Staff Commitment Research Articles

Towards an Understanding of Successes of the Psychiatric Nurses in Caring for Children with Mental Health Problems: An Appreciative Inquiry.

Psychiatric nurses have a specialized body of knowledge and skills in providing care to persons with mental health challenges. The literature provides scanty evidence on child psychiatric nursing practices. This paper explored the successes of psychiatric nurses in caring for children with mental health problems using appreciative inquiry (AI). A qualitative exploratory and descriptive design was used to allow for new ideas that can fundamentally reshape the practice of child psychiatric nursing. Purposive sampling was used to select psychiatric nurses caring for children with mental health problems. Focus groups were used to generate data. The results indicate both positive and negative prospects for psychiatric nursing practice. The positive possibilities included commitment, passion and dedication of staff to the children. The negative aspects that need urgent attention include lack of specific, integrated child mental health within the mental health care services, shortage of resources and not-fit-for purpose infrastructure. Appreciative inquiry verified the commitment of psychiatric nurses in caring for children with mental health problems and the potential for dedicated child psychiatric institutions in realizing the needs of such children. The needs of children with mental health problems must be addressed through positive care in the health system.

Perspectives on persistent flooding of the Msimbazi Valley in Dar es Salaam viewed through a governance lens

ABSTRACT This article follows the line of scholarship that treats urban flooding as the object of governance and uses a governance lens to analyse reported evidence of how and why detrimental flooding has persisted in the Msimbazi Valley in urban Dar es Salaam. Guided by the governmentality framework and interactive governance theory, an analysis of primary and secondary data was conducted. The analysis revealed the low motivation and commitment of capable staff and well-resourced administrative departments and units of Ilala and Kinondoni Municipal Councils involved in implementing relevant and appropriate measures to control, prevent and end floods. Since organizational values and principles that are well understood and have been embraced have the potential to reignite and revive individual and group commitment, it is recommended that staff and management teams of Ilala and Kinondoni Municipal Councils relearn their organizational values and/or retool themselves with values and principles that strongly inspire flood-prevention actions.

Leadership Styles and Employee Commitment: An Example from a Private University in Ghana

The relationship between leaders and workers plays a critical role in deciding the performance and effectiveness of organisations. The present study sought to examine how leadership is associated with employee commitment. Questionnaire was used to gather data from both administrative and academic staff who do not fall into the University’s Management organogram. Descriptive research design and a quantitative approach guided the study. Simple random sampling was used to select seventy-six (76) staff. Data were analysed using descriptive (frequency counts, mean and standard deviation) and correlation. The results showed that there is statistically significant relationship between leadership styles and employee commitment. It was further revealed that staff commitment is moderate and the leadership style mostly practiced at the school appears satisfactory. It is recommended that management be more democratic, and payment of incentives and attractive packages should be put in place as this would increase employee commitment in the University.

The drivers and impediments of implementing the quality improvement programmes at a government hospital in Eswatini: The registered nurses' perspective

Implementation of quality improvement programmes in health care institutions is considered a priority for health institutions in improving the quality and safety of health care. The implementation of the programmes require efforts from all levels of staff and may be influenced by factors at an individual and organisational level. The purpose of this study was to describe and explore the drivers and impediments of the implementation of quality improvement programmes at a government hospital in Eswatini.A qualitative research design was used to explore and describe the drivers and impediments of implementing quality improvement programmes at a government hospital in Eswatini. Non-probability, purposive sampling was used to select the sample. Data were collected using face-to-face semi-structured interviews. Data analysis was conducted following Tesch’s method.The study identified human-related drivers as staff commitment and being appreciated and acknowledged. The organisational drivers were buy-in from management, capacity building, and a Multidisciplinary team approach, collaborations and partnerships. The human-related impediments were lack of ownership, resistance to change and lack of motivation. In contrast, organisational impediments were the absence of a clear implementation strategy, lack of leadership and management skills, lack of resources, poor reporting system and challenges from the government.Some significant drivers could be reinforced and challenges need to be addressed to facilitate the implementation of the programmes. Some of the human drivers and impediments were influenced by organisational drivers and impediments. Therefore, reinforcing organisational drivers and correcting impediments could be fundamental in enhancing the implementation of QIPs in the hospital.

