Journal articles on the topic 'Nurse'
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1
Passya, Peggy, Ichsan Rizany, and Herry Setiawan. "Hubungan Peran Kepala Ruangan dan Supervisor Keperawatan dengan Motivasi Perawat dalam Melakukan Dokumentasi Keperawatan." JURNAL KEPERAWATAN RAFLESIA 1, no. 2 (November 22, 2019): 99–108. http://dx.doi.org/10.33088/jkr.v1i2.409.
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NGood nursing documentation is inseparable from nurse motivation. Motivation of nurses is influenced internally and externally, one of them through the role of the head nursee and nurse supervisor To find out the relationship between the role of head nurses and nurse supervisor with the motivation of nurses in carrying out nursing documentation at Idaman Hospital in Banjarbaru City. The research used correlational study with a cross sectional approach and probability sampling technique with a type of simple random sampling. The sample in the study were 67 nurses in the inpatient room of Idaman Hospital, Banjarbaru City. Data retrieval was done by giving a questionnaire. Test analysis used Pearson correlation. The results of the study showed an average head role of 51.10, room supervisors averaged 32.81 and nurses' motivation averaged 33.61. These results indicate the head nurse and nurse supervisor often perform their roles and motivation of nurses is high. The results of the analysis found a positive relationship between the role of the head nurse and nurses' motivation in conducting nursing documentation in Idaman Hospital in Banjarbaru City (p Value = <0001;95%CI) and there was a positive relationship between the role of room supervisor and nurse motivation in conducting nursing documentation at RSD Idaman Banjarbaru City (p Value = <0001;95%CI). The role of the head nurse and the supervisor of the room can influence the level of motivation of nurses in conducting nursing documentation so that the head nurse and nurse supervisor are expected to perform their roles well.
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Marcomini, Ilaria, Roberta Pendoni, Vanessa Pauciulo, Vincenza Sansone, Laura Milani, Stefano Terzoni, Andrea Zibaldo, and Debora Rosa. "Nurse-to-Nurse Collaboration." JONA: The Journal of Nursing Administration 54, no. 3 (March 2024): 184–89. http://dx.doi.org/10.1097/nna.0000000000001405.
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OBJECTIVE To map predictors and outcome of collaboration between nurses, outcomes of a good collaboration, and the tools developed to evaluate nurse-nurse collaboration. BACKGROUND Collaboration between nurses is an intraprofessional relationship between coworkers that is expressed through shared objectives, authority, and a decisional process. Studies on collaboration between nurses are very limited. METHODS A scoping review was conducted through 4 databases. RESULTS Eighteen studies were included. Nurses with higher levels of collaboration are more satisfied with their work and report less of an intention to leave their job. Greater collaboration among nurses resulted in a decrease of patient falling, hospital-acquired pressure ulcers, and a better care. Three tools have been developed to evaluate nurse-nurse collaboration: the Nurse-Nurse Collaboration Scale, the Nurse-Nurse Collaboration Behavior Scale, and the Nurse-Nurse Collaboration Between Sector. CONCLUSIONS Further studies should be conducted to fully understand the issue of collaboration between nurses and the factors connected to it.
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Roscoe, Lori E., Sue Smith, and Deborah Shelton. "Translating the Essentials for Correctional Nursing Practice and Professional Development." Journal of Continuing Education in Nursing 54, no. 9 (September 2023): 399–404. http://dx.doi.org/10.3928/00220124-20230816-14.
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This article reports the results of aligning the new Essentials: Core Competencies for Professional Nursing Education ( American Association of Colleges of Nursing, 2021 ) with the continuing education needs of nurses who work in justice settings and with justice-involved populations. Much progress in considering the development of the “future” nurse is generated by and intended for academic institutions. Although the readiness of health care agencies (employers) is being discussed, continued professional development of currently employed nurses to help them transition smoothly to work with this “future” nurse has received less attention. To that end, during its latest review, the Nurse Advisory Council to the National Commission on Correctional Health Care aligned its educational plan for correctional nurses with the Essentials document. [ J Contin Educ Nurs. 2023;54(9):399–404.]
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Oja, Kenneth John. "Incivility and Professional Comportment in Critical Care Nurses." AACN Advanced Critical Care 28, no. 4 (December 15, 2017): 345–50. http://dx.doi.org/10.4037/aacnacc2017106.
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Background: Civility among critical care nurses is important for achieving positive patient outcomes. Professional comportment refers to nurse behaviors that are respectful, knowledgeable, deliberate, and compassionate. Objective: To examine the relationship between perceptions of nurse-to-nurse incivility and professional comportment among critical care nurses, and the extent to which nurse characteristics influence their perceptions. Methods: Data were collected from nurses in 14 critical care units. Correlational analysis examined the relationship between nurses’ perceptions of nurse-to-nurse incivility and professional comportment. Regression analysis was used to identify predictors of nurse-to-nurse incivility. Results: Decreased perceptions of nurse-to-nurse incivility were associated with increased perceptions of professional comportment. Nurses’ reports of receiving education about professional comportment was a significant predictor of increased nurse perceptions of professional comportment. Conclusion: Professional comportment education for critical care nurses is important and may provide an option to decrease incivility and promote healthy work environments for nurses.
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Embree, Jennifer L., and Debra Liebig. "Nurse as Leader, A Pillar of Professional Identity." Journal of Continuing Education in Nursing 54, no. 11 (November 2023): 497–500. http://dx.doi.org/10.3928/00220124-20231011-04.
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The nurse as leader is a critical pillar of nursing professional identity to support ongoing development of nurses in a safe, effective, and healthy work environment. Defined as “inspiring self and others to transform a shared vision into reality” ( University of Kansas School of Nursing, 2023 ), the Nurse as Leader Pillar is developed throughout a nurse's career. Starting with nursing school, students must learn nursing leadership skills and develop and integrate leadership characteristics into their practice. Professional development specialists must embed these characteristics into nursing education, as all nurses are leaders. Current nurses in practice must set the stage and model leadership in their environment as new nurses are introduced into the profession. [ J Contin Educ Nurs. 2023;54(11):497–500.]
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Cadmus, Edna, Nancy Bohnarczyk, and Pamela B. de Cordova. "Transition Into Practice: Beyond Hospital Walls." Journal of Continuing Education in Nursing 54, no. 7 (July 2023): 327–36. http://dx.doi.org/10.3928/00220124-20230620-01.
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Background: Historically, evidence has shown the importance of nurse residency programs, yet few organizations have implemented them outside of hospital settings. This article shares nurses' experiences and outcomes in an out-of-hospital nurse residency program that transitioned bachelor of science in nursing graduates through an academic-practice partnership. Method: A mixed methods design was used that consisted of qualitative interviews (pre- and postresidency) and quantitative surveys (Casey-Fink Graduate Nurse Experience Survey, a job satisfaction survey, and a preceptee evaluation survey). Results: Forty-four nurses participated. Qualitative findings were supported by the quantitative data. Results showed that confidence, competence, job satisfaction, and retention improved with an out-of-hospital residency program. Conclusion: Ensuring that every new graduate is afforded a nurse residency should be the goal, regardless of setting, to reduce turnover, ensure workforce stability, and ultimately improve patient outcomes. Academic-practice partnerships can help build resource capacity, especially in these settings, to achieve this goal. [ J Contin Educ Nurs. 2023;54(7):327–336.]
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Rinaldo permana putra and Chichi Andriani. "Emotional Intelligence on Burnout with Mediation of Self-Efficacy in Yos Sudarso Hospital Padang." Human Resource Management Studies 1, no. 3 (November 10, 2021): 173–85. http://dx.doi.org/10.24036/hrms.v1i3.35.
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The purpose of this study was to analyze: (1) The effect of emotional intelligence on burnout in nurses at Yos Sudarso Padang Hospital. (2)The influence of emotional intelligence on self-efficacy at the nurses at Yos Sudarso Padang Hospital. (3)The influence of self-efficacy on burnout at Yos Sudarso Padang Hospital. (4)The effect of emotional intelligence on burnout in nurses at Yos Sudarso Padang Hospital through self-efficacy. The population at that studying where all nurss at Yos Sudarso Padang Hospitality, totaling 177 people. While the number of samples in this study, namely the entire population was made a sample of 123 nurses using proportional clustered simple random sampling. The analysis technique used is SEM analysis using smart PLS3.
