Nurse Executives Research Articles

Analysis of the Implementation of Standard Precautions in Preventing Healthcare Associated Infections (HAI's) at Wampu Norita General Hospital

Standard precautions are needed to implement the IPC program in hospitals. Implementation of Standard Precautions can be carried out because it is driven by the PPI Committee or Team. The PPI Committee or Team is formed based on needs, workload, and type of health service facilities. The eleven components of standard precautions can be implemented in every health service, especially in Indonesia which is trying to reduce HAIs. HAIs are known as nosocomial infections that occur in hospital patients, where infection has not occurred while the patient has been hospitalized for more than 48 hours. The large risk of infection in hospitals encourages the need to reduce the risk of infection through the PPI Program. A descriptive qualitative research method was chosen to obtain meaning from a number of individuals and social groups. The qualitative research process includes asking questions, collecting data, analyzing data, and interpreting the meaning of the data. The sample in this study was 8 informants, including Hospital Leaders, heads of Hospital Quality, Nurses in charge of the field, Daily Executive Officers, and Executive Nurses in service units. The results show that the PPI policy has been implemented well which includes the PPI Structure and Team, Infection Surveillance Manual, Standard Precautions and implementation of Hand Hygiene and PPE, as well as the budget. Meanwhile, the condition of facilities and infrastructure is not optimal, such as hand hygiene facilities and use of PPE, collection of HAI infection surveillance data, and training. Conclusion: The Standard Precautions Implementation Policy already exists and is based on Minister of Health Regulation No. 27 of 2017. The results of the Hand Hygiene and PPE compliance audit do not match the Quality Profile, facilities, and infrastructure are not optimal, namely below 100%, and stock in the premises is still limited

The Effect of Leadership Style and Work Discipline on The Performance of Executive Nurses at Bhayangkara Setukpa Lemdikpol Hospital, Sukabumi City

Aims: Nursing services require high performance, which can be influenced by factors such as work discipline and leadership style. The aim of this study was to analyze the effects of leadership style and work discipline on the performance of nurses at Bhayangkara Setukpa Lemdikpol Hospital in Sukabumi City. Methods: This study employed a correlational design with a cross-sectional approach. The population comprised executive nurses at Bhayangkara Setukpa Lemdikpol Hospital in Sukabumi City, with a sample size of 68 individuals selected through total sampling. Data collection was conducted using questionnaires, and the statistical analysis was performed using simple linear regression and multiple linear regression tests. Results: The results showed that there was a significant influence of leadership style (p=0.000) and work discipline (p=0.000) on the performance of executive nurses. And there is a simultaneous influence of leadership style and work discipline on the performance of executive nurses (p<0.05). Conclusion: The findings of this study indicate a simultaneous influence of leadership style and work discipline on the performance of executive nurses. To enhance performance, it is recommended that the hospital provide guidance and support in developing leadership skills and promoting work discipline among the nursing staff. Such initiatives could lead to improved outcomes in nursing services and overall hospital effectiveness.

Enhancing Nursing Excellence: Exploring the Relationship between Nurse Deployment and Performance.

Proper nurse placement is crucial for enhancing the performance and quality of health services. This study aims to explore in-depth the relationship between nurse placement and performance in order to promote nursing excellence. A quantitative analysis was conducted using a descriptive correlational methodology. The population in this study consisted of 214 executive nurses at Medan Government Hospital, with a sample size of 139. The study's findings revealed that nurses performed exceptionally well in providing nursing care, scoring 94.2%, with those well-placed scoring 90.6%. The results from the Spearman rho correlation test showed that nursing qualifications, experience, work environments, and team dynamics have significant relationships with nurse performance. Meanwhile, the nurse's rho factor towards patients and the policy or regulation component showed low significance and relationship. The novelty of this study lies in its indication that nursing performance can be enhanced by aligning the placement of nurses with their abilities and experience, and fostering a work environment and positive team dynamics that encourage collaboration and efficiency. These findings provide vital insights for nursing staff management in order to enhance nursing care quality and patient health outcomes. This study highlights the need for suitable placement and professional development for nurses in order to attain maximum performance.

Effect of the Development of SIM CAR LASTRI on Nurses' Motivation in Hospital Tanjungpinang, Indonesia

The career ladder system has proven to be effective in supporting nurses' professional development. However, its implementation has not been optimal, partly due to nurses' low motivation. Therefore, a strategy to develop an electronically integrated career ladder information management system, SIMCAR LASTRI, is needed to improve career ladder implementation. This study aims to analyze the effect of SIMCAR LASTRI development on nurses' motivation in implementing career ladder in Tanjungpinang. This study used an analytic quantitative method with a pre-post quasi-experiment design without a control group. Application development was conducted through ADDIE (Analyze, Design, Development, Implementation, Evaluation) and RAD (Rapid Application Development) methods. The research subjects were executive nurses (n=76) with total sampling. Bivariate tests were conducted using the Wilcoxon Signed Rank Test. The results showed a significant effect on nurses' motivation before and after using the web-based SIMCAR LASTRI application, with a p value = 0.000 <0.05. The implementation of web-based SIMCAR LASTRI is feasible and has a significant influence on nurses' motivation in implementing career paths. SIMCAR LASTRI application can be implemented in all hospitals.

An Overview of Patient Safety Supervision in Government Hospitals

Effective supervision is needed to achieve optimal implementation of patient safety goals, where patient safety is prioritized in every activity. Nurses' performance in implementing patient safety goals is influenced by several factors. Objective to know the description of patient safety supervision in hospitals in 2024. This study is a quantitative study with a cross-sectional design conducted in April-June 2024 at the Hospital. The study population was all executive nurses in the hospital inpatient room. The population was 42 people with total sampling technique. The research instrument used a questionnaire to collect data on the characteristics of respondents consisting of nurse identity, namely: level of education, length of work, and supervision. Patient safety supervision is mostly in the good category (78.57%). Patient safety supervision in hospitals in 2024 is mostly in the good category. This indicates that nurses have implemented various safety standards and effective procedures to protect patients from injury or harm during treatment.

Leading With Hope: Seven Insights From Get Well's Nurse Executive Council on the Future of Digital Health.

In an era where digital transformation is reshaping healthcare, the role of the chief nursing officer (CNO) has never been more important. CNOs are strategic and visionary leaders, adept at blending clinical expertise and a deep understanding of care team workflows with technology innovations-to uphold patient-centered care at the forefront of all decisions.

Turkish Nurses’ Attitudes towards Elder Abuse and Neglect and Related Factors

Aim: Elder abuse is a universal phenomenon, although it changes according to time and social structure. Nurses need to be able to recognize elder abused and neglected people and to take initiatives for themThis study aimed to examine the attitudes of Turkish nurses towards elder abuse and neglect and related factors. Methods: In this cross-sectional and correlational study, we collected the data using an online questionnaire from 104 nurses who agreed to participate in the study between 15-25 June 2021, using the random sampling method. We analyzed the data in the Statistical Package for the Social Sciences (SPSS) 23 program. Results: 69.2% of the nurses did not take a course on elder abuse, 99.2% received training on elder nursing in undergraduate education, 99.2% knew the concept of elderly abuse, 92.3% faced elder abuse, and 61.5% witnessed it, but they did not report the abuse. The rate of reporting elder abuse was 2.69 times higher in elder nurses, 6.71 times in those who did not believe that nurses could be protected adequately in case of problems that might arise, and 4.21 times in those with a high level of knowledge about the elder abuse law. Conclusion: In line with the findings, Turkish nurses had sufficient knowledge about elder abuse and neglect, but incident reports were inadequate. Implications for nursing management: Executive nurses should create algorithms that nurses can apply in cases of elder abuse and neglect.

Management Support in Implementing A Career Path System for Nurses in Local Government Hospitals

Career ladder systems are an important mechanism in supporting the professional development of nurses and have been implemented in various models in a number of countries. Effective management support is critical to the successful implementation of career ladder systems in Indonesia. This study aims to determine the description of management support in the implementation of career ladder system in Local Government Hospitals. This study is a quantitative study with a cross-sectional design conducted in May-June 2024. The study population was all nurses who applied for competency assessment and credentialing/recredentialing as many as 76 people who also became samples with total sampling technique. Data were analyzed using descriptive statistics including frequency distribution and percentage. These questionnaires have undergone validity and reliability testing, with Cronbach's alpha values of 0.905 for the Management Support Questionnaire and 0.927 for the Nursing Career Path Questionnaire. The results showed that the majority of executive nurses were female (92%) with vocational education (84%) and were in early adulthood (26-35 years old). Most of them had between 8 to 15 years of service and almost half of them were at the Pre PK level (43%). Management support in implementing career ladders was mostly categorized as good (54%). This study concludes that management support in the implementation of the career ladder system in Local Government Hospitals is mostly good, but there are still some aspects that need to be improved. Optimal management support includes the provision of adequate resources, structured training programs, and continuous feedback to ensure the successful implementation of the career ladder system.

Leased clinical faculty model: Bridging gaps in nursing education

In response to the critical Registered Nursing (RN) shortage, John Carroll University, a not-for-profit, private, faith-based university in the Midwest, has developed an academic-practice partnership to bolster its new Bachelor of Science in Nursing (BSN) program. This initiative addresses the challenge of limited clinical faculty. Central to this strategy is a “leased employee agreement” with healthcare partners, which allows the university to employ practicing RNs as part-time clinical instructors. Formulated in collaboration with healthcare Chief Nurse Executives (CNEs), this model enables the seamless integration of hospital-employed RNs into the academic framework as clinical faculty. This model streamlines the onboarding process and enriches student learning experiences by leveraging the practical expertise of active nurses. Initial feedback following its launch in August 2023 has been positive, with students and clinical faculty reporting high levels of satisfaction and quality educational experiences. This approach presents a viable strategy to mitigate faculty shortages in nursing education and underscores the importance of inventive academic-practice partnerships in adapting to the dynamic demands of healthcare training.

The Effect of E-Logbook Use on Filling Compliance and Technology Acceptance by Executive Nurses at The Bandar Lampung Advent Hospital

The Effect of E-Logbook Use on Filling Compliance and Technology Acceptance by Executive Nurses at The Bandar Lampung Advent Hospital

The Effect of Transformational Leadership Style and Conflict Management of the Head of the Room on Job Satisfaction of Executive Nurses at RSABL

The Effect of Transformational Leadership Style and Conflict Management of the Head of the Room on Job Satisfaction of Executive Nurses at RSABL

Leading through the COVID-19 pandemic: Experiences of UK Executive Nurse Directors.

To explore the challenges experienced by Executive Nurse Directors during the COVID-19 pandemic, and to inform future nursing leadership strategies. A qualitative research project involving interviews with 21 Executive Nurse Directors from England and Wales. Participants were purposively sampled and recruited through Chief Nursing Officers and nursing leadership networks. Semi-structured interviews were conducted and recorded online via Teams. Braun and Clarke's approach to thematic reflexive analysis was applied to data analysis. Executive Nurse Directors played a critical role during the COVID-19 pandemic. Six themes are explored: tensions, and adaptive response to personal leadership styles; uncertainty and support at the board level; responding to national political decision-making; the personal and emotional impact of the role and the sources of effective support; the voice and public profile of nursing; lessons learnt and strategies for future leadership development. Enablers of decision-making included effective multidisciplinary working, freedom from normal organizational constraints, support for innovation, and the development of stronger bonds with colleagues. Barriers to decision-making included limited knowledge of the virus and its impact and lack of guidance, particularly at a national level. Priorities, strategies and actions for recovery include recognizing the emotional impact of being in a high-level decision-making role, protecting staff from burnout and understanding the long-term implications of pandemic work for nurse leaders. Future strategies for nursing leadership during public health, national and global emergencies are recommended. This study contributes to the literature exploring the Executive Nurse Director role and their experiences of leading through the COVID-19 pandemic, and identifies priorities, strategies and actions for recovery and learning for the future of senior leadership. The study adhered to the Consolidated Criteria for Reporting Qualitative Research. No patient or public contribution.

Barriers and Challenges in Implementing Clinical Pathway of Sectio Caesarea for Health Workers in a Private Hospital

Clinical pathway (CP) is one of the requirements required in hospital accreditation standards. It has an important role in controlling quality, and costs and supporting patient safety, especially in cases that have the potential to consume large amounts of resources, one of which is a sectio cesarean (SC). Apart from being able to reduce maternal mortality due to normal childbirth, SC procedures can also cause post-operative injuries. This research explores the barriers and challenges to implementing the sectio caesarean clinical pathway among health workers in hospitals. This qualitative case study research recruited 10 informants consisting of 3 obstetricians, 2 executive nurses, the head of the inpatient room, the head of the operating room, the deputy director of medical services, and 2 patients who had undergone SC at the hospital purposively. In-depth interviews were conducted in March 2024 at a private hospital in Bandar Lampung, Indonesia. Thematic analysis was used for data analysis. Several themes emerged as obstacles to the implementation of CP SC in this research, namely: 1) individuals, 2) patients, 3) infrastructure, and 4) hospital management support. Apart from that, the challenges faced include the need to carry out socialization, monitoring, and evaluation activities, as well as collaborative activities between health workers and hospitals to share experiences to increase compliance in implementing CP SC. Hospital management is expected to provide regular outreach, training, and personal approaches to health workers regarding the implementation of CP SC. Collaboration between professionals and hospitals is also needed to share experiences regarding the implementation of sectio caesarean clinical pathways in hospitals.

