Assessment of the nurses' work environment using the nursing work index scale

Introduction: The increasing emphasis on creating healthy work environments is driven by their impact on both nurse and patient outcomes. Previous evidence has established a link between supportive nursing leadership and work environments, but demographic characteristics have not been adequately explored. This study aims to investigate whether demographic variations among nurses influence their perceptions of supervisory support and work environment. Methods: Secondary data analysis of a cross-sectional quantitative survey was utilized to recruit registered nurses employed in a government-owned and corporate-controlled (GOCC) tertiary hospital in the Philippines from September 2022 and October 2022. The primary data were collected through a demographic questionnaire, the validated Supervisory Support Scale tool, and the American Association of Critical-Care Nurses’ Healthy Work Environment Assessment Tool. Inferential analyses were employed to examine differences between study variables. Data processing was performed using Microsoft Excel 2022 and the R program, with a significance level set at 0.05. Results: The original dataset with a sample of 519 registered nurses was predominantly composed of non-married female nurses with bachelor’s degrees and varying clinical experiences. The secondary data analysis revealed no significant differences in work environment and supervisory support perceptions in relation to nurses’ demographic characteristics. Conclusions: This study provides critical insights into the Philippine nursing workforce literature by demonstrating that nurses’ demographic variations alone do not significantly influence their supervisory support and work environment perceptions. These results suggest that shifting the focus to broader factors beyond demographic variations among nurses may play a more critical role in shaping nurses’ work environment and supervisory support perceptions. Future research should explore the potential intersection of systemic factors such as leadership competencies, psychological safety, and workplace policies in shaping the nursing workforce dynamics.

Human resource management cannot be separated from the employee factor which is expected to be able to perform as best as possible to achieve organizational goals. To achieve organizational goals effectively, of course, quality human resources (workforce) are needed in their fields. This research aims to find out and analyze how to optimize performance by focusing on the suitability of work placement, work environment, and work performance assessment both simultaneously and partially. The type of research used in this study is quantitative research. The population and sample in this study include all employees of Toko Cell Mojokerto totaling 45 people. The data analysis methods used in this study are instrument tests, classical assumption tests, multiple linear regression analysis tests, t-test and F tests, and determination coefficient tests. The results of this study show that there is a partial and simultaneous influence between the variables of suitability of work placement, work environment, and achievement assessment on employee performance at the Mojokerto Cell Store

Nurse burnout and low job satisfaction are main reasons that cause nurses to leave their current position. Improving the nursing work environment may reduce the severity of job burnout and of job dissatisfaction and thus decrease the turnover intention of nursing staff. The aim of this study was to explore the correlation between the nursing work environment and the outcome variables of burnout, job satisfaction, and turnover intention in the western region of Mainland China. This is a cross-sectional descriptive study. Survey data were collected between February and December 2012 from 1,112 clinical nurses working at 83 medical, surgical, and intensive care units in 20 hospitals across the western region of Mainland China. Multistage sampling was conducted on some of the participants. The research instruments that were used included the Practice Environment Scale of the Nursing Work Index, Maslach Burnout Inventory, Nurse Job Satisfaction Scale, and the self-developed basic information and turnover intention questionnaire. Statistical analysis was performed using the Statistical Package for the Social Sciences (SPSS) version 19.0. The level of statistical significance was set at p<.05. Among the five dimensions of the nursing work environment, collegial nurse-physician relations earned the most favorable mean scores (3.57±0.68; total=4 points), whereas adequacy of staffing and resources earned the lowest (3.21±0.82). Over half of the participants (58.4%) reported experiencing a high level of emotional exhaustion (EE) burnout, 45.2% reported experiencing a high level of depersonalization (DP) burnout, and 24.6% reported experiencing a high level of personal accomplishment (PA) burnout. About 59% of the participants were satisfied with their work and 3.8% reported intention to leave. Participants in self-reported "favorable" work environments were less likely to report high burnout, less likely to report intention to leave, and more likely to report job satisfaction than their peers in self-reported "poor" work environments. The odds ratio (OR) values were 0.64 (EE), 0.66 (DP), 0.57 (PA), 0.19, and 2.26. The results of the present study support that the nursing work environment affects nurse burnout, job satisfaction, and turnover intention. Therefore, nursing managers should work to improve nursing work environments in order to reduce the turnover intent among their nursing staff.

