Name: COMC_102_FINAL_PPT
Uploaded: 2024-06-19
Duration: 20 min 55 s
Description: [image]. Hello there!. I’m Arpit, and I'll be sharing with you my ideas on Nurse work-life balance..

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

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I’m Arpit, and I'll be sharing with you my ideas on Nurse work-life balance.

Arpit Naik – C0179076 COMC 102: Advanced Professional Communication 06/17/2024 Dawson Bernard College of the Rockies

[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. 

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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.. 

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This research investigates the effects of extended work shifts on nurses and how it affect’s patient care. Over 80% of nurses across 4-states express satisfaction with their hospital’s scheduling practices, patient dissatisfaction increases with the percentage of nurses working shifts longer than 13 hours. Nurses working ten hours or more are significantly more likely to experience burnout, job dissatisfaction, and a desire to quit compared to those on shorter shifts. The traditional eight-hour shift for hostipal nurses is being replaced by twelve-hour shifts, potentially offering better work-life balance with a three-day work week. However, unpredictable factors such as inscheduled overtime and varying patient demands contribute to nurse exhaustion and burnout, potentially compromising patient care. The study examines how shift length influences nurse burnout, dissatisfaction, and turnover, using data from a national hospital survey that links nurses working conditions to patient satisfaction.

[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.. 

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This study conducted a secondary analysis of cross-sectional data from three sources, all linked by shared hospital identifiers. The first source, the Multi-state Nursing Care & Patient safety study, surveyed nurses in four states from 2005 to 2008. It collected information on work hours, working conditions, job satisfaction, burnout, and intentions to leave their jobs. The second source was Hospital Consumer Assessment of Healthcare Providers and systems (HCAHPS) survey from 2006-07, which provided publicly available data on patients experiences during hospital stays. The third source, the American Hospital Association Annual Survey of Hospitals from 2006, offered additional information about the characteristics of the study.

(HCAHPS: Patients’ Perspectives of Care Survey | CMS, n.d.)

[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.. 

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The Multi-State Nursing Care and Patient Safety study sample inculded 22,275 registered nurses. These nurses were employed by 577 hospitals in Florida, Pennsyvania, New Jersey, California, and New York. The sample included at least 10 nurses from each hosptial, with an average of 39 nurses per facility. For the Multi-State Study, inculded nurses who reported working shits ranging from one to twenty-four hours and who attended at least one but no more than twenty patients. This criterion aimed to exclude nurses who did not directly interacted with patients, such as those in supervisory or “on-call” roles. The study focused on nurses working in intensive care units and medical or surgical units, excluding those from operating rooms, long-term care facilities, and outpatient services due to their different shift schedules compared to inpatient hospital units.

[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.. 

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The length of a nurse’s most recent shift was determined by the time between the start and the end of the shift. Shifts were categorized into four groups based on their duration: 8-9 hours, 10-11 hours, 12-13 hours, and more than 13 hours. These categories accounted for potential changes in scheduled shifts, such as overtime extending an 8-hour shift to 10 or 11 hours. Typically, scheduled shifts are either eight or twelve hours long.

[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.. 

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Nurse Outcomes Employee satisfaction was assessed using a four-point Likert scale question, “How satiasfied are you with your job?” The responses were categorized into two groups: extremely satisfied and very dissatisfied, to emphasize the contrast between these two groups. Burnout was measured using the nine-item emotional exhaustion component of the Maslach Burnout Inventory, a reliable and vaild tool for assessing burnout in human service prodessions. Nurses with burnout scores of 27 or higher were compared to those with lower scores, with a score of 27 or above indicating severe emotional exhaustion. The likelihood of nurses quitting their jobs within the next year was determined with a yes/no question.

[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.. 

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Analysis of hospital characteristics by shift durantion revealed that more nurses worked 12-hour or longer shifts in teaching & high-tech hospital’s.

Additionally, nurses working these longer shifts were disproportinately male, non-white, and younger on average compared to those working shorter shifts.

The majority of nurses were female, Caucasian and non-Latino, and mostheld 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, which is conducted every four years to assess nursing trends.

[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.. 

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[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. 