Understanding ageism towards older nursing staff and service users: A systematic mapping review from the perspective of clinical leaders and healthcare managers

IntroductionAgeist attitudes negatively affect the quality of care for service users and the working conditions of older nursing staff. Clinical leaders’ perceptions of older service users and nursing staff are unknown. AimTo map research evidence on ageist attitudes in healthcare towards service users and older nursing staff, from the leadership perspective. Material and MethodsA systematic mapping review with database searches in March 2021 and May 2023). Nineteen articles (qualitative n = 13, quantitative n = 3, mixed methods n = 3) were analysed and mapped to the Nurse Executive Capability Framework. ResultsFuture planning, team building, and self-awareness are leadership categories requiring consideration. Guidelines and policies addressing the holistic needs of older service users and older nursing staff are lacking. ConclusionsOrganizational planning, team building, and self-awareness are crucial for the holistic care of older service users and for creating attractive workplaces for older nursing staff.

Comparison of self-competency and executive (charge) nurse competency assessments of clinical nurses.

This study compared nurses' self-competency assessments and their managers' nurse competence assessments. Nurse competence is important for nursing care quality and patient safety. Executive (charge) nurses play a main role in the nurse competency assessment. In this study conducted at a university hospital between January and December 2020, the self-efficacy evaluations of nurses (n=162) working in services other than the emergency department, operating room, and outpatient clinics of the university hospital were compared with the evaluations of nurse executives (charges) on these nurses (n=21). Data were collected using the personal information form and the Nurse Competence Scale. A cross-sectional study design was used. The Strengthening the Reporting of Observational Studies in Epidemiology guideline was used for reporting. Service nurses' self-assessments and nurses treating charge's assessment of clinical nurses evaluated the competence levels as excellent in both groups. The self-competency assessments of the nurses were higher than the charge nurses' competency assessments. In this study, the lower competence assessment of nurses by the charge nurses was may be due to their ability to observe nurses in their teams in general and that they have more experience in evaluation. It is suggested that professional development and competence programs be created to further develop the competencies of nurses. Nurse competency assessments support planning to ensure patient safety. Patient care burden and planning of risky patients according to the nurse competency level will provide safe patient care.

Evaluation of the Relationship between the Levels of Patience and Tranquillity and Conflict Resolution Styles of Executive Nurses

Aims. This study examined nurse managers’ conflict resolution styles, tranquillity and patience levels, and their relationships. Background. Managers are supposed to know how to manage conflict to reduce the destructive effects of conflict and create constructive effects. Methods. The study was a descriptive cross-sectional study and in a city centre in Karadeniz region, in May 2022. It was aimed to reach all executive nurses but was completed with 41 executive nurses. The data were collected face to face using a Sociodemographic Questionnaire, the Rahim Organizational Conflict Inventory, the Patience Scale, and the Tranquillity Scale. Results. 51.2% experienced conflict with colleagues and 46.3% with other employees. In conflict management, the most commonly used style was integrating and the least was dominating, respectively. The Patience Scale score (39.15 ± 6.09) and Tranquillity Scale score (3.70 ± 0.70) were moderate. At the same time, long-term (10.19 ± 2.18), short-term (8.90 ± 2.54), and total patience scores were significantly lower in case of conflict with nurses. Interpersonal patience levels were significantly lower in case of conflict with other employees. There was a negative correlation between working as a manager and compromising style. Conclusion. It was concluded that executive nurses used the integrating style more, and their patience and tranquillity levels were moderate. In addition to using the integration style more, the fact that nurse managers have moderate levels of patience and calmness will reflect positively on the quality of patient care. It will also increase employee satisfaction. Increasing the level of peace in health institutions will support patience, happiness, and a sense of belonging among employees.

The Level of Political Astuteness in Nursing Leaders: A Baseline Assessment.

To assess the baseline knowledge of nursing leaders regarding political advocacy and healthcare policy. Although there has been considerable attention to the need for nurses' involvement in health policy, there has not been a prior assessment of the political astuteness of nursing leaders. Researchers analyzed self-reported data from 101 nursing leaders collected via electronic survey from American Organization for Nursing Leadership members. Descriptive, correlational analysis of data assessing political astuteness and background information was completed. Half of the nurse leader participants demonstrated slight political astuteness. Nurse executives, including those in chief nursing officer, chief nurse executive, and vice president positions, had higher levels of political astuteness than those in nurse director and manager positions. Nursing leaders have beginning levels of political astuteness. Formal education is recommended to increase the knowledge base of nurse leaders in the areas of understanding the political and legislative process and the skills needed to advocate regarding healthcare policy, thus increasing their level of political astuteness.