The results of this study indicate that: (1) Emotional Intelligence has a significant negative effect on the burnout in nurse at Yos Sudarso Padang Hospital. (2)emotional intelligence as in up to positively influenced in self efficacy in nurse at Yos Sudarso Padang Hospital. (3)Self-efficacy as in up to negatively influenced in they tendency from burnout in nurse at Yos Sudarso Padang Hospital. (4)Emotional-intelligence as in significantly influenced in burnout through self efficacy in nurse at Yos Sudarso Padang Hospital.
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Hong, Kyung Jin, Hyesook Chung, and Young Mi Jo. "Relationships between Alternative Nurse Staffing Level Measurements and Nurses’ Perceptions of Nurse Staffing Level Adequacy, Fatigue, and Care Quality." Journal of Nursing Management 2023 (August 17, 2023): 1–12. http://dx.doi.org/10.1155/2023/6060536.
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Aims. This study examined the influence of nurse staffing level, measured using various methods, on nurses’ perceived adequacy of nurse staffing level, fatigue, and nursing care quality. Background. Although previous studies have recommended various methods of measuring nurse staffing level, there is a lack of research that compares different measurement methods or considers nurses’ perceptions of staffing level on a daily basis. Methods. We conducted a cross-sectional study using work sampling and the questionnaire method in a general hospital in South Korea from July 18 to August 14, 2022. Results based on responses from 90 nurses and scores of 5,536 inpatients derived from the Korean Patient Classification System were included in the analysis. Results. The average nurse-to-patient ratio a day was 1 : 3.20, and the registered nursing hours per patient day was 2.35. Perceived insufficient nurse staffing and fatigue were higher on weekdays than on weekends ( p < 0.001 ). All variables measuring the nurse staffing level affected the nurses’ perceived inadequacy of nurse staffing level, fatigue, and nursing care quality, compared to other variables related to nurse staffing level, such as work intensity and demanding nursing hours per nurse (R2: 0.19–0.31), the nurse-to-patient ratio had the lowest explanatory power in explaining the nurses’ perceptions (R2: 0.14–0.18). Conclusions. Nurse staffing level measurement should consider the acuity of inpatients and nursing care time. Further research is needed to utilize nurses’ perceptions of the appropriate nurse staffing level. Implications for Nursing Management. Efforts are required to maintain an appropriate nurse staffing level through continuous monitoring of nurses’ perceptions and acuity of inpatients to preserve nurses’ alertness during work and improve nursing care quality.
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Roberts,, Deborah, and Teresa Morton,. "A Clinical Retrospective on Nurse-to-Nurse Caring." International Journal of Human Caring 13, no. 3 (April 2009): 14–21. http://dx.doi.org/10.20467/1091-5710.13.3.14.
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This narrative of practice illuminates the manifestation of nurse-to-nurse caring. As clinical leaders, the authors witnessed nurses assuming shared accountability and responsibility consistent with the values of the profession. Perhaps one magnetizes into their lives whatever one holds dear in thought. The authors esteem and are in awe of the basic goodness of nurse-to-nurse caring within the clinical practice environment. The utility of Jean Watson’s caring theory provides an established structure and language to describe and support the reminiscence. Failure to chronicle and make explicit the concept of caring across the multigenerational workforce renders nurses’ efforts, investments, and contributions invisible to others. Such insight may be particularly salient at this time for nurses, patients, and leaders within today’s complex healthcare system.
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Sarita Dubey and Suman Lata. "Extended And Expanded Roles Of Nurse In Promotive, Preventive, Curative And Restorative Health Care Delivery System In Community And Institution." Jai Maa Saraswati Gyandayini An International Multidisciplinary e-Journal 2, no. III (January 30, 2017): 04–06. http://dx.doi.org/10.53724/jmsg/v2n3.03.
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Professional nurses assume a member of roles and sub roles concurrently as they seek to provide comprehensive care to clients with multiple disorders in a variety of health care settings. The role of nurses was to provide care and comfort as they carried out specific nursing requires that the nurse posses knowledge and skills. Changes in nursing have extended the role to include increase emphasis on health promotion and illness prevention. As a protector the nurse helps to maintain in safe environment. Nurse act as manger and co-ordinator by delegating some responsibility to and supervising other health care worker. Specific employment positions with increasing educational opportunity for nurses and the growth of nursing as profession, along with a greater concern for enrichment, nursing offers expanded roles. These include the nurse as Nursing tutor, Clinical nurse specialist, Nurse practitioner, certified nurse midwife, Nurse Anaesthetist, Nurse Administrator, Nurse Researcher.
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Wang, Yanbo, Teng Han, Gaiying Han, and Yining Zheng. "The Relationship Among Nurse Leaders' Humanistic Care Behavior, Nurses' Professional Identity, and Psychological Security." American Journal of Health Behavior 47, no. 2 (April 30, 2023): 321–36. http://dx.doi.org/10.5993/ajhb.47.2.12.
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Objectives: We investigated the relationship among humanistic care behavior, nurses' professional identity, and psychological security among nurse leaders in tertiary hospitals in Beijing, China. Methods: We conducted a cross-sectional survey using convenience sampling to select 1600 clinical nurses from 5 general tertiary hospitals. Participants were surveyed electronically using the Socio-Demographic Profile Questionnaire, the Scale of Humanistic Care Behavior Shown by Nurse Leaders to Nurses, the Nurses' Professional Identity Scale, and the Psychological Security Scale. Results: A total of 1600 questionnaires were distributed, and 1526 valid questionnaires were collected. There was a significant positive correlation between nurse leaders' humanistic care behavior and nurses' professional identity (r=0.66, p<.001). There was also a significant positive correlation between nurse leaders' humanistic care behavior and psychological security (r=0.45, p<.001) and between psychological security and nurses' professional identity (r=0.64, p<.001). A multiple regression analysis showed that the humanistic care behavior of nurse leaders and the psychological security of nurses influenced nurses' professional identity. Structural equation modelling analysis showed that psychological security played a mediating role in the humanistic care behavior of nurses and nurses' professional identity (β=0.210, p<.001). Conclusions: The humanistic care behavior of nurse leaders significantly affects nurses' professional identity and psychological security scores. Nurse leaders' humanistic care can also indirectly affect professional identity through psychological security as a mediator; therefore, in nursing management, improving nurse leaders' humanistic care behavior can improve nurses' professional identity.
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Istomina, Natalja, Tarja Suominen, Artūras Razbadauskas, Arvydas Martinkėnas, Riitta Meretoja, and Helena Leino-Kilpi. "Competence of Nurses and Factors Associated With It." Medicina 47, no. 4 (April 19, 2011): 33. http://dx.doi.org/10.3390/medicina47040033.
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Objective. Nurse competence became a relevant topic for discussion among nurse practitioners and nurse researchers. However, the factors connected with nurse competence need deeper exploring. The aim of this study was to explore nurse competence and factors associated with it from the perspective of nurses for predicting the possible ways for upgrading the nursing practice. Materials and Methods. A multicenter, descriptive study was performed in 11 surgical wards of 7 Lithuanian hospitals. Data were collected from November 2007 to January 2008. Lithuanian nurses (n=218) who were working with patients after abdominal surgery participated in this study. The response rate was 91%. Two instruments, both originally developed in Finland, were used: the Nurse Competence Scale and the Good Nursing Care Scale for Nurses. Results. The overall level of nurse competence and the frequency of using the competencies in practice as perceived by nurses were high. Nurses assessed the competencies in managing situations and work role the highest and in teaching-coaching and ensuring quality the lowest. Sociodemographic factors such as nurse education, experience, professional development, independence, and work satisfaction as well as the evaluation of quality of nursing care were identified as factors associated with nurse competence. Conclusions. The findings of study allow us to make the assumption that nurse education, nurse experience, and nurse professional development play a significant role in the evaluation of nurse competence as well as the evaluation of quality of nursing care. It is necessary to upgrade nursing education programs at all levels of nursing education in Lithuania: university, non-university, and professional development courses. The qualities of preconditions for nursing care, cooperation with relatives, caring and supporting initiative are related to nurse competence.
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Ajisola, Aderonke. "Perception of Nurses on Association between Healthy Workplace Environment and Nurse Retention at Federal Medical Center, Idi-Aba, Abeokuta, Ogun State, Nigeria." CURRENT TRENDS IN LIFE SCIENCES RESEARCH 2, no. 1 (2023): 31–45. http://dx.doi.org/10.61867/pcub.v2i1a.046.