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(Stimpfel et al., 2012)
 Shift Length, hours


 Characteristic 8-9hrs 10-11hrs 12-13hrs >13hrs SIZE OF NURSE POPULATION         Number of nurses 5,677 904 14,370 991 Percent of nurses 26 4 65 5 HOSPITAL CHARACTERISTICS         High-technology status 23.10% 4.00% 68.60% 4.40% Teaching status         Nonteaching 25.2 4.2 66 4.6 Minor teaching 29 4.1 62.4 4.4 Major teaching 19.9 3.8 72.1 4.2 Number of beds         <100 20.8 4.2 69.5 5.6 101-250 33 3.9 58.8 4.3 >250 23.1 4.2 68.2 4.6 NURSE CHARACTERISTICS         Mean age, years 44 46 42 43 Baccalaureate or higher 24.60% 2.00% 67.00% 4.40% Sex         Female 26.4 4.2 64.9 4.5 Male 18.6 3.1 73.7 4.7 Race/ethnicity         White 27.2 0.5 63.7 0.5 Black 16.8 0.3 73.7 0.6 Hispanic/Latino 18.3 0.3 74.4 0.5 Types of units, last shift         Medical/Surgical 30.4 5 60.3 4.4 Intensive Care 14.7 1.7 79.6 4.5

[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.. 

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In all four shift length categories, more than 80% of nurses reported satisfaction with their hospital’s scheduling procedures. However, longer shifts were associated with a gradual increase in the percentage of nurses experiencing burnout & considering quitting. The levels of dissatisfaction were similar for nurses working the most common shift lengths of 8-9 hours & 12-13 hours. In contrast, dissatisfaction was higher among nurses working 10-11 hours shifts & those working shifts longer than 13 hours.

[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.. 

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Shift length, hours     (Stimpfel et al., 2012)     8-9hrs 10-11hrs 12-13hrs >13hrs SATISFACTION WITH SCHEDULING           Satisfied with schedule




 Strongly agree/agree
 85% 82% 88% 84% Strongly disagree/disagree
 15 18 12 16 Actively participate in scheduling




 Strongly agree/agree
 66 66 79 73 Strongly disagree/disagree
 34 34 21 27 Flexible work schedules are available




 Strongly agree/agree
 67 65 73 66 Strongly disagree/disagree   32 35 27 34 OUTCOMES           Burnout Score




 >27
 20 31 44 56 <27
 80 69 56 44 Job dissatisfaction




 Little/very dissatisfied
 24 35 25 43 Very/moderately satisfied
 76 65 75 57 Intention to leave employer within a year




 No
 11 15 15 25 Yes
 89 85 85 75

(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. 

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(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.. 

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[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.. 

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Benefits of 5 Eight-hour shifts for nurses

Benefits of 5 Eight-hour shifts for nurses Improved Work-life balance Improved Patient Care Reduced Burnout Enhanced Job Satisfaction

Improved Work: Life balance: This help nurses keep a predictable daily schedule, making it easier to manage their personal life. Reduced Burnout: Compared to 12-hour shift, 8-hour shifts are less mentally & physically exhausting, which reduces fatigue & risk of burnout. Enhanced Job Satisfaction: A balanced workload can be achieved by working shorter shifts, which will help avoid feeling overworked. Improved Patient Care: During shorter shifts, nurses are probably going to be more aware & focused, which will improve patient care & safety.  Lower Absenteeism: Lower absenteeism rates are a result of decreased burnout & improved work-life balance.

[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.. 

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Disadvantages of 5 Eight-hour shifts for Nurses

While some nurses may find that working five eight-hour shifts gives them a more predictable schedule and a better work-life balance, there are disadvantages to consider, including longer commutes, fewer days off in a row, and paying a lot of money on paid-parking. Nursing professionals & healthcare facilities have to balance these drawbacks against the positives.

Instead of making the three-day travel, nurses now have to do the five-day trip, which can be more expensive and time-consuming.

Increased costs related to transportation, such as gas, parking, or public transit charges.

If you work five days a week, you only get two days off as opposed to the four days off that you could get by working three 12-hour shifts.

A nurse's ability to take part in personal or family activities may be impacted by having to work more or take turns on weekends.

[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.. 

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The analysis of nurse outcomes related to shift duration reveals significant findings regarding the benefits & challenges of a 12-hour, three-day shift model. The study indicates that longer shifts are associated with increased burnout, characterized by emotional exhaustion, patient depersonalization, and a lowered sense of personal accomplisment in caregivers. In Conclusion, I believe the optimal solution is to implement five eight-hour shifts. This model provides nurses with a consistent routine & the flexibility to pursue personal activities outside of work.

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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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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COMC_102_FINAL_PPT

Scene 0

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.

avatar

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 (A-H-A--) 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.

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.

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.

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.

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.

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.

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

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.

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.

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

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.

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.

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.

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