General Hospital Nurses Research Articles

Convergence Comparative Study of Presenteeism by Long-term Care Hospital Nurses Versus General Hospital Nurses

Convergence Comparative Study of Presenteeism by Long-term Care Hospital Nurses Versus General Hospital Nurses

Converged Influencing Factors on the Career Commitment of General Hospital Nurses with Preschool Children

Converged Influencing Factors on the Career Commitment of General Hospital Nurses with Preschool Children

The Relationship of Communication Perception and Job Performance of General Hospital Nurses

The Relationship of Communication Perception and Job Performance of General Hospital Nurses

종합병원 간호사의 의료기관인증제 인식이 간호업무성과에 미치는 영향

본 연구는 종합병원 간호사를 대상으로 의료기관인증제 인식이 간호업무성과에 미치는 영향을 파악하기 위한 서술적 조사연구이다. 연구대상자는 G광역시에 소재한 K종합병원에 근무하는 간호사 중 의료기관인증제를 1회 이상 경험한 간호사 202명을 대상으로 하였다. 자료 수집기간은 2018년 7월 16일부터 2018년 7월 31일까지 이루어졌으며, 자료분석은 SPSS/WIN 25.0 프로그램을 이용하여 기술통계, t-test, One-way ANOVA, Scheffe"s test, Pearson correlation coefficients, Hierarchical Multiple regression으로 분석하였다. 연구 결과에서는 의료기관인증제 인식과 간호업무성과에서 통계적으로 유의한 양의 상관관계가 있었다(r=.25, p<.001). 간호업무성과에 영향을 미치는 요인은 의료기관인증제 인식, 근무병동, 현 부서근무경력이었으며, 전체 설명력은 32.0%였다. 또한 간호사의 경력이 높아질수록 의료기관인증제 대한 인식과 간호업무성과가 높게 나타났다. 따라서 의료기관 인증제에 대해 정확한 정보 제공하여 간호업무성과를 향상 시킬 수 있는 방안을 고안해야 할 것이다.

Effects of ego-resilience, nursing professionalism and empathy on clinical competency of general hospital nurses

Purpose: The purpose of this study was to identify the effects of ego-resilience, nursing professionalism and empathy on clinical competency and to suggest strategies for improving the clinical competency of general hospital nurses.Methods: Data collection was performed from Jan. 18th, 2019 to Feb. 14th. A total of 194 nurses from four general hospitals participated in this study. The collected data were analyzed with descriptive statistics, t-test, ANOVA, Kruskal-Wallis test, Scheffe test, Pearson's correlation and stepwise multiple regression analysis using SPSS 23.0.Results: The factors affecting the clinical competency of general hospital nurses included ego-resilience (β=.28, p&lt;.001), nursing professionalism (β=.20, p=.011), empathic concern (β=.19, p=.003), working department (β=-.17, p=.008), total clinical career (β=.15, p=.011), and number of beds (β=.13, p=.033). These factors accounted for 33.0% of the clinical competency (p&lt;.001).Conclusion: It is important to find ways to improve the level of empathy of general hospital nurses and there is a need to include education programs or practical interventions to strengthen empathy at the clinical level.

Influencing Factors on Happiness of Nurses in General Hospitals

Background/Objectives: This study was conducted to verify the effects of quality of life and stress on the happiness of nurses in general hospitals.Methods/Statistical analysis: The participants were 173 general hospital nurses. Data were collected from November 1 to 15, 2018, and analyzed using SPSS 25.0 program. The significance level was set at .05.Findings: The results showed a significant difference in happiness (p <.05) depending on the general characteristics of age, marital status, number of beds of the hospital, number of nurses of the hospital, job satisfaction level, colleague relationship satisfaction level, employment status, and subjective health. Further, stress and happiness displayed a significant negative correlation (r = -.27, p <.001). Job satisfaction level and subjective health were identified as significant influencing factors on happiness.Improvements/Applications: The implementation of a happiness promotion program that considers the influencing factors is needed to promote the happiness of nurses in general hospitals.

Increased Long-Term Risks of Occupational Diseases in Homecare Nurses: A Nationwide Population-Based Retrospective Cohort Study.

Background: The work of homecare nurses is different from that of general hospital nurses; therefore, it is necessary to understand the risks of occupational diseases in homecare nurses.Materials and Methods: In this retrospective cohort research conducted from 2000 to 2013, nursing staff comprised the sample obtained from the National Health Insurance Research Database. Nursing staff were subgrouped according to practice site into homecare, medical center, regional hospital, and local community hospital nurses. The control group included 4,108 subjects.Results: The risk of severe kidney disease was higher in homecare nurses than in medical center nurses (hazard ratio [HR]: 7.3, 95% confidence interval [CI]: 2.45–21.78) and regional hospital nurses (HR: 3.30, 95% CI: 1.37–7.96). The risk of severe liver disease was higher in homecare nurses than in medical center nurses (HR: 1.92, 95% CI: 1.10–3.35) and regional hospital nurses (HR: 2.06, 95% CI: 1.17–3.62).Conclusions: The prevalence of occupational diseases was higher in homecare nurses than in noncaregivers. The correlation between different practice environments and disease prevalence rates revealed that various types of nurses can be ranked in the following order based on the prevalence of the aforementioned diseases: homecare nurses > local community hospital nurses > regional hospital nurses > medical center nurses.