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Low nurse retention is often attributed to unhealthy conditions within the workplace. A healthy workplace environment is a significant factor in retaining nurses within the workplace. This study assessed the perception of nurses on the association between healthy workplace environment and nurse retention at the Federal Medical Center, Idi-Aba, Abeokuta, Ogun State, Nigeria. A non-experimental descriptive survey method was used, sample size of 209 was determined using Cochran’s formula. A validated structured questionnaire with Cronbach’s alpha reliability ranged from 0.685 to 0.988. Data were analyzed using descriptive statistics and inferential chi-square for the hypotheses. Findings from this study revealed that 76(38.4%) of the respondents were within the age range of 25 to 35 years, 175 (88.4%) were female, 138 (69.7%) had first degree, 80 (40.4%) were below 5years as registered nurses and 123 (62.1%) had worked for below 5 years in Federal Medical Center, Abeokuta. Nurses perceptions were positive on nurse participation 110 (55.6%), staffing adequacy 141 (71.2%) with significant relationships between perception of nurses on nurse participation (p<0.039, χ2=4.275) and rate of nurse retention (89.8%); perception on staffing adequacy (p<0.000 χ2=12.712) and rate of nurse retention (89.8%). In conclusion, a healthy workplace environment is essential for retaining nurses. It is recommended that robust staff adequacy and participation of nurses in hospital affairs be enhanced by the institution's management to increase nurse retention. Keywords: Healthy Workplace Environment, Nurse Participation, Nurse Retention, Perception of Nurses, Staffing Adequacy
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Heydari, Abbas, Hossein Kareshki, and Mohammad Reza Armat. "How Likely Is It for a Nurse Student to Become a Competent Nurse? A Protocol for Scale Development and Validation Using a Mixed Methods Study." Acta Facultatis Medicae Naissensis 33, no. 1 (March 1, 2016): 49–61. http://dx.doi.org/10.1515/afmnai-2016-0006.
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Summary The aim of the paper was to develop and validate a scale for estimating the likelihood of a nurse student to become a competent nurse. Admitting students to nursing schools without assessing their personal characteristics has led to serious consequences, including low quality of nursing care. Early detection of students who are at risk of attrition or becoming non-competent nurses can save the time, money, and energy devoted to educating and training the future nurses. A mixed methods design will be employed. Using literature review and interviews with nurse students, clinical nurses, nurse experts, and nurse managers during the first qualitative phase, we will build a comprehensive item pool that has a focus on nurse students’ personal characteristics. To increase the trustworthiness of interview findings, we will distinguish competent versus incompetent nurses by measuring their competence levels. In the second quantitative phase, the Nurse Competence Predicting Scale will be developed and tested for psychometric properties. We believe that Nurse Competence Predicting Scale may help in early identification of nurse students who are at risk of not acquiring expected nurse competencies on graduation or joining the workforce. In such cases, educational managers may take timely remedial interventions.
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Bhintani Embriana, Andreasta Meliala, and Widyawati. "NURSE ENGAGEMENT DI RSU APRILLIA CILACAP." Jurnal Manajemen Pelayanan Kesehatan (The Indonesian Journal of Health Service Management) 24, no. 03 (February 26, 2022): 81–87. http://dx.doi.org/10.22146/jmpk.v24i03.4128.
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Background: The success of the hospital industry, especially health services, depends on the participation of nurses in providing quality services to patients. In improving the quality of nurse services, hospital management must maximize nurses’ effectiveness, productivity, and innovation by encouraging positive attitudes in work by increasing nurse engagement. At RSU Aprillia Cilacap, the role of nurses is needed, which is shown through vigor, dedication and absorption.
Objective: This study measured the relationship between the variables of nurse engagement with the performance of nurses in inpatient installations.
Methods: Analytical descriptive quantitative research with cross sectional research design and research sample was 40 nurses.
The study measuring instrument is a questionnaire. The sampling technique used was a survey technique carried out by distributing questionnaires with a Likert Scale, involving the entire research sample. Data analysis used cross-tabulation of respondent characteristics on nurse engagement and nurse performance and bivariate analysis using the Chi-Square test (x2 ).
Results: There is no correlation between vigor and nurse performance (significance value (p) = 0.061 > 0.05), no correlation between dedication and nurse performance (significance value (p)= 0.291 > 0.05), and there is a correlation between absorption and nurse performance (value of significance). significancy (p) = 0.029
< 0.05).
Conclusion: The majority of nurses are at the level of engagement and nurse performance in the medium category. Thus, the manage ment needs to increase the engagement and performance of nurses by implementing nurse engagement with a work contract or MOU for new employees who have completed orientation and old employees who have been appointed as employees. Management needs to do retention so that potential nurses remain obedient and contribute generously to the hospital. The nurse recruitment process requires re-evaluation to obtain quality human resources and have values following the hospital’s vision, mission and goals.
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Poikkeus, Tarja, Riitta Suhonen, Jouko Katajisto, and Helena Leino-Kilpi. "Organisational and individual support for nurses’ ethical competence: A cross-sectional survey." Nursing Ethics 25, no. 3 (May 10, 2016): 376–92. http://dx.doi.org/10.1177/0969733016642627.
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Background: Nurses’ ethical competence has been identified as a significant factor governing high quality of care. However, nurses lack support in dealing with ethical problems, and therefore managerial support for nurses’ ethical competence is needed. Research questions: This study aimed to analyse, from the perspective of nurse and nurse leaders, the level of nurses’ and nurse leaders’ ethical competence, perceptions of support for nurses’ ethical competence at the organisational and individual levels and background factors associated with this support. Research design: A descriptive, cross-sectional study design was employed. The Ethical Competence and Ethical Competence Support questionnaires were used to measure the main components. Descriptive statistics and multifactor analysis of variance were used for data analysis. Participants: The participants were 298 nurses and 193 nurse leaders working in specialised (48%/52%), primary (43%/36%) or private healthcare (5%/7%) in Finland. Ethical considerations: Ethical approval was obtained from the university ethics committee. Results: Nurses estimated their own ethical competence to be at an average level, whereas nurse leaders estimated their own competence at a high level. Nurses’ and nurse leaders’ perceptions of provided support for nurses’ ethical competence was not at a high level. The positive agreement percentage related to organisational support was 44% among nurses and 51% among nurse leaders. The positive agreement percentage related to individual support was lower, that is, 38% among nurses and 61% among nurse leaders. University education had a positive association with some items of individual support. Conclusion: Despite the findings that ethical competence was estimated at a high level among nurse leaders, perceptions of support for nurses’ ethical competence were not at a satisfactory level. At the organisational level, nurse leaders need to inform of ethical procedures and practices in orientation; encourage multidisciplinary ethics discussions and collaboration; and support nurses at an individual level to participate in ethics education, multidisciplinary ethics discussions and in solving ethical problems.
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Becker, Deborah, Roberta Kaplow, Patricia M. Muenzen, and Carol Hartigan. "Activities Performed by Acute and Critical Care Advanced Practice Nurses: American Association of Critical-Care Nurses Study of Practice." American Journal of Critical Care 15, no. 2 (March 1, 2006): 130–48. http://dx.doi.org/10.4037/ajcc2006.15.2.130.
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• Background Accreditation standards for certification programs require use of a testing mechanism that is job-related and based on the knowledge and skills needed to function in the discipline. • Objectives To describe critical care advanced practice by revising descriptors to encompass the work of both acute care nurse practitioners and clinical nurse specialists and to explore differences in the practice of clinical nurse specialists and acute care nurse practitioners. • Methods A national task force of subject matter experts was appointed to create a comprehensive delineation of the work of critical care nurses. A survey was designed to collect validation data on 65 advanced practice activities, organized by the 8 nurse competencies of the American Association of Critical-Care Nurses Synergy Model for Patient Care, and an experience inventory. Activities were rated on how critical they were to optimizing patients’ outcomes, how often they were performed, and toward which sphere of influence they were directed. How much time nurses devoted to specific care problems was analyzed. Frequency ratings were compared between clinical nurse specialists and acute care nurse practitioners. • Results Both groups of nurses encountered all items on the experience inventory. Clinical nurse specialists were more experienced than acute care nurse practitioners. The largest difference was that clinical nurse specialists rated as more critical activities involving clinical judgment and clinical inquiry whereas acute care nurse practitioners focused primarily on clinical judgment. • Conclusions Certification initiatives should reflect differences between clinical nurse specialists and acute care nurse practitioners.
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Kawaguchi, Saeka, Yukie Takemura, Kimie Takehara, Keiko Kunie, Naoko Ichikawa, Kazunori Komagata, Koji Kobayashi, Mitsuyo Soma, and Chieko Komiyama. "Relationship Between Teams’ Leader–Member Exchange Characteristics and Psychological Outcomes for Nurses and Nurse Managers: A Cross-Sectional Study in Japan." SAGE Open Nursing 7 (January 2021): 237796082110259. http://dx.doi.org/10.1177/23779608211025981.
