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Aims
To explore the relationship between nurse–nurse collaboration and job satisfaction among hospital nurses and to test and refine a model explaining this relationship.
Design
A secondary analysis of a cross‐sectional survey.
Methods
Registered nurses (N = 406, female 88%) in one university hospital in Finland and one in Norway completed a self...
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Citations
... Collaboration between healthcare professionals strengthens the healthcare system by supporting healthcare team members to optimize their skills [12]. Additionally, nurse-nurse collaboration increases nurses' job satisfaction [13,14]. ...
... Karadas et al. (2022) determined that nurse-nurse collaboration increased job satisfaction in their study on nurses in Turkey [14]. Ylitörmänen et al. (2019) determined in a study conducted with the participation of nurses in Finland and Norway that nurse-nurse collaboration positively affects job satisfaction [13]. A supportive work environment increases nurses' job satisfaction while also strengthening team commitment. ...
... Karadas et al. (2022) determined that nurse-nurse collaboration increased job satisfaction in their study on nurses in Turkey [14]. Ylitörmänen et al. (2019) determined in a study conducted with the participation of nurses in Finland and Norway that nurse-nurse collaboration positively affects job satisfaction [13]. A supportive work environment increases nurses' job satisfaction while also strengthening team commitment. ...
Background
In recent years, nurses’ turnover has become a major problem, especially in underdeveloped and developing countries. This research aims to reveal the mediating role of job satisfaction in the effect of nurse-nurse collaboration on turnover intention.
Methods
This study is a quantitative, descriptive, cross-sectional study. This study was conducted in three private hospitals within a healthcare group in Turkey. The research was conducted with the participation of 534 nurses. These data were analyzed using moderated mediation regressions with the SPSS PROCESS macro.
Results
Nurse-nurse collaboration had a significant effect on turnover intention and job satisfaction. Job satisfaction had a significant effect on turnover intention. The mediating effect of job satisfaction on the effect of nurse-nurse collaboration on turnover intention was significant.
Conclusions
Our findings show that nurse-nurse collaboration and job satisfaction are important for reducing turnover intention. It shows that job satisfaction is an important mediating variable in the effect of nurse-nurse collaboration on reducing turnover intention.
Clinical trial number
Not applicable
... Although health professionals, in general, tend to be positive towards teamwork, dilemmas often arise related to knowledge and authority, such as between shared responsibility and main responsibility and medical expert versus medical generalist, revealing ambivalence among participants [27,28]. Studies have shown that collaboration has links to heightened job satisfaction, and previous studies emphasize the importance and benefit of continuing education, including collegial networking, knowledge sharing, and communication, for maintaining medical competence, but also for job satisfaction, professional development, and workplace learning [29,30]. ...
There is an increasing demand in today's society to engage students in learning to learn, enabling them to become lifelong learners and continually develop their skills and competencies throughout their careers. Work-integrated learning (WIL) provides diverse learning environments that help students bridge and integrate experiences from academic and workplace settings, and thus, comprises a crucial component in preparing students for the complexities of modern working life and fostering lifelong learning skills. In the higher education sector, WIL has been developed in several colleges and universities worldwide, and countries like Australia and Canada have designed prominent examples of quality assurance for specific WIL activities. However, there are few national initiatives that combine various stakeholder's perspectives and there is a lack of knowledge about the quality dimension of WIL-based learning in both higher education and working life.
This paper builds on experiences from the strategic and qualitative development of Work-Integrated Learning (WIL) at University West in Sweden. It is part of ongoing research that aims to develop a quality framework to support collaboration and communities of educators in the understanding, design, and application of WIL in both higher education and professional working life. In a previous study, we have identified and provided knowledge underpinning the understanding and application of WIL from a multi-perspective approach involving both educators, researchers, students and strategic partners. Initial findings indicate that fostering collaboration between academia, industry, and society can generate insights, solutions, and mutual development to address societal challenges. Through creating a quality framework for WIL, it becomes evident that through interaction with colleagues and stakeholders the impact of WIL on education and lifelong learning becomes more visible for all stakeholders. In this qualitative study, we take the point of departure specifically from the strategic partner perspective, with the aim to understand WIL in the practice of education according to lifelong learning in a workplace context. We pose the following research question: How can a quality enhancement framework be collaboratively applied in real-world scenarios to enhance WIL quality?
