Aim To explore the relationship between job burnout and quality of working life, and identify influencing factors of nurses' quality of working life. Background Understanding the influencing factors of quality of working life is important to improve nursing retention strategies. Job burnout can negatively influence work efficiency and quality of work. However, studies examining the association between the two remain limited. Methods The cross-sectional survey of 2,504 nurses was performed in Eastern China. Nurses were invited to complete self-report questionnaires online. The collected data were analysed using Pearson's correlation and multiple regression. Results About 64.0% of nurses experienced job burnout, and their quality of working life was at a moderate level. Job burnout, hospital level, age, income, night shift and patient-to-nurse ratio were significant factors of quality of working life. Conclusion Job burnout has a negative effect on nurses' quality of working life. Some demographic and work-related factors should be considered when developing interventions to improve nurses' quality of working life. Implications for nursing management Hospital and nurses managers should develop strategies to reduce nurses' job burnout and enhance their quality of working life, such as optimum nurse staffing, offer reasonable pecuniary compensation and establish an appropriate shift work schedule.

Job burnout and quality of working life among Chinese nurses: A cross-sectional study.

The purpose of the paper is to explore the relationship between workplace empowerment and employee commitment with quality of work life (QWL) as a mediator in the case of private healthcare employees in India.,The study used a structured questionnaire to collect primary data from 279 employees of private healthcare units in India. AMOS 20 was used to analyse the data.,Results of data analysis confirm that the proposed hypotheses of the study were significant. Structural equation modelling revealed a best-fit model that demonstrated QWL to be a significant partial mediator between workplace empowerment and employee commitment.,This work provides a pragmatic view about the action mechanism through which workplace empowerment can aid in generating commitment among healthcare employees. The paper also offers insights for healthcare managers, administrators and practitioners.,The research is an attempt to integrate the employees as the core long-term assets of the healthcare system. The study establishes the triadic and symbiotic alliance of workplace empowerment, QWL and employee commitment in the novel context of healthcare.

Workplace empowerment, quality of work life and employee commitment: a study on Indian healthcare sector

Aim This study measures the levels of QNWL and determines the relationship between QNWL and nurses' personal, family and work shift factors. Background The nursing profession in Saudi Arabia (SA) is diverse, with many challenges during nursing practice. Therefore, examining QNWL is important for managers because it has become an essential subject in current nursing practice. Methods A quantitative approach utilizing a cross-sectional design with 400 nurses recruited randomly through a multistage cluster sampling plan. Results The overall level of quality of nursing working life among nurses was moderate (mean = 165; SD = 26.8). Bivariate analysis showed that non-Saudi nationality, higher age, more work experience, married status, full-time employment, rotating shift and specialty units were the significant factors contributing to higher QNWL scores (p Conclusions The study provides initial understanding of the quality of work life among nurses working in the Madinah region. It reveals a moderate level of QNWL and a significant association between personal, family, and work shift variables and QNWL. Implications for nursing management The findings will be of interest to all management levels to support nurses through adequate staffing with defined criteria that dictate the nurse-patient ratio for adequate QNWL.

Quality of nursing work life among hospital nurses in Saudi Arabia: A cross-sectional study.

Work-Related Quality of Life of US General Surgery Residents: Is It Really so Bad?

The aim of this study is to investigate the relationship between quality of work life (QWL), employee commitment and the intention to stay of nurses in private hospitals in Malaysia.,A cross-sectional survey design was used in this study. Primary data were collected through self-administered questionnaires with nurses as the respondents from four private hospitals in the states of Selangor and Kuala Lumpur, Malaysia. Out of 300 questionnaires distributed, 202 valid responses were received. Statistical analyses employed were descriptive statistics, Pearson's correlation, confirmatory factor analysis and structural equation modeling (SEM).,The strongest QWL construct that contributed significantly to the intention to stay among respondents is work context, followed by work world, work design and work life/home life. The findings further indicate that employee commitment partially mediates the relationship between QWL and the intention to stay. In conclusion, if employees are contented with their QWL, the stronger will the employee commitment be in the organization and ultimately their intention to stay.,This study provides robust evidence for private hospital administrators to enhance their employees' QWL, especially if they are opting to ensure that the turnover of the staff is contained.

The mediating role of employee commitment in the relationship between quality of work life and the intention to stay

Aims and objectives.  To verify with empirical evidence the hypothesised relation and the effect of quality of work life, job embeddedness and affective commitment on turnover intention of clinical nurses in China.

Background.  High turnover of the nursing workforce in healthcare organisations is a difficult and recurring problem in China as well as in many other countries in the world. It leads to great waste of resources and increases management cost. Developing and retaining the nursing workforce, which is a major challenge faced by human resources practitioners in hospitals and public health agencies, also becomes a subject of interest for management studies. Most of the literature about voluntary turnover focused on such traditional measures as job satisfaction and job alternatives in the past. The introduction of such new concepts as quality of work life, job embeddedness and affective commitment, which views the issue from a much broader and comprehensive spectrum, made a great breakthrough in the turnover study. In this study, we selected quality of work life, job embeddedness and affective commitment – three of the most important factors in employer–employee relations – and analysed the interaction between each one of them, as well as their co-effect on turnover intention of Chinese nurses.

Methods.  Cross-sectional survey and structural equation modelling were applied in studying the self-report questionnaires distributed to 1000 nurses employed in five large-scale government-owned hospitals in Heilongjiang Province, Northeast China.

Findings.  Our study confirmed the hypothesised positive relation of quality of work life with job embeddedness and affective commitment and the hypothesised negative relation of quality of work life with turnover intention, that is, high quality of work life perceived by the nurses enhances their job embeddedness and affective commitment and thus reduces their intention to leave the job.

Conclusions.  The effect of quality of work life is positive on job embeddedness and affection commitment and negative on turnover intention.

Relevance to clinical practice.  Nurse managers should pay great attention to the nurses' perception of quality of work life, and make great efforts in developing strategies and projects that can strengthen the nurses' embeddedness or connection with the job.

QiuRu Cao

Papers

The impact of quality of work life on job embeddedness and affective commitment and their co-effect on turnover intention of nurses