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Introduction The Leader–Member Exchange (LMX) theory, based on the social exchange theory, relates to positive psychological states among nurses. However, the influence of various LMX qualities coexisting within a team on nurses or nurse managers is still uncleared. Objective This study examines the relationship of nurses and nurse managers’ psychological states with the average LMX and LMX dispersion among nurses in their units. Methods The study was conducted at two university hospitals in March 2017 using anonymous questionnaires. Nurses completed the LMX-7 scale and the subscales of job satisfaction, achievement, and growth from the Checklist on Commitments Related to Work. Nurse managers completed the subscales of management satisfaction, effectiveness, and extracting extra effort from the Multifactor Leadership Questionnaire. Both nurses and managers completed the Intention to Continue Working scale. The nurses’ data were analyzed using a multilevel analysis to clarify associations between nurses’ psychological states and LMX, average LMX, and LMX dispersion. Hierarchical multiple regression analysis tested to test the correlations of the psychological states of nurse managers with average LMX and LMX dispersion. Results Data from 586 nurses and 28 managers were analyzed. The LMX and average LMX of nurses were positively related to positive psychological states. Nurse managers displayed significant associations between high LMX dispersion and good psychological states. When average LMX was low, management effectiveness increased as LMX dispersion increased; when average LMX was high, management effectiveness was almost constant. Conclusion The unit’s LMX characteristics appear to be related to the psychological states of both nurses and nurse managers. Increasing the LMX of each nurse may lead to positive psychological states for not only that nurse but all nurses in the unit. When LMX with subordinates is low, increasing LMX with a portion of nurse managers should be a priority to improve their psychological states.
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Nursalam, Nursalam, Nurul Hikmatul Qowi, Tri Johan Agus Yuswanto, and Ferry Efendi. "Nurse's foci of commitment model to decrease turnover intention." International Journal of Public Health Science (IJPHS) 11, no. 4 (December 1, 2022): 1357. http://dx.doi.org/10.11591/ijphs.v11i4.22000.
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The hospital is an organization in the service sector with nurses as the main resource. Increasing the commitment of the nurses was one of the ways to retain nurses. This cross-sectional study explained nurse’s foci of commitment model to decrease turnover intention. Variables in this study included nurse characteristics, job characteristics, work experience, organizational factors, nurse commitment, and turnover intention. The population was nurses who have worked in islamic hospital in Surabaya, Indonesia. The 119 nurses selected as sample based on simple random sampling. Data collected using questionnaires and analyzed using partial least squares (PLS). Nurse characteristics influenced nurse commitments (path coefficient=0.252; t=2.953) and turnover intention (path coefficient=-0.239; t=2.458). Job characteristics influenced nurse commitments (path coefficient=0.190; t=2.409) and turnover intention (path coefficient=-0.183; t=2.107). Work experience influenced nurse commitments (path coefficient=0.208; t=2.231) and turnover intention (path coefficient=-0.153; t=1.964). organizational factors influenced nurse commitments (path coefficient=0.218; t=2.170) and turnover intention (path coefficient=-0.174; t=2.330). Nurse commitment influenced turnover intention (path coefficient=-0.226; t=2.084). The nurse's commitment as moderate these factors in reducing turnover intention. The influence of job satisfaction, nurse commitment, and perceived organizational support to turnover intention needs further research.
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Pfeifer, Pamela B., Antonette Marie Desai, and Kathleen A. Stevens. "New Graduate Nurse Residency: Taking Rehabilitation Nurses’ Transition to Practice to a New Level." Rehabilitation Nursing 49, no. 1 (January 2024): 3–8. http://dx.doi.org/10.1097/rnj.0000000000000441.
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Abstract It began with a challenge from our Chief Nursing Officer. As a Magnet hospital, it was time for our nurse residency program to be recognized as an accredited program for new graduate nurses. This article shares our experience using the Association of Rehabilitation Nurses competency statements in a creative way when applying for recognition as the first American Nurses Credentialing Center-accredited specialty hospital nurse residency program. Although these competency statements were used initially to meet the requirements of the accreditation application process, they also led to the creation of a document that serves two purposes. First, it can be used to instruct new graduate nurses on the structure and processes of a nurse residency program in which competency statements are used to guide curriculum development. Second, it can be used to inform nurse residency program managers on new graduate nurses’ progress throughout the nurse residency program by tracking competency completion. The end result of this accredited program is a new graduate nurse who understands not only what it means to be a nurse but also what it means to be a rehabilitation specialty nurse.
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Bautista, John Robert, Trisha T. C. Lin, and Yin-Leng Theng. "Influence of Organizational Issues on Nurse Administrators’ Support to Staff Nurses’ Use of Smartphones for Work Purposes in the Philippines: Focus Group Study." JMIR Nursing 3, no. 1 (January 10, 2020): e17040. http://dx.doi.org/10.2196/17040.
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Background Studies show that nurses use their own smartphones for work purposes, and there are several organizational issues related to this. However, it is unclear what these organizational issues are in the Philippines and the influence they have on nurse administrators’ (ie, superiors) support to staff nurses’ (ie, subordinates) use of smartphones for work purposes. Objective Drawing from the Organizational Support Theory (OST), this study aimed to identify organizational issues that influence nurse administrators’ support to staff nurses’ use of smartphones for work purposes. Methods Between June and July 2017, 9 focus groups with 43 nurse administrators (ie, head nurses, nurse supervisors, and nurse managers) were conducted in 9 tertiary-level general hospitals in Metro Manila, the Philippines. Drawing from OST, issues were classified as those that encouraged or inhibited nurse administrators to support nurses’ use of smartphones for work purposes. Results Nurse administrators were encouraged to support nurses’ use of smartphones for work purposes when (1) personal smartphones are superior to workplace technologies, (2) personal smartphones resolve unit phone problems, and (3) policy is unrealistic to implement. Conversely, issues that inhibited nurse administrators to support nurses’ use of smartphones for work purposes include (1) smartphone use for nonwork purposes and (2) misinterpretation by patients. Conclusions Nurse administrators in the Philippines faced several organizational issues that encouraged or inhibited support to staff nurses’ use of smartphones for work purposes. Following OST, the extent of their support can influence staff nurses’ perceived organizational support on the use of smartphones for work purposes, Overall, the findings highlight the role and implication of organizational support in the context of smartphone consumerization in hospital settings, especially in developing countries.
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Thomas, Diane, Patricia Newcomb, and Phylann Fusco. "Perception of Caring Among Patients and Nurses." Journal of Patient Experience 6, no. 3 (August 21, 2018): 194–200. http://dx.doi.org/10.1177/2374373518795713.
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Background: Empirical evidence supports the contention that implementing caring nurse behaviors results in improved patient experience; however, previous studies find differences between patient and nurse perceptions of caring. Significance: Good patient experience is positively related to desired clinical and financial outcomes. Nurse caring is a critical component in the patient experience. Objective: The purposes of this project were to evaluate the congruency between nurse and patient perceptions of nurse caring in a long-term acute care hospital and to determine how much patient perception of nurse caring changes over time. Method: The study employed mixed methods using a triangulation strategy in which quantitative data from patients and qualitative data from nurses were collected simultaneously and compared for interpretation. Results: Time affected patient perception of caring significantly. Patients and nurses disagreed about the extent to which nurses ask patients what they know about their illnesses, help them deal with bad feelings, and make them feel comfortable. Conclusion: Patients and nurses do not always agree about the quality of caring behaviors, but exposure to nurses over time positively affects patient perception of nurse caring.
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Zimmermann, Agnieszka, Ewa Cieplikiewicz, Piotr Wąż, Aleksandra Gaworska-Krzemińska, and Paweł Olczyk. "The Implementation Process of Nurse Prescribing in Poland – A Descriptive Study." International Journal of Environmental Research and Public Health 17, no. 7 (April 2, 2020): 2417. http://dx.doi.org/10.3390/ijerph17072417.
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The study aimed to investigate the situation of nurse prescribing, introduced in Poland in 2016, by analyzing the opinions of nurses, expected to be influential on nurses’ actual practices, in response to legislative change to enable nurses to prescribe and comparing this with actual nurse prescribing behaviours during the early years of the legislation. The paper fills a knowledge gap and provides baseline data analysis for subsequent research. Nurses’ opinions were collected during the period they were preparing themselves for prescribing. That data was compared with data on the character and extent of nurses’ actual prescribing practices over the first two years of implementation. The study showed the number of nurse prescriptions increased. Comparing the first and second years of nurse prescribing, the number of nurse independent prescriptions more than doubled. Over the same period, the number of nurse supplementary prescriptions increased almost six-fold. The implementation of nurse prescribing has increased the scope of nursing care, especially in the treatment of the infections, pain and chronic conditions in the elderly.