What Happens When you Ask for Feedback? Anticipating and Addressing Challenges Can Be Effective for Eliciting Parents' Views About Their Critically Ill Child's Retrieval to Paediatric Intensive Care.

User feedback is an important element of health-service evaluation and can be used to improve services but can be difficult to obtain, particularly in acute care situations. As part of a national study, we explored stakeholders' perspectives on paediatric critical care retrieval processes through questionnaires and interviews. Obtaining feedback in a highly charged, stressful and busy paediatric intensive care unit (PICU) environment is fraught with difficulties so we aimed to optimise each stage of data collection by being both proactive and reactive. Patient and public involvement occurred throughout and engagement with sites and supporting local research staff to approach and recruit families were prioritised. High-quality study materials were developed to reduce local staff burden and promote and maintain study awareness. We describe strategies used and what worked/did not work. We suggest approaches for optimising elicitation of parents' experiences in difficult circumstances, highlighting the importance of engagement and commitment of PICU staff.

Evaluation of Work Quality Indicators in Medical Biochemical Laboratories.

A laboratory professional concerned with the quality of work in medical-biochemical laboratories ensures the accuracy and precision of laboratory analyses through the implementation of international and European guidelines for working with hazardous substances, through the availability and implementation of Standard Operating Procedures (SOPs). Laboratory hazards that affect the concentration and safety of workers arise from laboratory deficiencies such as: lack of preventive measures, knowledge and skills implemented through SOPs and good laboratory practice. Biophysical hazards in medical laboratories are manifested by needles and sharp objects, infectious materials, noise, vibration, radiation, poor air quality, temperature inversions. Aim of the research was to raise awareness of the quality of work in medical-biochemical laboratories in order to ensure the safety of workers. A cross-sectional questionnaire-based study was conducted among 100 laboratory proffesionals from Bosnia and Herzegovina and Croatia. The research was conducted over a period of three months. A higher percentage of exposure to infectious agents and needles and sharp objects was found among respondents from BiH compared to CRO (p=0.018 and p=0.001, respectively).We found that respondents employed in accredited laboratories are aware of exposure to hazards in a high percentage related to infectious agents, toxins (p=0.0012 and p=0.0046, respectively). A significant statistical difference was found between respondents with BiH and respondents with CRO in terms of knowledge of accreditation standards of medical-biochemical laboratories (p=0.0155). Respondents who have standard operating procedures available are aware of the hazards of infectious agents (p=0.0001), toxins (p=0.0466), needles and sharp objects (p=0.0052), noise (p=0.0030), vibration (p=0.0007) and extreme temperatures (p=0.0014). Efficient implementation and continuous compliance with the ISO 15189:2018 standard requires constant commitment and active participation of laboratory staff. Laboratories must have standard operating procedures in place and actively monitor their use.

Evaluation of Work Quality Indicators in Medical Biochemical Laboratories.

A laboratory professional concerned with the quality of work in medical-biochemical laboratories ensures the accuracy and precision of laboratory analyses through the implementation of international and European guidelines for working with hazardous substances, through the availability and implementation of Standard Operating Procedures (SOPs). Laboratory hazards that affect the concentration and safety of workers arise from laboratory deficiencies such as: lack of preventive measures, knowledge and skills implemented through SOPs and good laboratory practice. Biophysical hazards in medical laboratories are manifested by needles and sharp objects, infectious materials, noise, vibration, radiation, poor air quality, temperature inversions. Aim of the research was to raise awareness of the quality of work in medical-biochemical laboratories in order to ensure the safety of workers. A cross-sectional questionnaire-based study was conducted among 100 laboratory proffesionals from Bosnia and Herzegovina and Croatia. The research was conducted over a period of three months. A higher percentage of exposure to infectious agents and needles and sharp objects was found among respondents from BiH compared to CRO (p=0.018 and p=0.001, respectively).We found that respondents employed in accredited laboratories are aware of exposure to hazards in a high percentage related to infectious agents, toxins (p=0.0012 and p=0.0046, respectively). A significant statistical difference was found between respondents with BiH and respondents with CRO in terms of knowledge of accreditation standards of medical-biochemical laboratories (p=0.0155). Respondents who have standard operating procedures available are aware of the hazards of infectious agents (p=0.0001), toxins (p=0.0466), needles and sharp objects (p=0.0052), noise (p=0.0030), vibration (p=0.0007) and extreme temperatures (p=0.0014). Efficient implementation and continuous compliance with the ISO 15189:2018 standard requires constant commitment and active participation of laboratory staff. Laboratories must have standard operating procedures in place and actively monitor their use.

