Different Levels Of Nurses Research Articles

Аssessment of E-learning readiness among different levels of Nursing Learners in KING SAUD MEDICAL CITY

Aim: Nurses’ and students’ willingness to increase information and practical skills through electronic platforms may help in setting up hundreds of timesaving and economical e-learning programs. The aim of this study is to evaluate the readiness of e-learning among different levels of nurses and nursing students. Methods: In this quantitative research, 425 participants from King Saud Medical City in Riyadh, Saudi Arabia were included. The study population included nurses and nursing students. Results: With p < 0.042 the research indicated that there are statistically significant differences between nursing groups with respect to e-Learning readiness. Conclusions: The nursing staff and students in King Saud Medical City demonstrated significant readiness levels towards e-learning, while the level of readiness and experience towards e-learning vary for different nursing groups

An Optimization Model of Nurse Scheduling Using Goal Programming Method: A Case Study

Nurse scheduling problem involves assigning of each individual nurse in the hospital so that a series of tasks can be completed. To increase patient satisfaction, skilled and disciplined nurses are needed. In the field of health care, nurse scheduling is a challenging activity because of the different levels of nurses needed on different shifts and days. However, it often happens where a number of nurses assigned do not meet the specific needs of nurses so that the performance of nurses at each shift is not optimal. In this paper, an optimization model is proposed using goal programming method to determine the optimal schedule using Lingo 11.0 software. The model is implemented in the Yustisia Room, a special room for treating covid-19 inpatients in Universitas Sebelas Maret Hospital. The results of the optimization showed that all conditions that need to be achieved in scheduling which previously unfulfilled in manual schedule, such as the minimum requirement number of senior nurses and male nurses in each shift can be fulfilled. For additional target, which is total working days, the proposed model can produce a better schedule for regular nurses and better assignment patterns for all nurses, where all regular nurses have the same total number of working days, which is 17 working days.

Missed nursing care in patient education: A qualitative study of different levels of nurses' perspectives.

To explore the different levels of nurses' perspectives in the delivery of patient education in postoperative care. Patient education is a frequently reported missed nursing care and can lead to postoperative complications and hospital readmissions. Descriptive exploratory qualitative study involving eight focus groups with 35 nurses was conducted in an acute hospital. Interviews were audio-recorded and transcribed verbatim. Data were thematically analysed. The analysis yielded three themes: 'Role ambiguity' between the levels of nurses concerning their roles in patient education; 'Not a priority nursing care' for patient education due to competing work demands and the missing workplace culture to teach; and 'Informal teaching' carried out conversationally during nursing care activities. This study augments the need to develop strategies, including informal teaching, to strengthen the delivery of patient education to avert missed nursing care. Nurse managers and educators are instrumental in establishing role clarity between ward nurses and specialty care nurses for patient education, recognizing patient education as the next nurse-sensitive indicator in reflecting quality of care, fostering positive workplace cultures to teach and providing ward nurses with trainings on communication strategies to provide effective informal teaching at bedside.

Evaluation of health working environment by ICU nurses based on empowerment management model: a cross-sectional research

Objective To investigate the current status of ICU nurses′ evaluation of clinical health work environment and its influence factor under the foundation of empowerment management model. Methods This study included 162 ICU nurses from Renmin Hospital of Wuhan University. The Chinese version of the Essentials of Magnetism II was used to evaluate the healthy working environment and another two 0–10 single-item scales was used to evaluate job satisfaction and quality of care. Results The total score of nurses on the healthy working environment was (183.75±1.56), and score of each dimensions were included medical relationship(2.83±0.43), support for training(2.88±0.05), autonomy of nursing work (2.98±0.03), nursing practical control(2.93±0.03), adequate nursing staff(2.83±0.33), colleagues′ clinical competence(3.37±0.04), nursing manager support(3.50±0.04), cultural values(3.48±0.04), the satisfaction of nursing work(8.12±0.14) and the quality of care evaluation(8.66±0.12) were higher. There were significant statistical difference in the evaluation of nurses′ healthy working environment on age, working years, education and level of authorization. The degree showed low level negative correlation degree and healthy working environment (r=-0.299, P=0.000), the level of authorization showed low level correlation degree and healthy working environment (r=0.236, P=0.003). The independent variable could explain 97.9% of the variation of the dependent variable, among which nursing manager support and cultural values and adequate nursing staff had a high explanatory power for the evaluation of healthy working environment. Conclusions ICU nurses have a higher evaluation of the healthy working environment. Nursing managers should be concerned about more support to different levels of nurses, pay attention to the needs of training, promote the harmonious development of doctor-nurse relationship, improve healthy working environment focuses on the process of nursing manager support and cultural values and adequate nursing staff,so to create a magnetic professional environment that will satisfy the nurses are helpful to improve the quality of care. Key words: Intensive care units; Empowerment management; Health working environment; Nursing management

The user experience of patients with PICC catheter for PICC maintenance network: a qualitative research