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Hsu, Hui-Chen, Hsiang-Wen Kung, Wen-Jen Chiang, Bih-O. Lee, and Ruey-Hsia Wang. "A Comparison of Nurse Aides and Nurses Regarding the Work Competence of Nurse Aides in a Skill-Mixed Institution." Healthcare 9, no. 12 (December 13, 2021): 1725. http://dx.doi.org/10.3390/healthcare9121725.
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Objective: To compare the differences between the work competencies self-reported by nurse aides’ and those perceived by nurses. Method: A cross-sectional survey was employed. The settings were units implemented a skill mix model institution in Taiwan. The instruments consisted of the participants’ demographic data and a nurse aide work competence scale. Results: The results indicated that the nurse aides had room for improvement in terms of “problem solving” and “activity design”. The nurse aides and nurses differed significantly in terms of the nurse aides’ competence in “activity design”, as the nurse aides reported themselves to be more competent in “activity design” than reported by the nurses. Conclusion: Nurse aides should be incorporated into cross-disciplinary teams. Activity design should be handled by other healthcare providers such as physical therapists or senior social workers.
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Finch,, Linda P. "Nurses’ Communication with Patients: Examining Relational Communication Dimensions and Relationship Satisfaction." International Journal of Human Caring 9, no. 4 (June 2005): 14–23. http://dx.doi.org/10.20467/1091-5710.9.4.14.
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Effective communication between nurse and patient is paramount in establishing the relationship that provides the basis for patient care that influences healthcare outcomes. This study examined the dimensions of nurse-patient relational communication, identified the importance of nurses’ use of patient-preferred Relational Preference behaviors, and explored nurses’ satisfaction with nurse-patient interactions. The Nurse-Patient Communication Survey instrument asked nurses to recall a specific communication event with a patient. Responses implied a two-dimensional model of nurse-patient communication composed of caring and composure. Nurses had high levels of relational satisfaction that were positively and significantly associated with the use of Relational Preference behaviors. Post hoc testing revealed the caring communication dimension significantly contributed to nurses’ overall satisfaction with patient relationships.
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Tomar, Rahul, Tina Jakovljevic, and Neil Brimblecombe. "Psychiatrists' and nurses' views of mental health nurse supplementary prescribing: a survey." Psychiatric Bulletin 32, no. 10 (October 2008): 364–65. http://dx.doi.org/10.1192/pb.bp.107.016931.
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Aims and MethodA questionnaire survey of psychiatrists and mental health nurses was conducted to look at their awareness of nurse supplementary prescribing and its impact on patient care.ResultsResponse rate was 49.5% for psychiatrists and 23% for nurses. Most nurses (96.2%) and psychiatrists (91%) were aware of nurse supplementary prescribing, but more nurses than psychiatrists felt that it will provide patients quicker access to medication (P=0.023) and improve patient care (P=0.0003). Although two-thirds of the nurses felt confident to be a nurse prescriber, only 13% had actually approached a psychiatrist to be their supervisor. Most psychiatrists (54.4%) did not feel confident to act as supervisors.Clinical ImplicationsUnlike nurses, psychiatrists were cautious about potential benefits of nurse supplementary prescribing on patient care. Both nurses and psychiatrists expressed concerns. As the expansion of nurse prescribing occurs, it is important for trusts to work actively with nurses and psychiatrists to address these concerns.
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Sharp, Deborah, Elisa Haynes, Helen Lee, Cindy Bussey, Abla Afatsawo, Sylvia Davis, Donna Owens, and Marjorie Jenkins. "Professional Nurse Advancement Programs: The Face of Leadership at the Bedside." Creative Nursing 24, no. 2 (June 2018): 105–9. http://dx.doi.org/10.1891/1078-4535.24.2.105.
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Aims and ObjectiveThis article reviews a professional nurse advancement program and describes how it benefits patient care, staff engagement, and patient satisfaction.BackgroundExisting literature notes that professional nurse advancement programs can empower nurses to improve nursing care at the bedside and contribute to a safe patient care environment.MethodThe article reviews the qualitative exploration of the activities of participants in a professional nurse advancement program to determine the impact on patient care and identify benefits of the program. The article summarizes findings from thematic and narrative technique analysis of semistructured interviews with nurses, nurse leaders, and nurse administrators, and reviews of nurses’ portfolio information.ResultsImplementation of a professional nurse advancement program correlated with decreased patient falls, increased bedside clinician involvement in research, and positive outcomes in nursing quality indicators.ConclusionA professional nurse advancement program fosters continued professional growth and opportunities for advancement; promotes pride, personal responsibility, and respect for self; and prepares and enables nurses to lead change in advancing health in communities.
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Ghasemi, Roya, Mansour Ghafourifard, Hadi Hassankhani, and Javad Dehghannezhad. "The Association of Work Environments and Nurse-Nurse Collaboration: A Multicenter Cross-Sectional Study." Nurse Media Journal of Nursing 11, no. 3 (December 8, 2021): 370–79. http://dx.doi.org/10.14710/nmjn.v11i3.41065.
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Background: Along with the recent healthcare reform, intraprofessional collaboration in nursing is considered an essential factor for managing the challenges related to diverse roles and tasks of nurses in providing high quality care. There is lack of knowledge on how the nursing work environment could influence nurse-nurse collaboration. Purpose: The study aimed to assess the relationship between nursing work environment and nurses’ intraprofessional collaboration.Methods: A total of 300 nurses working in four teaching hospitals participated in this multicenter cross-sectional study. Data were collected using the Nurse-Nurse Collaboration Scale (NNCS) and the Practice Environment Scale of the Nursing Work Index (PES–NWI). The Pearson correlation test was used to analyze the data.Results: The results showed that the mean score of the PES–NWI was 2.65±0.32 out of 4. The highest and lowest scores belonged to the subscales of the nursing foundations for quality of care (2.86±0.31) and staffing and resource adequacy (2.24±0.49), respectively. The mean total score of nurse-nurse collaboration was 2.94±0.21 out of a score of 4. The results showed a significant positive relationship between nursing work environment and nurses’ intraprofessional collaboration (r=0.49, p<0.05).Conclusion: The nursing practice environment has a positive and significant relationship with nurse-nurse collaboration. Therefore, improving nurses’ practice environment and providing healthy workplaces could improve the intraprofessional nurse’s collaboration. Moreover, nurse managers should improve nurses’ skills in some areas of collaboration such as conflict management.
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Lommi, Marzia, Rosario Caruso, Gianluca Conte, Arianna Magon, Barbara Porcelli, Alessandro Stievano, Gennaro Rocco, et al. "Assessment of the Psychometric Characteristics of the Italian Version of the Nurse Manager Actions Scale." Nursing Reports 13, no. 3 (September 1, 2023): 1185–202. http://dx.doi.org/10.3390/nursrep13030102.
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Nurse managers play a vital role in healthcare organizations, wielding the ability to substantially enhance work environments, foster nurses’ autonomy, and bolster retention within workplaces. In this context, this study focuses on the Nurse Manager Actions scale, aiming to evaluate its items’ scalability as well as the scale’s validity and reliability among nurses and nurse managers operating within the Italian healthcare context. The study protocol was not registered. To ensure linguistic and cultural alignment, an iterative and collaborative translation process was undertaken. Subsequently, a multi-center cross-sectional design was adopted. Using a web-survey approach, data were collected among 683 nurses and 188 nurse managers between August 2022 and January 2023. The Nurse Manager Actions scale was found to be a valid and reliable instrument in Italian after a Mokken Scale Analysis. For nurses (HT= 0.630, Molenaar–Sijtsma rho = 0.890), the scale included 6 items, while 11 items were confirmed for nurse managers (HT= 0.620, Molenaar–Sijtsma rho = 0.830). Nurse Manager Actions scale scores were correlated with increased satisfaction and decreased intention to leave for both nurses and nurse managers. The employed validation process enhanced the scale validity for use in Italy and provided a model for other researchers to follow when assessing similar measures in different populations. Measuring and empowering nurse manager actions in work contexts is essential to improve the general well-being and retention of nurses, especially in the current nursing shortage.
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Berge, Hege, and Grethe Eilertsen. "Beholde og rekruttere sykepleiere til sykehjem, en kvalitativ studie av avdelingssykepleieres erfaringer." Nordisk tidsskrift for helseforskning 16, no. 1 (January 28, 2020): 21. http://dx.doi.org/10.7557/14.4648.