The pregnant nurses' exposure of the hazards daily during contact with sick patients, infectious agents, teratogenic chemicals, radiation and environmental risks. Aim of the study: To assess Occupational health hazards among pregnant nurses in Damietta and Khartoum of general hospitals: An overview. Design: A comparative descriptive research design was used to conduct this study. Setting: carried out in Damietta and Khartoum general hospitals (Egypt and Sudan). Sample: All pregnant nurses working in all departments of hospitals and outpatient clinics. It was 135 pregnant nurses in Damietta and 50 pregnant nurses in Khartoum. Tools : four tools were used for data collection, tool l: demographic characteristics for pregnant nurses, medical and obstetric history of nurses, nurses habits, nurses knowledge regarding occupational health hazed, tool II- physical assessment of studied nurses, tool III :- nurses practices regarding use of the personal protective equipment, tool IV: Assessment of work environment. Result: concerning nurses knowledge, shows that 40% of nurses had satisfactory knowledge regarding occupational health hazards in Damietta hospital, while, 70% of them had satisfactory knowledge in Khartoum hospital. Regarding nurses practices for use of personal protective equipment, shows that 70% of nurses had done practices regarding uses of personal protective equipment in Damietta hospital, while, 80% of them had done practices in Khartoum hospital. Concerning work environment it reveals a highly statistically significant differences regarding physical work environment, housekeeping, floors, stairs, mean of exit, employee facilities, fire protection, electrical, material handling, storage, machining guarding and clinic inside the factor. Conclusion: this study concluded that there were no statistically important correlation between total knowledge about occupational health hazards facing nurses in the workplace and total practices regarding use of PPE measures (P<0.05). Recommendation: Continuing nurse health education program to reduce occupational health risk in the workplace

Objective To explore the chief nurses' integrity leadership, the nurses' work environment, the current status of the new job nurses' adaptation level, and analyze the relevance, to provide a basis for targeted new nurse training. Methods The newly recruited nurses from totally 4 Class Ⅲ hospitals in Wenzhou were selected by convenient sampling and investigated with the general information questionnaire, Chief Nurses' Integrity Leadership Scale, Nurse Work Environment Scale and Chinese Work Adjustment Scale between June and September 2018. Totally 296 questionnaires were distributed, and 282 of them were collected, with a successful collection rate of 95.27%. Results The work adjustment, chief nurses' integrity leadership and work environment in the 282 newly recruited nurses totaled (61.36±8.95) , (40.09±9.53) and (100.50±12.35) , respectively. Chief nurses' integrity leadership behavior and work environmental scores were positively correlated with work adjustment scores (P<0.05) . Multivariate linear regression analysis showed that chief nurses' leadership behavior and nurses' work environment and educational background were the influencing factors to the work adjustment of the newly recruited nurses (P<0.01) . Conclusions The work adjustment scores of newly recruited nurses are at low levels. Chief nurses' leadership behavior and nurses' work environment and educational background were the influencing factors to the work adjustment of newly recruited nurses, indicating that clinical nursing managers should take measures to improve chief nurses' integrity leadership behavior as well as nurses' work environment in order to improve the work adjustment of newly recruited nurses and ensure the quality of clinical nursing service. Key words: Nurses; Newly recruited nurses; Integrity leadership; Work environment; Work adjustment

Suicidal feelings, attempted suicide and aspects of work environment and well-being in Swedish psychiatric nursing personnel were studied using a questionnaire. The questionnaire, containing 190 questions, was mailed to all 242 nurses and attendants working in psychiatric care at the department of psychiatry at Karolinska Hospital. Eighty-one percent (n = 197) returned the questionnaire. Suicidal feelings "last year" were lower than in the general population, but suicidal feeling and attempted suicide "earlier than last year" were much more common, and 13% reported that they had attempted suicide earlier in life. In order to study the possible association between work environment and suicide, a factor analysis was performed. Four factors were extracted and labelled: suicidality, quality of work, negative work environment and burn out/depression. The correlation between the factors suggests that negative work environment is associated with burn out/depression, which in turn is related to suicidality. No direct link was demonstrated between suicidality and work environment, and completed suicide was not investigated. The study provides some indirect evidence that a negative work environment may increase suicidal feelings.