Data collection activities include workshops and interviews with participants from target groups at the partner organization. The paper will discuss the application of a WIL quality enhancement framework, with a focus on how it can support designing and applying WIL initiatives effectively in a work-life setting.
... Communication and collaboration problems between healthcare workers constitute the most important cause of medical errors. Although medical errors increase mortality, morbidity and cost, they also lead to prolonged hospitalisation (Ylitörmänen et al., 2019b). The World Health Organization stated that the diagnosis, prevention and treatment of severe global diseases necessitate the collaboration of all sorts of healthcare professionals (Emich, 2018). ...
... Four open-ended questions determined as a result of the literature review (Al-Hamdan et al., 2021;Durmuş et al., 2018;Ylitörmänen et al., 2019b) were used in order to determine the views of nurses on nurse-nurse collaboration: (a) Could you describe what comes to mind when you think of nurse-nurse collaboration? (What are your thoughts on nurse-nurse collaboration?); ...
... When nurses were asked about their suggestions to increase nurse-nurse collaboration, they stressed the importance of social events and training on nurse-nurse collaboration. Nurse-nurse collaboration can increase if communication training is provided and well-being in working environments is promoted (Al-Hamdan et al., 2021;Ylitörmänen et al., 2019b). ...
Background
Collaboration between nurses is crucial in improving quality in healthcare and plays a key role in increasing nurses’ job satisfaction.
Objectives
Our study aimed to investigate the level of collaboration between nurses working in Turkey and Italy and its related factors. The study also deepened the point of view of clinical nurses and nurse managers on this topic.
Methods
This study was carried out as mixed-methods research including both qualitative and quantitative methods. The study’s quantitative sample included 348 clinical nurses. The Nurse–Nurse Collaboration Scale was used to collect quantitative data. Five open-ended questions were used to analyse the nurses’ point of view about intraprofessional collaboration. Individual interviews were conducted with 10 clinical nurses and 10 nurse managers.
Results
Nurse–nurse collaboration was above the cut off value in both countries. However, significant inter-country differences were found in the collaboration subscales. Qualitative results emphasised that personal characteristics, a specific training in collaboration, the opportunities for comparison and mutual consultation during working shifts may affect the level of collaboration. Nurse managers argued that factors such as manpower planning, suitable working conditions, sufficient materials, empathy, job satisfaction, motivation and effective communication affect collaboration.
Conclusion
Greater efforts should be made to implement collaboration between nurses in healthcare settings. Our results help healthcare services in implementing new collaboration policies.
... Evidence suggests that nurse-nurse collaboration is essential in improving patient outcomes, including high quality of care (Ma et al., 2015), reducing the risk of missed nursing care (Hassona & Abd El-Aziz, 2017) and decreased hospital-acquired ulcers and patient falls (Ma et al., 2018). Furthermore, the lack of professional relationships among nurses can lead to low emotional intelligence (β = 0.29) (Al-Hamdan et al., 2021), poor work performance (β = 0.60) (Amarat et al., 2022), job dissatisfaction (Hatip & Harmancı Seren, 2021;Karadaş et al., 2022;Ylitörmänen et al., 2019a), negative perceptions of work environment (r = 0.49) (Ghasemi et al., 2021) and high turnover intention (Ma et al., 2015). Regarding organization outcomes, patient safety culture correlates moderately with nurse-nurse collaboration (Çelik Durmuş & Gezer, 2022). ...
Aim
This study aimed to determine the relationship between attitudes towards professional autonomy and nurse–nurse collaboration among nurses.
Background
Professional autonomy is crucial for nurses in today's complex and ever‐changing healthcare environment. Therefore, attitudes towards professional autonomy may result in effective collaboration among nurses, one of the nursing roles and responsibilities.
