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Related Experiment Videos

Extending a model of shift-work tolerance.

Anne Pisarski1, Christine Brook, Philip Bohle

  • 1School of Business, The University of Queensland, Brisbane, Queensland, Australia. a.pisarski@uq.edu.au

Chronobiology International
|December 28, 2006
PubMed
Summary
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Supporting nurses through enhanced social support and control over their work environment can significantly reduce turnover intention and improve job satisfaction, positively impacting psychological well-being and reducing physical symptoms.

Area of Science:

  • Nursing
  • Organizational Psychology
  • Occupational Health

Background:

  • High turnover rates and job dissatisfaction among nurses pose significant challenges in hospital settings.
  • Shift work is a common practice that can negatively impact nurses' well-being and job satisfaction.
  • Understanding the factors influencing nurses' intention to leave is crucial for retention and quality of care.

Purpose of the Study:

  • To develop and validate a model of shift-work tolerance among nurses.
  • To examine the direct and indirect effects of social support, team dynamics, and environmental control on nurses' well-being and turnover intention.
  • To identify potential interventions to reduce nurses' turnover intention and enhance job satisfaction.

Main Methods:

  • Structural equation modeling (SEM) was employed using survey data from 1257 hospital-based nurses.

Related Experiment Videos

  • The study investigated the relationships between supervisor/colleague support, team identity, team climate, control over the work environment, work/life conflict, psychological well-being, physical symptoms, job satisfaction, and turnover intention.
  • Model fit was assessed using various statistical indices (e.g., CFI, NFI, NNFI, AASR, RMR).

    • Main Results:

    • The proposed model demonstrated a good fit to the data, explaining 48% of the variance in turnover intention.
    • Supervisor and coworker support positively influenced team climate, team identity, and perceived control over the work environment.
    • Increased support and control led to reduced work/life conflict, improved psychological well-being, higher job satisfaction, fewer physical symptoms, and lower turnover intention.
    • Shift schedule type was found to influence turnover intention, control, work/life conflict, and physical symptoms.

    Conclusions:

    • Workplace social support and environmental control are critical factors in mitigating negative outcomes associated with shift work for nurses.
    • Interventions aimed at strengthening team cohesion and empowering nurses with greater control over their work environment are recommended.
    • Addressing shift schedule-related challenges is essential for improving nurses' job satisfaction and retention in hospital settings.