants’ images of themselves as employed nurses were extracted: life after employment, adaptation to work, adaptation to the workplace, and career foundation-building. Fourteen categories were extracted regarding the reality that nurses found after employment;upon comparing and classifying these categories according to the four core categories, a lack of concreteness in the nursing students’ image of themselves as employed nurses was identified. The results suggest that support measures, both in the basic nursing education program and in clinical hospital practice, to improve the concreteness of the image that nursing students hold of themselves as employed nurses and of nursing work can reduce reality shock and prevent job turnover upon their entry into the workforce.