Methods
This descriptive, cross‐sectional study was conducted with 685 nurses in four private hospitals affiliated with a university. Descriptive tests, correlation analysis and hierarchical regression analysis were used. An ethics committee approved this study, and the STROBE Statement guidelines for cross‐sectional studies were followed.
Results
Significant predictors for nurse–nurse collaboration were identified as job‐related independence, autonomous clinical judgement and working unit from control variables.
Conclusion
This study's results provided valuable insights for nurse managers to enhance nurses’ attitudes towards professional autonomy and foster collaborative work environments.
Implications for nursing
Nurse managers can increase nurses’ participation in decision‐making processes and allow them to recognize their autonomy and that of their colleagues.
... Intraprofessional collaboration is "a relational and respectful process through nurse coworkers that allows the effective use of knowledge, skills, and talents of all nursing designations to obtain optimal results for the customer and for the healthcare system." 5 Studies show a positive and directly proportional relationship A u t h o r ' s C o p y between the grade of collaboration and professional gratification or working satisfaction. 9 Furthermore, intraprofessional collaboration improves nursing sensitive outcomes 10 and promotes patient safety and quality of care. The increased level of collaboration seems to increase the number of adverse events that occur during hospitalization and the average duration of a hospital stay. ...
... Fifteen articles met the eligibility criteria for the 1st research question, and 4 articles met the criteria for the 2nd research question with an overlap in 1 publication between the research questions. 20 1 in China, 21 1 in Canada, 22 1 in England, 23 2 in Finland and Norway, 9,24 and 3 exclusively in Finland. [25][26][27] Twelve articles (67%) reported descriptive cross-sectional studies, 2 (11%) reported qualitative study, and 4 (22%) reported validation studies. ...
OBJECTIVE
To map predictors and outcome of collaboration between nurses, outcomes of a good collaboration, and the tools developed to evaluate nurse-nurse collaboration.
BACKGROUND
Collaboration between nurses is an intraprofessional relationship between coworkers that is expressed through shared objectives, authority, and a decisional process. Studies on collaboration between nurses are very limited.
METHODS
A scoping review was conducted through 4 databases.
RESULTS
Eighteen studies were included. Nurses with higher levels of collaboration are more satisfied with their work and report less of an intention to leave their job. Greater collaboration among nurses resulted in a decrease of patient falling, hospital-acquired pressure ulcers, and a better care. Three tools have been developed to evaluate nurse-nurse collaboration: the Nurse-Nurse Collaboration Scale, the Nurse-Nurse Collaboration Behavior Scale, and the Nurse-Nurse Collaboration Between Sector.
CONCLUSIONS
Further studies should be conducted to fully understand the issue of collaboration between nurses and the factors connected to it.
... Many countries experience nursing shortages, which is a critical issue in nursing care (1,2). The coronavirus disease 2019 (COVID- 19) compounded the problem as it exacerbated work environments, affected nurses' psychological and physical health, and increased their turnover intentions (3,4), alongside creating a great need for nursing care. In this era, recruiting and retaining nurses has become even more important. ...
... Collaboration has been described in healthcare as team members communicating well and supporting each other respectfully while working together (15)(16)(17). Further, better nurse-nurse collaboration is strongly related to higher job satisfaction (18,19) and lower intention to leave (18). Team cohesion is classified as an affective workgroup process (14) and is defined as members' commitment to a task (20). ...
Background
Nurse turnover is often considered to be an outcome, and few studies have investigated its consequences in nursing care. The underlying mechanism of the nurse turnover–nurse outcome relationship has not been empirically investigated. Therefore, this study examines workgroup processes and nurse outcomes as the consequences of nurse turnover and the mediating effect of workgroup processes on the nurse turnover–nurse outcomes relationship.
Methods
A cross-sectional design was adopted to investigate the data collected from 264 staff nurses. Furthermore, six-month turnover rates, workgroup processes (nurse–nurse collaboration, team cohesion), and nurse outcomes (job satisfaction, intent to leave) were utilized in the multivariate regression models.
