The effects of hospital restructuring that included layoffs on individual nurses who remained employed: a systematic review of impact (original) (raw)
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The psychological effects of organizational restructuring on nurses
Journal of Advanced Nursing, 2006
Aim. This paper reports a comparison of nurses affected by the restructuring associated with healthcare organization mergers (1998–2000) in the United Kingdom and those of non-affected nurses in the UK.Background. Restructuring, a feature of healthcare organizations for decades, has been associated internationally with negative outcomes for nurses. Despite this, no model to evaluate management of change factors and psychological stress processes has been operationalized and tested.Method. A sample of 351 Registered Nurses was recruited from southern England. Participants either worked in organizations that were within 6 months of merging or were not affected by mergers. On two occasions, 6 months apart, all were sent a questionnaire that had been formulated for the study. Questions related to the parts of the model being tested: restructuring initiatives (i.e. stressors) information and participation, coping action, and coping effectiveness (i.e. outcomes). The data were collected between 1998 and 2000.Findings. Nurses affected by mergers reported statistically significantly higher restructuring initiatives before and after an event than non-affected nurses. Moreover, up to 12 months after an event some affected nurses reported lower information and participation, and lower coping effectiveness (i.e. higher job insecurity, job stress, job pressure, lower job satisfaction, physical, psychological, and environmental quality of life) than non-affected nurses, which was consistent with the model's proposals. However, there was no difference between affected and non-affected nurses’ coping action.Conclusion. The psychological effects of restructuring are linked with perceptions of low information and participation, and with negative outcomes for nurses. Managers, therefore, need to communicate information and encourage staff to participate in decisions about restructuring events.
Hospital restructuring and nursing staff well-being: the role of personal resources
2001
This study examined the role played by two personal resources, job mobility options and financial resources, among nursing staff during a period of major hospital restructuring and downsizing. Data were collected from 1362 staff nurses using questionnaires. Personal resources were hypothesized to have direct and indirect effects on job satisfaction and psychological well-being in a model of hospital restructuring and its effects. The model included four variables: extent of hospital restructuring, future threats to the workplace, job satisfaction, and psychosomatic symptoms. LISREL analyses indicated that financial resources reduced perceptions of future workplace threats and psychosomatic symptoms while job mobility options were associated with higher levels of job satisfaction.
IMPACT OF NURSES TURNOVER ON ORGANIZATION PERFORMANCE
Afro Asian Journal of Social Sciences, 2013
This survey based descriptive research work has been undertaken with the objectives of analysing impact of turnover of nurses on organization performance and offering suitable suggestions to control and prevent turnover of nurses. The study has adopted both convenient and judgement sampling methods and sampled 30 administrators from 30 leading private multi speciality hospitals in Tirunelveli city, Tamilnadu, India. Primary data have been collected by a constructed questionnaire along with personal discussion. Percentage method has been administered to analyse profile of the respondents. Both Mean and Standard deviation have been employed to analyse impact of turnover of nurses on organization performance. The research has found excessive work load for remaining staff, delay in daily routine procedures (e.g. transfer of the patient to operation theatre, ICU and wards), poor patient satisfaction and complaints from patients (as newly joined staffs take long time to cope with routine procedures) are foremost impact of turnover of nurses in private hospitals. The study has given suitable suggestions to control and prevent turnover of nurses.
Policy, Politics, & Nursing Practice, 2006
Research about the economic impact of nurse turnover has been compromised by a lack of consistent definitions and measurement. This article describes a study that was designed to refine a methodology to examine the costs associated with nurse turnover. Nursing unit managers responded to a survey that contained items relating to budgeted full-time equivalents, new hires, and turnover, as well as direct and indirect costs. The highest mean direct cost was incurred through temporary replacements, whereas the highest indirect cost was decreased initial productivity of the new hire. The study allowed the identification of the availability of data and where further refinement of data definition of variables is needed. The results provided significant evidence to justify increased emphasis on nurse retention strategies and the creation of healthy work environments for nurses.