Clinical trial NCT04026854: Determinants of the Quality of Work Life of Psychiatric Nurses and Relief on the Quality of Care
Official title: Individual, Organizational and Managerial Determinants of Quality of Life at Work of Psychiatric Nurses and Relief on the Quality of Care
Study type: OBSERVATIONAL
Overall status: COMPLETED
Conditions: Quality of Work Life of Psychiatric Nurses
Impact on Quality of Care
Keywords: Quality of life at work;Nurse;Quality of care;psychiatric
Lead sponsor: University Hospital, Tours
Sponsor class: OTHER
First posted: 2019-07-19
Enrollment: 400
Sex: ALL
Minimum age (years): 18
Maximum age (years): 67
Standard ages: ADULT
OLDER_ADULT
Accepts healthy volunteers: no
Observational model: COHORT
Time perspective: PROSPECTIVE
Sampling method: NON_PROBABILITY_SAMPLE
Study population: * Nurse with a degree in the state or psychiatric sector.
* Working in a psychiatric ward that offers full hospitalization, a day hospital (HdJ) or a medico-psychological center (CMP).

Brief summary: Psychological well-being at work is a major public health issue. The number of sick personal leaving hospitals has increased by 10% in five years and the average cost of absenteeism is around 3000 euros per agent per year. These changes are associated with the increase in turnover among nurses, thus raising the question of its impact on the quality of care. Psychological suffering at work is one of the main determinants of intention to leave for nurses.The investigators hypothesize that an improvement in the quality of work life of nurses could lead to greater loyalty, greater motivation of nurses and greater attractiveness within the community. 'institution. Among the publications on psychological well-being at work, few have been interested in the structural aspects of the organization of care and in particular to the variables specific to the caregivers themselves, such as the quality of life at work. Nevertheless, studies carried out in industry show significant and positive links between quality of life at work and performance at work. Thus, it seems appropriate to identify the factors likely to lead to an improvement in the quality of work life of psychiatric nurses and to determine the elements that can help to strengthen it. Moreover, it appears that the field of psychiatry could constitute an ideal field of experimentation. Psychiatry teams treat patients with chronic, severe and debilitating conditions, which are subject to significant social stigmatization, and expose nurses to a high rate of burnout. The organization of psychiatric care is also multidisciplinary. The various care procedures allow caregivers to carry out activities that include more or less significant participation in decision-making. Also, studying the determinants of the quality of working life among psychiatric nurses seems to us an important goal in order to put in place actions to strengthen psychological well-being at work, and thus to reduce turn-over and improve the quality of care.

Detailed description: Psychological well-being at work is a major public health issue. The number of sick personal leaving hospitals has increased by 10% in five years and the average cost of absenteeism is around 3000 euros per agent per year. These changes are associated with the increase in turnover among nurses, thus raising the question of its impact on the quality of care. Psychological suffering at work is one of the main determinants of intention to leave for nurses. The investigators hypothesize that an improvement in the quality of work life of nurses could allow greater loyalty, greater motivation of nurses and greater attractiveness within the institution. Among the publications on psychological well-being at work, few have been interested in the structural aspects of the organization of care and in particular to the variables specific to the caregivers themselves, such as the quality of life at work. Nevertheless, studies carried out in industry show significant and positive links between quality of life at work and performance at work. Thus, it seems appropriate to identify the factors likely to lead to an improvement in the quality of life at work of psychiatric nurses and to determine the elements that can help reinforce it. Moreover, it appears that the field of psychiatry could constitute an ideal field of experimentation. Psychiatry teams treat patients with chronic, severe and disabling conditions, which are subject to significant social stigma, and expose nurses to a high rate of burnout. The organization of psychiatric care is also multidisciplinary. The various care procedures allow caregivers to carry out activities that include more or less significant participation in decision-making. Also, studying the determinants of the quality of life at work among psychiatric nurses seems to be an important goal in order to implement actions to strengthen psychological well-being at work, and thus reduce turnover and to improve the quality of care.

The main objective is to identify the individual, organizational and managerial factors that can explain changes in the quality of work life of psychiatric nurses.

To study the link between changes in the quality of work life of nurses and the quality of care delivered to patients.

Study the effects of a change in the quality of work life of nurses on turnover.

Eligibility criteria: Inclusion Criteria:

* Nurse with a degree in the state or psychiatric sector.
* Working in a psychiatric ward that offers full hospitalization, a day hospital (HdJ) or a medico-psychological center (CMP).

Exclusion Criteria:

* N/A

Primary outcomes:
measure: Measuring the quality of work life of nurses by the French version of the quality of life (QOL) at work scale of Elizur and Shye (1990).
timeFrame: 1 year
Secondary outcomes:
measure: Measuring psychological well-being at work using the scale of Gilbert, Dagenais-Desmarais and Savoie (2011).
timeFrame: 1 year
measure: Measuring job satisfaction using an adaptation of the job satisfaction scale of Fouquereau and Rioux (2002).
timeFrame: 1 year
measure: Measuring work engagement using the French version of UWES-9 (Schaufeli, Bakker, Salanova, 2006).
timeFrame: 1 year
measure: Measuring the satisfaction of psychological needs at work using the satisfaction scale of the psychological needs of Gillet, Rosnet and Vallerand (2008).
timeFrame: 1 year
measure: Measuring the feeling of self-efficacy from the questionnaire referring to specific behaviors in General Self-Efficacy Scale (GSE) Nagels (2008)
timeFrame: 1 year
measure: Measuring thetransformational leadership using the Global Transformational Leasership scale (GTL) developed by Carless, Wearing and Mann (2000).
timeFrame: 1 year
measure: Measuring the support for autonomy using a version adapted to the work context of the Measuring the Perceived Autonomy Support Scale for Exercise Settings (PASSES) of Gillet, Vallerand, Paty, Gobancé and Berjot (2010).
timeFrame: 1 year
measure: Measuring the personality using Big Five Inventory (BFI) by John, Donahue and Kentle (1991).
timeFrame: 1 year
measure: Measuring the well-treatment by a self-evaluation of patient well-being practices, Terrien,Anthoine and Mouret (2012).
timeFrame: 1 year
Other outcomes:
Locations:
Study officials:
affiliation: University Hospital of TOURS
name: Pierre CHEYROUX
role: STUDY_DIRECTOR
References: