Survey Results of the New Health Care Worker Study: Implications ...

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8and casual employment, and whether nurses who have the employment arrangements they preferenjoy a standard of worklife that encourages retention.The objectives of our research, “The New Health Care Worker: The Implications ofChanging Employment Patterns”, were to:1. Examine the human resource policies on standard and non-standard work arrangements andhow these policies are operationalized in three large teaching hospitals.2. Examine the effects of standard and non-standard employment arrangements on the nursingworkplace, including the functioning of nursing and multi-disciplinary teams.3. Explore nurses’ preferences for standard and non-standard work and the reasons for theirchoices.4. Investigate whether nurses whose preferences for particular employment arrangements aremet experience better quality of worklife than nurses whose preferences are not met.5. Evaluate the implications of having preferred employment arrangements for retention andsuggest policy recommendations for managers and decision-makers.The key terms used in this study are standard and non-standard employment and thequality of nursing worklife.Standard employment arrangements are defined as full-time permanent, continuous work withan indefinite-term employment contract (Zeytinoglu & Muteshi 1999, p. 4). Non-standardemployment arrangements are defined here under broad categories of part-time work andtemporary work. Part-time work can be permanent (including job-sharing) or casual part-time.Temporary work can be casual or fixed-term contract work. In either case, the work can be fulltimeor part-time hours (Zeytinoglu & Muteshi 1999, p. 4). In this study, we refer to part-time,casual and temporary work arrangements including job-sharing and float pool as non-standard.Quality of nursing worklife is defined as the extent to which “the needs and goals of theindividual nurse are met at the same time as patients or clients are assisted to reach their goalsand where both outcomes are realized within the cost and quality framework mandated by the
9organization where the care is being provided” (O’Brien-Pallas, Baumann & Villeneuve 1994, p.392).A sequential mixed research methodology was adopted in our study. We started withqualitative data collection and analysis using focus groups and interviews. The study followedwith the quantitative data collection using survey methodology. Results to date are presented inthis report.This report follows our qualitative results report (Baumann et al., forthcoming). Thebackground literature, and the Quality of Nursing Worklife Framework (O’Brien-Pallas &Baumann 1992) on which this project is based, are presented in our qualitative results report.Using that knowledge as the background we developed the following conceptual framework (seeFigure 1) for the quantitative part of the study. In our conceptual framework, dependentvariables are nurse and hospital outcomes. Independent variables affecting dependent variablesare: current employment status and preferences; employment conditions and preferences; otherwork conditions (nurse/patient ratio, and full-time and part-time nurse balance); anddemographic characteristics of nurses. Individual well-being variables of stress and burnout aremediating factors affecting dependent variables.Specific objectives of this report are to:1) examine nurses’ current employment status, employment conditions, and preferences;2) examine whether preferences are affected by the demographic characteristics of nurses;3) examine associations between current and preferred employment and stress, burnout, andphysical health problems;4) examine the association between current and preferred employment and commitment, jobsatisfaction, absenteeism, retention;5) examine associations between stress and burnout on nurses’ commitment, jobsatisfaction, and retention.
Page 1 and 2: QSEP STUDIESRESEARCH INSTITUTE FOR
Page 3 and 4: Survey Results of the New Health Ca
Page 5 and 6: 3Survey Results of the New Health C
Page 7 and 8: 5Table of Contents1. Introduction,
Page 9: 71. Introduction, Background and th
Page 13 and 14: 112. Methodology2.1. Research Desig
Page 15 and 16: 13on their expertise in the field.
Page 17 and 18: 15Survey respondents are for the mo
Page 19 and 20: 17Table 3: Primary Area of Practice
Page 21 and 22: 194. Current Employment & Preferenc
Page 23 and 24: 21time work, 9% to part-time work a
Page 25 and 26: 23Table 8: Reasons for Full-Time, P
Page 27 and 28: 25Table 10: Reasons for Preferring
Page 29 and 30: 27Table11: Paid and Unpaid Overtime
Page 31 and 32: 29Table 12b: Shift Work Preferences
Page 33 and 34: 31determined by a master schedule a
Page 35 and 36: 33majority of the nurses (1113 indi
Page 37 and 38: 35Table 20a: Benefits PreferredPref
Page 39 and 40: 37How often do you have a higherpat
Page 41 and 42: 39symptoms were: not being able to
Page 43 and 44: 41Table 24: Maslach Burnout Invento
Page 45 and 46: 43experienced by some of our respon
Page 47 and 48: 45Table 26: MSD ScalePlease indicat
Page 49 and 50: 47Table 27: Career CommitmentDo you
Page 51 and 52: 49Results show a moderate level of
Page 53 and 54: 51Table 28: Organizational Commitme
Page 55 and 56: 53Table 29: Job SatisfactionDo you
Page 57 and 58: 55Do you agree or disagreewith each
Page 59 and 60: 57Table 30: Total Job Satisfaction
Page 61 and 62:
598. Hospital OutcomesRetention of
Page 63 and 64:
61Table 33: Propensity to leave the
Page 65 and 66:
63Respondents were also asked a ser
Page 67 and 68:
659. Associations Between Variables
Page 69 and 70:
67Table 38a: Associations Between N
Page 71 and 72:
699.2. Associations Between Stress,
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71Table 39: Associations Between St
Page 75 and 76:
739.3. Associations Between Physica
Page 77 and 78:
75Looking at the demographic charac
Page 79 and 80:
779.4. Associations Between Commitm
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79Table 43: Associations Between Co
Page 83 and 84:
81Nurses who were satisfied with th
Page 85 and 86:
83Table 44: Associations Between Jo
Page 87 and 88:
85Table 45: Associations Between Pr
Page 89 and 90:
87FactorsTable 47: Associations Bet
Page 91 and 92:
89Table 49b: Associations Between R
Page 93 and 94:
91In terms of current employment co
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93were absent from work for five da
Page 97 and 98:
95In conclusion, while it seems tha
Page 99 and 100:
97Maslach, C., Jackson, S., & Leite
Page 101 and 102:
QSEP RESEARCH REPORTS - Recent Rele
Page 103:
QSEP RESEARCH REPORTS - Recent Rele
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