Head Nurses In Hospitals Research Articles

A Pilot Study to Examine the Effects of a Workplace Cyberbullying Cognitive Rehearsal Mobile Learning Program for Head Nurses: A Quasi-Experimental Study.

This study aimed to (1) develop a version of the cognitive rehearsal program that is suitable for cyberbullying and (2) apply the m-learning method to evaluate its effectiveness among head nurses. This study was conducted in July 2021 and comprised 69 South Korean university hospital head nurses. It was evaluated using a nonequivalent control group pretest-posttest and a quasi-experimental design. The program was developed using the Analysis, Design, Development, Implementation, and Evaluation (ADDIE) step process, consisting of 10 scenarios. Variables with proven reliability were used in the program effect measurement. The differences between the experimental and control groups were examined using an independent t-test (perception) or the Mann-Whitney U test (symptom experience, knowledge, and turnover intention). The program positively affected and improved head nurses' knowledge and perception of workplace cyberbullying; however, it elevated their symptom experience and had no immediate impact on turnover intention. The developed program could be applied as a valuable educational strategy in the nursing field. Head nurses act as intermediaries between individuals and the organization. Therefore, they must respond with in-depth knowledge and perceptions of cyberbullying to fulfill their responsibilities of identifying, mediating, and managing cyberbullying among hospital team members.

Learning Organization Culture Among Head nurses at Different Health Care Sectors in Assiut City

Background: Learning organization culture is one of hospitals principals in which leaders encourage active learning activities. Aim: assess learning organization culture among head nurses. Setting: different health care sectors in Assiut city. Subject and method: 105 head nurses were participated. Tool: questionnaire sheet were used, which includes two parts: Personal data sheet and dimensions of learning organization questionnaire. Results: more than half of head nurses are married and aged less than or equal 30 years (58.1%, 56.2%) respectively. The majority of head nurses are females having bachelor degree in nursing science (97.1, and 84.8%). Assiut University Main Hospital head nurses have the highest mean scores regarding all domains of learning organization culture followed by El Mabaraa Hospital head nurses while El Shamla Hospital head nurses has the lowest mean scores. Conclusion: there is statistical significant difference between the three hospitals as regards all domains of learning organization culture. Recommendations: implement policies and training programs to improve learning organization culture, and new researches should be done to test the factors affecting the learning organization culture at different health care sectors in Assiut city.

The mediating role of inclusive leadership: Work engagement and innovative behaviour among Chinese head nurses

This study investigated the relationship between work engagement and inclusive leadership in Chinese hospital head nurses. Besides, it explored the effect of the mediating role of inclusive leadership in the relationship between work engagement and innovative behaviour among Chinese hospital head nurses. Head nurses are essential in the group of registered nurses who are to pass the Chinese licensure examination for nurses. Their work engagement and innovative behaviour are beneficial to improve the quality, efficiency and competitiveness of nursing services. However, little is known about the mediating role of inclusive leadership in the relationship between work engagement and innovative behaviour. In April 2018, a total of 374 Chinese head nurses were surveyed with a Work Engagement Scale, an Inclusive Leadership Scale and an Innovative Behavior Scale. Because the data were normally distributed in our study, Pearson's correlation coefficient (r) was used to conduct the correlation analysis of study variables. Multiple linear regression analysis was used to explore the factors of innovative behaviour. Model 4 of Hayes's (2013) PROCESS macro and Bootstrap method was used to examine the mediating role of inclusive leadership. Inclusive leadership was significantly and positively correlated to innovative behaviour and work engagement (p<0.01). Moreover, work engagement was correlated with innovative behaviour (p<0.01). In addition, hospital level, publishing papers, work engagement and inclusive leadership were the factors of head nurses' innovative behaviour (p<0.01). Inclusive leadership partially mediated the relationship between work engagement and innovative behaviour, accordingly. Work engagement affects innovative behaviour among Chinese head nurses, and inclusive leadership is a mediator in the relationship. We should take measures to improve the leaders' level of inclusive leadership, in order to strengthen head nurses' innovative behaviour. According to the results of the study, the leaders of head nurses should pay attention to improve head nurses' innovative behaviour, inclusive leadership, work engagement, and the quality and competitiveness of nursing.

Survey on the Viewpoints of Nursing Managers on the Impact of Implementation of The Health System Development Plan on their Stress and Job Satisfaction in Hospitals

Introduction: The aim of this study was to determine the viewpoint of nursing managers on the impact of implementation of the health system development plan on their stress and job satisfaction in hospitals of Babol University of Medical Sciences. Methods: This study is a descriptive study. In this study, the population of the study consisted of all metrons, supervisors and head nurses in hospitals affiliated to Babol University of Medical Sciences in 2017. Sampling method: Census; Sample size: In this research were 70 people; Research tool: Nursing job stress (Nursing Stress Scale) questionnaire (34 questions). The next questionnaire is the Spector's job satisfaction questionnaire (36 questions). In terms of validity, the questionnaires have been reviewed by experts and their reliability has been reported by Cronbach's alpha of 0.88 for this tool. Data analysis method: The data will be entered into SPSS version 22 using the statistical analysis. Findings: The results show that there is a significant relationship between the viewpoint of nursing managers on the impact of implementation of the health system development plan on their stress and job satisfaction in hospitals of Babol University of Medical Sciences in 2017 (Significant level less than 0.05). Conclusion: Despite the implementation of the health care development plan in nursing managers of hospitals affiliated to Babol University of Medical Sciences in 2017, their stress levels are more than average, and their job satisfaction is more than expected.&#x0D;

A study on hospital head nurses’ perceived burden of tasks, cumulative fatigue, and prolonged work

A study on hospital head nurses’ perceived burden of tasks, cumulative fatigue, and prolonged work

The relationship between the managerial skills and results of "performance evaluation "tool among nursing managers in teaching hospitals of Iran University of Medical Science.

