COMC_102_FINAL_PPT

[image]. Hello there!. I’m Arpit, and I'll be sharing with you my ideas on Nurse work-life balance..

[image]. Table Of Contents. Introduction Design & Data Study Sample Shift Length Nurse Outcomes Hospital & Nurses Study Result Table Nurse Scheduling Practices & Outcomes Table 2 Table 3 Thoughts of a Real-life Nurse Benefits of 5 Eight-hour shift for nurses Disadvantages of 5 Eight-hour Shifts for nurses Conclusion Reference.

[Audio] Good morning to everyone of you. I appreciate you being here. My name is Arpit, and I'm here to share the results of a study that looked into how long work shifts affect nurses' health and patient care. The typical working hours of hospital nurses have changed in the healthcare sector in recent years. Twelve-hour shifts are gradually taking the place of the traditional eight-hour shift. With the added benefit of a three-day work week, this adjustment attempts to provide nurses with a better work-life balance. However, there are additional difficulties associated with this change in scheduling practices. According to this study, more than 80% of nurses in four states are happy with the scheduling procedures used by their hospitals. In this, as the number of nurses working shifts longer than 13 hours rises, so does patient dissatisfaction Compared to nurses on shorter shifts, individuals working ten hours or more are much more likely to feel burnout, job dissatisfaction, and a desire to quit. Inevitable occurrences that increase nurse fatigue and burnout include unscheduled overtime and fluctuating patient needs. The usual level of care given to patients may be jeopardized by these circumstances. The purpose of this study is to look into the relationship between shift duration and nurse burnout, job dissatisfaction, and turnover rates. I used information obtained from a nationwide hospital survey that connects patient satisfaction with the working conditions of nurses. We will go into more depth about the results and talk about the effects of three twelve-hour shifts and five eight-hour shifts in the presentation that follows..

[Audio] In this slide I will be talking about secondary analysis of cross-sectional data from three different sources, all linked by shared hospital identifiers Let me break down these sources for you: The Multi-state Nursing Care & Patient Safety Study: This survey was conducted from 2005 to 2008 and included nurses from four different states. It collected comprehensive information on various aspects such as work hours, working conditions, job satisfaction, burnout, and intentions to leave their jobs. The Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) Survey: This survey, conducted in 2006-07, provided publicly available data on patients' experiences during their hospital stays. It gave us valuable insights into patient satisfaction and their overall hospital experience. The American Hospital Association (AHA) Annual Survey of Hospitals: From the 2006 survey, this source provided additional information about the characteristics of the hospitals involved in our study. This included data on hospital size, staffing levels, and other relevant institutional factors. This numerous aspects approach allowed us to gain a comprehensive understanding of how extended work shifts impact not only the well-being of nurses but also the quality of patient care..

[Audio] Let's take a closer look at the sample from the Multi-State Nursing Care and Patient Safety study, which forms a significant part of our research. The study included a solid sample of 22,275 registered nurses. These nurses were employed by 577 hospitals across five states: Florida, Pennsylvania, New Jersey, California, and New York. To ensure a representative sample, the study included at least 10 nurses from each hospital, with an average of 39 nurses per facility. This comprehensive sampling allowed to gather diverse and reliable data. For the study, it is specifically focused on nurses who reported working shifts ranging from one to twenty-four hours. Additionally, including nurses who attended to at least one but no more than twenty patients. This criterion was essential to exclude nurses who did not directly interact with patients, such as those in supervisory or "on-call" roles. This research concentrated on nurses working in intensive care units and medical or surgical units. This study, deliberately excluded nurses from operating rooms, long-term care facilities, and outpatient services because their shift schedules differ significantly from those in inpatient hospital units. This targeted approach ensured that our findings were relevant and specific to the working conditions of nurses who have direct and continuous interaction with patients in a hospital setting..

