Job Performance Of Nurses Research Articles

Estilos de liderazgo y rendimiento laboral en enfermeros que laboran en el Sector Salud, Juliaca 2019

Objetivo: determinar la relación entre el estilo de liderazgo y el rendimiento laboral en enfermeros quelaboran en el Sector Salud de Juliaca. Metodología: diseño fue no experimental de tipo descriptivo,correlacional y de corte transversal. La muestra estuvo conformada por 120 profesionales de enfermería.Se aplicaron tres instrumentos tipo escala de Likert para la recolección de datos. Resultados: no existerelación significativa entre ambas variables (p valor 0.555), según la prueba Tau-b de Kendall. Así mismoel 74,2% de los enfermeros tienen un liderazgo transformacional y el 84,2% evidenciaron rendimientolaboral regular durante el estudio. Conclusión: el estilo de liderazgo no se relaciona con el rendimientolaboral en enfermeros que laboran en el Sector Salud.

Work-Family Role Conflicts and Its Relationship with Job Performance of Female Nurses Working in Public Hospitals of Lahore

Work-Family Role Conflicts and Its Relationship with Job Performance of Female Nurses Working in Public Hospitals of Lahore

PENGARUH KONFLIK PERAN GANDA DAN JOB STRESS TERHADAP KINERJA PERAWAT (STUDI PADA RUMAH SAKIT DI KOTA METRO)

The objective of this research is to determine the effect of family work conflict, work family conflict and job stress in influencing the nurse job performance in hospital, as well as to determine whether family work conflict, work family conflict variables can be influenced by job stress in nurse performance in hospital. The results of this study are expected to be used as a consideration for the hospital in evaluating the level of service to patients. This research is a quantitative causal research that allows to know the relationship that is influential between two or more variables by using SEM (Structural Equation Modeling). The population in this research is all female nurse who work at hospital in Metro (Muhammadiyah Hospital, Ahmad Yani Hospital, Mardiwaluyo Hospital, Islamic Hospital), while the study sample was 120 respondents with a non probability sampling purposive sampling method as a sampling method. Based on the results of the study that family work conflict has no positive effect on job stress. And also work family conflict has positive effect on job. Job stress has positive effect on job performance. In this study also shows that family work conflict has a negative effect on job performance. Work family conflict are also has postive effect on job performance. The implication of this research is that conflict of commitment and responsibility towards family is a key value in work family conflict. Recommendations in this reseacrh is for the hospitals to hold employee recreation activities with their families, it means that hospital get to know the families of the employees in order to tight the bonds between employees and their families

Female Nurse Performance Model Based on Triple Roles Conflict and Job Stress in Pandemic COVID-19

being a nurse is not just a matter of restoring a patient's physical health. More than that, nurses have an obligation to provide mental support to patients in order to remain optimistic about achieving recovery. What's more, to patients infected with COVID-19. The testimony of one of the nurses stated that he understood anyone who was infected with COVID-19 had the opportunity to experience a mental breakdown and that is where the humanist duty of a nurse was tested. The purpose of this study is to explain the performance of female nurses affected by triple roles conflict and job stress who they work at an accredited government hospital in Bali. The population in this research was married women and has children and for respondents were 52 nurses. The data analysis used regression analysis techniques. The results of this study found that triple roles conflict had a negative and significant effect on the performance of nurses. There was a negative and significant influence between job stress and performance of nurses. Also, there was a simultaneous negative influence between triple roles conflict and job stress on the performance of nurses. It can be concluded that there was an influence between triple roles conflict and job stress on women nursing performance partially or simultaneous. Therefore, female nurses, as well as housewives who have triple role conflict and job stress, are expected to have good time management that can improve aspects of their performance so be able to carry out their duties, and no one role is neglected.

Prevalence and factors of compassion fatigue among Chinese psychiatric nurses: A cross-sectional study.

Compassion fatigue has emerged as a detrimental consequence of experiencing work-related stress among psychiatric nurses, and affected the job performance, emotional and physical health of psychiatric nurses. However, researches on Chinese psychiatric nurses’ compassion fatigue are dearth. This cross-sectional study aimed to investigate the prevalence and factors of compassion fatigue among Chinese psychiatric nurses.All participants completed the demographic questionnaire and the Chinese version of Professional Quality of Life Scale (ProQOL-CN). One-way ANOVA, t-tests, Levene test and multiple linear regression analysis were conducted to evaluate factors associated with compassion fatigue.A total of 352 psychiatric nurses in 9 psychiatric hospitals from the Chengdu, Wuhan, and Hefei were surveyed. The mean scores of compassion satisfaction, burnout and secondary traumatic stress were 32.59 ± 7.124, 26.92 ± 6.003 and 25.97 ± 5.365, respectively. Four variables of job satisfaction, exercise, had children, and age range from 36 to 50 years explained 30.7% of the variance in compassion satisfaction. Job satisfaction, sleeping quality, and marital status accounted for 40.4% variables in burnout. Furthermore, job satisfaction, average sleeping quality, and years of nursing experience remained significantly associated with secondary trauma stress, explaining 10.9% of the variance.Compassion satisfaction, burnout and secondary traumatic stress among Chinese psychiatric nurses were at the level of moderate. The higher job satisfaction, healthy lifestyle (high sleep quality and regular exercise), and family support (children, stable and harmonious marital status) positively influenced compassion satisfaction and negatively associated with burnout or secondary traumatic stress.

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

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

Dedikodu Hemşirelerin İş Performansı Algıları ile İlişkili midir?