“We shouldn't encourage drug use”: Unpacking correctional officer opposition and support of the Prison Needle Exchange Program

BackgroundThe Prison Needle Exchange Program (PNEP) is a harm reduction initiative which involves providing people who are incarcerated (PWAI) with sterile injection equipment to avoid harms associated with unsterilized needle use, such as the spread of infectious diseases. While current evidence strongly supports the implementation and monitoring of PNEP, the program's success requires institutional support along with staff and prisoner commitment. MethodsThe current study draws on interview data to examine policies surrounding PNEP and correctional officers’ (COs) (n = 134) perceptions and attitudes toward PNEP. ResultsThe COs in our sample were strongly in opposition to PNEP, with only a handful supporting PNEP. Emergent themes underpinning their opposition related to a sense of injustice and an inherent tension between introducing needles into the prison versus how they understand their occupational role and responsibilities. ConclusionWe conclude with a discussion of policy recommendations aimed at implementing PNEP collaboratively with staff to ensure the benefits of harm reduction are fostered and realized.

Impact of Corona Virus Pandemic Lockdown on Employee Commitment in Deposit Money Banks Staff in Ekiti State

The study examined the impact of the Corona-Virus Pandemic lockdown on Employee Commitment in deposit money banks in Ekiti State. This study was designed along the line of a descriptive survey. The population of staff strength of these banks is numbered to be 427. The 427 number of staff is relatively low compared to other state; nonetheless it may be unachievable if the researcher tends to sample all the registered banks. Still, the study cut across the entire population involving all members of staff of deposit money banks in Ado-Ekiti, Ekiti State. Regression analysis was carried out to analyze the data. The study revealed that employee commitment among members of staff of deposit money banks in Ekiti State is determined by different factors which include work schedule and workload reduction while slashes in salary and slow pace of sales insignificantly determine employee commitment of staff. The study recommended management of banks should ensure that employee workloads are well suited and incorporated in the management agenda as this will help to reduce turnover intentions. They should also ensure adequate organisation growth in respect to promotion, remuneration, training, financial and non-financial incentives to employees in order to enhance employee commitment in this sector

Employee Engagement and Organisational Commitment in Nigeria: Does it Matters for Local Government Service Commission?

In the human resource literature, employee engagement and organisational commitment are very vital elements that propel organizational commitment, hence the need to empirically investigate if employee engagement matters for the organizational commitment of the local government service commission in Nigeria. The study was built on the social exchange and job demand-resources theories. A cross-sectional survey design and a sample size of three hundred and ninety-six (396) employees of the local government service commission were employed. The study used four (4) dimensions of employee engagement such as organizational learning, communication, leadership and job empowerment. Data obtained were analysed using simple percentages, frequency counts and Pearson correlation. The Pearson correlation results indicated that all four (4) dimensions of employee engagement employed in the study had a strong positive and significant relationship with organizational commitment. Impliedly, we contended that employee engagement matters for the organizational commitment of the local government service commission in Nigeria. Among others, it was recommended that the local government service commission should promote an effective learning environment, communication culture, and leadership and empower employees’ in-order to improve staff commitment to the council.