[Audio] The length of a nurse's most recent shift was measured by the time between the start and the end of their shift. To better analyze the data, categorized these shifts into four distinct groups based on their duration: 8-9 hours 10-11 hours 12-13 hours More than 13 hours Typically, nurses' scheduled shifts are either eight or twelve hours long. However, it is common for various factors to extend these shifts. For example, an eight-hour shift might extend to ten or eleven hours due to overtime or unexpected patient care demands..

[Audio] In this slide I will be talking about the outcomes, Employee Satisfaction: We assessed employee satisfaction using a four-point Likert scale question: "How satisfied are you with your job?" The responses were then categorized into two groups: extremely satisfied and very dissatisfied. This categorization was done to emphasize the contrast between the two ends of the satisfaction scale. Burnout: Burnout was measured using the nine-item emotional exhaustion component of the Maslach Burnout Inventory, which is a reliable and valid tool for assessing burnout in human service professions. Nurses with burnout scores of 27 or higher were compared to those with lower scores. A score of 27 or above indicates severe emotional exhaustion. Likelihood of Quitting: To determine the likelihood of nurses quitting their jobs within the next year, we used a straightforward yes/no question. These measures allowed to gain a comprehensive understanding of the job satisfaction, burnout levels, and turnover intentions among nurses..

[Audio] In this slide, I will be talking about hospital characteristics & nurse demographics by shift duration. Hospital Characteristics: Analysis revealed that a higher number of nurses worked 12-hour or longer shifts in teaching and high-tech hospitals. Nurse Demographics by Shift Duration: Nurses working these longer shifts were disproportionately male, non-white, and younger on average compared to those working shorter shifts. Despite this, the majority of nurses in our sample were female, Caucasian, and non-Latino, with most holding degrees below a bachelor's level. These demographics align closely with the national profile of nurses, as reported in the 2008 National Sample Survey of Registered Nurses. This survey, conducted every four years, assesses nursing trends and provides a comprehensive snapshot of the nursing workforce..

[Audio] In this slide we will see the results of the study, 65% of the nurses worked 12 to 13 hour shifts 26% of the nurses worked 8-9 hour shifts And the remaining worked 10-11 hour shifts..

[Audio] In this slide we will be studying a table that shows us, Size of nurse population Characteristics of hospital like high-technology hospital, number of beds were the beds less than 100 or greater than 250, Then comes the Characteristics of nurse, average age, were they Baccalaureate or higher, sex ratio, their ethnicity & their types of shifts.

[Audio] In this slide we will be exploring how shift lengths impact nurse satisfaction and burnout in hospital settings. Nurses working longer shifts gradually experienced higher levels of burnout and were more likely to consider quitting.Interestingly, dissatisfaction levels were similar for nurses working the most common shift lengths of 8-9 hours and 12-13 hours.In contrast, nurses working 10-11 hour shifts and those working shifts longer than 13 hours showed higher levels of dissatisfaction. Understanding these dynamics is crucial for hospitals to optimize scheduling practices and support nurse well-being..

[Audio] In this table we can see that how much satisfied nurses are with their scheduling And the outcomes shows the burnout score Their job dissatisfaction levels And intention to quit According to their shift length..

(Stimpfel et al., 2012) Unadjusted Fully adjusted Shift length, hours OR 95% CI OR 95% CI BURNOUT 10-11hrs 1.71 1.48, 1.97 1.58 1.35, 1.84 12-13hrs 1.13 1.04, 1.22 1.11 1.02, 1.20 >13hrs 2.85 2.47, 3.28 2.7 2.32, 3.15 JOB DISSATISFACTION 10-11hrs 1.72 1.42, 2.02 1.67 1.40, 1.99 12-13hrs 1.1 1.0, 1.20 1.12 1.03, 1.22 >13hrs 2.24 2.09, 2.81 2.38 2.04, 2.79 INTENTION TO LEAVE EMLOYER WITHIN A YEAR 10-11hrs 1.49 1.21, 1.85 1.55 1.24, 1.95 12-13hrs 1.53 1.37, 1.71 1.45 1.30, 1.63 >13hrs 2.79 2.32, 3.35 2.57 2.10, 3.15.