Objective To explore the real user experiences of patients with PICC catheter for PICC maintenance network in Shandong province. Methods Descriptive phenomenological methodology was adopted in this study. A semi-structured interview was conducted with 18 patients of PICC-line maintained in different hospitals from PICC maintenance network in Shandong province. We analysed the data by Colaizzi′s phenomenological research method. Results The experiences of patients with PICC catheter for PICC maintenance network in Shandong province contain positive and negative aspects. The positive aspects were convenient medical treatment, cooperation in various level hospitals, progress of basic hospitals, and enthusiastic services; the negative aspects were personnel shortage, different levels of nurses and imperfect supporting system. Conclusions Patients with PICC maintenance network possessed positive experience, but the accessibility of PICC maintenance network should be further enhanced, specialized development should be promoted. Meanwhile, for the questions proposed by patients, some measures should be taken to improve the overall PICC maintenance service from various level hospitals in Shandong province and make the experience of patients better. These measures include strengthening the standardized training and quality control of PICC, improving the supporting system, and promoting the implementation of continuous nursing mode in the primary hospitals. Key words: [Key words]Catheterization, central venous; Nursing care; Maintenance network; Qualitative research

THE CONTEXT OF POSTNATAL DEPRESSION IN MALAYSIA: AN OVERVIEW

Sociocultural contexts of motherhood have been found to have a link with postnatal depression. Malaysia has a wide-range of cultural and ethnic backgrounds that offers a wonderful chance to understand the different role of cultures and postnatal practices in relation to postnatal depression. The purpose of this paper is to discuss the link between the Malaysian healthcare system, social and cultural context, the existing health policy and postnatal depression. This paper highlights that while there are different levels of nurses who work collaboratively to manage pregnant and postnatal mothers in the maternal and child health clinic, the focus of their care is more on physical health. The international guidelines for diagnosing PND were not commonly used within the clinics, although the Diagnostic and Statistical Manual of Mental Disorders (DSM-5) has been widely used within psychiatric setting in Malaysia. There is no formal mechanism or assessment to detect PND in the clinics. There were no guidelines found that specifically focused on the management of PND. It is questionable whether the current approaches to promote and manage maternal mental health in Malaysia have a sense of cultural-based strategies. These significant gaps call for empirical evidence that explicitly focussed on the experiences and perceptions of PND in Malaysia.

Implementation effect of nurses' hierarchical training plan based on training outline and nurses′needs

Objective To explore the implementation effect of nurses′ hierarchical training plan based on training outline and nurses′ needs. Methods Nurses′ hierarchical training outline was established in accordance with three theoretical training modules(humanistic accomplishment, professional competence, career planning/development) as well as three skill training modules(basic nursing skills, specialist nursing skills and first aid nursing skills); the training needs of nurses were investigated by adopting a self-made Training Needs Questionnaire, then the hierarchical training plan was developed based on the training outline and nurses′ training needs. Results There were some differences in the training needs of different levels of nurses in the fields of clinical knowledge and skills,nursing management, nursing education, scientific research and new nursing guidelines and progress(F=2.80-22.47, P<0.05 or 0.01). Before the implementation of nurses′ hierarchical training plan based on training outline and nurses′ needs, nurses′ satisfaction about training, theoretical examination result, clinical working ability and patients′ satisfaction towards nursing were 89.06%(228/256), 94.80%(1 185/1 250), 96.63%(1 060/1 097) and 95.35%(5 470/5 737), respectively. Then, after the implementation, the corresponding values got improved into 96.76%(239/247), 97.44%(1 297/1 331), 98.75%(1 106/1 120) and 99.22%(6 070/6 118), which were statistically significant (χ2=11.11-176.27, P<0.01). Conclusion Integrating nurses′ hierarchical training outline with the training needs helps to provide targeted hierarchical training so as to improve the professional quality of nurses and the patients′ satisfaction towards nursing. Key words: Nurses; Training outline; Nurses′ needs; Hierarchical training

The Status research of ICU Nurses career situations of tertiary general hospital in Shangdong Province

Objective To understand the status quo of ICU nurses career situations and its influencing factors in Shandong province. Methods A total of 247 ICU nurses were investigated by questionnaires on career condition. Results The career condition score was 79.19±11.63. In addition, statistical significances were revealed by occupational career questionnaire of ICU nurses in different aspect of the scores with age, gender, working years in the ICU, access years to ICU nurses specialist, whether to participate in career training. The scores of career condition and career identity ICU nurses were different, the 40-years-older group was higher than 31-40 years group (P=0.007, P=0.005). The dimension scores of male nurses organizational commitment was higher than that of female nurses (P= 0.002). The scores of career condition whose ICU working life more than 16 years were higher than those of within 5 years (P=0.013). The career condition scores of the ICU nurses with access years of specialist qualifications 7 - 9 years was higher than those of within 3 years (P=0.011). Conclusions The career condition score of ICU clinical nurse specialists was at a medium level, it still needs to be further improved, managers should pay attention to the different levels of nurses to provide career training, in order to promote the professional development of critical care nurses. Key words: Specialist nurses; Career; Critical care; Investigation

