Abstracts
Résumé
Introduction : Les conditions de travail difficiles compromettent la qualité des emplois infirmiers, accentuent le roulement ainsi que l’attrition, et ce, particulièrement pour le personnel infirmier de la relève. La compréhension des perspectives du personnel infirmier sur l’engagement professionnel est essentielle pour élaborer des interventions organisationnelles innovantes et adaptées en ce sens.
Objectifs : L’étude vise à 1- définir les attentes du personnel infirmier de la relève face à l’employeur pour favoriser l’engagement professionnel et 2- identifier les actions organisationnelles prioritaires pour favoriser l’engagement professionnel.
Méthodes : Suivant un devis de recherche mixte selon une démarche de cartographie conceptuelle, des infirmières et infirmières auxiliaires de la relève (N=14) dans un centre intégré de santé et de services sociaux (CISSS) semi-urbain du Québec (Canada) ont été invitées à répondre à la question : « Que peut faire l’employeur pour favoriser l’engagement professionnel? ». Des analyses statistiques d’échelonnement multidimensionnel et en grappe ont permis d’organiser les 49 énoncés formulés par le personnel infirmier. Parallèlement, les participantes ont établi les actions prioritaires en cotant « l’importance » et « la probabilité de succès d’implantation » de chaque énoncé.
Résultats : Les attentes du personnel infirmier envers leur employeur sont : des conditions de travail attractives, un leadership positif, des conditions de pratique sécuritaires, le soutien au développement professionnel et un cheminement personnalisé. Plus précisément, les actions prioritaires pour l’employeur consistent à : démontrer du respect, offrir un environnement sain et éviter les déplacements dans des départements non souhaités.
Discussion et conclusion : Les résultats suggèrent plusieurs pistes d’actions pour favoriser l’engagement professionnel du personnel infirmier de la relève, en contexte semi-urbain au Québec, notamment : l’offre de ressources humaines et matérielles, l’implantation d’une culture organisationnelle positive et l’exercice d’un leadership bienveillant.
Mots-clés :
- engagement professionnel,
- personnel infirmier de la relève,
- interventions organisationnelles,
- méthodes mixtes,
- cartographie conceptuelle
Abstract
Introduction: Poor work conditions jeopardize the quality of nursing jobs and increase turnover and attrition rates, especially for early career nurses and licensed practical nurses. Understanding perspectives of the nursing staff on work engagement is essential to develop innovative and responsive organizational interventions.
Objectives: 1- Define the expectations of early career nursing staff with respect to their workplace in order to support work engagement 2- Identify priority actions to support work engagement at organizational level.
Methods: A mixed-methods research design based on a conceptual mapping approach was used. Early career nurses and licensed practical nurses (N=14) working in a semi-urban integrated health and social services center in Quebec (Canada) were asked the following question: “What can the workplace do to promote work engagement?” Multidimensional scaling and cluster analysis were used to organize the 49 statements provided by the nursing staff. At the same time, participants prioritized actions by rating the “importance” and “probability of a successful implementation” of each statement.
Results: Nursing staffs’ expectations toward their workplace in order to support work engagement were: attractive working conditions, positive leadership, safe working conditions, professional development opportunities, and personalized career path. More specifically, the priority actions identified were: showing respect, providing a healthy environment and avoiding transfer to unwanted departments.
Discussion and conclusion: The results suggest several actions to promote work engagement of early career nursing staff working in semi-urban settings in Quebec, including providing human and material resources, implementing a positive organizational culture, and exercising benevolent leadership.
Keywords:
- work engagement,
- early career nursing staff,
- organizational interventions,
- mixed-methods,
- concept mapping
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