Results
Overall, 53 (24.4%) nurses had worked in nursing units with a zero six-month turnover rate. The average mean six-month turnover rate was 15.5%. Nurse turnover adversely affected nurses’ job satisfaction and several subscales of team cohesion including task cohesion and social cohesion. Team cohesion partially mediated the relationship between nurse turnover and job satisfaction.
Conclusion
Nurse turnover decreased job satisfaction and team cohesion, and team cohesion partially mediated the nurse turnover–nurse outcomes relationship. These findings provide evidence supporting the significant adverse effects of nurse turnover and suggest the potential role of workgroup processes in explaining the underlying mechanism of the relationship between nurse turnover and nurse outcomes.
Implications for nursing and health policy
Healthcare organizations must create a positive work environment to reduce nurse turnover. Further, states and countries should try to develop and establish nursing and health policies to prevent turnover.
... A lack of collaboration is often seen as the primary point of vulnerability in the quality and safety of care (Lemetti et al., 2021). Effective collaboration is based on supportive workplace conversations that facilitate the exchange of knowledge, information, and feedback related to workplace performance (Ylitörmänen et al., 2019). ...
Background: Caring for adult patients with a temporary tracheostomy in general wards can be challenging and complex. Little research has explored registered nurses’ experiences with caring for these groups of patients. Objectives: This study sought to interpret and describe registered nurses’ lived experiences of caring for adult patients with a tracheostomy in general wards. Research design/methodology: Six registered nurses were interviewed in this study. The interviews were analysed to gain comprehensive knowledge about caring for adult patients with a temporary tracheostomy. The interviews were transcribed, analysed, and interpreted by using Gadameŕs philosophical hermeneutics and Kvale and Brinkmann's three steps of understanding. Setting: Three different wards medical, surgical, and neurological of a teaching hospital in Norway. Findings: Three themes emerged from data analysis. These included experiencing clinically challenging patients, a lack of clinical support from the intensive care nurses, and a lack of professional confidence. Conclusion: This study highlighted the challenges surrounding the care of an adult patient with a tracheostomy in the general wards. Identifying these challenges would lead to further improvement in registered nurses’ experiences and, in turn, in the quality of competent care for adult patients with a tracheostomy in the general ward. Implications for Clinical Practice: Understanding the registered nurses’ experiences will assist the head nurses in planning and providing relevant information and education to provide safe and holistic patient care. Adequate support from intensive care unit nurses and professional development are required to ensure high-quality care. This study recommends that healthcare managers focus on establishing step-down units to improve patient outcomes, especially for high-risk patients and to increase the competencies of registered nurses in caring for adult patients with a tracheostomy as a whole person.
... (Amponsah-Tawiah et al., 2016) It is also distinct as a staff feelings and belief regarding the job. In the health-care settings, Castaneda and Scanlon conducted a concept analysis suggesting that job contentment in nursing is based on three attributes: interpersonal relationships, patient care, and autonomy (Ylitörmänen et al., 2019). According to some studies, higher job satisfaction is linked to a lower probability of leaving (Wright and Bonett, 1992;Yanchus et al., 2017). ...
Nursing is one of the most demanding profession, which plays a central role in all healthcare facilities. However, the nature of the work is very challenging that it often causes a state of emotional, physical, and mental exhaustion among these professionals which includes loss of motivation, emotional exhaustion, frustration, poor relationships with colleagues, longer working hours and lack of autonomy. Thus, a good environment is provided in the hospital with a safe and comfortable space for them to work without being stressed. Yet still, the nursing profession is facing another shortage era, which makes this problem even more pressing in addition to high demands of healthcare. Despite of existing stress, the retention of experienced staff nurses is paramount to ensure patient safety and quality of care. There is an absolute need for scientific investigations to look over nursing problems, particularly burnout and turnover intention. This research aims to analyze the correlation between burnout, job satisfaction, and turnover intentions among nurses in Madinat Zayed Hospital, where one of the pressing problems in management is the high bad attrition of nurses which negatively impacts the hospital finances and service quality. This study examines the causes and consequences of burnout among nurses, review the influence of empowering work conditions and how job satisfaction provide a mediating effect and will scrutinize the incivility of nurses' experiences of occupational burnout. A survey was conducted which was participated by 186 nurses in MZH out of 235 nurses, it focused on how they perceive burnout, job satisfaction, and turnover intention. statistical analyses were performed to test the hypotheses, namely is Linear Regression Analysis. The present study's findings indicate a positive relationship between burnout and turnover, as well as a negative relationship between burnout and job satisfaction, On the other hand, negative relationship between job satisfaction and turnover intention for those who took part in the survey. The findings also revealed a partial negative mediating effect of job satisfaction on the relationship between burnout and turnover intention. This research can be useful to develop and enhance policies that may significantly reduce turnover intentions and sustain high-quality healthcare services in the UAE. Studying the relationships between psychosocial risks and health emergencies would be relevant in protecting nurses and other healthcare professionals.
