Unfinished nursing care in healthcare settings during the COVID-19 pandemic: a systematic review

Bayram, Aysun; Chiappinotto, Stefania; Palese, Alvisa

doi:10.1186/s12913-024-10708-7

BMC Health Services Research

Table 7 The additional unfinished nursing care-related factors emerged in the studies (= 22)

From: Unfinished nursing care in healthcare settings during the COVID-19 pandemic: a systematic review

	Albsoul et al. [34]	Alfuqaha et al. [35]	Al Muharraq et al. [36]	Cengia et al. [37]	Falk et al. [38]	Gurkova et al. [25]	Gurkova et al. [39]	Hackman et al. [40]	Hosseini et al. [41]	Jarozs & Młynarska, 2023	Jarozs et al., 2022	Khrais et al. [44]	Labrague et al. [45]	Magsoud et al., 2022	Mingude et al. [47]	Rahmani et al. [49]	Schneider-Matyka et al. [50]	Tomaszewska et al. [51]	Uchmanowicz et al. [52]	Vincelette et al. [53]	Xie et al. [55]	Zhang et al. [22]
Reasons (considered as increased)	Unfinished Nursing Care Occurrence
Organizational/ institutional
Insufficient resources								↑
Large hospital facilities													↑
Adequate staffing on the unit					-																	↓
Quality of care on the unit					-															↓
Patient safety on the unit					-								↓			↓				↓
Favourable nursing working environment							↓											↓		↓		↓
Accountability												↓
Perceived organizational support												↓
Level of leadership ability																						↓
Work related
Shift work type		↑							↑						↑
Overtime work						↑	↑								↑
Unit types				↑**			↑**
Hospital types	↑*					↑*
Workload/role overload														↑							↑	↑
Unexpected situations in work units								↑
Activities without collaboration with the resident								↑
Number of patients in the last shift						↑
The leader–member exchange																					↑
Negative residents’ characteristics								↑
Training needs																						↑
Patient to nurse ratio												↓
Number of COVID-19 patients in the unit												↓
Staffing levels													↓
Individual
Less than 10 years of experience		↑							↑			↑			↑			↑
Age		↑										↑						↑	↑
Satisfaction with the financial situation										↑		↑
Emotional exhaustion														↑					↑
Number of diseases occurring in the nurses										↑
Satisfaction with the place of residence										↑
Intention to leave			↑		-
Feeling fatigue											↑
Depersonalization																			↑
Level of perceived stress																	↑
Professional burnout																			↑
Job satisfaction		↓	↓		-	↓				↓		↓			↓				↓
Educational level															↓				↓
Work addiction																					↓
Cognitive functions of nurses											↓
Individual characteristics																						↓
More than 10 years of experience											↓
Satisfaction with teamwork at the workplace						↓

↑, significantly increased; ↓, significantly decreased; -, not significant; B, before pandemic; D, during pandemic
* According to Albsoul et al. [34] there were statistically significant variations between the hospital sectors in terms of labour resources, material resources and communication. However, Gurkova et al. [39] found no distinctions between the hospital and UNC sectors’ explanations. Public hospitals had more “material resources” than private hospitals, while university hospitals had more “communication issues” than either public or private hospitals [34]. Private hospitals had more “labour resources”” than public and university hospitals. According to Gurkova et al. [39], there were notable variations between UNC’s people and material resources and those of the hospital sector, but there were no noteworthy differences in UNC’s communication component
** While Gurkova et al. [25] did not distinguish between surgical and internal medicine wards, Cengia et al. [37] found a slightly different significance on priority setting and human resources issues, which were perceived at higher significance among nurses working in COVID-19 units compared with non-COVID-19 units

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