The purpose of this program was to implement strategies to promote the nurses’ well-being and a higher quality of working life. Nurse leaders identified Care for the Caregiver champions for each of 10 hospital campuses within the system. The multi-year project included: (1) well-being training sessions for champions (mindfulness, stress reduction, sleep strategies, nutrition); (2) nurse wellness expos on each campus; (3) journal clubs to explore healthy work environment strategies; (4) creation of a webpage listing supportive resources to support health and stress management; and (5) an assessment of the perception of the overall quality of working life of nurses prior to the program initiative. The Work Related Quality of Life (WRQoL) scale is a 24-item instrument using a 5-point Likert response format that includes four subscales assessing work-based factors (job and career satisfaction, control at work, working conditions, stress at work) and two subscales assessing non-work life factors (general well-being and home-work interface) to measure the perception of quality of working life.
Results of the nurses’ perception of their overall quality of working life supported the need for the Care for the Caregiver program. Of the (5,139) nurses who received an invitation to participate in the survey, 41% (2082) completed the survey. Fifty four percent (N= 1,124) of nurses reported a higher percentile ranked score (70%-99%) of their overall quality of working life. Sixty-six percent (N= 1374) reported an average percentile ranked score (40%-60%) of General Well-Being, 37% (N= 770) of nurses reported a higher percentile ranked score (70%-99%) of Stress at Work and 35% (N=729) in the lower ranked score (10%-30%). Forty one percent (N=854) of nurses reported a higher percentile ranked score (70%-99%) of Control at Work and 35% (729) in the lower range (10%-30%).
The next step includes examining relationships between organizational commitment, intent to stay, overall quality of working life, and the retention of nurses at this large health system. Additionally, continued strategies to support the well-being of nurses will be implemented and the perception of the overall quality of working life of nurses will be re-assessed.
Future research is needed to explore the perception of quality of working life of nurses nationwide to provide nurse leaders with information to implement supportive strategies that mitigate work stressors and improve nurse well-being. Health policy is needed to create and sustain healthy hospital work environments that support nurse well-being.