Authors (including presenting author) :
Li MNC (1), Chan SF (1), Wong SN(1)
Affiliation :
(1) Community Care Services, Queen Mary Hospital
Keyword 2: :
post integration
Keyword 3: :
Community care services
Introduction :
This survey evaluated staff engagement following the integration of community nursing services within the HKWC CCS, focusing on morale, perceived support, and work environment among frontline and senior nursing staffs. A pulse survey was conducted in July 2025 among registered nurses, advanced practice nurses, and nurse-in-charge roles working in Community Nursing Service (CNS) and Community Geriatric Assessment Service (CGAS) units, capturing staff with mainly 4–6 years or less of experience in the integrated model
Objectives :
The objective was to explore staff perceptions of supervisory support, teamwork, work-life balance, adequacy of resources and workspace, perceived value of work, and sense of belonging to the team after the team integration in 2024
Methodology :
A structured questionnaire using a five-point Likert scale (Always=5 to Rarely=1) was distributed, generating 39 responses, of which they were included in the main analysis. Descriptive statistics were applied to calculate mean, median, and mode scores for key domains and to summarize demographic patterns by unit, rank, and years of experience.
Result & Outcome :
Overall engagement levels were high, with most items rated “Very often” and an overall mean above 4 on the five-point scale, indicating consistently positive staff experience. Supervisory support showed the strongest performance (mean 4.38–5.00 across analyses), while staff also reported feeling that their work was valued and that they had a solid sense of belonging within their teams. In contrast, resources and tools (mean 3.64) and work-life balance (mean 3.90) emerged as comparatively weaker areas, though scores still reflected moderate-to-good satisfaction. Variation between CNS and CGAS was small, with CGAS showing slightly stronger positive perceptions in some domains The findings suggest that the post-integration CCS model has successfully fostered a supportive supervisory culture and strong team cohesion, which are critical to sustaining workforce morale in the face of ageing population demands. However, the relatively lower ratings for resourcing and work-life balance highlight operational pressures that may affect long-term retention if left unaddressed. Targeted interventions such as enhancing feedback and recognition mechanisms, optimising workload distribution, and conducting structured reviews of tools and workspace are recommended to consolidate current strengths and close identified gaps. These results provide an important baseline for ongoing monitoring of staff engagement and can guide leadership, training, and resource planning within community nursing and geriatric services.