Performance of different organizations, such as hospitals is mainly influenced by their managers’ performance. Nursing managers have an important role in hospital performance and their managerial skills can improve the quality of the services. Hence, the present study was conducted in order to assess the relationship between the managerial skills and the results of their performance evaluation in Teaching Hospitals of Iran University of Medical Science in 2013. The research used the cross sectional method in 2013. It was done by distributing a managerial skills assessment questionnaire, with close-ended questions in 5 choice Likert scale, among 181 managers and head nurses of hospitals of Iran university of Medical Sciences; among which 131 answered the questions. Another data collection tools was a forms to record evaluation marks from the personnel records. We used Pearson and Spearman correlation tests and SPSS for analysis and description (frequency, mean and standard deviation). Results showed that the managerial skills of the nursing mangers were fair (2.57 out of 5) and the results of the performance evaluation were in a good condition (98.44). The mangers’ evaluation results and the managerial skills scores were not in a meaningful correlation (r=0.047 np=0.856). The research showed no correlation between different domains of managerial skills and the performance evaluation marks: decision making skills (r=0.074 and p=0.399), leadership (correlation coefficient 0.028 and p=0.654), motivation (correlation coefficient 0.118 and p=0.163), communication (correlation coefficient 0.116 and p=0.122), systematic thinking (correlation coefficient 0.028 and p=0.828), time management (correlation coefficient 0.077 and p=0.401) and strategic thinking (correlation coefficient 0.041 and p=0.756). Lack of any correlation and relation between managers’ managerial skills and their performance evaluation results shows need to a fundamental revision at managers’ performance evaluation form.

Leading nurses in dire straits: head nurses’ navigation between nursing and leadership roles

The present study reports selected findings from a doctoral study exploring the negotiation between nursing and leadership in hospital head nurses' leadership practice. The importance of bringing a nursing background into leadership is currently under debate. In spite of several studies of nursing and clinical leadership, it is still unclear how nurses' navigate between nursing and leadership roles. An 11-month-long ethnographic study of 12 head nurses' work: five worked at a first line level and seven at a department level. At the first line level, leadership practices were characterized by an inherent conflict between closeness and distance to clinical practice; at the department level practises were characterized by 'recognition games'. On both levels, three interactive roles were identified, that of clinician, manager and a hybrid role. Where clinician or manager roles were assumed, negotiation between roles was absent, leading to reactive, adaptive and isolated practices. The hybrid role was associated with dialectical negotiation of roles leading to stable and proactive practices. Nursing leadership practises depend on leaders' negotiation of the conflicting identities of nurse and leader. Successful nursing leaders navigate between nursing and leadership roles while nourishing a double identity.

Autonomy, job satisfaction and professional self-image among nurses in the context of a physicians' strike

This paper tests the hypothesis that structural changes in nurses' work settings, which allow nurses to autonomously exercise their knowledge and skills will lead not only to an enhanced feeling of professional autonomy, but also to an improvement in their professional self-image and to an increase in job satisfaction. An opportunity to test this hypothesis arose when physicians in Israel went on a strike which lasted 116 days. Primary care (PC) clinics were completely abandoned by physicians, leaving nurses to operate them on their own, while in hospitals, nurses continued to work as usual under physicians' supervision. The study compares the effect of the strike on head nurses in the two sectors. Data were collected by means of self administered questionnaires. The findings indicate that during the strike, PC head nurses expanded their activities and responsibilities and consequently felt more professional autonomy and job satisfaction, as well as an improvement in professional self-image. Hospital head nurses experienced significantly less changes in their work situation and, as expected, less change in all work related attitudes. It is suggested that, when given the opportunity to define for themselves roles where they can use their experience, knowledge and skills, senior nurses stand up to the challenge and consequently are more satisfied and their professional self-image improves.

The Result of the Questionaire to Head Nurses in Hospitals in Miyazaki Prefecture (Japan) Relating their Concern about Traditional Chinese Medicine

The Result of the Questionaire to Head Nurses in Hospitals in Miyazaki Prefecture (Japan) Relating their Concern about Traditional Chinese Medicine

CONTINUING EDUCATION IN NURSING.

PROGRAMS in continuing nursing education, relatively new in evolvement, are usually carried on in a university setting but may be sponsored by nursing organizations in cooperation with health-oriented groups. The programs, individually varying in scope and focus, nevertheless have a foundation in common nursing principles and practices. Planned to meet the needs of specific nursing groups—hospital head nurses or teachers of nursing, for example—the programs communicate to the nursing profession new concepts resulting from research in many fields. A basic administrative staff is necessary for pre-conference planning and for expediting program needs and evaluating results. Field visits to participating institutions for program appraisal have been found helpful. The staff for the continuing nursing education program is usually assembled from more than one department in the university and often from more than one university. Participants devote full time to the program, exchanging ideas with other nurses who come from a variety