Table 3. The specialties of Dr. Hsu are in women’s health and cancer nursing. with at … P3 and P4, both community nurses with more than 30 years’ experience, said: ‘It’s having the courage to have a voice’, and ‘… having the courage to say “No” to them’. Twelve qualified nurses were interviewed in depth about their understanding of courage in professional practice. If you have access to a journal via a society or association membership, please browse to your society journal, select an article to view, and follow the instructions in this box. Hsieh PC, Su HF: Retention and attrition of certified care assistants in the long-term care industry from the Taipei area: An interview survey. Factors influencing job satisfaction and anticipated turnover among nurses in Sidama Zone public health facilities, South Ethiopia, Future intentions of registered nurses employed in the western New York labor market: Relationships among demographic, economic, and attitudinal factors, Career Commitment in human service professionals: A biographical study, Predictors of married female nurses’ health, The impact of children on women managers’ behavior and organizational commitment, Nurse empowerment, job-related satisfaction, and organizational commitment, Job attitudes and turnover intentions among professionals in different work settings, Applying non-synchronized E-learning to the nursing clinical ladder system, Reliability and validity of nurses’ job satisfaction scale and nurses’ professional commitment, The relationship of role-related variables to job satisfaction and commitment to the organization in a restructured hospital environment, Job satisfaction among hospital nurses revisited: A systematic review, Job satisfaction among nurses: A literature review, The relationships among turnover intentions, professional commitment, and job satisfaction of hospital nurses, The measurement of organizational commitment, Motivational factors of hospital employees: Evidence from North Cyprus, Work-related stress and associated factors among nurses working in public hospitals of Addis Ababa, Ethiopia: A Cross-Sectional Study, Job emotions and job cognitions as determinants of job satisfaction: The moderating role of individual differences in need for affect, Moderating effects of professional commitment on hospitals in Taiwan, Relationships among organizational commitment, job satisfaction, and turnover intention: A meta-analysis, The influence of intrinsic and extrinsic satisfaction on organizational exit (voluntary turnover): Evidence from a correctional setting, From nurse to nurse: The influence of age and gender on professional socialization and career commitment of advanced practice nurses, Impact of organizational structure on nurses’ job satisfaction: A questionnaire survey, The study on motivation attitude, job satisfaction and turnover intention for non-physician formal and temporary employees in a public hospital, American Association of Occupational Health Nurses, Exploring the Relationship Between Professional Commitment and Job Satisfaction Among Nurses, Kuokkanen, Leino-Klipi, & Katajisto, 2003. A serious nursing shortage is creating a crisis in the nation’s health care system. Items in this section include statements such as, “the way my job provides for steady employment” (Cronbach’s α = .72). European Journal of Cancer Care 17(6): 524 – … The impacts of career ladder system for nurses in hospital, Herzberg, F., Mausner, B., Snyderman, B. This cross-sectional study recruited nurses from a northern Taiwan hospital. Data from a single medical center hospital do not guarantee the applicability of results to nurses employed in other medical centers; results may be subject to regional limitations. Two of them were European (Swedish and Danish), namely Lindh et al (2010), who conducted a hermeneutical enquiry into moral strength, and Thorup et al (2012), whose interpretative study explored courage specific to vulnerability, suffering and ethics. This theme suggests that nurses are prepared to face discomfort, stay in situations when they are needed, and will face their fears, even though it is difficult and may require them to tolerate personal discomfort. Despite the NMC’s (2015a) expectation that nurses will challenge and question changes in the traditional hierarchy of the NHS, and a proposed new style of leadership (King’s Fund 2012), participants found that it can be difficult to speak up and to have a voice. Nursing Management. Lindh et al (2010) state that, despite courage being identified as a fundamental component of nursing (Spence 2004, Cummings and Bennett 2012), there is a lack of knowledge about nurses’ courage in practice. Willingness to make an effort, appraisal in continuing one’s career, and belief in goals and values together explained 32% of the variance in inner and external satisfaction. In summary, the present study found that marital status, job level, and working shifts were associated with professional commitment; however, work sector (department) and marital status were associated with inner satisfaction. (2007) found that job satisfaction predicted turnover intention for nurses who had either high commitment or low commitment. Barchard ,Fiona., Sixsmith Judith, Neill Sarah, and Meurier Clency"6Cs and ten commitments: nurses’ understanding and use of courage", Barchard ,Fiona., Judith Sixsmith , Sarah Neill , and Clency Meurier "6Cs and ten commitments: nurses’ understanding and use of courage", Nursing and Midwifery Council (NMC) 2015a, www.hee.nhs.uk/sites/default/files/documents/VBR_Framework%20March%202016.pdf, www.compassionfatigue.org/pages/NursingCourage.pdf, Improving the patient’s experience of cancer-related fatigue, What you need to know about running a shift, Using change in nursing practice: a case study approach. (2000). 23, 10, 26-31.
