Biomedical subjects

Phillip Maude

Publications and source records attributed to Phillip Maude.

6 recordsLinked to original sources

PubMed2006

Impact of the perceived public image of nursing on nurses' work behaviour.

AIM: This paper reports a study comparing nurses' perceptions of their public image with their self-image, and examining how the relationship between their perceived public image and self-image was associated with their job performance and turnover intentions. BACKGROUND: The stereotypical public image of nursing is a major concern to nurses. However, it is relatively unknown how this image affects nurses. A few studies have investigated how nurses' interpretations of their public image affect their self-image and work behaviour. METHODS: A convenience sample of 346 Australian nurses participated in a questionnaire study in 2003. The results were analysed by t-test, polynomial regression and response surface analysis. Six participants from the survey participated in a focus group to provide further interpretation of the findings. RESULTS: Nurses rated their aptitude for leadership more positively than they thought the public viewed them. In contrast, nurses rated their image as being caring less negatively than their perceived public image. Job performance was predicted by self-image relating to leadership aptitude. On the contrary, the relationship between self-image and perception of the public image as being caring predicted job performance. When nurses perceived their public image as caring less positively than their self-image, their job performance tended to improve. As for turnover intention, both self-image and perceived public images of having an aptitude for leadership and being caring were negatively related to intention to quit the job. CONCLUSION: To enhance nurses' job performance and reduce their turnover intentions, it is important to improve both the public image and self-image of nurses.

Adaptation, Psychological↗

PubMed2006

Role discrepancy: is it a common problem among nurses?

AIM: This paper reports a study of nurses' perceptions of the differences between ideal and actual nursing roles, how these perceptions differ according to length of experience and the factors that might contribute to these perceived differences. BACKGROUND: The literature suggests that nurses tend to experience role discrepancy or a mismatch between their ideal and actual roles. Although it has been assumed that experienced nurses perceive less role discrepancy than inexperienced nurses, either because the former adjust themselves to their actual practice or because they have the expertise to improve their practice, this assumption has not been tested. METHODS: A survey design was used and the data were collected in 2003. Selected items from the Jefferson Survey of Attitudes Toward Physician-Nurse Inventory and the Staff Nurse Role Conception Inventory were administered to 216 Registered Nurses in Victoria, Australia to measure their perceptions of ideal and actual nursing roles. Data were analysed using a t-test and regression analysis. RESULTS: Nurses with more clinical experience rated their ideal and actual nursing roles more positively than those with less experience. However, the results showed that both groups of nurses experienced the same degree of role discrepancy. Both groups perceived strong role discrepancy in the areas of organizational decision-making and provision of patient education. Experienced nurses also perceived moderate role discrepancy in developing nursing care plans and in the freedom to initiate referrals. CONCLUSIONS: Role discrepancy cannot be resolved by having more clinical experience. While clinical experience enhances nurses' conceptions of their ideal roles, it can also lead to role discrepancy if there are organizational barriers that prevent nurses from engaging in their ideal roles. It is important to find a way whereby nurses can actualize their ideal views of practice in the current healthcare environment.

Adult↗

PubMed2006

The impact of role discrepancy on nurses' intention to quit their jobs.

AIMS AND OBJECTIVE: The purpose of this study was to investigate the impact of role discrepancy on nurses' intention to quit their jobs. BACKGROUND: Nurses experience role discrepancy, which refers to incompatibility between the roles nurses desire and expect to take, and the roles they actually engage in at work. However, there is a paucity of information as to how this role discrepancy affects nurses' intention to quit their jobs. DESIGN: A correlational design was used to investigate the impact of role discrepancy on nurses' intention to quit their jobs. METHODS: A total of 346 Australian nurses participated in this study by completing questionnaires. The results were analysed by t-test, polynomial regression and response surface analysis. RESULTS: Nurses tended to experience role discrepancy, in particular, in decision making with hospital policies and provision of patient education. The overall results show that this role discrepancy contributes to nurses' intention to quit their jobs. Nurses' intention to quit their jobs also increased when they had a low desire to engage in nursing roles and when they only performed a few roles. When specific dimensions of nursing roles were examined, a role discrepancy in the use of nursing skills, such as participation in decision making and providing patient education and emotional support, had little impact on their turnover intention. On the contrary, a role discrepancy in task delegation practice showed a significant association with nurses' intention to leave their jobs. CONCLUSIONS: Role discrepancy has been experienced by many nurses, and this discrepancy partially contributes to nurses' intention to quit their jobs. RELEVANCE TO CLINICAL PRACTICE: To reduce nursing turnover, it is important to create a work environment where nurses are inspired to engage in various nursing roles and their work desires are reinforced by existing work opportunities.

Analysis of Variance↗

PubMed2005

Explaining nurses' work behaviour from their perception of the environment and work values.

The present study examined how the relationship between nurses' perception of their environment and their work values could explain their job performance and whether they intended to quit their jobs. A survey (N=346) and a focus group (N=6) were used to collect data. The results revealed that nurses' job performance was maintained in an environment where they received few professional incentives due to their professionalism. In contrast, negative environmental characteristics directly impacted on nurses' intention to quit their jobs. The present study provides new insights into nurses' work behaviour.

Adult↗

PubMed2005

Nurses' job dissatisfaction and turnover intention: methodological myths and an alternative approach.

Job dissatisfaction and turnover are recurring themes in nursing. The current international nursing shortage has resulted in increased interest in investigating the causes of nurses' job dissatisfaction and turnover, and in developing countermeasures to address these issues. This paper involves a review of quantitative nursing studies, which investigated the causes of nurses' job dissatisfaction and turnover intention, and identifies commonly held myths that may inhibit more nurse-centered strategies from being developed. These myths are based on an assumption that a nurse-environment relationship is a one-way interaction in which nurses passively respond to their environment. The paper introduces the person-environment fit theory as an alternative framework, which challenges the assumption by suggesting it is the relationship between person and environment, rather than environmental characteristics alone, that affects nurses' occupational behavior. This theory enables nurse researchers to develop a more mutual approach involving the nurse and environment.

Attitude of Health Personnel↗

PubMedDate not supplied

Comparison between nurses' professional needs and their perceptions of their job.

OBJECTIVE: The aim of this study was to examine how nurses' professional needs were met in nursing practice. DESIGN: A survey design was used in this study. SETTING: Data were collected from one metropolitan public hospital, one rural public hospital, and from postgraduate students in diploma/certificate course at a university in Victoria. SUBJECTS: Participants consisted of 346 registered nurses (RNs), who had completed either a three-year nursing diploma or a degree course, and were working in hospitals at the time of the study. MAIN OUTCOME MEASURES: Nurses' need to obtain professional rewards, challenges and support for their performance were compared with their perception of how their work environment actually reinforced those needs. In addition, desired nursing roles were compared with perceptions of actual roles carried out in practice. RESULTS: The findings suggest there is a mismatch between nurses' professional needs and the intrinsic/extrinsic rewards they receive for their performance. There is also a mismatch between their desired nursing role and actual roles in practice. These mismatches are prominent in areas such as participation in policy decision-making, professional recognition and opportunity to earn a higher income. CONCLUSION: The findings suggest there is a mismatch between nurses' professional needs and their actual nursing practice. As these mismatches may negatively impact upon nurses' work behaviour, it is important to reduce the gap between professional needs and the experience of actual nursing practice.

Adult↗