Erik Franck associate professor

Research Erik Franck

Research team

Expertise

Erik Franck is a nurse (KdG Hogeschool, 1997), Master in clinical psychology (UGent, 2001), Accredited Cognitive Behavioral Therapist (UGent, 2006) and holds a PhD in psychological sciences (Ghent University, 2007). He has almost 20 years of experience in (mental) health care, both in acute care (Antwerp University Hospital, GZA hospitals) and in primary care (Private practice, 2003). Since 2013 he has been affiliated with the Department of Nursing and Midwifery of the University of Antwerp. He is affiliated with the research group Center for Research and Innovation in Care (CRIC) where he - together with colleague Peter Van Bogaert - is responsible for the research group Workforce Management and Outcome Research in Care (WORC). He supervises various courses within the master's program in Nursing and Midwifery, such as management and innovation - part people management; Interprofessional collaboration in Healthcare; and Academic education. In addition, he is a member of the Flemish Association for Behavioral Therapy where he also supervises behavioral therapists in training at Ghent University as a recognized supervisor. Erik Franck's research themes focus on the professional well-being of doctors and nurses - in the training and work context and the relationship with quality of care and patient safety; collaboration in complex work environments; and leadership in Health and Care. He is a promoter of 6 doctoral projects [two completed: Nina Geuens (2018); Bart Geurden (2016)].

Tackling early-career retention: investigating the impact of professional identity development, self-leadership, resilience, and emotional intelligence on transition-to-practice in nursing. 01/11/2024 - 31/10/2026

Abstract

Our current healthcare system faces difficulties in meeting the growing need for recruiting and retaining healthcare professionals. By 2030, there is a projected shortage of 18 million healthcare workers, the majority of whom are nurses. In addition to the upcoming wave of retirements, the increasing shortage is aggravated by a significant number of nurses opting to leave the profession. A noteworthy finding is that nurses are particularly vulnerable to drop-out during the early stages of their careers, as they transition from undergraduate nursing students to novice professionals. This transition-to-practice is a precarious moment in the developmental trajectory of nurses. When aiming to impact nurse retention, professional identity development proves to be of fundamental importance. However, studies investigating the concept of professional identity – and its associated concepts – in the context of transition-to-practice are sparse. Moreover, strategies that positively influence early-career retention are lacking. Therefore, the present study delves into professional identity development in nursing students and novice nurses during their transition to practice. Focused on professional identity, self-leadership, resilience, and emotional intelligence, it aims to create a targeted transition-to-practice intervention, essential for improving retention in the nursing profession.

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  • Research Project

Creating an ideal context for a culture of continuous quality improvement in acute care: investing in a success story or waste of time. 01/11/2024 - 31/10/2025

Abstract

Healthcare organizations worldwide are under increasing pressure to deliver safe, high-quality care while navigating budgetary constraints, underscoring the imperative for quality enhancements. Nurses, as frontline providers, play a central role in improving care delivery and outcomes. However, the effectiveness of quality improvement initiatives (QI) remains highly variable, with contextual factors playing a crucial role. This research project aims to investigate the impact of contextual factors and competencies on the presence of a culture of continuous QI within nursing teams at the microsystem level in acute care settings. Drawing from existing literature and a qualitative study, a conceptual framework outlining contextual factors and competencies was developed. Subsequently, a measurement tool was constructed and validated to assess the QI culture within nursing teams. A multicentre cross-sectional study will be conducted in to investigate the presence of contextual factors and competencies within nursing teams and their impact on the efficacy of QI efforts and perceived quality of care. Findings from this study will inform the development of a toolkit in collaboration with subject matter experts, aimed at fostering a culture of continuous QI within nursing teams. The research outcomes have the potential to advance scientific understanding and guide healthcare organizations in cultivating a QI culture, ultimately enhancing the quality and safety of care delivery.