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Retaining and recruiting nurses in nursing homes, - a qualitative study of nurse managers' experiences
The purpose of the study was to explore nurse managers in Norwegian nursing homes experiences with retaining and recruiting of nurses. The study has a qualitative exploratory design. Ten nurse managers in nursing homes were interviewed. Two main themes emerged from the analysis: “Retaining nurses - a difficult line to balance” and “Recruiting – a field of excellence with ideals and reality”. Retaining and recruiting nurses challenged nurse managers in finding a balance between facilitating professional development, supporting the nurses in independent prioritization of tasks as well as economic and organizational work that were occasionally perceived as an obstacle. Nurse managers play an important role in the nursing homes and influence nurses’ retaining rate through active leadership. Good leadership may lead to a good reputation, which in turn is vital in retaining and recruiting nurses.
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Afoko, Vivian, Alistair Hewison, Susan Neilson, and Roger Newham. "Moral distress experienced by neonatal intensive and paediatric care nurses in Northern Ghana: a qualitative study." Journal of Research in Nursing 27, no. 6 (November 2022): 519–29. http://dx.doi.org/10.1177/17449871221122022.
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Background: Moral distress has been studied widely in nursing but not in developing economies. Aim: To investigate how moral distress is experienced by nurses working in neonatal intensive care and paediatric wards in Northern Ghana and to determine support measures offered by nurse managers. Method: Qualitative descriptive method. Forty nurses and fourteen nurse managers working with children in four hospitals in Northern Ghana were interviewed. Thematic data analysis was carried out. Results: Six themes were identified: nurses experience morally distressing situations due to a variety of causes; the impact of morally distressing situations on nurses; coping mechanisms of nurses who experienced morally distressing situations; recommendations made by the nurses to reduce the incidence of moral distress; inadequate support measures available to nurse managers and nurse managers experience moral distress too. Conclusion: The causes of moral distress in developed and developing economies are similar. The frequency and intensity of moral distress is high in Northern Ghana. Consistent with other studies conducted in Africa, nurses and nurse managers relied on their religious faith as a form of resilience. No support measures are available to nurse managers to support nurses who experience moral distress.
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Fahrudi, Eka, Sih Ageng Lumadi, and Lilla Maria. "Relationship between the perception of employee rotation and nurse performance during the COVID-19 pandemic." Journal of Palembang Nursing Studies 2, no. 2 (May 30, 2023): 111–17. http://dx.doi.org/10.55048/jpns69.
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Background: COVID-19 has had an impact on nurse exposure, including in the operating room. Nurse rotation is intended to minimize exposure to COVID-19. However, problems caused by nurse rotation might interfere with nurse performance due to the rapid adaptation required. Objective: This study aims to determine the relationship between employee rotation and the performance of nurses during the COVID-19 pandemic. Methods: An analytical descriptive cross-sectional study involving 45 nurses was conducted using purposive sampling technique. Data were collected using a job rotation questionnaire and a nurse performance questionnaire. The data were analyzed using the Spearman rho test with a significance level of 95%. Results: Out of 45 respondents, 29 (64.4%) had a moderate perception of nurse rotation, and 28 (62.2%) demonstrated good nurse performance. There was no significant relationship found between nurse rotation and nurse performance (p>0.05). Conclusions: It is recommended that nurses comply with the employee rotation policy to minimize contact with COVID-19 patients, reduce work stress, and enhance new competencies.
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Wainwright, Laura D., Katherine Berry, Charlotte Dunster-Page, and Gillian Haddock. "Patient social functioning in acute mental health inpatient wards: the role of emotional regulation, attachment styles and nurse–patient relationships." British Journal of Mental Health Nursing 10, no. 4 (November 2, 2021): 1–13. http://dx.doi.org/10.12968/bjmh.2018.0009.
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Background/aims Improvement in social functioning is an important aspect of recovery from severe mental health problems. Nurses on acute mental health wards play an important role in facilitating this recovery. Therefore, it is important to explore potential predictors of social functioning and the quality of nurse–patient relationships. The aim of this study was to explore associations between patient social functioning, nurse–patient therapeutic alliances, emotional regulation, attachment style and nurse distress in acute mental health settings. Methods: A questionnaire-based, cross-sectional approach with correlational and regression analyses was used for this study. A total of 50 nurse–patient dyads in acute mental health inpatient wards across four NHS trusts in the north-west of England took part. Patients and nurses completed questionnaires regarding demographic information, emotional regulation, attachment style and alliance. Nurses also rated patient social functioning and their own distress. Results The patient anxious attachment style was associated with difficulties in regulating emotions. Patient emotional regulation, patient insecure attachment and the patient-rated alliance predicted nurse-rated patient social functioning. Nurse emotion regulation, nurse insecure attachment style and nurse-rated alliance did not significantly predict nurse-rated patient social functioning and correlations were non-significant. Nurse distress was associated with nurse emotion regulation, nurse anxious attachment and nurse-rated alliance. These factors significantly predicted nurse distress. Conclusions: Patient social functioning is predicted by emotion regulation, attachment and alliance. Similarly, nurse distress is predicted by nurse emotion regulation, attachment style and alliance. Interventions targeting emotion regulation or attachment-informed wards would be beneficial.
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Leksakul, Komgrit, and Sukrit Phetsawat. "Nurse Scheduling Using Genetic Algorithm." Mathematical Problems in Engineering 2014 (2014): 1–16. http://dx.doi.org/10.1155/2014/246543.
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This study applied engineering techniques to develop a nurse scheduling model that, while maintaining the highest level of service, simultaneously minimized hospital-staffing costs and equitably distributed overtime pay. In the mathematical model, the objective function was the sum of the overtime payment to all nurses and the standard deviation of the total overtime payment that each nurse received. Input data distributions were analyzed in order to formulate a simulation model to determine the optimal demand for nurses that met the hospital’s service standards. To obtain the optimal nurse schedule with the number of nurses acquired from the simulation model, we proposed a genetic algorithm (GA) with two-point crossover and random mutation. After running the algorithm, we compared the expenses and number of nurses between the existing and our proposed nurse schedules. For January 2013, the nurse schedule obtained by GA could save 12% in staffing expenses per month and 13% in number of nurses when compare with the existing schedule, while more equitably distributing overtime pay between all nurses.
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Jacob, Elisabeth R., Lisa McKenna, and Angelo D'Amore. "Senior nurse role expectations of graduate registered and enrolled nurses on commencement to practice." Australian Health Review 38, no. 4 (2014): 432. http://dx.doi.org/10.1071/ah13216.
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Objective This paper reports on a project to examine the expectations of senior nurses regarding graduate roles of registered and enrolled nurses educated in Victoria, Australia. Methods Participants completed an online survey to indicate whether predetermined competencies were in the roles of graduate enrolled or registered nurses or not in the role of either nurse. Chi-squared analysis was used to identify differences between participant groups. Results Participants expressed variations in role expectations for the different level of graduate nurse. Although basic nursing care was undertaken by both graduate enrolled and registered nurses, no specific role was identified for enrolled nurses. Differences were found in the opinions of senior nurses over the roles of graduate nurses, demonstrating considerable variation in expectations. Management, education and research roles were not identified as the role of either nurse on graduation. Differences were found in the expectations of the different senior nurse groups regarding the roles of the enrolled nurse, particularly in the new skills taught in the enrolled nurse diploma program. Conclusions Confusion exists regarding the roles of both types of nurse on graduation. Further research across Australia is required to clarify the roles of the different level of nurse in different practice contexts. What is known about the topic? Australia, like many other countries, prepares two levels of nurse for entry to practice: the degree-prepared registered nurse and the diploma-prepared enrolled nurse. Role confusion and ambiguity have been reported in the literature by many countries, including Australia, that employ two levels of nurse. What does this paper add? Great variation exists between expectations of senior nursing staff as to the role of both levels of graduate nurse. Role confusion and ambiguity exists for nurses in Australia. Role confusion and ambiguity around the scope of practice for enrolled nurses is seen as both limiting their practice and encouraging them to work at levels for which they have not been prepared. Graduate registered nurses were seen as more prepared for required graduate attributes than enrolled nurses. Care of acute, complex or deteriorating patients remains the role of registered nurses. What are the implications for practitioners? Practising nurses need to be educated as to the skills and knowledge that diploma enrolled nurses are graduating with in order to enable them to use their full range of abilities. To provide safe, quality care, registered nurses must fully understand the roles and abilities of the enrolled nurses to whom they delegate care. Organisational health policies and procedures need to be reviewed to accommodate the increased skills and knowledge of diploma-prepared enrolled nurses and enable best utilisation of their skills. Practising nurses need to be aware that enrolled nurses are not educationally prepared to care for complex or deteriorating patients. Although they are able to undertake basic nursing care, the role of caring for complex, highly acute and deteriorating patients remains in the domain of registered nurses. The increasing acuity of patients admitted to health services requires a higher skill mix of registered nurses to safely care for them.
