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Predictors of new graduate nurses' workplace well-being: testing the job demands-resources model.
Health Care Manage Rev. 2012 Apr-Jun; 37(2):175-86.HC

Abstract

BACKGROUND

New graduate nurses currently experience a stressful transition into the workforce, resulting in high levels of burnout and job turnover in their first year of practice.

PURPOSE

This study tested a theoretical model of new graduate nurses' worklife derived from the job demands-resources model to better understand how job demands (workload and bullying), job resources (job control and supportive professional practice environments), and a personal resource (psychological capital) combine to influence new graduate experiences of burnout and work engagement and, ultimately, health and job outcomes.

METHODOLOGY/APPROACH

A descriptive correlational design was used to test the hypothesized model in a sample of newly graduated nurses (N = 420) working in acute care hospitals in Ontario, Canada. Data were collected from July to November 2009. Participants were mailed questionnaires to their home address using the Total Design Method to improve response rates. All variables were measured using standardized questionnaires, and structural equation modeling was used to test the model.

FINDINGS

The final model fit statistics partially supported the original hypothesized model. In the final model, job demands (workload and bullying) predicted burnout and, subsequently, poor mental health. Job resources (supportive practice environment and control) predicted work engagement and, subsequently, lower turnover intentions. Burnout also was a significant predictor of turnover intent (a crossover effect). Furthermore, personal resources (psychological capital) significantly influenced both burnout and work engagement.

PRACTICE IMPLICATIONS

The model suggests that managerial strategies targeted at specific job demands and resources can create workplace environments that promote work engagement and prevent burnout to support the retention and well-being of the new graduate nurse population.

Authors+Show Affiliations

Distinguished University Professor and Nursing Research Chair in Health Human Resources Optimization, Arthur Labatt Family School of Nursing, The University of Western Ontario, London, Ontario, Canada. hkl@uwo.caNo affiliation info availableNo affiliation info availableNo affiliation info available

Pub Type(s)

Journal Article
Research Support, Non-U.S. Gov't

Language

eng

PubMed ID

21799432

Citation

Spence Laschinger, Heather K., et al. "Predictors of New Graduate Nurses' Workplace Well-being: Testing the Job Demands-resources Model." Health Care Management Review, vol. 37, no. 2, 2012, pp. 175-86.
Spence Laschinger HK, Grau AL, Finegan J, et al. Predictors of new graduate nurses' workplace well-being: testing the job demands-resources model. Health Care Manage Rev. 2012;37(2):175-86.
Spence Laschinger, H. K., Grau, A. L., Finegan, J., & Wilk, P. (2012). Predictors of new graduate nurses' workplace well-being: testing the job demands-resources model. Health Care Management Review, 37(2), 175-86. https://doi.org/10.1097/HMR.0b013e31822aa456
Spence Laschinger HK, et al. Predictors of New Graduate Nurses' Workplace Well-being: Testing the Job Demands-resources Model. Health Care Manage Rev. 2012 Apr-Jun;37(2):175-86. PubMed PMID: 21799432.
* Article titles in AMA citation format should be in sentence-case
TY - JOUR T1 - Predictors of new graduate nurses' workplace well-being: testing the job demands-resources model. AU - Spence Laschinger,Heather K, AU - Grau,Ashley L, AU - Finegan,Joan, AU - Wilk,Piotr, PY - 2011/7/30/entrez PY - 2011/7/30/pubmed PY - 2012/7/12/medline SP - 175 EP - 86 JF - Health care management review JO - Health Care Manage Rev VL - 37 IS - 2 N2 - BACKGROUND: New graduate nurses currently experience a stressful transition into the workforce, resulting in high levels of burnout and job turnover in their first year of practice. PURPOSE: This study tested a theoretical model of new graduate nurses' worklife derived from the job demands-resources model to better understand how job demands (workload and bullying), job resources (job control and supportive professional practice environments), and a personal resource (psychological capital) combine to influence new graduate experiences of burnout and work engagement and, ultimately, health and job outcomes. METHODOLOGY/APPROACH: A descriptive correlational design was used to test the hypothesized model in a sample of newly graduated nurses (N = 420) working in acute care hospitals in Ontario, Canada. Data were collected from July to November 2009. Participants were mailed questionnaires to their home address using the Total Design Method to improve response rates. All variables were measured using standardized questionnaires, and structural equation modeling was used to test the model. FINDINGS: The final model fit statistics partially supported the original hypothesized model. In the final model, job demands (workload and bullying) predicted burnout and, subsequently, poor mental health. Job resources (supportive practice environment and control) predicted work engagement and, subsequently, lower turnover intentions. Burnout also was a significant predictor of turnover intent (a crossover effect). Furthermore, personal resources (psychological capital) significantly influenced both burnout and work engagement. PRACTICE IMPLICATIONS: The model suggests that managerial strategies targeted at specific job demands and resources can create workplace environments that promote work engagement and prevent burnout to support the retention and well-being of the new graduate nurse population. SN - 1550-5030 UR - https://www.unboundmedicine.com/medline/citation/21799432/Predictors_of_new_graduate_nurses'_workplace_well_being:_testing_the_job_demands_resources_model_ L2 - https://doi.org/10.1097/HMR.0b013e31822aa456 DB - PRIME DP - Unbound Medicine ER -