Starting Now: Implementing the Healthy Work Environment Standards Is More Important Than Ever

The ethical climate and work environment in healthcare are vital factors influencing nursing practice and patient care quality. Although widely studied internationally, little research has explored how these factors interact to affect nursing care quality in the United Arab Emirates (UAE), a region with a diverse workforce and evolving healthcare system. This study aimed to explore registered nurses’ perceptions of the ethical climate and its relationship to the quality of nursing care, and to examine how these perceptions are influenced by key characteristics of the work environment within the healthcare context of the UAE. A quantitative correlational study was conducted using survey data collected from 396 registered nurses. Validated instruments, including the Practice Environment Scale of the Nursing Work Index, the Revised Ethical Climate Questionnaire, and the Nursing Quality of Care scale, were used to assess the work environment, ethical climate, and quality of care. Descriptive and inferential statistical analyses, including Pearson correlation and analysis of variance, were performed to examine the relationships among the study variables. Descriptive analysis indicated a generally favorable perception of the work environment and nursing care quality, while the ethical climate was perceived as moderate. Significant positive correlations were found between the nursing work environment and ethical climate, particularly in the principled, benevolent, and egoism dimensions. Additionally, the ethical climate was positively associated with perceived quality of care. A positive nursing work environment combined with a supportive ethical climate is associated with higher perceptions of care quality. Promoting ethical leadership, fostering collaborative team dynamics, and ensuring adequate staffing are essential for improving nurse well-being and patient outcomes. Based on the study findings, healthcare organizations should prioritize structured ethics training, supportive leadership, and safe staffing ratios to strengthen the ethical climate and enhance quality of care. Creating psychologically safe, non-punitive systems and fostering nurse participation in decision-making can further improve ethical perceptions. Tailored support for clinical nurse specialists is also essential, given their complex roles.

Background: Along with the recent healthcare reform, intraprofessional collaboration in nursing is considered an essential factor for managing the challenges related to diverse roles and tasks of nurses in providing high quality care. There is lack of knowledge on how the nursing work environment could influence nurse-nurse collaboration. Purpose: The study aimed to assess the relationship between nursing work environment and nurses’ intraprofessional collaboration.Methods: A total of 300 nurses working in four teaching hospitals participated in this multicenter cross-sectional study. Data were collected using the Nurse-Nurse Collaboration Scale (NNCS) and the Practice Environment Scale of the Nursing Work Index (PES–NWI). The Pearson correlation test was used to analyze the data.Results: The results showed that the mean score of the PES–NWI was 2.65±0.32 out of 4. The highest and lowest scores belonged to the subscales of the nursing foundations for quality of care (2.86±0.31) and staffing and resource adequacy (2.24±0.49), respectively. The mean total score of nurse-nurse collaboration was 2.94±0.21 out of a score of 4. The results showed a significant positive relationship between nursing work environment and nurses’ intraprofessional collaboration (r=0.49, p&lt;0.05).Conclusion: The nursing practice environment has a positive and significant relationship with nurse-nurse collaboration. Therefore, improving nurses’ practice environment and providing healthy workplaces could improve the intraprofessional nurse’s collaboration. Moreover, nurse managers should improve nurses’ skills in some areas of collaboration such as conflict management.

The aim of the present study was to determine whether there are differences in hospital characteristics, nursing unit characteristics, the nurse work environment, job satisfaction and turnover rates in rural and urban nursing units. Research in urban hospitals has found an association between the nurse work environment and job satisfaction and turnover rates, but this association has not been examined in rural hospitals. Rural and urban nursing units were compared in a national random sample of 97 United States hospitals (194 nursing units) with between 99 and 450 beds. Significant differences were found between hospital and nursing unit characteristics and the nurse work environment in rural and urban nursing units. Both nursing unit characteristics and the work environment were found to have a significant influence on nurse job satisfaction and turnover rates. Job satisfaction and turnover rates in rural and urban nursing units are associated with both nursing unit characteristics and the work environment. Both rural and urban hospitals can improve nurse job satisfaction and turnover rates by changing unit characteristics, such as creating better support services and a work environment that supports autonomous nursing practice. Rural hospitals can also improve the work environment by providing nurses with more educational opportunities.

The Nurse Work Environment and Turnover in Perinatal Hospices (S759)

Background: The nursing work environment is complex with many variables affecting the nurses' perception and work satisfaction. The strongest predictor of nurse's job dissatisfac-tion and intent to leave a job is personal stress related to the practice environment. Negative work environments demoralize nurses and contribute to the development of unsafe working conditions, which are unhealthy and highly associated with nursing job dissatisfaction, low productivity, and high turnover. High nurse turnover in healthcare facilities can negatively affect the ability of hospitals to meet patient needs, provide quality care and increases both direct and indirect labor costs. Aim of Study: To explore the impact of nursing staff perception of work environment on turnover rate in hemodi-alysis unit. Subjects and Methods: A descriptive correlational design was utilized to collect data from A convince sample of nursing staff working in the selected unit (hemodialysis unit) during the time of data collection (from May to September 2017) at a governmental University hospital. Data was collected by using two tools: The Practice Environment Scale-Nursing Work Index (PES-NWI) questionnaire and turnover rate sheet. Results: There were no significant relation between nursing staff perception of work environment and educational level, there were a high positive relation between nurses perception of work environment and years of experience and there were dramatically increase of turnover rate over the years. Conclusion: Poor nurse work environment is the under-lying factor of nursing turnover. Recommendation: Improving nurse work environment should be emphasized through policy to retain nurses in the workforce; Further research is needed to investigate the tools, guidelines and interventions used by managers in the nursing field to create healthy and welcoming working conditions.