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MacPhee, Maura, V. Dahinten, and Farinaz Havaei. "The Impact of Heavy Perceived Nurse Workloads on Patient and Nurse Outcomes." Administrative Sciences 7, no. 1 (March 5, 2017): 7. http://dx.doi.org/10.3390/admsci7010007.
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This study investigated the relationships between seven workload factors and patient and nurse outcomes. (1) Background: Health systems researchers are beginning to address nurses’ workload demands at different unit, job and task levels; and the types of administrative interventions needed for specific workload demands. (2) Methods: This was a cross-sectional correlational study of 472 acute care nurses from British Columbia, Canada. The workload factors included nurse reports of unit-level RN staffing levels and patient acuity and patient dependency; job-level nurse perceptions of heavy workloads, nursing tasks left undone and compromised standards; and task-level interruptions to work flow. Patient outcomes were nurse-reported frequencies of medication errors, patient falls and urinary tract infections; and nurse outcomes were emotional exhaustion and job satisfaction. (3) Results: Job-level perceptions of heavy workloads and task-level interruptions had significant direct effects on patient and nurse outcomes. Tasks left undone mediated the relationships between heavy workloads and nurse and patient outcomes; and between interruptions and nurse and patient outcomes. Compromised professional nursing standards mediated the relationships between heavy workloads and nurse outcomes; and between interruptions and nurse outcomes. (4) Conclusion: Administrators should work collaboratively with nurses to identify work environment strategies that ameliorate workload demands at different levels.
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Armstrong-Stassen, Marjorie, Michelle Freeman, Sheila Cameron, and Dale Rajacic. "Nurse managers’ role in older nurses’ intention to stay." Journal of Health Organization and Management 29, no. 1 (March 16, 2015): 55–74. http://dx.doi.org/10.1108/jhom-02-2013-0028.
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Purpose – The purpose of this paper is to propose and test a model of the underlying mechanisms linking perceived availability of human resource (HR) practices relevant to older nurses and older nurses’ intentions to stay with their hospitals. Design/methodology/approach – Quantitative data were collected from randomly selected older registered nurses (N=660) engaged in direct patient care in hospitals in Canada. Structural equation modelling was used to test the hypothesized model. Findings – The relationship between perceptions of HR practices (performance evaluation, recognition/respect) and intentions to stay was mediated by the perceived fairness with which nurse managers managed these HR practices and nurse manager satisfaction. When nurse managers were perceived to administer the HR practices fairly (high perceived procedural justice), older nurses were more satisfied with their nurse manager and, in turn, more likely to intend to stay. Research limitations/implications – The cross-sectional research design does not allow determination of causality. Practical implications – It is important that nurse managers receive training to increase their awareness of the needs of older nurses and that nurse managers be educated on how to manage HR practices relevant to older nurses in a fair manner. Equally important is that hospital administrators and HR managers recognize the importance of providing such HR practices and supporting nurse managers in managing these practices. Originality/value – The findings increase the understanding of how HR practices tailored to older nurses are related to the intentions of these nurses to remain with their hospital, and especially the crucial role that first-line nurse managers play in this process.
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Whitehead, Michael, Mary Hayes, and Christina Whitehead. "Men's Health in Nursing Practice: A Survey of Senior Nurses." International Journal of Mens Social and Community Health 6, no. 1 (June 15, 2023): e20-e30. http://dx.doi.org/10.22374/ijmsch.v6i1.106.
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Background: Australian men are likelier to die younger than women, often from preventable diseases or conditions. Gendered health promotion has improved men’s engagement with health services, with nurses playing a central role in information and healthcare design. The primary aim of this research was to surveysenior clinical and executive nurses on their understanding and perception of men’s health.Methods: A cross-sectional quantitative online survey was attended by senior nurses within a single hospital setting in metropolitan Sydney between June 2022 and July 2022. Sampling selection was conducted of nurses who currently hold senior clinical or management roles within the health district (Nurse Manager, Nurse Unit Manager, Director of Nursing, Nurse Practitioner, Transitional Nurse Practitioner, Clinical Nurse Consultant, Clinical Nurse Specialist, Nurse Educator, Clinical Nurse Educator) with descriptive analysis applied to interpret the data sets.Results: A total of 84 responses were received, representing a 33% survey participation rate. A key finding was that 89.1% of senior nurses believed that traditional masculine traits affected health-seeking behaviour. However, 60.2% had not discussed men’s-specific agencies with male patients, and 33.7% of senior nurses believed that gender was not a determinant of health. There was strong endorsement (74.6%) for a men’s health education program to be developed specifically for nurses.Conclusion: The results of this single-site online survey of senior nurses illustrate that while foundational understandings of gender as a determinant of health were divided, there remained strong endorsement for targeted men’s health promotion to patients and the development of men’s health educational programs to support nurses in providing holistic care for their male patients.
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., Nirmawati, Basri Modding, Serlin Serang, and Aryati Arfah. "The Influence of Knowledge, Attitudes and Work Motivation on Nurse Performance through Caring in Prevention of Nosocomial Infection in the Inpatient Room of the Makassar City Hospital." Volume 5 - 2020, Issue 9 - September 5, no. 9 (September 17, 2020): 154–65. http://dx.doi.org/10.38124/ijisrt20sep178.
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This research was conducted to analyze the influence of Knowledge, Attitudes and Work Motivation on Nurse Caring and the performance of nurses in the Prevention of Nosocomial Infections in the Inpatient Room of Makassar City Hospital, to analyze the effect of caring nurses on nurse performance, to analyze the influence of Knowledge, Attitudes and Work Motivation through Caring the performance of nurses in the Prevention of Nosocomial Infections in the Inpatient Room of the Makassar City Hospital. This study used a quantitative approach using primary data through a questionnaire of 200 respondents. The study was conducted in July 2019. Data were analyzed using the SEM AMOS program. The results of this study indicate that: Nurses' knowledge has a negative and significant effect on nurse caring, Nurses' attitudes have a positive and significant effect on nurse caring, Nurses' work motivation has a positive and insignificant effect on nurse caring, Nurses' knowledge has a positive and significant effect on nurse performance, Nurses' attitudes It has a negative and insignificant effect on the performance of nurses, the work motivation of nurses has a negative and significant effect on the performance of nurses, Caring of nurses has a positive and significant effect on the performance of nurses, knowledge of nurses has a negative and significant effect on performance through caring, Nurses' attitudes have a significant effect on the performance of nurses through caring. The work motivation of nurses has no significant effect on the performance of nurses through caring.
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Adams, Carolyn E., and David L. Cook. "The Impact of a Diabetes Nurse Educator on Nurses' Knowledge of Diabetes and Nursing Interventions in a Home Care Setting." Diabetes Educator 20, no. 1 (February 1994): 49–53. http://dx.doi.org/10.1177/014572179402000110.
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The purpose of this study was to compare nurses' knowledge of diabetes and nursing interventions in a home health care agency (HHCA) that employed a diabetes nurse educator (DNE) and an agency that did not employ a DNE. Nurse knowledge of diabetes mellitus was measured using the Ditibetes: Basic Knowledge Test (DBKT). Nursing care interventions for patients with diabetes were measured using a researcher-developed tool, the Nursing Care Intervention Tool (NCIT). The data analysis showed that the nurses in the agency with the diabetes nurse educator were significantly more knowledgeable about diabetes. The data also showed that the nurses in the HHCA with a diabetes nurse educator provided a significantly higher standard of patient care than the nurses in the agency without a diabetes nurse educator.
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Nur Qamariyah and Nursyamsiyah Nursyamsiyah. "ANALISIS FAKTOR KUALITAS PELAYANAN TERHADAP KEPUASAN KERJA PERAWAT DI RUMAH SAKIT UMUM WISATA UIT." Jurnal Ilmiah Kedokteran dan Kesehatan 1, no. 3 (September 22, 2022): 198–218. http://dx.doi.org/10.55606/klinik.v1i3.2330.
