Patient Acuity in Somatic In-patient Care

NCT06035705 | Recruiting DMC

• 1 other identifier: 280936
• Study Type: observational
• Target: 250
• Locations: 1 country
• Sites: 1

Brief Summary

This study addresses nursing acuity measures within somatic in-patient care. Quantitative and qualitative analyses will be used in order to examine staffing levels and nurses' perception of work environment, before, during and after the implementation of a patient acuity tool as a part of daily management.

Conditions

Work Related Stress

Keywords

nurse staffing; acuity; workload; daily management; job satisfaction

Outcome Measures

Primary Outcomes (3)

• Workplace environment

  Questions on work environment will be asked through a survey. The survey contains questions from the following questionnaires: Conditions of Work Effectiveness Questionnaire (CWEQ-II), Copenhagen Psychosocial Questionnaire (COPSOQ), Thriving Scale and Staff Satisfaction with Care (SSC). CWEQ-II: Values between 1-5. Higher scores mean a better outcome in factors on perceived access to opportunity, support, information and resources in an individual's work setting. COPSOQ: Values between 1-5. Higher scores mean a better outcome in factors on stress and emotional demands, but a worse outcome in factors on workplace community and involvement, with one item reversed. SSC: Values between 1-7. Higher scores mean a better outcome. Thriving Scale: Values between 1-7. Higher scores means a better outcome, with one item reversed.

  Baseline measure during November 2021

• Workplace environment

  Questions on work environment will be asked through a survey. The survey contains questions from the following questionnaires: Conditions of Work Effectiveness Questionnaire (CWEQ-II), Copenhagen Psychosocial Questionnaire (COPSOQ), Thriving Scale and Staff Satisfaction with Care (SSC). CWEQ-II: Values between 1-5. Higher scores mean a better outcome in factors on perceived access to opportunity, support, information and resources in an individual's work setting. COPSOQ: Values between 1-5. Higher scores mean a better outcome in factors on stress and emotional demands, but a worse outcome in factors on workplace community and involvement, with one item reversed. SSC: Values between 1-7. Higher scores mean a better outcome. Thriving Scale: Values between 1-7. Higher scores means a better outcome, with one item reversed.

  Measures will be made approximately in June 2024.

• Workplace environment

  Questions on work environment will be asked through a survey. The survey contains questions from the following questionnaires: Conditions of Work Effectiveness Questionnaire (CWEQ-II), Copenhagen Psychosocial Questionnaire (COPSOQ), Thriving Scale and Staff Satisfaction with Care (SSC). CWEQ-II: Values between 1-5. Higher scores mean a better outcome in factors on perceived access to opportunity, support, information and resources in an individual's work setting. COPSOQ: Values between 1-5. Higher scores mean a better outcome in factors on stress and emotional demands, but a worse outcome in factors on workplace community and involvement, with one item reversed. SSC: Values between 1-7. Higher scores mean a better outcome. Thriving Scale: Values between 1-7. Higher scores means a better outcome, with one item reversed.

  Measures will be made approximately during December 2024.

Secondary Outcomes (1)

• Point estimations on workload and patient acuity

  Weekly measures from November 2023 to December 2024

Interventions

Patient acuity tool OTHER

A tool for measuring patient acuity as a part of daily management will be implemented in four somatic in-patient care units.

Eligibility Criteria

• Sex: all
• Healthy Volunteers: No
• Age Groups: Child (0-17), Adult (18-64), Older Adult (65+)
• Sampling Method: Non-Probability Sample

Study Population

Nurses here refer to both trained nurses and assistant nurses.

You may qualify if:

• All nurses employed by the medical wards
• First-line managers at each ward

You may not qualify if:

• Travelling nurses
• Nurses with \<1 months employment

Sponsors & Collaborators

• Region Gävleborg: lead
• University of Gavle: collaborator

Study Sites (1)

Region Gävleborg

Gävle, 80187, Sweden

RECRUITING

Related Publications (4)

• Brennan CW, Daly BJ. Methodological challenges of validating a clinical decision-making tool in the practice environment. West J Nurs Res. 2015 Apr;37(4):536-45. doi: 10.1177/0193945914539738. Epub 2014 Jun 18.

  PMID: 24948588 RESULT

• Engstrom M, Martensson G, Palsson Y, Stromberg A. What relationships can be found between nurses' working life and turnover? A mixed-methods approach. J Nurs Manag. 2022 Jan;30(1):288-297. doi: 10.1111/jonm.13494. Epub 2021 Nov 7.

  PMID: 34643314 RESULT

• Debergh DP, Myny D, Van Herzeele I, Van Maele G, Reis Miranda D, Colardyn F. Measuring the nursing workload per shift in the ICU. Intensive Care Med. 2012 Sep;38(9):1438-44. doi: 10.1007/s00134-012-2648-3. Epub 2012 Aug 9.

  PMID: 22875336 RESULT

• Eastman D, Kernan K. A New Patient Acuity Tool to Support Equitable Patient Assignments in a Progressive Care Unit. Crit Care Nurs Q. 2022 Jan-Mar 01;45(1):54-61. doi: 10.1097/CNQ.0000000000000388.

  PMID: 34818298 RESULT

MeSH Terms

Conditions

Occupational Stress

Condition Hierarchy (Ancestors)

Occupational Diseases; Stress, Psychological; Behavioral Symptoms; Behavior

Central Study Contacts

Karin Myrberg, PhD

CONTACT

+46702857513; karin.myrberg@regiongavleborg.se

Maria Engström, Prof

CONTACT

maria.engstrom@hig.se

Study Design

• Study Type: observational
• Observational Model: CASE ONLY
• Time Perspective: PROSPECTIVE
• Sponsor Type: OTHER
• Responsible Party: SPONSOR

Study Record Dates

• First Submitted: July 7, 2023
• First Posted: September 13, 2023
• Study Start: September 30, 2023
• Primary Completion: March 31, 2025
• Study Completion (Estimated): September 30, 2026
• Last Updated: April 10, 2025

Record last verified: 2025-04

Locations

SE (1)