To describe care worker reported quality of care and to examine its relationship with staffing variables, work environment, work stressors, and implicit rationing of nursing care.
RTC is a tool-kit based program with standardized materials meant to be implemented in existing (and highly variable) working environments.
The only exception was its relationship with indirect nursing care (factor B) where that relationship, when it was included alone, was marginally significant (p = 0.052), but became significant after adjusting for the control variables and work environment.
The instrument elicited respondents' background information (control variables), features of the work environment (independent variables) and job satisfaction and intent to remain on the job (dependent variables).
For Malawi, the same categories of variables demographic and background variables and all work environment variables explained only one-tenth of the variation in job satisfaction.
Pearson correlation analyses were performed to examine the bivariate relationships between the main independent variables (i.e., work environment), the control variables and the two outcomes (job satisfaction and intent to stay).
Although four of the ward atmosphere variables contributed significantly to the psychosocial work environment variables of Empowering Leadership, Role Clarity, and Organizational Climate, the amount of explained variance was limited.
We were only able to explain very little of the occupational group differences in sickness absence despite controlling for a large number of potential risk factors, including work time and schedule variables, an extensive set of psychosocial work environment variables, family and personal aspects, and general health.
The rationing process is influenced by a number of factors including patient and nurse variables, the characteristics of the work environment, organizational variables, the philosophy of care and it is linked to patient and nurse outcomes.