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The hospital is a health service agency that focuses on the quality of services provided. Satisfaction is one indicator of the quality of care that nurses provide and become the capital to get patient satisfaction, and maintain loyalty in using services. This study aims to analyze nurses 'perceptions of the quality of care for nurse job satisfaction at Polewali Mandar Regional General Hospital. It is used as an analytic observational study with a cross sectional study design. The populationsare 117 nurses in Polewali Mandar Hospital, with 53 samples. Data are analyzed by univariate, bivariate with the chisquareanalysistest, and multivariate with logistic regression analysis test.The results showed that there was an effect of direct evidence on nurses' perceptions about service quality on nurse job satisfaction with a value of p = 0,038 (p<0.05). There were an influence of reliability on nurses' perceptions about service quality on nurse job satisfaction with a value of p = 0.019 (p<0.05). There were an effect of responsiveness to nurses' perceptions of service quality about nurse job satisfaction with a value of p = 0.018 (p<0.05). There were a guarantee effect on nurses' perceptions of service quality on nurse job satisfaction with a value of p = 0.039 (p<0.05). There were an influence of empathy on nurses' perceptions about service quality on nurse job satisfaction with a value of p = 0.036 (p <0.05). The most influential variable on nurse job satisfaction weretangible with a value of p = 0,024 (p<0,025).The conclusions of this study are direct evidence,reliability, responsiveness, assurance, and empathy affect to nurse job satisfaction. It is recommended that hospital management must give attention and improve nurse job satisfaction because it is one indicator of the quality of health services.
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Puspita, Eka, Sonny Hersona GW, and Hawignyo Hawignyo. "Kepemimpinan Transformasional dan Kompetensi terhadap Peningkatan Motivasi serta Dampaknya pada Kinerja Perawat." Journal of Management and Bussines (JOMB) 4, no. 1 (June 30, 2022): 708–22. http://dx.doi.org/10.31539/jomb.v4i1.3450.
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The purpose of this study was to determine the description of transformational leadership, nurse competence, increasing nurse motivation, and nurse performance at Dewi Sri Hospital Karawang. This research method uses descriptive and verification with a quantitative approach. The data analysis technique used is (path analysis), with hypothesis testing t test and f test. The results of the study show, there is a strong and significant influence between leadership transformation on work motivation, there is a strong and significant influence between nurse competence on work motivation, there is a strong and significant influence between work motivation and nurse performance. There is a strong and significant influence simultaneously between transformational leadership and nurse competence on nurses' work motivation. Conclusion, transformational leadership has a dominant effect on nurses' work motivation. The competence of nurses gives a significant contribution to work motivation. This means that the better the nurse's competence, the work motivation will increase. The work motivation of nurses at Dewi Sri Hospital is largely determined by these two variables.
Keywords: Transformational leadership, Nurse performance, Work competence, Work Motivation
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Trandel-Korenchuk, Sarah, Jennifer Stephenson Zipp, and Joan Insalaco Warren. "A Statewide Nurse Residency Program Evaluation." Journal of Continuing Education in Nursing 54, no. 9 (September 2023): 421–29. http://dx.doi.org/10.3928/00220124-20230816-25.
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Across the nation, hospitals are answering the call to action for funding and requiring new-to-practice registered nurses to complete a nurse residency program (NRP). In response, all Maryland acute care hospitals successfully funded, adopted, and implemented a 12-month standardized, commercially available (vendored) NRP. However, although the hospitals use the same curriculum, their administrative practices, content, and deliverables vary. A statewide program evaluation was conducted by the Maryland Organization of Nurse Leaders, Inc./Maryland Nurse Residency Collaborative to understand the NRP structure and process variability, including implementation challenges, and what worked and what did not. Findings from 26 semi-structured interviews with Maryland acute care hospital NRP coordinators showed that leadership support and resources, differences in patient populations, number of nurse residents, and organizational requirements best explained programmatic adaptations. Using lessons learned, best practices are shared, including methods to garner leadership support and reduce adaptations. Although program customization is expected, program replicability and scalability are essential to achieving program outcomes. [ J Contin Educ Nurs. 2023;54(9):421–429.]
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Gibson, Faith, Kate Khair, and Sue Pike. "Nurse prescribing: children’s nurses’ views." Paediatric Care 15, no. 1 (February 2003): 20–25. http://dx.doi.org/10.7748/paed2003.02.15.1.20.c831.
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Wierzbinski-Cross, Heather, Kristin Ward, and Paula Baumann. "Nurses’ Perceptions of Nurse Residency." Journal for Nurses in Professional Development 31, no. 1 (2015): 15–20. http://dx.doi.org/10.1097/nnd.0000000000000100.
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Baldwin, Ann, and Ann Robinette. "A Nurse for the Nurses." Nursing Management (Springhouse) 17, no. 12 (December 1986): 48. http://dx.doi.org/10.1097/00006247-198612000-00023.
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Bacon, Cynthia Thornton. "Nurses to Their Nurse Leaders." Nursing Administration Quarterly 41, no. 4 (2017): 368–75. http://dx.doi.org/10.1097/naq.0000000000000253.
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Lang, Julie, Amy Schotte, and Hannah Elder. "Navigating Nurses: Supporting Retention Through Mentorship." Journal of Continuing Education in Nursing 54, no. 9 (September 2023): 389–91. http://dx.doi.org/10.3928/00220124-20230816-02.
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Retaining nurses is critical. Doing so effectively requires identifying not only why some nurses are leaving but also why others are staying. Discovering a sense of belonging and opportunities for professional development, especially for early career nurses, are two common themes. A mentorship framework was created within a nurse residency program integrating both motives, with positive results for the mentors and mentees alike. [ J Contin Educ Nurs . 2023;54(9):389–391.]
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Setiawan, Setiawan. "Comparative Study of Registered Nurse and Specialist’s Attitude Toward Nurse-Physician Collaboration in Hospital." Jurnal Ners 8, no. 2 (April 2, 2017): 211–16. http://dx.doi.org/10.20473/jn.v8i2.3824.
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Introduction: Relationships between nurse and physician in hospital in Indonesia have been established for a long time. This relationship keeps continue toward more professional in order to enhance quality of healthcare. The purpose of this study was to identify attitude of registered nurse and specialist toward nurse-physician collaboration in hospital.Methods: Descriptive comparative design was employed in this study. Number of respondents recruited was 87 which composed of 44 registered nurses and 43 specialists). Data was collected by using Jefferson scale of attitudes toward nurse-physician collaboration. Gathered data was analyzed by simple statistics (frequency and mean) to describe demographical data and by independent t-test to determine the attitude difference between registered nurses and specialist toward nursephysician collaboration.Results: Results of this study showed that registered nurses and specialist have positive attitude toward nurse-physician collaboration at H. Adam Malik General Hospital. Based on independent t-test, this study found that registered nurses signi fi cantly has more positive attitude toward nurse-physician collaboration in hospital compare to specialist.Discussion: It is recommended that registered nurses and specialist at H. Adam Malik General Hospital should develop a collaboration model in hospital to ensure quality hospital-based health service.
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El- Fattah Mohamed Aly, Nagah Abd, Safaa M. El-Shanawany, Maha Ghanem, Hana Abass Ahmed Mohamed, and Wael M. Lotfy. "Effectiveness of first-line nurse manager authentic leadership training program on nurses’ attitudes in medical and surgical care units." Egyptian Nursing Journal 20, no. 2 (May 2023): 204–12. http://dx.doi.org/10.4103/enj.enj_11_23.
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Background Authentic leadership behavior is considered a mandatory strategy for enhancing the nurse manager capabilities and practice as well as achieving positive nurses’ attitudes. Aim The current study aims to investigate the effectiveness of authentic leadership programs for first-line nurse managers on nurses’ attitudes, including nursing care self-efficacy and trust. Design A quasi-experimental research design Sample In all, 36 first-line nurse managers and 300 nurses were recruited for the current study. Setting Medical and Surgical Care Units of the Alexandria Main University Hospital. Tools Two first-line nurse manager questionnaires on authentic leadership and nursing care self-efficacy and nurses’ trust questionnaires were used to collect data within the implementation of an authentic leadership program. Results There was a statistically significant improvement in both the first-line nurse managers’ knowledge and self-assessment of authentic leadership that led to the improvement of nursing care self-efficacy and nurses’ trust after implementing the present program. Significant progress was shown in mean scores of first-line nurse managers’ knowledge and assessment of authentic leadership and nursing care self-efficacy and nurses’ trust throughout the post and follow-up programs in comparison to preprogram evaluation. Conclusions The present authentic leadership program had a positive effect on first-line nurse managers’ knowledge and self-assessment of authentic leadership that led to improving nursing care self-efficacy and nurses’ trust. Implications The current program is essential not only to nurse managers for acting within ethical and moral principles, but also is essential for nursing care and health-care organizations as a whole.