... The relatedness aspect, especially with respect to staff relationships, tends to be taken for granted or neglected. Ylitörmänen et al. (2019) confirmed the importance of relatedness as described in SDT where nurses confirmed that collaboration amongst them was linked to job satisfaction and work performance. The findings from this study suggest that workload, salary, and adequate staff numbers were related with the working wellbeing of nurses, work setting, and decision-making. ...
... The respondents saw and learnt skills from each other beyond the work framework. This study confirmed that healthcare organisations need effective communication structures and good governance strategies (Ylitörmänen et al. 2019). ...
The objective of this research focuses on the impact that the necessary changes due to the COVID-19 pandemic had on the motivation of a specific cohort of healthcare workers within a public hospital in Malta (Mater Dei Hospital). The changes introduced by the local public healthcare system, which were necessary to cope with the increased stress caused by the pandemic, were: staff relocations, changes in work practices, and changes in working hours. The study explored in depth the impact of these changes on allied health professionals' (AHP) motivation, acknowledging the importance of the self-determination theory. During analysis, autonomy, relatedness, and competence were the three domains of motivations explored. The hypothesis focuses on the effect of the specified changes on these three domains of motivation. The study will therefore validate whether there was an impact, or not, on each of these motivational aspect of allied health professionals by the necessary changes due to the COVID-19 pandemic within a public hospital. The ultimate purpose is to discover relations and variables-which are scientifically measured-between these implemented changes and affected motivation aspects. The aim is that healthcare management takes preventive measures in future pandemic recurrences to reduce negative impacts on motivation.
... The relatedness aspect, especially with respect to staff relationships, tends to be taken for granted or neglected. Ylitörmänen et al. (2019) confirmed the importance of relatedness as described in SDT where nurses confirmed that collaboration amongst them was linked to job satisfaction and work performance. The findings from this study suggest that workload, salary, and adequate staff numbers were related with the working wellbeing of nurses, work setting, and decision-making. ...
... The respondents saw and learnt skills from each other beyond the work framework. This study confirmed that healthcare organisations need effective communication structures and good governance strategies (Ylitörmänen et al. 2019). ...
The objective of this research focuses on the impact that the necessary changes due to the COVID-19 pandemic had on the motivation of a specific cohort of healthcare workers within a public hospital in Malta (Mater Dei Hospital). The changes introduced by the local public healthcare system, which were necessary to cope with the increased stress caused by the pandemic, were: staff relocations, changes in work practices, and changes in working hours. The study explored in depth the impact of these changes on allied health professionals (AHP) motivation, acknowledging the importance of the self-determination theory. During analysis, autonomy, relatedness, and competence were the three domains of motivations explored.The hypothesis focuses on the effect of the specified changes on these three domains of motivation. The study will therefore validate whether there was an impact, or not, on each of these motivational aspect of allied health professionals by the necessary changes due to the COVID-19 pandemic within a public hospital. The ultimate purpose is to discover relations and variableswhich are scientifically measuredbetween these implemented changes and affected motivation aspects. The aim is that healthcare management takes preventive measures in future pandemic recurrences to reduce negative impacts on motivation.