Objective: Assurance of patient safety to realize the quality of health services is the responsibility of all health workers, especially nurses. Improving patient safety can reduce the risk of nosocomial infections and prevent the negative effects of nursing actions. The application of patient safety is still low due to several aspects, namely communication errors (57.7%), safety and service quality (57.4%), open communication (54.4%), management support (53.8%), and the work environment. (28.4%). An unfavorable work environment for the professional practice of nursing harms the quality of nursing care and patient safety. Methods: Analyzed the relationship between the nurse's work environment and patient safety at Mitra Sejati General Hospital, Medan. Methods: This research is a correlational analytic descriptive study with a cross-sectional approach. The study population was all nurses in the inpatient room at Mitra Sejati General Hospital, Medan, totaling 200 nurses. The sampling technique used was total sampling, by setting inclusion criteria. The study wascarried out from March to July 2022. Data analysis was carried out univariate and bivariate using the chi-square test. Results: most of the respondents stated that patient safety was well implemented (56%) and the work environment was good (64.5%). There is a significant relationship between the nurse's work environment and patient safety, p-value = 0.005. Conclusion: A good working environment for nurses ensures the optimal implementation of patient safety. Therefore, the hospital management contributes to supporting a conducive working environment for nurses by involving nurses in decision-making related to the development of nursing services, improving the ability of nurses, fulfilling nurse resources according to the required expertise

To test whether communication mediated relationships among nurses' work environments and nurse outcomes of job satisfaction and intent to stay. This study used a cross-sectional, quantitative survey design to query 650 nurses who worked in three hospitals in Jordan. We used Arabic versions of valid, reliable instruments measuring the nursing work environment, nurse perceptions of communication with physicians, intent to stay, and job satisfaction. Mediation analysis was used to test hypotheses. A total of 582 questionnaires were returned (89.5% response rate). Nurse perceptions of communication with physicians mediated the relationship between the nursing work environment and job satisfaction in medical, surgical, and critical care units. Nurse perceptions of communication with physicians mediated the relationship between the nursing work environment and intent to stay in all but maternity and "other" units. Depending on the nurse outcome, communication was a significant mediator for various unit types. These results may be related to the type of work that is done in each unit and the influence of patient care. Communication is one of many mechanisms that can specify how a positive nursing work environment can contribute to nurses' job satisfaction and intent to stay. A potential solution to the nursing shortage in Jordan emerges by identifying communication with physicians as a mediator in the relationship between the work environment and selected nurse outcomes.

This study examined the effect of registered nurse (RN) staffing level, work environment, and education on adverse events experienced by residents in nursing homes. A cross-sectional study was conducted with 216 RNs working in nursing homes who were selected using random stratified sampling by location and bed size. Self-reported questionnaires regarding staffing level, work environment, education level, adverse events, and nurse characteristics were administered. Data from the National Health Insurance Service were used to describe nursing home characteristics. Both multiple and multinomial logistic regressions were used to control for the characteristics of nurses and nursing homes, and investigate the effects of nursing staffing level (number of older adults assigned to a nurse), work environment (Practice Environment Scale of the Nursing Working Index), and level of nursing education on the adverse events experienced by residents. An increase of one resident per RN was significantly associated with a higher incidence of pressure ulcers (OR= 1.019, 95% CI=1.004-1.035). Poor work environment increased the incidence of adverse events such as pressure ulcers (OR= 3.732, 95% CI=1.155-12.056) and sepsis (OR=3.871, 95%CI=1.086-13.800). Compared to RNs with a baccalaureate or higher, RNs with diplomas reported increased incidence rates of pressure ulcers (OR=2.772, 95%CI= 1.173-6.549). RN staffing, work environment, and education level affect the incidence of pressure ulcers, and the work environment affects the incidence of sepsis among residents in nursing homes. Policy-wise, improving the level of nurse staffing, nursing work environment, and nursing education will improve health outcomes of residents.