ArticleBMC nursing2024
Organisational and leadership skills towards healthy workplaces: an interview study with registered nurses in Sweden.
Article in BMC nursing, 2024. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 6 papers.
What it found
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Who cites it
6 citing papers in PubMed.
- Registered and Specialist Nurses' Perspectives on Organisational Changes in Swedish Municipal Home Care: A Qualitative Study Using Shadowing.Nursing open · 2026Article
- Value-conscious leadership actions in developing a health-promoting work environment.Nursing ethics · 2026Article
- The Association Between Healthy Work Environment and Work Engagement Among Intensive Care Unit Nurses: The Mediating Roles of Self-Efficacy and Compassion Fatigue.Journal of nursing management · 2026Observational
- Nurses' and nurse leaders' perspectives on a health-promoting work environment: a meta-ethnographic study.International journal of qualitative studies on health and well-being · 2025Review
- The Role of Nurse Leaders in Maintaining Healthy Work Environments for Nurses in a Mental Health Hospital: A Qualitative Study.Journal of nursing management · 2025Article
- The Potentials of Digital Workplace Health Promotion.International journal of environmental research and public health · 2024Article
Corrections and comments
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Authors and funding
2 authors.
Funding
No grant is acknowledged in the PubMed record.
Abstract
backgroundAccording to shortage of registered nurses, organisational and leadership aspects grounded in person-centrered approach, are highlighted to ensure high quality of care. Therefore, it is interesting to develop knowledge regarding registered nurses working environment.
aimThe aim of the study was to investigate registered nurses' reason to end their employment at a university hospital setting (internal medicine, emergency department).
methodQualitative content analysis with an inductive methodological approach was used to analyse registered nurses' experiences regarding their former employment. Inclusion criteria; all nurses (n = 55) who ended employment during one year (first of July 2020-30th of June 2021) were invited, and 38 semi-structured interviews were conducted.
resultsThree categories were identified: Limited organisational support, Lack of visible leadership, and Limited healthy working environment, followed by six subcategories: Longing for organisational support, Being a tile in a box, Need for professional relationship, Limitation of supportive leadership, Imbalance of work versus personal life, and Ethical stress.
conclusionTo improve registered nurses working environment and commitment to work, balance between time at work and personal life is significant. Therefore, organisational support and leadership skills grounded in a person-centred approach are crucial to develop a healthy working environment. A person-centred leadership could improve collaboration and shared decision-making in partnership with those involved, managers, nurses, and team members.
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Registered trials
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