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  • Research Project

Together we care 01/05/2023 - 30/04/2026

Abstract

There is a growing staff shortage in healthcare. Many healthcare professionals want to leave healthcare or are doing so. Together we care focuses on retaining healthcare professionals and strengthening their adaptive & innovative capacity. This cross-border Interreg project is a follow-up to the previous projects Stay @ work and Care2Adapt. Specifically, this project offers several free pathways for healthcare and welfare organisations: Pathway Team Champions: for team members working bottom-up to increase resilience. Pathway Leadership to captivate and engage: for managers working on developing a positive leadership style. Pathway Simuleerkracht: for nurses starting a training programme to increase resilience Pathway Care2Adapt: for employees who will fulfil a bridging function between innovation and the workplace. We are also developing an instrument to measure, among other things, resilience of individuals and teams, allowing more data-driven (to reality) action to be taken. In addition to contextual data and data from self-reports, this application will also integrate data from activity trackers, providing additional information on physiological parameters around stress and resilience of healthcare staff and teams.

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  • Research Project

Tackling retention in nurses at early career stage: The role of professional role identity, self-leadership, resilience, and onboarding in transition-to-practice. 01/01/2023 - 31/12/2026

Abstract

Healthcare is under increasing pressure. In this age, the health workforce shortage is rising, where nurses represent the largest professional group. Attracting and retaining healthcare workers is, therefore, of fundamental importance to ensure a viable workforce and deliver excellent quality of patient care. Research demonstrated that, especially during the early career stage, nurses proved particularly vulnerable to drop-out. This transition-to-practice is a precarious moment in the developmental trajectory of professional role identity, self-leadership behavior, and individual professional resilience. However, studies investigating the transition from nursing education to practice and factors related to early career retention are sparse. The present project aims to provide empirical research into the transition-to-practice, thereby focusing on the theoretical concepts of professional role identity, self-leadership, and professional resilience. Research on the factors that influence these important constructs is fundamental to developing a transition-to-practice program contributing to the retention of professional novice nurses.

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  • Research Project

Retention in Care (Interreg-project) 01/04/2021 - 31/12/2022

Abstract

For years, the care sector has been struggling: vacancies are not filled and care courses are also understaffed. On top of that, the perception of working in care, especially in residential care, has deteriorated as a result of the COVID-19 pandemic. Due to a persistent imbalance between the inflow and outflow of personnel, the pressure on the existing workforce has sharply increased. In the Netherlands, the metaphor of the colander is used for this: the inflow of care personnel is in order while the outflow remains unchanged. Blijf aan Z wants to reduce this outflow by focusing on the current care professionals so that they can remain at work as long as possible and long-term absenteeism can be minimised. The project wants to promote sustainable and high-quality employment, resulting in a lower turnover, a positive image of working in the care sector and better support for younger employees and those returning to work. Specifically, an analysis of the problem will be carried out and predictors of outflow and dropout will be identified. A 'dashboard' will monitor these predictors for the partners involved. In addition, Team Champions will be installed and educated in the form of a train-the-trainer programme. The team members are the change managers who intervene from within to increase (team) resilience and reduce retention. As a final aspect, a Community of Practice (COP) is started in which managers of care workers share and learn about leading workplace cultures in which care workers want to (continue to) work. This self-directed development programme significantly broadens the horizons of the participants by placing them in a learning environment with others of similar functions/roles but in totally different contexts.

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  • Research Project

From "caring without cares" to "how to keep teaching cool". 01/10/2016 - 30/09/2017

Abstract

Stress and burnout are becoming serious problems in Belgium. This causes a wide array of negative consequences for the individual, the team, the quality of work and the organization. During the past years an e-learning program to prevent stress and burn-out within the nursing population was developed by the Centre of Expertise on Psychological Wellbeing in Patient Care. This program distinguishes itself from existing products by the fact that it is personalized, aimed specifically at nurses and based on scientific research. However, stress and burnout are not only pressing issues in nursing, but within other sectors as well. Therefore, we want to investigate whether the concept of an individual and job specific elearning program – which has been validated within the nursing population – can be transferred to other sectors. We aim to do so by first transferring this concept to another social profession and population at risk where the need for preventive measures is tangible – more specifically to lecturers within higher education. As such, the study at hand serves as a proof of concept to demonstrate that the program is also more widely applicable. This will facilitate the valorization of the program. Therefore, we will 1) investigate on which topics the content of the prevention program for nurses differs from that for lecturers and which content can be transferred without adjustments, 2) subsequently, insert this content in the existing framework or structure; 3) study the effect of this prevention program; 4) and finally, select the most appropriate model for commercialization. After finalizing the study at hand, we will take further steps to adjust this concept to other professions and commercialize these as well.

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  • Research Project