Abstract
Purpose: Uncover nurses’ perspectives related to factors associated with well-being and garner opinions for interventions in the workplace.
Background: The COVID-19 pandemic profoundly impacted nurses and has led to a potential crisis in staffing. Poorer mental health and well-being stemming from personal and organizational issues have driven nurses to leave the profession. In a recent survey of nurses in Hawaii, individual factors such as working 36 hours or more per week, reports of burnout, having primary caregiving responsibilities outside of work, and lower self-reported physical health, along with organizational factors like the experience of workplace violence, all contributed to an increase in average well-being scores (indicating worsened well-being).
Methods: Qualitative interviews of nurses recruited from 2 hospitals in Hawaii were conducted from May 2 to July 17, 2025. Data was collected through semi-structured online interviews. Participants also completed a short online demographic questionnaire. The participants were recruited via a flyer posted in the breakrooms of targeted units by our partners at the two hospitals. Participants were eligible if they were employed at one of the two hospitals as a staff nurse. Participants were remunerated with a $50 gift card.
Findings: 15 hospital-based nurses completed surveys and interviews. Most were female (87%), Asian (60%), over 11 years of experience (54%), and 31 years of age or older (67%). Most worked at least 36 hours per week; day/evening shifts. Less than half (40%) had never held a leadership position (including charge nurse). Two themes emerged in the qualitative data: (1) Effects of the organizational environment on well-being, and (2) Individual factors which influenced well-being. The participants discussed potential future ideas for well-being interventions which included ways in which the organization can foster time for breaks/meals during shifts, development of healthy workplace relationships, and feeling supported by leadership.
Conclusion: The study highlighted nurses perspectives on challenges to and strategies for improving workplace wellbeing. Future hospital-based interventions should focus on both the organizational and individual nurse level.
Sigma Membership
Gamma Psi at-Large
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Qualitative Research
Keywords:
Acute Care, Workforce, Stress/Coping, Hospital Nursing Staff, Nurses' Attitudes, Well-Being, Psychological Stress, Stress Management, Work Environment, Acute Medical Care
Recommended Citation
Hale, Frankie B. and Fontenot, Holly B., "Understanding Hospital-Based Nurses’ Perspectives on Workplace Well-Being" (2026). Creating Healthy Work Environments (CHWE). 20.
https://www.sigmarepository.org/chwe/2026/presentations_2026/20
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Washington, DC, USA
Conference Year
2026
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record. All permission requests should be directed accordingly and not to the Sigma Repository. All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2026-04-23
Understanding Hospital-Based Nurses’ Perspectives on Workplace Well-Being
Washington, DC, USA
Purpose: Uncover nurses’ perspectives related to factors associated with well-being and garner opinions for interventions in the workplace.
Background: The COVID-19 pandemic profoundly impacted nurses and has led to a potential crisis in staffing. Poorer mental health and well-being stemming from personal and organizational issues have driven nurses to leave the profession. In a recent survey of nurses in Hawaii, individual factors such as working 36 hours or more per week, reports of burnout, having primary caregiving responsibilities outside of work, and lower self-reported physical health, along with organizational factors like the experience of workplace violence, all contributed to an increase in average well-being scores (indicating worsened well-being).
Methods: Qualitative interviews of nurses recruited from 2 hospitals in Hawaii were conducted from May 2 to July 17, 2025. Data was collected through semi-structured online interviews. Participants also completed a short online demographic questionnaire. The participants were recruited via a flyer posted in the breakrooms of targeted units by our partners at the two hospitals. Participants were eligible if they were employed at one of the two hospitals as a staff nurse. Participants were remunerated with a $50 gift card.
Findings: 15 hospital-based nurses completed surveys and interviews. Most were female (87%), Asian (60%), over 11 years of experience (54%), and 31 years of age or older (67%). Most worked at least 36 hours per week; day/evening shifts. Less than half (40%) had never held a leadership position (including charge nurse). Two themes emerged in the qualitative data: (1) Effects of the organizational environment on well-being, and (2) Individual factors which influenced well-being. The participants discussed potential future ideas for well-being interventions which included ways in which the organization can foster time for breaks/meals during shifts, development of healthy workplace relationships, and feeling supported by leadership.
Conclusion: The study highlighted nurses perspectives on challenges to and strategies for improving workplace wellbeing. Future hospital-based interventions should focus on both the organizational and individual nurse level.
Description
A study of nurses in hospitals in Hawaii revealed their perspectives on effective well-being interventions within the workplace. Principal organizational or combined organizational and personal themes and subthemes encompassed sufficient breaks, compensation, physical and mental health, professional relationships, and leadership support.