Establishment and effects of the new nursing performance appraisal system

Objective To establish a new nursing performance appraisal system to solve the problem of low efficacy, and to explore its effect on stabilizing the clinical nursing team. Methods Based on the position management, nursing performance was evaluated separately, and a new appraisal system was established to assess nurses′ workload, care quality, nursing risk, experiences, age, post, and shift, etc. Results After implementing the new appraisal system, the goal of synchronizing the workload, job risk, and efficacy was mostly achieved. The pooled increase of nursing performance for the whole 42 inpatient areas was 24.64%. The improvement in the infectious disease department had the greatest increase of 77.8% and the pooled increase for other wards was 19.06%. Unfortunately, six departments showed poorer performance. Conclusions The new nursing performance appraisal system can reflect the value of different levels of nurses and can ensure their working efficacy and enthusiasm. Key words: Nursing management; Position management; Performance appraisal system; Reform

Development of the training system based competency for different levels of nurses

Objective To establish a scientific, actual and practical training system based competency for different levels of nurses. Methods The candidate training system based competency for different levels of nurses were formulated based on literature, semi-structured interviews and expert group discussion. Then, developing the training system based competency for different levels of nurses by two rounds of Delphi consultation. Results The positivity coefficient and authority coefficient of experts was 97.5% and 0.868, respectively. The index variation range from 0.063 to 0.137 and the coordination coefficient range from 0.384 to 0.702,P < 0.01 of the two rounds. At last,the framework of the training system included five levels, the index system consisted of four first-level indicators and 22,25,24,25,27 second-level indicators for N0 to N4 nurses. Conclusions The formation process of index and each index is scientific, the index system can be used as basis of training courses for different levels of nurses in the hospital. Key words: Delphi technique; Nurses; Different levels; Competency; Training system

Employee value congruence and job attitudes: the role of occupational status

Purpose– Extant research has shown the positive effects of value congruence on individual attitudes, behaviors and performance. However, very few studies have been conducted to examine the difference in the relationship between value congruence and attitudinal outcomes across people of different attributes. The purpose of this paper is to examine how the relationships between employee-organization value congruence and job attitudes vary across different occupational groups, with the focus on different levels of nurses. The study provides evidence to organizations to adopt better approaches to harness the benefit from employees’ spontaneous work motivation.Design/methodology/approach– Nursing homes provide a unique research context because of the different nursing occupations with varying degree of identifying characteristics including educational attainment, skill level, income and decision-making power. The present study thus examines how the relationships between nurses-home value congruence and nurses’ job attitudes vary across different nursing occupations, instrumented by a survey of nursing staff of nursing homes in a Midwestern state in the USA.Findings– Consistent with prior research, value congruence is found positively associated with nurses’ job satisfaction and organizational commitment, but negatively with turnover intention. Consistent with the “diminishing marginal effect” argument, the relationships between value congruence and job satisfaction and organizational commitment are found more pronounced among nurses of lower occupational level.Originality/value– The extant literature does not explicitly compare the effect of within-occupation value congruence on various attitudinal and behavioral outcomes across different occupations. As values have individual and social foundations, in a specific workplace context, it is impractical, if not impossible, to gain a comprehensive view of employees’ value profile and work-related consequences without looking further into the differences across types of employee. Although without sufficient existing literature to compare to, the present study does provide consistent results with theoretical predictions, and display a relatively clear picture of how the relationships between value congruence and job attitudes are unwrapped along the occupational dimension.

Competency-based management effects on satisfaction of nurses and patients

PurposeTo evaluate the effect of competency-based management in improving nurse and patient satisfaction. MethodsAccording to the competency-based management objectives and principles, 821 nurses were classified into different levels based on clear nurse qualifications and post responsibilities. According to the different levels of nursing staff and training plans with different emphases, the goal was for the nursing staff to gradually achieve the corresponding level. Targeted training programs for different levels of nurses were formulated to enable nurses to gradually increase their competency levels. ResultsAfter implementation of competency-based management, nurse job satisfaction and patient satisfaction increased significantly (P < 0.01). Additionally, the reported nurse job burnout decreased (P < 0.01). ConclusionCompetency-based management can promote nurses' enthusiasm, reduce job burnout, improve job satisfaction, as well as improve patient satisfaction.

The practice and result of hierarchy management in primary hospital clinical nursing quality management

目的 探索层级管理模式在基层医院护理管理应用.方法 根据护理管理要求建立院、科、个人三级质控网络及完善的质量标准,以灵活的质控形式结合各级护理人员岗位责任制的落实,按层级管理模式,使护理人员对应不同的要求,参与到管理中去,量力而行,量才而用,以稳定护理质量.结果 实施层级管理责任制后,护理质量有明显的提高,基础护理落实合格率96.87%,危重病人护理落实合格率96.87%,急救物品完好率97.85%,急救技术考核合格率100%,护理文书书写合格率97.91%,实施前后护理质量合格率有统计学意义,(P值<0.05).结论 管理方式得到了好的效果,层级管理让不同层次护士理清了护理管理思路,把质量管理贯穿在工作中,各司其职,各负其责,及时发现与改进护理工作,营造了管理氛围,达到整体提高的目的 。