Six studies 8, 22, 23, 28-30 investigated job satisfaction among nurses implementing the team nursing model of care. Revalidation supports reflective practice, and could enhance retention if nurses use it to unpick some of the difficulties they face (NMC 2015b). Nurses’ professional commitment was strongly related to job satisfaction. P7 talked about dealing with distressing emotional situations in acute settings: ‘…it’s a situation you don’t want to be in, that you wouldn’t have chosen to be in, so yeah, I think that’s courage definitely’, while P10 spoke in general terms about her understanding of courage in the community: ‘I guess, perhaps being out of your comfort zone from your every day to day, sort of work.’, P9, also a community nurse, spoke of the personal-safety aspect of courage and how she faced situations and stayed in them, but also knew when to remove herself: ‘Yes, so, so it’s courage in the, the true sense of bravery, as in I need to save myself, from, from the situation as it were.’, These participants described various situations they had had to stay in, when they would have rather not, including dealing with challenging families or patients, managing unexpected deaths, and walking into unknown situations, such as when starting to work with new patients in the community. the 6Cs -
I have read and accept the terms and conditions, View permissions information for this article. Four more discussion and opinion papers that met the search criteria were identified. Data held were anonymised, password protected and securely stored. Not only do we require recruitment of nurses who can challenge and take risks, we need to retain them by ensuring there are adequate preparation, training, support and opportunities to enable them to reflect on using courage in practice. A significant difference was found among nurses’ willingness to make an effort by their marital status. Fang and Hung (2014) investigated 233 married female nurses and discovered that job stress and over commitment to work were significant determinants of their health status. This study involved a mix of acute and community nurses, but findings are presented as one. Most participants had not considered these as courageous acts until they were asked to reflect on them, after which they agreed with the sentiment expressed by P7: ‘Actually lots of things that we do were courageous but we don’t really think of it like that.’. Based on a systematic review of 100 studies measuring the sources and effects of hospital nurses’ job satisfaction, H. Lu et al. Many experienced nurses are leaving the field and young people are not selecting nursing as a potential career. The 26 items addressed the three main categories of professional commitment: willingness to make an effort, appraisal of continuing one’s career, and belief in goals and values. The themes described above indicate something of nurses’ understanding of courage. Description of Age, Professional Commitment, and Job Satisfaction Subconcepts. (, Kuokkanen, L., Leino-Klipi, H., Katajisto, J. Peate’s (2015) article, entitled Without courage the other Cs will crumble, is supported by the notion that courage enables other virtues (Walston 2004). Cummings and Bennett (2012) define courage as the attribute that ‘enables us to do the right thing for the people we care for, be bold when we have good ideas, and to speak up when things are wrong’. This study suggests that even experienced nurses can find using courage demanding, and this should inform recruitment and retention policies. nursing management -
Ethical concerns including anonymity, confidentiality, informed consent, withdrawal, briefing and debriefing, and protection from harm, were all addressed, ethical approval was granted, and recommendations were followed. These leaders have the ability to reduce nursing turnover intention by improving nurses’ job satisfaction. This finding supported the results of previous studies (Cherniss, 1999; Korabik & Rosin, 1996). She previously worked in New York City as an assistant director in hospitals. NVivo software, which encourages data analysis during collection (Bringer et al 2006, Bazeley 2007, Hutchinson et al 2010), was used.The 12 interviews raised 86 codes related to nurses’ understanding and use of courage. grounded theory -
The results showed that married nurses had higher willingness to make an effort scores than unmarried nurses. Based on the results of this cross-sectional study, the instrument needs refinement and further testing. The aims of the study were to explore how nurses’ understanding of courage can inform future practice, thus enabling preparation and support for nurses to use courage in practice settings, and to enhance understanding of adult nurses’ use of courage in everyday professional practice.