HWEnewnurses2008 - Profession and Society Creating a...

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Profession and Society Creating a Healthy Workplace for New-Generation Nurses M´elanie Lavoie-Tremblay, David Wright, Nicole Desforges, C´eline G´elinas, Caroline Marchionni, Ulrika Drevniok Purpose: To examine dimensions of the psychosocial work environment that influence the psychological health of new-generation nurses. Background: While much work has been done concerning the health of nurses in general, research on the relationship between the nursing work environment and the psychological well-being of new-generation nurses at the start of their careers is limited. Design: A correlational descriptive design was used for this quantitative study. Survey data were collected from new nurses (N = 309) whose names were obtained from a provincial licensing registry in Quebec, Canada. Findings: Among new nurses, 43.4% stated that they have a high level of psychological distress. These nurses were significantly more likely to perceive an imbalance between effort expended on the job and rewards received, low decisional latitude, high psychological demands, high job strain, as well as low social support from colleagues and superiors (p 0.05). Conclusions: Understanding the relationship between the work environment and health as experienced by new-generation nurses is imperative for creating interventions to successfully recruit and retain these young nurses. Clinical Relevance: Generation Y nurses in Quebec, faced with high levels of psychological distress because of their exposure to difficult nursing work environments, might leave the profession thereby exacerbating an already salient nursing shortage. [Key words: administration, quantitative, work environment/working conditions] JOURNAL OF NURSING SCHOLARSHIP, 2008; 40:3, 290–297. C ° 2008 SIGMA THETA TAU INTERNATIONAL. *** P oor practice environments and working conditions are recognized as important factors contributing to global recruitment and retention challenges in nursing (International Council of Nurses, 2006; Kingma, 2001). A report of the World Health Organization (2006) indicated that an effective workforce strategy has to be focused on three core challenges: improving recruitment, helping the ex- isting workforce perform more efficiently, and slowing the rate at which workers leave the healthcare labour market. To date, many specific actions have been recommended to improve recruitment, such as increasing admissions to pro- fessional education programs (Baumann, Yan, Degelder, & Malikov, 2006). In Canada, the number of admissions to nurse training programs increased by approximately 43% from 1998/1999 to 2001, and these students are now entering the work- force (Advisory Committee Health Delivery and Human Re- sources, 2003). The majority of these new graduates are members of “Generation Y (Nexters),” born between 1981 and 2000 (Goldman & Schmalz, 2006; Hicks & Hicks, 1999). They are starting their careers in a challenging work environment and in a profession with a high rate of absen- teeism and turnover (Shields & Wilkins, 2006). To date, M´elanie Lavoie-Tremblay , RN, PhD, Tau Gamma , Assistant Professor,
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This note was uploaded on 09/08/2010 for the course NURS 128 at San Jose State University .

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HWEnewnurses2008 - Profession and Society Creating a...

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