http://hdl.handle.net/10379/38 Mon, 30 Oct 2017 00:14:21 GMT 2017-10-30T00:14:21Z http://hdl.handle.net/10379/3508 Health Service Delivery in Hospitals: Researching Implications of Work-life Balance Practices for Nurse Employees Browne, Patricia "Work-life balance (WLB) refers to a range of flexible working arrangements that go beyond employees' statutory leave entitlements. WLB assists employees to combine employment with their family life, caring responsibilities and with personal life outside the workplace" (The National Framework Committee for Work-Life Balance Policies, 2010). Work-family conflict has been shown to result in job dissatisfaction, depression, absenteeism and an overall loss of health and sense of well-being (Thomas & Ganster, 1995; Poelmans and Sahibzada, 2004, Lapierre & Allen, 2006, Beauregard & Lesley 2009). Avgar et al. (2010) states that balancing work and family is considered important to employees in most work settings, but the healthcare arena is one in which the tensions between work and family are dramatic. The type of work involved in health service delivery is particularly unique to this sector due to its intensive human capital dependency, emotional labour and the 24/7 nature of the work. Avgar et al. (2010) argue that WLB practices enhance the ability of employees and their managers to provide high quality care to their patients. Through their examination of the effects of WLB practices their results indicate that greater use of WLB practices enhances outcomes for hospitals, their employees and patients. Specifically, WLB practices were shown to positively influence hospital financial performance, reduce employee turnover intentions, and decrease errors that could harm patients and staff. Avgar et al. (2010) further highlight that while many studies have looked at work-life balance issues for physicians, less attention has been given to WLB practices for other healthcare frontline staff. The Integrated Employee and Well-being strategy 2009-2014 signals the recognition that the well-being and welfare of employees is central to delivering quality health services (HSE: 2009). 35% of health employees are in the nursing category in Ireland (Department of Health and Children 2009). Little research, apart from a few studies has been carried out in relation to the experiences of nurses and their working environment in Ireland. Studies by McCarthy et al., 2006, Drennan et al. 2007, Curtis 2007 allude to the need for further research in this area. This paper will seek to give an overview of the literature on work-life balance and illustrate how future research applied to nursing in a hospital context will fill some of the current research gaps in this academic field. Fri, 01 Jan 2010 00:00:00 GMT http://hdl.handle.net/10379/3508 2010-01-01T00:00:00Z http://hdl.handle.net/10379/3506 An Investigation of Nurse's Work-Life Balance in Public Sector Hospitals in Ireland Browne, Patricia "Nurses are the single largest group of registered and regulated practitioners in the health workforce of any country and are internationally recognised as being fundamental to the provision of health care" (WHO:2002). The main aim of any health service is to ensure adequate, efficient and quality patient care. A number of commissioned research reports have sought to look at human resource issues such as the Report of the National Taskforce on Medical Staffing (2003), Action Plan for People Management in the Health Service (2002) and the Integrated Employee and Well-being strategy 2009-2014. These have looked at both staff and service needs and this often is a delicate balancing act in itself. The Integrated Employee and Well-being strategy 2009-2014 states that 34% of all staff employed by the HSE were in the nursing category at the end of December 2008 (HSE:2009). This group alone, as has already been recognized by the World Health Organisation (WHO) play a huge role in providing health care in any country. An acknowledgement of this fact serves to highlight that an investment in adequate nursing staff numbers and proper HR policies and practices is a must in any countries hospital infrastructure. HR managers should be advocates as well as enforcers of good HRM policy and practices within their hospital organisations. The consequences, if the HR role is not promoted and properly integrated could well have deleterious effects for employees and services alike. Nurses play a vital role in healthcare provision. HR practices which affect nurse well-being, attendance and workplace performance are a very important element of adequate, efficient and quality employee care in hospital settings. Sun, 01 Jan 2012 00:00:00 GMT http://hdl.handle.net/10379/3506 2012-01-01T00:00:00Z http://hdl.handle.net/10379/3504 Health Service Delivery in Hospitals: Researching Implications of Work-life Balance Practices for Nurse Employees Patricia, Browne "Work-life balance (WLB) refers to a range of flexible working arrangements that go beyond employees' statutory leave entitlements. WLB assists employees to combine employment with their family life, caring responsibilities and with personal life outside the workplace" (The National Framework Committee for Work-Life Balance Policies, 2010). Work-family conflict has been shown to result in job dissatisfaction, depression, absenteeism and an overall loss of health and sense of well-being (Thomas & Ganster, 1995; Poelmans and Sahibzada, 2004, Lapierre & Allen, 2006, Beauregard & Lesley 2009). Avgar et al. (2010) states that balancing work and family is considered important to employees in most work settings, but the healthcare arena is one in which the tensions between work and family are dramatic. The type of work involved in health service delivery is particularly unique to this sector due to its intensive human capital dependency, emotional labour and the 24/7 nature of the work. Avgar et al. (2010) argue that WLB practices enhance the ability of employees and their managers to provide high quality care to their patients. Through their examination of the effects of WLB practices their results indicate that greater use of WLB practices enhances outcomes for hospitals, their employees and patients. Specifically, WLB practices were shown to positively influence hospital financial performance, reduce employee turnover intentions, and decrease errors that could harm patients and staff. Avgar et al. (2010) further highlight that while many studies have looked at work-life balance issues for physicians, less attention has been given to WLB practices for other healthcare frontline staff. The Integrated Employee and Well-being strategy 2009-2014 signals the recognition that the well-being and welfare of employees is central to delivering quality health services (HSE: 2009). 35% of health employees are in the nursing category in Ireland (Department of Health and Children 2009). Little research, apart from a few studies has been carried out in relation to the experiences of nurses and their working environment in Ireland. Studies by McCarthy et al., 2006, Drennan et al. 2007, Curtis 2007 allude to the need for further research in this area. This paper will seek to give an overview of the literature on work-life balance and illustrate how future research applied to nursing in a hospital context will fill some of the current research gaps in this academic field. Fri, 01 Jan 2010 00:00:00 GMT http://hdl.handle.net/10379/3504 2010-01-01T00:00:00Z http://hdl.handle.net/10379/3501 Healthcare Human Resources Policy & Nurse Well-Being Browne, Patricia Recent policy debates surrounding issues regarding health service delivery and escalating costs have come to the fore within political and policy discourses. Indeed within the current economic climate this debate has broadened to include several areas of the public sector. What is the human cost involved in delivering adequate and efficient health services to a population currently exceeding four million? This paper will aim to illustrate how current policy connects with the practice of human resource management in health. It will look at the context of health services and the direction of Irish health policy. The relevance of looking at the role of HR specifically in this context in order to contribute meaningfully to enhancing the lives and work of health employee's is then explored. The paper will look at nurses as a core employee health group, and the question of whether HR policies and practices can potentially influence employee well-being is asked. Thu, 01 Jan 2009 00:00:00 GMT http://hdl.handle.net/10379/3501 2009-01-01T00:00:00Z