Authors (including presenting author) :
Kwan W, Liu E, Kwong MK, Yuen SL, Ng P
Affiliation :
Central Nursing Division, Queen Elizabeth Hospital
Introduction :
Introduction
Results of the HA Staff Survey 2016/17 demonstrated comparatively less satisfaction among nurses of age 20-29 in QEH for the domains of communication, respect and recognition. Focus group interviews were conducted with nurses of, but not limited to, the captioned age group by CND from September to December 2017 for survey follow-up. Two subsequent meetings were held in 2018 for improvement measures.
Objectives :
Objectives
To explore work related concerns of nurses
To understand expectations of nurses for their job
To identify and follow up on areas for improvement
Methodology :
Methodology
Focus group discussion was led with guiding questions derived from the HA Staff Survey 2016/17 in areas of relatively low scores. The transcribed dialogues were analyzed together with the non-verbal expressions observed during the discussion to identify any significant issues or recurrent themes.
Result & Outcome :
Results
31 group interviews were conducted with 233 nurses from 16 clinical units. 80.7% were female. All participants were Registered Nurses except 16 (6.9%) were Enrolled Nurses. 88.8% of the participants had clinical experience ranging from 1 to 8 years. The rising number of admission and increased caseload were perceived as inevitable work stressors. The nurse-patient ratio was deemed ‘unquantifiable’ due to constant patient flow, leading to concerns for quality of care, especially for overflowed patients with different specialties and for handling emergencies. Clinical rotation was appreciated for sharpening skills and knowledge but better communication prior to rotation was expected for psychological preparation. The congested work environment contributed to potential conflicts between nurses and clients. Nurses expected to spend more time providing direct patient care but felt frustrated when much time was spent on filling in numerous forms. Strong preference on 5-day work week was expressed for protected clinical handover time and work-life balance. Conclusions
Improvements on uniforms and nursing quarter facilities were implemented soon after the interviews. The Advanced Rotation Request System was rolled out to engage nurses in rotation planning. Although HA Secrets was the preferred way to express opinions due to its feasibility for ventilation, regular frontline visits by administrative leaders were appreciated as respect and recognition for staff. Despite transient thoughts of resignation, three main reasons were identified for remaining in service, including a supportive team, the pride of working in a renowned hospital, and job meaningfulness with stability.
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