[Audio] In this slide we will take a glimpse of a Real-life nurse who shares her experience..

[Audio] In this slide we will see benefits of Shorter Shifts for Nurses. Improved Work-Life Balance: Shorter shifts help nurses maintain a predictable daily schedule, making it easier to manage their personal lives alongside their professional responsibilities. Reduced Burnout: Compared to 12-hour shifts, 8-hour shifts are less mentally and physically exhausting. This reduction in fatigue lowers the risk of burnout among nurses, promoting better long-term well-being. Enhanced Job Satisfaction: Shorter shifts contribute to a more balanced workload. Nurses are less likely to feel overworked, leading to higher job satisfaction and morale. Improved Patient Care: Shorter shifts enable nurses to stay more alert and focused during their shifts. This heightened attentiveness translates into improved patient care and safety outcomes. Lower Absenteeism: With decreased burnout and improved work-life balance, nurses experience lower rates of absenteeism. This contributes to better continuity of care and operational efficiency within healthcare facilities. In conclusion, adopting shorter shifts can have significant positive impacts on both nurses' well-being and the quality of patient care provided. It's an important consideration for healthcare organizations aiming to support their staff and optimize healthcare delivery..

[Audio] In this slide we will see the drawbacks of nurses working five eight-hour shifts instead of three 12-hour shifts in healthcare settings. More Commuting Days: Nurses working five days a week may face increased commuting days compared to those working three 12-hour shifts. This can result in higher transportation costs and more time spent traveling to and from work. Increased Transportation Costs: With more commuting days, nurses may incur higher expenses related to gas, parking fees, or public transit charges, which can impact their monthly budget. Less Consecutive Time Off: Working five days a week means nurses typically have only two consecutive days off, compared to four days off they could enjoy with three 12-hour shifts. This reduces opportunities for extended rest and recovery between workdays. Impact on Personal Life: The schedule of five eight-hour shifts may limit a nurse's ability to participate in personal or family activities, especially if shifts include weekends or irregular hours. This can affect work-life balance and overall well-being..

[Audio] In conclusion, while longer shifts like the 12-hour model have their benefits, they also come with significant challenges related to nurse burnout. Implementing five eight-hour shifts can reduce these challenges and better support both nurses' health and patient care outcomes..

Reference. HCAHPS: Patients’ Perspectives of Care Survey | CMS. (n.d.). https://www.cms.gov/medicare/quality/initiatives/hospital-quality-initiative/hcahps-patients-perspectives-care-survey Nurselife Whit. (2022, April 29). Better Nurse Schedule?! - Three 12s vs Four 8s [Video]. YouTube. https://www.youtube.com/watch?v=dAnwCys57oM Viscardi, M. K., French, R., Brom, H., Lake, E., Ulrich, C., & McHugh, M. D. (2022). Care quality, patient safety, and nurse outcomes at hospitals serving economically disadvantaged patients: a case for investment in nursing. Policy, Politics & Nursing Practice/Policy, Politics, & Nursing Practice, 23(1), 5–14. https://doi.org/10.1177/15271544211069554 Maslach, C., & Jackson, S. E. (1981). The measurement of experienced burnout. Journal of Organizational Behavior, 2(2), 99–113. https://doi.org/10.1002/job.4030020205 Aiken, L. H., Clarke, S. P., Sloane, D. M., Sochalski, J., & Silber, J. H. (2002). Hospital nurse staffing and patient mortality, nurse burnout, and job dissatisfaction. JAMA, 288(16), 1987. https://doi.org/10.1001/jama.288.16.1987 Stimpfel, A. W., Sloane, D. M., & Aiken, L. H. (2012). The longer the shifts for hospital nurses, the higher the levels of burnout and patient dissatisfaction. Health Affairs, 31(11), 2501–2509. https://doi.org/10.1377/hlthaff.2011.1377.

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