•Emergency nurses are at high risk of workplace violence, especially verbal attack.•Workplace violence had significant effect on turnover intention and job satisfaction.•Job satisfaction played the ...mediator role between WPV and turnover intention.
Emergency department personnel are exposed to high risk of workplace violence (WPV) and nurses are the main victims. Few researchers have investigated the effects of WPV on job satisfaction and turnover intention among nurses.
To describe WPV, job satisfaction and turnover intention of emergency nurses and clarify the relationship between them.
A cross-sectional study was used to collect data on WPV, job satisfaction and turnover intention among 385 nurses working in emergency department in 13 general hospitals in Beijing. Structural equation modeling was used to test the relationship between them.
Among them, 89.9% had experienced WPV in the previous year. WPV had short-term and long-term impacts on over 80% of them. The score of job satisfaction and turnover intention was 2.48 ± 0.49, 2.75 ± 0.58 respectively. WPV had significant direct effect on turnover intention (β = 0.105) and job satisfaction (β = −0.161). Job satisfaction had a significant negative effect on turnover intention (β = −0.604) and it mediated the relationship between WPV and turnover intention.
Emergency nurses in China are at great risk of WPV. Their job satisfaction is low and turnover intention is high. Job satisfaction plays the mediator role between WPV and turnover intention among emergency nurses.
Many education interventions in emergency nursing are aimed at changing nurse behaviours. This scoping review describes and synthesises the published research education interventions and emergency ...nurses’ clinical practice behaviours.
Arksey and O’Malley’s methodological framework guided this review, which is reported according to Preferred Reporting Items for Systematic reviews and Meta-Analyses Extension for Scoping Reviews (PRISMA-ScR). CINAHL, MEDLINE complete, ERIC, and Psycinfo were searched on 3 August 2023. Two pairs of researchers independently conducted all screening. Synthesis was guided by the Behaviour Change Wheel and Bloom’s Taxonomy of Educational Objectives.
Twenty-five studies were included. Educational interventions had largely positive effects on emergency nurses’ clinical practice behaviours. Ten different interventions were identified, the most common was education sessions (n = 24). Seven studies reported underpinning theoretical frameworks. Of the essential elements of behaviour change, seven interventions addressed capability, four addressed motivation and one addressed opportunity. Mapping against Bloom’s taxonomy, thirteen studies addressed analysis, eleven studies addressed synthesis and two studies addressed evaluation.
Few studies addressed elements of behaviour change theory or targeted cognitive domains. Future studies should focus on controlled designs, and more rigorous reporting of the education intervention(s) tested, and theoretical underpinning for intervention(s) selected.
The World Health Assembly declared 2020 as the ‘Year of the Nurse and the Midwife’ in recognition of the critical contribution of both professions to global health. Nurses globally are having to do ...more with less and in the already resource deficient African context, significant adaptation and leadership is required in the way emergency nurses work if they are to be effective in reducing mortality and morbidity within emergency populations. In 2011, an emergency nursing group, representing the largest group of nurses in Africa, swiftly engaged with this process by publishing the document ‘Developing a framework for emergency nursing practice in Africa’ (2012). From this document a strategic plan was devised within a tight timeframe, to operationalise the quest for enhanced emergency nursing in Africa. The purpose of this paper is to describe this development of emergency nursing in Africa and to explain the operational challenges and successes, as well as the lessons learnt in order to assist with future planning.
Objectives
To explore the intentions of Australian emergency nurses to remain in or leave emergency nursing after the first year of the SARS‐CoV‐2 (COVID‐19) pandemic.
Methods
Sub‐study of a survey ...of Australian emergency nurses about the impact of COVID‐19 on their work, life and career. This sub‐study focused on future career intentions, especially intentions to remain in or leave emergency nursing.
Results
There were 398 eligible responses. 48.2% of respondents reported that they intended to leave emergency nursing within 5 years. Nurses in EDs who received COVID positive patients were more likely to express an intention to leave ED nursing (P = 0.016). Having directly cared for a COVID positive patient was not statistically associated with intention to leave ED nursing (P = 0.17). Excluding nurses aged >60 years, there was no statistical difference in expressed intention to leave ED nursing between age groups (P = 0.32), nurses with/without a higher qualification (P = 0.32) or number of years in ED nursing (P = 0.54). Intention to leave emergency nursing was associated with not feeling more connected to their emergency nursing colleagues (P = 0.03), the broader ED team (P = 0.008) and their organisation (P = 0.03) since the onset of the pandemic.
Conclusion
The data suggest that approximately 1 year after the onset of the COVID‐19 pandemic in Australia, a high proportion of ED nurses intend to leave ED nursing within 5 years, which will exacerbate pre‐existing shortages. Active strategies to address this are urgently needed.
We surveyed Australian emergency nurses about their career intentions one year after the onset of the SARS‐CoV‐2 (COVID‐19) pandemic. Our results suggest that a high proportion of ED nurses intend to leave ED nursing within 5 years, which will exacerbate pre‐existing shortages. Active strategies to address this are urgently needed.
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