Study on the experience of nurses in the operating room of general hospitals

Objective To describe the experience of nurses in general hospital operating room for specialist management. Methods A questionnaire survey was conducted among 226 operating room nurses using the questionnaire of specialist nurses' work obstruction factors. Eighteen of the operating room nurses were interviewed by phenomenological research methods in qualitative research. Results The obstacles to the professional management of nurses in the operating room were mainly reflected in the difficulty of doing only the work of specialist nurses (96.46%,218/226), there is no clear role positioning (93.81%, 212/226), and responsible for the work of several departments(89.82%, 203/226). The refinement and analysis of the interview data showed that the management of specialist equipment could not be arranged and managed in a coordinated manner; the surgeons were over-reliant on the specialist nurses; the problem of setting up the positions of the senior nurses was outstanding; the nurses who were not the specialists have insufficient competence. With the sense of belonging; specialist nurses would have a slack situation. Conclusions There are still many problems in the implementation of specialist management in the operating room of general hospitals. It is suggested that the rotation training of the operating room nurses should be carried out from the fixed professional group, the standardized training and the establishment of the mobile nurse database should be set up to promote the smooth implementation of the specialist management of the nurses in the operating room of the general hospital. Key words: Nurses; General hospital; Operating room; Specialist management; Experience

Factors Influencing General Hospital Nurses’ Confidence about Advance Directives

Factors Influencing General Hospital Nurses’ Confidence about Advance Directives

Experience in the implementation of standardized training for dental nurses in large general hospitals

It is an inevitable trend for dental nurses to meet the requirements for becoming a well-qualified nurse specialist who should have professional skills, basic nursing skills and holistic nursing consciousness. Combined with the daily clinical works in large general hospital, a standardized training system for dental nurses was preliminarily constructed. The strategies and experience of the professional training, including personal career planning, emergency handling capacity improvement by multi-discipline training, core curriculum system construction, dental clinical techniques strengthening, customized training strategies implementation, as well as clinical examination and evaluation, were herein discussed. In conclusion, our experience provides useful references for standardized education of the dental nurses with qualified clinical competence. Key words: Dental nursing; Nurse specialist; Standardized training; General hospital

Nurse staffing in large general hospitals in China: an observational study

BackgroundThe appropriate staffing of nurses not only reflects the situation of nursing management of human resource, but also is related to the nursing quality in hospitals. This study investigated the staffing of nurses in large general hospitals in China.MethodsIn this study, a database established by the National Centre for Nursing Care Quality Control, which conducted a national survey of the staffing of nurses in China mainland in 2017, was analysed. The time-point survey data of 20 375 departments in 668 large general hospitals in China were obtained, including the information of nurses and patients during the day (10:00 am) and at night (10:00 pm). Then, the staffing of nurses was evaluated by calculating the nurse to patient ratio (the average number of patients assigned to a nurse, NTP ratio). The Kruskal-Wallis test was performed to compare the NTP ratios during the day and at night among different regions and departments.ResultsIn large general hospitals, a nurse takes care of eight patients (NTP ratio = 1:8.0) during the day and 23 patients at night (NTP ratio = 1:23) on average. There were significant differences between day and night. In terms of different regions, a nurse in the hospitals in the western region takes care of 7.8 patients during the day (NTP ratio = 1:7.8) on average, and the nursing resource in the western region is more adequate than that in the eastern (1:8.0) and central (1:8.0) regions. At night, the eastern region has a higher level of NTP (1:23.0). In terms of departments, a nurse working in the ICU takes care of two patients during the day (NTP ratio = 1:2.0) and 2.9 patients at night (NTP ratio = 1:2.9). The level of NTP in the oncology department is relatively higher: 9.3 during the day and 34.0 at night. Other departments including internal medicine, surgery, obstetrics and gynaecology, paediatrics, and geriatrics have NTP ratios of 1:7–8 during the day and 1:18–25 at night.ConclusionsIn China, the nurse staffing of large general hospitals has some regional and departmental patterns. The low level of nurse staffing at night may be a problem worthy of attention; the Chinese government needs to establish standards for different periods and departments to improve efficiency and quality of nursing.

Reliability and validity of the Vietnamese version of the 9-item Utrecht Work Engagement Scale.

