Nurses’ Well-being and the Work Environment During the COVID-19 Pandemic

Abstract

Problem: The Coronavirus Disease 2019 pandemic, despite the improved current situation, has lasted longer than expected and has had a severe impact on the nursing profession. Nurses continue to face heightened levels of stress, frustration, exhaustion, and overwork. As a result, many nurses have either retired or left their positions, further worsening the existing nursing shortage. This shortage poses a significant threat to the efficiency and resources of the healthcare system. Therefore, it is crucial to gain a better understanding of how work-related factors affect the well-being of nurses. Purpose: The aims of this study were to 1) Examine the relationship between work-related factors and personal well-being during the pandemic; 2) Examine the degree and severity of workplace bullying in nurses and work-related factors; and 3) Examine the relationship between well-being and intention to stay while examining the potential moderating effect of workplace support on this relationship. Methods: This cross-sectional study analyzed survey responses from 1170 registered nurses across the US. The study data are from the Nurse Worklife and Wellness Study, 2020-21 (Trinkoff et al., 2021a). Results: Nurses who were younger, less experienced, working in hospitals, a staff or charge nurse, or on the frontlines reported lower well-being than their counterparts. Factors such as sufficient staffing and enough time to complete tasks significantly influenced nurses’ well-being. In aim 2, over 40% of nurses experienced workplace bullying, with 13.4% experiencing severe bullying in the past year. Inadequate staffing, insufficient time to complete tasks, and lack of breaks away from the work area were significantly related to severe bullying. For aim 3, only 75% of the nurses expressed their intention to stay at their current job for the next year. The intention to stay significantly differed by age and work-related factors, but workplace support had a significant moderating effect. As workplace support increased, the positive relationship between well-being and intention to stay was strengthened. Conclusion: This study provides guidance for organizations and management to address adverse work-related factors and to establish a healthy work environment. By ensuring sufficient staffing, providing adequate time for tasks, and actively addressing workplace bullying, nursing management can create an improved environment, ultimately promoting nurse retention.