Quality of stillbirth and neonatal death audit in Malawi: A descriptive observational study

WHO developed a guideline for implementing stillbirth and neonatal death audits at healthcare facilities in 2016. Like many other poor resource countries, stillbirths and neonatal deaths rates remain high in Malawi despite implementation of audit. This paper assesses the quality of facility-based stillbirth and neonatal death audit implementation in Malawian hospitals and provides recommendations for improvement. In accordance with the WHO audit guidelines, we applied mixed methods to determine the quality of audit implementation in seven hospitals in Malawi. We reviewed hospital surveillance data; audit document forms and action plans. We sought staff perceptions and opinions through a questionnaire and interviews and observed audit meetings. Quantitative data was analysed using IBM SPSS 26.0 and presented using frequencies and proportions. Qualitative data were analysed using predefined themes in a survey guide. The frequency of audits and number of stillbirth and neonatal deaths audited varied significantly between hospitals. No hospital had national audit guidelines. Deficiencies included limited information on neonatal death audit data collection and reporting tools, incomplete documentation, lack of senior staff commitment and a blame or shame atmosphere. Audit meetings often did not start with review of ward statistics, previous minutes and follow-up as to whether previous recommendations had been implemented. Challenges in analysing audit information and recommending solutions resulted in lowquality action plans. No objective evidence was found that audit recommendations were implemented. Assessed according to WHO guidelines, audits were of low quality resulting in challenges in identifying and addressing factors contributing to mortality. We recommend regular audit implementation, with completion of audit cycles for audit to contribute to mortality reduction.

Transformational Leadership of Higher Education Library

Background. This research is inspired by the results of previous research which stated that transformational leadership is an effective leadership style owned by a leader of a library organization. Therefore, the researcher examined practically related to this matter, especially in the application of the transformational leadership style applied by the leader of the IPDN Library, Jatinangor Campus. Research Methods. The research conducted presented qualitative data and researchers conducted interviews, observations and documentation in data collection. Data Analysis. Data analysis is carried out by reducing data, presenting data and drawing conclusions. Result: The researcher found that the application of the transformational leadership style at the IPDN Library of Jatinangor Campus was supported by the high commitment of the library staff. In addition, the leader of the IPDN Library of the Jatinangor Campus provides an open space for employees to be creative and provide suggestions, criticisms and ideas, especially in the decision-making process. Library leaders also routinely provide motivation and direction to instill the value of commitment to the staff of the IPDN Jatinangor Campus Library. Conclusion and Suggestion. Referring to these 8 indicators, there are 2 (two) indicators that require improvement the indicators of continuous improvement and the indicator of empowering organizational members. Researchers recommend that leaders of the IPDN Library Jatinangor Campus can take part in Leadership Training, especially those related to Higher Education Library Leadership. In addition, it is also hoped that the leader of the IPDN Library, Jatinangor Campus, can compile and carry out the division of duties and work of employees by adjusting to the functions and positions of library employees.

Model Of The Influence Of Diarrhea In Purbalingga District Central Of Java

One of the causes of diarrhea is the behavior of the community and as an indicator of Clean and Healthy Living Behavior in household arrangements. In fact, all of this cannot be separated from the participation and commitment of the local Public Health Center's staff. This study aims to determine the effect of organizational commitment on community culture, sanitation hygiene and the incidence of diarrhea in the community. The sample used in this study is the people who live in the working area of five Public Health Centers in Purbalingga district. The research data were obtained from the results of distributing questionnaires which were then analyzed using Partial Least Square analysis techniques. Based on the results of the analysis in this study, it was concluded that: 1) the organizational commitment of the puskesmas officers had an effect on the creation of a good community culture, 2) the organizational commitment of the Public Health Centers officers had an effect on the sanitation hygiene formed in the community around the Public Health Centers, 3) the organizational commitment of the Public Health Centers officers. also affects the incidence of diarrhea in the community, 4) good community culture will support the creation of good sanitation hygiene, 5) good community culture can support the low incidence of diarrhea in the community and 6) sanitation hygiene affects the incidence of community .

Bolstering conflict management strategies and sustainable commitment of academic staff in selected public universities

Events and periods of strikes are inextricably linked to the history of higher education in Nigeria. Strikes of various types and for various reasons have become a common occurrence as the government and academia's policymaking relationship has become increasingly inconsiderate. This study was necessitated by the apparent non-recognition and reluctance to plunge into interpersonal conflict in universities. Hence, this study investigated the influence of avoidance, dominating, compromise, obliging and integrating conflict management strategy on the commitment of faculty in selected public universities in Southwest Nigeria. Smart PLS 3.0 was used to analyse only 416 copies of the questionnaire, representing an 83% response rate. The findings demonstrate that conflict management methods such as avoidance, dominating, compromise, obliging, and integrating substantially impact academic faculty affective, normative, and continuance commitment. The study finds that academic staff at various universities should encourage compromising, integrating, and obliging conflict management tactics to be more involved in the settlement of the conflict. As a sequel to the findings, it was recommended that when settling conflicts, academic staff and management should always consider the feelings of other parties involved, as this will go a long way in satisfying all affected parties. Furthermore, parties in disagreement should be open-minded and willing to listen to each other to make the best and most sensible conclusion when resolving conflict. Universities administration should teach the different techniques of handling conflict so employees will be able to choose the appropriate approach when faced with conflict situations, especially when faced with interpersonal conflict.