ObjectivesThe present study investigated the reliability and validity of a newly developed Vietnamese version of the 9‐item Utrecht Work Engagement Scale (UWES‐9‐V) in a sample of hospital nurses in Hanoi, Vietnam.MethodsThe UWES‐9 was translated into Vietnamese following a standard procedure. A survey was conducted of 949 registered nurses in a large tertiary general hospital in Hanoi, Vietnam, in 2018, using a self‐administered questionnaire including the Vietnamese UWES‐9, other scales measuring health status, work performance, job demand, job control, and workplace social support, and questions pertaining to demographic variables. Cronbach’s alpha and interclass correlation coefficients (ICC) were calculated to assess reliability. Explanatory and confirmatory factor analyses were conducted to assess factorial validity. Convergent validity was tested based on associations between the UWES‐9‐V and subscales and other scales.ResultsThe Cronbach’s alpha coefficients of the UWES‐9‐V and the Vigor, Absorption, and Dedication subscales were 0.93, 0.86, 0.77, and 0.90, respectively. ICC of the UWES‐9‐V in a subsample after 3 months was 0.48. Confirmatory factor analyses indicated an acceptable fit of both one‐factor and three‐factor structures, with the three‐factor model having the better fit. The UWES‐9‐V and its subscales correlated with depression, anxiety and stress, health‐related quality of life and health condition, job performance, and psychosocial work environment.ConclusionsThe study findings suggest that the UWES‐9‐V is a reliable and valid instrument to measure work engagement among hospital nurses in Vietnam, a low‐ and middle‐income country. Future studies should confirm the validity and reliability of the UWES‐9‐V among various occupations.

Mediation Effects of Calling and Role Breadth Self-efficacy on the Relationship between Supportive Supervision and Job Crafting of Nurses in General Hospitals

Mediation Effects of Calling and Role Breadth Self-efficacy on the Relationship between Supportive Supervision and Job Crafting of Nurses in General Hospitals

Influence of Social Support on the Job Satisfaction of Nurses in General Hospitals: Mediating Effect of Emotional Intelligence

Influence of Social Support on the Job Satisfaction of Nurses in General Hospitals: Mediating Effect of Emotional Intelligence

Effects of the Adversity Quotient on Turnover Intention of New Nurses in General Hospitals: Focusing on the Mediating Effect of Reality Shock

Effects of the Adversity Quotient on Turnover Intention of New Nurses in General Hospitals: Focusing on the Mediating Effect of Reality Shock

Traumatic Events and Factors Affecting Post-traumatic Growth of Nurses in General Hospitals

Traumatic Events and Factors Affecting Post-traumatic Growth of Nurses in General Hospitals

Mediating Effects of Resilience between Nurse's Character and Happiness for Nurses in General Hospitals

Mediating Effects of Resilience between Nurse's Character and Happiness for Nurses in General Hospitals

A Study of Comparison of Moral Distress and Burnout between Long-term Care Hospital Nurses and General Hospital Nurses

A Study of Comparison of Moral Distress and Burnout between Long-term Care Hospital Nurses and General Hospital Nurses

Effects of Organizational Socialization, Perceived Organizational Vision and Attitude toward Organizational Change on Organizational Commitment of General Hospital Nurses

Effects of Organizational Socialization, Perceived Organizational Vision and Attitude toward Organizational Change on Organizational Commitment of General Hospital Nurses

Assessment and analysis of nursing workload of tertiary general hospitals based on work sampling method

Objective To assess and analyze clinical nursing workload of tertiary general hospitals in Tianjin. Methods 4 tertiary general hospitals in Tianjin were recruited by convenience sampling. 13 representative departments of the medical system and the surgical system were selected as the investigation departments. All the clinical duty nurses of every day work in selected departments were taken as the observation objects. Unified training investigators used work sampling method to observe and record the operation , movement, and others four types of activities of nurses, taking an observation point in a minute; SPSS17.0 was used for analysis. Results Totally 172 800 sampling points were selected. Besides 2.62% (4 534/172 800) of other affairs, the total nursing workload in one day was 97.38% (168 264/272800), with 85.03% (146 923/172 800) operating time including direct nursing accounting for 33.64% (58 144/172 800), indirect nursing accounting for 8.92% (15 422/172 800), and 42.46% (73 363/172 800) of related nursing. Movement accounted for 11.71% (20 228/172 800), while waiting accounted for 0.65% (1 113/172 800). Conclusion Generally, nurses in tertiary general hospitals have long working time and heavy workload, but direct nursing which can reflects the value and connotation of nursing work is low. In nursing work, the caused by the lack of personnel, material, equipment, environment problems made a waste of time and human resources to certain extent. Therefore, results of the present study can provide reference for tertiary hospitals to optimize the allocation of nursing human resources, improve the quality of nursing service, reduce the workload of nurses and construct lean management system. Key words: Work sampling method; Nursing care; Workload