The impact of team climate for innovation on well-being and stress in elderly care
Article first published online: 19 APR 2010
© 2010 The Author. Journal compilation © 2010 Blackwell Publishing Ltd
Journal of Nursing Management
Special Issue: This issue: Interprofessional and team working Issue editors: Mike Cook and Kristiina Hyrkäs
Volume 18, Issue 3, pages 302–310, April 2010
How to Cite
DACKERT, I. (2010), The impact of team climate for innovation on well-being and stress in elderly care. Journal of Nursing Management, 18: 302–310. doi: 10.1111/j.1365-2834.2010.01079.x
- Issue published online: 28 APR 2010
- Article first published online: 19 APR 2010
- Accepted for publication: 4 February 2010
- elderly care;
- team climate;
dackert i. (2010) Journal of Nursing Management18, 302–310 The impact of team climate for innovation on well-being and stress in elderly care
Aims To investigate the impact of team climate in providing support for innovation on well-being and stress and to explore whether well-being is a mediating variable between team climate and negative stress.
Background The well-being of the nursing staff needs to be improved in elderly care as well as the quality of the care. Team work may be a way of addressing both needs.
Method A questionnaire was completed by auxiliary nurses and nurses’ aides (n = 329) within elderly care in Sweden. Structural equation modelling was used to test the relationships among team climate, well-being and stress.
Results The perceived team climate has a significant positive correlation with well-being and a significant negative correlation with stress reactions. The structural equation modelling suggested that well-being is a mediating variable between team climate and stress.
Conclusion A better team climate providing support for innovation may increase well-being and decrease stress reactions among nursing staff.
Implications for nursing management: Interventions that improve the team climate and provide support for innovation may increase the possibilities for growth and self-actualization of the employees that, in turn, make them more qualified to deal with stress.