The Influence of Human Factors Training in Air Rescue Service on Patient Safety in Hospitals: Results of an Online Survey

Background: Air rescue crew members work equally in aviation and medicine, and thus occupy an important interface between the two work environments of aviation and medicine. The aim of this study was to obtain responses from participants to a validated online-based questionnaire regarding whether hospitals may benefit from the commitment of a medical hospital staff which is also professionally involved in the aviation system as emergency physicians and Helicopter Emergency Medical Services Technical Crew Members (HEMS TC). Furthermore, it focused on the question of whether the skills acquired through Crew Resource Management (CRM) training in the air rescue service might also be used in the ground-based rescue service and, if so, whether they may have a positive effect. Methods: Medical air rescue staff of 37 German air rescue stations was included. Between 27 November 2020 and 03 March 2021, 253 out of 621 employees (response rate: 40.7%) participated voluntarily in a validated anonymized online survey. A quantitative test procedure was performed using the modified questionnaire on teamwork and patient safety (German version). Results: The examination and interpretation of the internal consistency (Cronbach's alpha) resulted in the following reliabilities: Factor I (Cooperation): α = 0.707 (good); Factor II (Human factors): α = 0.853 (very good); Factor III (Communication): α = 0.657 (acceptable); and Factor IV (Safety): α = 0.620 (acceptable). Factor analysis explained 53.1% of the variance. Conclusions: The medical clinicians participating in this online survey believed that the skills they learned in human factors training such as CRM are helpful in their daily routine work in hospitals or other medical facilities, as well as in their ground-based rescue service activities. These findings may result in the recommendation to make CRM available on a regular to the medical staff in all medical facilities and also to ground-based rescue service staff aiming to increase patient safety and employee satisfaction.

Assessing climate action progress of the City of Toronto

The Canadian City of Toronto’s progress is evaluated for the implementation of its climate action plan, TransformTO, and its effectiveness in reducing sectoral emissions. Following a brief history of climate action in Toronto, the key climate policies and programs are subjected to a content analysis and assessed using an aggregate evaluation framework composed of qualitative indicators commonly used to track municipal climate action. The results of this assessment reveal that the city has made steady progress in reducing emissions, surpassing its 2020 greenhouse gas emissions reduction target of 30% reduction below 1990 levels. However, Toronto is not on track to meet its 2030 target of a 65% emissions reduction from 1990 levels. Without transformational action across all sectors, it is unlikely to meet the 2030 and 2040 targets. The results are intended to strengthen implementation and evaluation efforts in Toronto. The discussion will be of interest to decision-makers and practitioners who seek to accelerate implementation of municipal climate action plans. <em><strong>Policy relevance</strong></em> This paper is intended to support and strengthen the City of Toronto’s implementation of its climate action plan, TransformTO, and supporting Net Zero Strategies. Of potential relevance to policymakers in other Canadian cities is the role of ambitious top-down target-setting of the municipal organization and city at large for pursuing bold climate action, even in the face of significant constraints (e.g. provincial building code and energy grid, difficulties in accessing utilities energy use data). Policymakers may also draw insights from the Toronto context for leveraging staff and community commitment to climate action by involving them in planning and implementation of emissions reductions strategies. Useful recommendations are provided for overcoming modeling deficiencies and data limitations, while advancing transformative climate action through multi-sectoral partnerships, policies that support market transformation, the scale-up of low carbon programs and investments in low carbon infrastructure.

