The quantitative component of the study

The quantitative phase of the research was a cross-sectional, exploratory study. A structured attitudinal survey was used to collect data from a random sample of nurses in order to assess their opinions about multiple aspects of nursing work that impact upon their overall quality of working life. It was also used to explore whether or not there were differences of opinion about these aspects of work between the nurses who planned to stay and the nurses who planned to leave their profession.

4.3.1 The setting and the survey sample

The settings were two public hospitals; one outer-metropolitan and one regional hospital in the state of Victoria. Public hospitals in Victoria are those operated by the state government. They provide a free service to those who do not have private health insurance. Support for conducting the research was initially sought from the Director of Nursing and the Research Coordinator at each of the respective hospitals. Later, support was sought from individual unit managers. Subsequently, formal approval to commence the research was gained from the Human Research Ethics Committees governing the two participating hospitals between January and June 2006. Approval was also gained from the Human Research Ethics Committee at Victoria University (Victoria University ethics approval reference HRETH 15/104).

RNs were chosen as the target population for this study because they form the majority of nurses employed in the state of Victoria and nationally (Nursing Labour Force Survey, 2003).

Only RNs who were employed within medical and surgical, critical care and coronary care units, accident and emergency departments and peri-operative7 areas were eligible to participate. RNs working in these areas were specifically targeted because, as mentioned previously, the shortage of nurses is particularly severe in the acute in-patient hospital setting (Australian Health Workforce Advisory Committee, 2004b; Hogan, et al., 2007).

All ENs were excluded from the study. RNs based in the community, those working in the fields of midwifery and mental health, plus those working as administrators and managers (including nurse unit managers, NUMs) were also excluded. While it is equally important to increase understanding of how both levels of nurse, and RNs in all fields of nursing, experience their quality of working life, they were excluded, in part, because it was necessary to limit the focus of this study to manageable proportions for a single researcher. Further it was considered that work experiences unique to nurses in specialist fields, administrative and management roles had the potential to skew the data.

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4.3.2 The sample size

Key staff in the human resources departments of each hospital identified a total of approximately 2,500 RNs who met the selection criteria. In an effort to ensure the data collected was representative of the larger population, a Sample Size Determination Table developed by Bartlett, Kotrlik and Higgins (2001) was used as a guide to determine the sample size for this study. According to the table, the minimum sample size for a population of 2,000 should be about 112 for continuous data, and 323 for categorical data. This is closely compatible with the minimal sample size of 333 that Krejcie and Morgan (1970), cited in Cohen, Manion and Morrison (2000), indicated was appropriate for a population of 2500. Therefore this study aimed to recruit a minimum of 333 participants.

Information about response rates for mail surveys varies considerably. Bogan (1996) reports that for large mail surveys (between five and six pages), response rates range from 21% - 38%. De Vaus (1995) suggests that when mail surveys are of particular relevance to participants, the response rate may be as high as 60 -70%. In assessing the likely response rate for this survey three factors were considered: the size (five pages); the relevance (to nurses); and the potential effectiveness of recruitment activities. A relatively conservative response rate of 40% was decided upon. In order to ensure sufficient numbers of surveys were returned, the following formula was applied: minimum number of surveys required (333) divided by estimated response rate (40%). As a result, a total of 840 surveys were distributed.

4.3.3 Data collection procedures

Two weeks prior to distribution of the survey, the researcher informed RNs working in the participating wards/units about the study. This face-to-face communication occurred during their change of shift (staff hand-over) meetings.

Distribution of the survey was achieved with the help of Research Coordinators and pay office employees at each hospital. An envelope, containing a participant information letter explaining the study (Appendix A) and a copy of the survey (Appendix B) was attached to the pay slips of a probability sample of RNs who met the selection criteria. A systematic random sampling method was used (Polit & Beck, 2010; Taylor, Kermode & Roberts, 2002). The envelope was attached to the first and every following third pay slip in each ward bundle. Data collection occurred between May and August 2006.

A small prize incentive was offered. Those who completed the survey were invited to participate in a draw to win a $100 gift voucher that entitled the winner to attend any event, concert or show of their own choice in Melbourne, Victoria. The ethical implications of this incentive are discussed later in this chapter.