An Intervention to Enhance Nursing Staff Teamwork and Engagement

Nursing Business and Health Systems, School of Nursing, University of Michigan, Ann Arbor, MI 48109, USA.
JONA The Journal of Nursing Administration (Impact Factor: 1.27). 03/2007; 37(2):77-84. DOI: 10.1097/00005110-200702000-00010
Source: PubMed


Numerous studies have concluded that work group teamwork leads to higher staff job satisfaction, increased patient safety, improved quality of care, and greater patient satisfaction. Although there have been studies on the impact of multidisciplinary teamwork in healthcare, the teamwork among nursing staff on a patient care unit has received very little attention from researchers. In this study, an intervention to enhance teamwork and staff engagement was tested on a medical unit in an acute care hospital. The results showed that the intervention resulted in a significantly lower patient fall rate, staff ratings of improved teamwork on the unit, and lower staff turnover and vacancy rates. Patient satisfaction ratings approached, but did not reach, statistical significance.

    • "Mindfulness-based stress reduction initiatives (Cohen-Katz et al. 2005; Mackenzie et al. 2006; Poulin et al. 2008), interventions based on daily lectures and relaxation exercises (Ro et al. 2010) and art therapy (Italia et al. 2008) have been associated with reduction in burnout. In contrast, increased nursing turnover is shown to be influenced by role ambiguity, role conflict and lack of team support (DiMeglio et al. 2005; Kalisch et al. 2007; O'Brien-Pallas et al. 2010). "
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    ABSTRACT: Much has been written about interventions to improve the nursing work environment, yet little is known about their effectiveness. A Delphi survey of nurse experts was conducted to explore perceptions about workplace interventions in terms of feasibility and likelihood of positive impact on nurse outcomes such as job satisfaction and nurse retention. The interventions that received the highest ratings for likelihood of positive impact included: bedside handover to improve communication at shift report and promote patient-centred care; training program for nurses in dealing with violent or aggressive behaviour; development of charge nurse leadership team; training program focused on creating peer-supportive atmospheres and group cohesion; and schedule that recognizes work balance and family demands. The overall findings are consistent with the literature that highlights the importance of communication and teamwork, nurse health and safety, staffing and scheduling practices, professional development and leadership and mentorship. Nursing researchers and decision-makers should work in collaboration to implement and evaluate interventions for promoting practice environments characterized by effective communication and teamwork, professional growth and adequate support for the health and well-being of nurses.
    No preview · Article · Sep 2014 · Nursing leadership (Toronto, Ont.)
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    • "In a study the first author conducted to enhance teamwork and engagement, it was found that the intervention resulted in a significant drop in patient falls and staff turnover and vacancy rate (Kalisch et al. 2007). This intervention, while very successful, took a considerable amount of resources to implement (i.e. "
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    ABSTRACT: The aim of this study was to examine the relationship between staffing and job satisfaction of registered nurses (RNs) and nursing assistants (NAs). Although a number of previous studies have demonstrated the link between the numbers of patients cared for on the last shift and/or perceptions of staffing adequacy, we could find only one study that utilized a measure of actual staffing (opposed to perceptions of staffing adequacy) and correlated it with job satisfaction of registered nurses. This cross-sectional study included 3523 RNs and 1012 NAs in 131 patient care units. Staff were surveyed to determine job satisfaction and demographic variables. In addition, actual staffing data were collected from each of the study units. Hours per patient day was a significant positive predictor for registered nurse job satisfaction after controlling for covariates. For NAs, a lower skill mix was marginally significant with higher job satisfaction. In addition, the more work experience the NAs reported, the lower their job satisfaction. Adequate staffing levels are essential for RN job satisfaction whereas NA job satisfaction depends on the number of assistive personnel in the mix of nursing staff. Two implications are (1) providing adequate staffing is critical to maintain RN job satisfaction and (2) the NA job needs to be re-engineered to make it a more attractive and satisfying career.
    Full-text · Article · May 2014 · Journal of Nursing Management
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    • "In some ways, the AHP responses may reflect a barrier to interdisciplinary care providers working together to improve care for groups of residents. Recently, the importance of enhancing teamwork among professional nurses and unregulated caregiving staff has received increasing amounts of attention in the literature (Yeatts et al. 2004, Kalisch et al. 2007, Bishop et al. 2009). However , ways to enhance teamwork among regulated nurses and the AHPs who work on their units is an area in need of further research. "
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    ABSTRACT: This paper reports on regulated (or licensed) care providers' understanding and perceptions of feedback reports in a sample of Canadian long-term care settings using a cross-sectional survey design. Audit with feedback quality improvement studies have seldom targeted front-line providers in long-term care to receive feedback information. Feedback reports were delivered to front-line regulated care providers in four long-term care facilities for 13 months in 2009-10. Providers completed a postfeedback survey. Most (78%) regulated care providers (n = 126) understood the reports and felt they provided useful information for making changes to resident care (64%). Perceptions of the report differed, depending on the role of the regulated care provider. In multivariable logistic regression, the regulated nurses' understanding of more than half the report was negatively associated with 'usefulness of information for changing resident care', and perceiving the report as generally useful had a positive association. Front-line regulated providers are an appropriate target for feedback reports in long-term care. Long-term care administrators should share unit-level information on care quality with unit-level managers and other professional front-line direct care providers.
    Full-text · Article · Sep 2013 · Journal of Nursing Management
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