Abstract

This pilot project was designed from a systems approach as defined within the field of marriage and family (MFT). Systems theory has been used successfully in examining and working with organizational relationships as exemplified in the work of Edwin H. Friedman. His contribution includes several books specifically developed for use in organizations; one that was tailored for religious groups; and another for managers (Friedman, 2007). While other MFT modalities have also been used effectively with organizations, the complexity of the influences operating within an organization most closely matches the systems approach. For this reason, this is the conceptual framework applied with this organizational project.

The complexity, challenges, rapid changes, and shortage of nurses in the healthcare environment of today's world have increased the stress for healthcare employees. As such, attracting and keeping nurses within the ranks of the profession have become increasingly difficult. However, a careful analysis of the problem reveals that some hospitals are quite successful in recruiting and retaining nurses at their facility while others even within the same region continue to experience staffing shortages (McClure & Hinshaw, 2002). One of the significant findings of these investigations that is linked to successful recruitment and retention of nurses is the creation of a culture of caring for the entire staff that resulted in higher employee satisfaction (McClure & Hinshaw, 2002). Another study shows that multifaceted programs supporting new graduate nurses have made a significant difference in their level of satisfaction during the first year of employment (Beecroft, Santner, Lacy, Kunzman, & Dorey, 2006). The current project was developed by Loma Linda University Medical Center in response to the need to retain nursing staff especially within the framework of a comprehensive list of programs that were intended to be supportive of nurses.

This project was therefore designed to have a positive effect upon burnout, stress, coping, job satisfaction, and the organizational commitment of nurses and staff on four patient care units. Interventions included: 1) recruiting and training additional peer support staff; 2) visiting the four units every weekday; 3) offering support groups; 4) encouraging and supporting daily devotionals and prayer; 5) posting a one-page inspirational flyer three times a week; 6) providing a monthly meal attended by employee support staff; 7) providing regular management support; 8) providing monthly in-services; and 9) providing weekly neck and shoulder massages.

Utilizing a concurrent triangulation mixed methods approach, the evaluation sought to confirm, cross-validate, or corroborate findings from qualitative and quantitative data within the framework of a single study (Morgan, 1998). The qualitative data consisted of field notes written by investigators after their daily visits to the units throughout the intervention time period. The field notes were examined carefully for emerging themes and in combination with the data provided by the quantitative findings provided by the pre and post surveys given before and after a six-month intervention period. The pre and post means were compared to determine if there is any significant difference by each intervention across time. Integrating the quantitative analysis with the qualitative feedback received helped to give rich data for evaluation. Both the quantitative and qualitative findings suggest that not only did nurses choose to participate in these elective interventions, but that they also received benefit from doing so. It is anticipated this information will provide a richer understanding of interventions that are perceived by nurses as positively impacting them.

The study limitations are due to the fact this was a small study based in only one hospital in one section of the country and because it included a majority of staff nurses. It also does not include a wide range of cultural groups. These factors limit how much the findings can be generalized to a wider group of healthcare employees. Nonetheless, the findings of the study support the need for learning more about interventions which providing the effects that nurses desire and it makes urgent the need for large studies that will explore these issues in more depth.

LLU Discipline

Marital and Family Therapy

Department

Marriage and Family Therapy

School

School of Science and Technology

First Advisor

Colwick Wilson

Second Advisor

Douglas Huenergardt

Third Advisor

Sherri Eskew

Degree Name

Doctor of Marital and Family Therapy (DMFT)

Year Degree Awarded

2009

Date (Title Page)

6-2009

Language

English

Library of Congress/MESH Subject Headings

Nurses -- Supply & demand -- United States; Nurses -- Recruiting -- United States; Job stress; Stress management; Nursing -- manpower -- United States; Evaluation Studies -- nursing; Personnel Management; Job Satisfaction; Stress, Psychological -- nursing; Burnout, Professional -- prevention & control

Type

Doctoral Project

Page Count

x; 107

Digital Format

PDF

Digital Publisher

Loma Linda University Libraries

Usage Rights

This title appears here courtesy of the author, who has granted Loma Linda University a limited, non-exclusive right to make this publication available to the public. The author retains all other copyrights.

Collection

Loma Linda University Electronic Theses and Dissertations

Collection Website

http://scholarsrepository.llu.edu/etd/

Repository

Loma Linda University. Del E. Webb Memorial Library. University Archives

Download

Share

COinS