Assessment of the relationship between executive Nurses’ leadership Self-Efficacy and medical artificial intelligence readiness

AimsThis study aims to assess the relationship between management nurses' leadership self-efficacy and medical artificial intelligence readiness. MethodsThe research was conducted using a descriptive-correlational design. The sample of the study consisted of 196 management nurses working in public, private, and educational research hospitals in Gaziantep, Turkey. The data collection tools included the Personal Information Form, the Leadership Self-Efficacy Scale, and the Medical Artificial Intelligence Readiness Scale. ResultsThe majority of the participants in the research were female (71.4 %), married (80.1 %) and graduates of a bachelor's or higher degree in nursing (74.5 %), had 16 years or more of work experience in the profession (39.3 %), and worked during the day shift (75.5 %). Among the participating management nurses, those who were single had a significantly higher mean score in the cognition subscale and the total score of medical artificial intelligence readiness (p < 0.05). The management nurses working in shifts had significantly higher mean scores in the cognition and ability subscales, as well as the total score of medical artificial intelligence readiness (p < 0.05). The management nurses who received leadership/management-related training after their undergraduate education had a significantly higher mean score in the cognition subscale (p < 0.05). Furthermore, there was a significant relationship (p < 0.05) between leadership self-efficacy, medical artificial intelligence readiness, and their subscales, concerning following and finding artificial intelligence applications useful, as well as informing team members about artificial intelligence applications. ConclusionsIn the research, it was determined that the leadership self-efficacy of the manager nurses was at a good level and that their artificial intelligence readiness was at a medium level in terms of cognition, skill, foresight and ethics while presenting their professional knowledge. A positive and significant relationship was found between leadership self-efficacy and medical artificial intelligence readiness.

Hubungan Modal Psikologis dengan Kinerja Perawat Pelaksana

This research aimed to analyze the psychological relationship with the performance of executive nurses at the Prof. Mental Hospital. Dr. Muhammad Ildrem Medan in 2023. Quantitative type of research with a cross-sectional design. The population in this study were all executive nurses who worked in the mental inpatient ward at the Prof. Mental Hospital. Dr. Muhammad Ildrem Medan as many as 90 people. The sampling technique used simple random sampling so that 48 people were obtained. Data collection techniques used the Psychological Capital Questionnaire (PCQ) questionnaire with 24 items to measure psychological capital and the nurse performance questionnaire with 25 items. The data that has been obtained will be analyzed univariate and bivariate using the pearson correlation test. The research results showed that the significance value of the psychological capital variable and the performance variable of the implementing nurse was 0.000 (p&lt;0.05). In conclusion, there is a significant positive relationship between psychological capital and the performance of implementing nurses at the Prof. Mental Hospital. Dr. Muhammad Ildrem Medan, where the more positive psychological capital one has, the higher the performance of implementing nurses. Keywords: Executive Nurse, Performance, Psychological.

Development of 3S-Based Nursing Care Instruments (SDKI, SLKI, SIKI) in Patients with Ventilators

Documentation instrument for quality nursing care according to standards. However, there is no instrument for nursing care for patients installing ventilators according to Indonesian nursing standards. This research aims to develop a 3S-based nursing care instrument (SDKI, SLKI, SIKI) for ventilator patients. The research design is Research and Development carried out in 2 stages. The first phase population is 100 nursing care. The first stage was FGD 1, divided into 3 groups, namely 10 executive nurses, 6 nursing management staff, and 1 expert. The second stage population was 5 nurses. The second stage was carried out FGD 2 with participants from 6 levels of nursing management. The sample used in this research was purposive sampling. The design developed is an instrument for documenting nursing care for ventilator patients. The analysis uses the CVI and KR20 tests. Results: Evaluation of nursing care instruments shows that aspects of nursing outcomes, implementation, and evaluation are not by standards. Instrument development consists of 5 main problems that often arise in ventilator patients. The I-CVI result is ≥ 0.78, which is interpreted as valid. The KR result is &gt; 0.6, which means it is reliable. The recommendation from the research results is that the development of nursing care instruments can be applied in treating patients with ventilators. Conclusion: The development of a nursing care instrument was declared to be valid and reliable in categories in terms of functionality, efficiency, and usability, so it is recommended that nurses use it to improve the quality of hospital services.