Promoting Commitment: The Influence of School Culture and Work-Related Emotional Variables on the Affective Commitment of Teachers at German All-Day Schools

A variety of reform and development efforts in the German educational system, especially the extension of the school day, going along with an increasing autonomy of individual schools and extending demands on teachers led to growing interest in business science concepts being applied in the field of school development research. A main emphasis lies in the commitment of teachers who are responsible for the implementation and the success of these reforms. The aim of this paper is to identify reasons that lead to a high level of commitment of the teaching staff with a focus on German all-day schools. The intended results will be obtained by a structural equation model based on the information provided by 649 primary all-day school teachers. In addition to the relationships with other actors in the school, which are summarised under the heading of school culture, variables relating to the personalities of the teachers can be identified as predictive.

"WHAT SKILLS DO FOREIGN LANGUAGES TEACHERS NEED IN THE 21ST CENTURY? AN INTERCULTURAL CONFIGURATION"

Reforming the educational institution for accommodating intercultural values, which are permanently in its current programmes and methods, cannot be achieved only through the full and unconditional commitment of the teaching staff as agents of social change. Through their work, teachers fulfill two fundamental responsibilities: transmission of information and the formation of educated individuals. From this point of view, the new profile of the teacher of foreign languages, i.e. in intercultural configuration, does not essentially differ from the portrait of the professional didactics specialist -an open mind to new, ready to experiment with alternative teaching tools that encourage individuals to attain the goals set for learning, able to initiate communication but also concerned with his / her own professional development.

Effect of Organizational Justice and Job Satisfaction on Service Quality among Nursing Staff: A Systematic Review

Organizational justice is one of the critical elements of organizational and professional development and is associated with improved staff performance, commitment and job satisfaction, leading to enhanced quality of care. Additionally, the job satisfaction of nursing staff is an indication of a good working environment and institutional management. The article answers the following question: "Is there a relationship between organizational justice and job satisfaction among nurses at national and international levels?" based on an online search of 12 scientific databases, which allows various national and international data to be examined. A comprehensive systematic review of 260 titles was conducted, of which 50 studies met the inclusion criteria. However, 12 studies completed the data and were included in the qualitative synthesis. Most nurses were satisfied that overall, nurses' perceptions of organizational justice and workplace deviance were above average. Moreover, most of the studies analyzed found a strong relationship between organizational justice and job satisfaction. The results of this study demonstrate a positive relationship between job satisfaction and quality of care, as well as a positive relationship between organizational justice and quality of care.

What factors influence implementation of whole-school interventions aiming to promote student commitment to school to prevent substance use and violence? Systematic review and synthesis of process evaluations

BackgroundWhole-school interventions go beyond classroom health education to modify the school environment to promote health. A sub-set aim to promote student commitment to school to reduce substance use and violence (outcomes associated with low commitment). It is unclear what factors influence implementation of such interventions.MethodsWe conducted a systematic review including synthesis of evidence from process evaluations examining what factors affect implementation. Meta-ethnographic synthesis was informed by May’s General Theory of Implementation.ResultsSixteen reports, covering 13 studies and 10 interventions were included in our synthesis. In terms of May’s concept of ‘sense-making’, we found that school staff were more likely to understand what was required in implementing an intervention when provided with good-quality materials and support. Staff could sometimes wilfully or unintentionally misinterpret interventions. In terms of May’s concept of ‘cognitive participation’, whereby staff commit to implementation, we found that lack of intervention adaptability could in particular undermine implementation of whole-school elements. Interventions providing local data were reported as helping build staff commitment. School leaders were more likely to commit to an intervention addressing an issue they already intended to tackle. Collaborative planning groups were reported as useful in ensuring staff ‘collective action’ (May’s term for working together) to enact interventions. Collective action was also promoted by the presence of sufficient time, leadership and relationships. Implementation of whole-school interventions took time to build. Considering May’s concept of ‘reflexive monitoring’ (formal or informal review of progress), this was important in assessing and enhancing implementation. ‘Quick wins’ could help maintain collective impetus to implement further intervention activities.ConclusionWe identified novel factors influencing implementation of whole-school elements such as: local adaptability of interventions; providing local data to build commitment; interventions addressing an issue already on school leaders’ agenda; collaborative planning groups; and ‘reflexive monitoring’ as an explicit intervention component.