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Commitment - the bridge to caring: The meaning of commitment as lived by critical-care nurses
Title
Commitment - the bridge to caring: The meaning of commitment as lived by critical-care nurses.
Creator
Cutler, Sharon Brown., Florida Atlantic University, Schoenhofer, Savina
Abstract/Description
The aim of this study was to understand the meaning of commitment to nursing from the perspective of critical-care nurses. Phenomenology was the research method. Van Manen's approach guided this study with Munhall's adaptation of existential investigation. Seven nurses participated. All were selected on a voluntary basis provided they were working in critical-care, had two years of critical-care experience, and were willing to talk about the topic of commitment. Several themes emerged as...
Show moreThe aim of this study was to understand the meaning of commitment to nursing from the perspective of critical-care nurses. Phenomenology was the research method. Van Manen's approach guided this study with Munhall's adaptation of existential investigation. Seven nurses participated. All were selected on a voluntary basis provided they were working in critical-care, had two years of critical-care experience, and were willing to talk about the topic of commitment. Several themes emerged as essential to humanistic experience of commitment to nursing. Contextual descriptions of commitment also emerged. The nurses' primary commitment was to the patient and the ethical dilemmas that surfaced when they tried to honor that commitment proved the major source of frustration and dissatisfaction. Commitment was found to be the connection or bridge to caring. Without commitment there was no caring. Implications for nursing administration and education were addressed. Additional questions were raised for future research.
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Date Issued
1993
PURL
http://purl.flvc.org/fcla/dt/14965
Subject Headings
Intensive care nursing, Nurses--Job stress
Format
Document (PDF)
Factors Affecting Registered Nurses' Job satisfaction and Intent to Leave
Title
Factors Affecting Registered Nurses' Job satisfaction and Intent to Leave.
Creator
Longo, Joy, Liehr, Patricia, Florida Atlantic University
Abstract/Description
It is estimated that there will be a 20% shortage of full time equivalent registered nurses (RN) by 2015. Retention of nurses is a priority in health care, so a better understanding of factors that contribute to job satisfaction and intent to leave is needed. One possible factor is the quality of the interpersonal relationships that occur among managers, peers, and nurses. A negative quality would be acts of hostility or horizontal violence, which is nurse-to-nurse aggression. This is...
Show moreIt is estimated that there will be a 20% shortage of full time equivalent registered nurses (RN) by 2015. Retention of nurses is a priority in health care, so a better understanding of factors that contribute to job satisfaction and intent to leave is needed. One possible factor is the quality of the interpersonal relationships that occur among managers, peers, and nurses. A negative quality would be acts of hostility or horizontal violence, which is nurse-to-nurse aggression. This is theorized to be a result of oppressed group behavior. These behaviors may influence job satisfaction and the intent to stay on the job and in the profession. The overall purpose of the study was to explore relationships between horizontal violence, oppressed group behavior, job satisfaction and intent to leave a position or nursing in the next 12 months. This pilot study examined factors that influence registered nurses ' job satisfaction and intent to leave a position or nursing. Convenience sampling was used to obtain the sample of registered nurses from a BSN completion program and a Novice Nurse Initiative Program (n=99). Written stories of conflict between nurses were obtained and analyzed with linguistic analysis and word count (LIWC) software and various standardized instruments were used including the Nurses Workplace Behavior Scale (NWBS), the Organizational Climate for Caring Scale (OCCS), the Peer Group Caring Interaction Scale (PGCIS), The McCloskey/Mueller Satisfaction Scale (MMSS) and two visual analogue scales (VAS). Significant relationships were found between job satisfaction and intent to stay in a position and nursing (p<.01), oppressed group behavior and intent to stay in nursing (p<.01), oppressed group behavior and job satisfaction (p<.01). Manager and peer caring behaviors were related to intent to stay in a position and nursing (p<.01). Using stepwise multiple regression, both manager and peer caring behaviors were found to influence the relationship between job satisfaction and intent to stay in a position or nursing. The findings of this study suggest that the quality of interpersonal relationships between managers, peers and nurses can influence job satisfaction and intent to stay in a position or nursing.
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Date Issued
2007
PURL
http://purl.flvc.org/fau/fd/FA00000622
Subject Headings
Nurses--Job satisfaction, Nursing services--Administration, Burn out (Psychology)--Prevention, Nurses--Job stress
Format
Document (PDF)