Aims and objectives

To investigate the levels and causes of work-related frustration among senior nurses.



Background

Role changes and the associated expectations and setbacks faced by senior middle-aged nurses can easily result in low morale. Therefore, working setbacks experienced by senior nurses must be investigated.



Design

A cross-sectional questionnaire study.



Methods

Purposive sampling was used to select questionnaire recipients. In total, 482 senior nurses completed and returned a structured questionnaire.



Results

The predictive factors for frustration at work among senior nurses included age, service unit, and the impact of sleep disorders, which jointly explained 54% of the variance. In particular, age and service unit were important predictive factors for frustration at work.



Conclusions

Senior nurses had medium-to-low scores for frustration at work and did not perceive a high level of frustration.



Relevance to clinical practice

The outpatient departments and other medical departments in this sector should provide a reasonable system of incentives and promotion opportunities if they are to retain their most senior and experienced nurses. The results of this study could serve as a reference for hospital administrations.

Work‐related frustration among senior nurses at a medical centre

The implementation of a nursing information system is a revolutionary change in that with its help nurses can quickly complete various assessments and treatment records and simplify manual work. Consequently, physicians and interdisciplinary teams can query information and deliver the most accurate treatment. Since the implementation of a nursing information system to the case hospital, the recording time difference between new and senior nurses was reduced; for new nurses, the recording time per shift decreased from 66.2 ± 15.0 minutes to 37.16 ± 15.7 minutes, while for senior nurses with more than 10 years of experience, it decreased from 45.4 ± 6.65 minutes to 29.1 ± 4.23 minutes. With the application of the innovation diffusion theory, the Nursing Department achieved cross-team cooperation with the Information Department and successfully developed the nursing information system, which laid a solid foundation for the case hospital to further develop other information systems.

The Effect of Implementation of a Nursing Information System: Experiences in a Regional Teaching Hospital in Taiwan.

The career ladder is one of the powerful strategies for retaining nurses in hospitals. When nurses are clear about career development, it can be one of the factors of self-actualization. This study aims to evaluate the results of the change agent-internship studentsin the career ladder process. The research design included a pilot study involving the change agent and the followers who are the Head of the Nursing Department, Kosapel SDM, and the Chief of Nursing. This research used purposive sampling involving 21 nurses. The troubleshooting process used the PDCA cycle (Plan-Do-Check-Action). An innovation program was implemented by creating guidelines and Standard Operating Procedures (SOP) for career ladder mapping and designing a career ladder based on nurse competencies. The mapping used the instruments of self-assessment and assessment verification for professional competencies as well as levels of education and length of employment. The change agent was actively involved in the whole process. After the mapping process was socialized and written interviews were conducted, 99% of the participants at the hospital responded positively to the guidelines and SOP. The Director of Nursing has been greatly assisted by the career ladder mapping instruments based on the nurses competencies, as the results will have a positive impact on them in preparation for accreditation and the implementation of remuneration based on career ladder levels. The Head Nurse and nurses in the pilot project ward provided various responses to the instruments. On the one hand, they claimed that these instruments were very helpful in giving daily assignments because the description of competencies is very complete, but they need more time for completing the instrument. On the other hand, they complained that they were tired of the process of assessment because of the many items that had to be answered and a high workload. The hospital needs to consider using career ladder levels based on the expertise of the nurses.

Mapping a Career Ladder as an Initial Step in the Retention of Nurses

Summary: This is the first study in our unit to report the teaching method in ladder system, when the four participates reported a pass rate of 75%, they satisfaction was 100% after the course. This study result can help other unit understand through the PBL will improve the pass rate

Use to Problem-Based Learning Increase Case Reports the Pass Rate

Introduction: Career ladder is a grading structure which facilitates career progression for clinical nurses. The aim of this study was to determine the outcomes of implementing career ladder programs in nursing. Materials & Methods: In a systematic review, all papers published during (1994-2014) regarding career ladder programs in nursing were included. The electronic databases including: Medline, Elsevier, Proquest, Google scholar, Pub Med, Ovid, Science Direct and Nursing consult were searched using the terms: Clinical Ladder, Career Ladder, and Nursing. Also "Data Extraction form" which developed based on research aim, was used for data collection, from 40 related papers and research projects, 17 articles were excluded due to lack of inclusion criteria. Finally, 23 papers and research projects were included in this study. Findings: Implementing career ladder programs resulted in enhancing experienced nurses’ retention, reducing turnover, increasing job satisfaction, decreasing the costs of new employee replacement and improvement of learning environment in clinical settings. Conclusion: Evidence supports the advantages and benefits of implementing in nursing career ladder. However most of their results of these papers one or two outcomes such as job satisfaction and intent to stay on clinical environment. Further research is recommended on career ladder consequences of implementing in nursing.

/pdf/outcomes-of-implementing-career-ladder-programs-in-nursing-a-1aimyuxidh.pdf

Outcomes of implementing career ladder programs in nursing: A systematic review

BACKGROUND The professional nursing clinical ladder program can effectively enhance the professional morale of nursing staff and help retain the best senior nurses in clinical settings. Hence, it is important to explore factors that influence nurse staff intentions to participate in the clinical ladder. PURPOSE This study examined factors that affect nurse staff intention to participate in the N3 nurse clinical ladder program. METHODS We used a cross sectional study design and a structured questionnaire survey. We employed purposive sampling to recruit 389 nurse staffs qualified for promotion to the N3 level from a medical center in southern Taiwan. RESULTS Findings showed: (1) Nearly two-thirds (233, 59.9%) of participants intended to participate in clinical ladder; (2) The factors of age, years of nursing experience, years in current position, project/research experience, promotion experience, and intention all significantly affected intent to participate in the ladder; (3) A significant difference between willingness to participate in the ladder program and each of the following variables--motivation, satisfaction, professional capacity, and sense of achievement; (4) Logistic regression analysis identified only motivation as a valid predictor of willingness to participate the ladder program (95% CI: 1.21-3.78). CONCLUSION/IMPLICATIONS FOR PRACTICE Results provide a useful reference to nursing administrators for planning on-the-job training and increasing nurse staff participation in the ladder. The authors hope results can help promote better human resource management and achievements.

Factors of influence on willingness to participate in the N3 nursing clinical ladder program

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Factors of influence on willingness to participate in the N3 nursing clinical ladder program