This study seeks to reveal the relationship between nurse job performance and gossip level. The data were collected from 211 nurses working in training and research hospitals and public hospitals affiliated with the Provincial Directorate of Health in Sakarya province of Turkey between April and June 2018. The data collection tool is a scale consisting of three sections that are Nurse Performance Scale, Gossip Questionnaire, and Introductory Information Form. For analysis, independent sample t test, one-way variance analysis, and correlation and regression analyses were employed. The study showed that there is a negative, insignificant relationship between nurses’ gossip perceptions and performance perceptions (r= -0.134; p>0.05). It is possible to say that despite the negative relationship between influences, one of the sub-dimensions of gossip, and nurse performance, informal communication among nurses does not create a negative effect on nurse performance.

Investigating the Mediating Role of Perceived Organizational Support in the Relationship Between Sense of Coherence, Professional Ethics, and Job Performance of Nurses

Investigating the Mediating Role of Perceived Organizational Support in the Relationship Between Sense of Coherence, Professional Ethics, and Job Performance of Nurses

A WeChat-based "Three Good Things" positive psychotherapy for the improvement of job performance and self-efficacy in nurses with burnout symptoms: A randomized controlled trial.

To evaluate the effects of a WeChat-based "Three Good Things" on job performance and self-efficacy of clinical nurses with burnout symptoms. Few studies have valued the impact of nurses' personal strengths and positive work environment on job performance, particularly in developing countries. A randomized controlled trial. The intervention group (n=33) participated in WeChat-based Three Good Things, while the control group (n=40) did not. Data were collected prior to and immediately after the intervention. WeChat, a popular social software, provides several communicating and recording functions. The main intervention effects and interactions between time and intervention on job performance and self-efficacy were significant (each p<.05). The main time effects on self-efficacy were also significant (p<.05). The post-intervention scores for job performance and self-efficacy between the two groups were statistically different (each p<.05). The scores for job performance and self-efficacy of the intervention group were statistically different before and after the intervention (each p<.05). Three Good Things could significantly improve job performance and self-efficacy of nurses with burnout. Nurse managers are recommended to include Three Good Things into their management systems to improve nurses' physical and mental health and work outcomes over the long term.

The Mediating Role of Trust in the Effect of Perceived Organizational Support on Job Performance in Nurses

The aim of this study is to investigate the mediating role of trust in the effect of perceived organizational support on the job performance of nurses. The nurses were included in the study because of their need for high level of organizational support and trust perception due to the nature of nursing profession. The sample of the study consisted of 452 nurses working in a university hospital (N = 550) in the city center of Eskisehir. The research data were collected by using the "Personal Information Form", "Perceived Organizational Support Scale", "Job Performance Scale" and "Trust Scale". The relationships between variables were analysed with factor analysis, regression analysis and the sobel test. It was found that perceived organizational support positively and significantly affected job performance and trust; trust had a partial mediating effect in this relationship.

Continuous Professional Development on Job Performance of Registered Nurses in Ghana

Continuous Professional Development offers nurses the opportunity to improve theirknowledge, skills and also improve their performance in the healthcare setting. The purpose ofthe study was to examine if there is a relationship between continuous ProfessionalDevelopment and Job Performance and also finds if there is a significant difference of jobperformance when sex, age, and clinical experience. Correlational research design was utilizedwhere 164 registered nurses were conveniently sampled from Ghana. The study utilized selfconstructed survey questionnaire was for continuous professional development and SixDimension Scale of Nursing Performance (SDNS) developed by Schwirian, (1978) wasadopted and modified to measure the job performances of nurses. The statistical treatmentsused were Pearson Correlation, T-Test, and ANOVA to address the research questions. Thestudy showed that there was a moderate positive significant relationship between continuingprofessional development and job. There was no significant difference in job performancewhen age, sex, and clinical experience were considered. Healthcare administrators shouldencourage and advocate for the participation of nurses in continuous learning to improve nursestheir knowledge and skills on nurses. Institution policies should be properly aligned to helpnurses in the participation of professional roles. Further research should explore other variablesin relations to continuous professional development to improve the job performance of nurses.

Motivation and Its Effect on Nursing Job Performance in Gaza strip Governmental Hospitals – Palestine

Abstract Study aimed to identify the knowledge, attitude and practice that employees had toward safety culture and determinants, also to investigate determinants of safety. The questionnaire was also used to measure the determinant of safety culture. The population are nurses and physicians working in the ICUs of all hospitals in the Gaza city. 220 questionnaires have been distributed and 180 have been returned back with a response rate of 81%. The results indicates that employees working at the ICUs have a mild positive attitude toward safety culture, unacceptable working condition, mild level of job satisfaction. There is a statistical relationship between (the commitment to safety by management, employee engagement, the trust that exists between the healthcare provider and the management, participation in decision-making, good communication). Conclusions: Safety culture plays a key role in improving employee and patient safety at ICUs on hospital, an environment characterized by mutual trust among health team with effective communication channels and proper participation in decision making. Recommended participate in decision-making and make comments and suggestions regarding problems concerning them and their patients. Specialized training courses targeting employees to improve their knowledge about safety measures, communication skills and job description. Activation of management role at promoting safety culture by increasing their commitment to safety culture. Recreational and financial incentives which have unique effect on the employee working at ICUs of Gaza city.

Investigating the Relationship between Work-Family Conflict (WFC) and Organizational Intelligence with the Mediating Role of Perceived Organizational Support and Job Performance of Nurses in Golestan Hospital of Ahvaz City, Khuzestan, Iran

Investigating the Relationship between Work-Family Conflict (WFC) and Organizational Intelligence with the Mediating Role of Perceived Organizational Support and Job Performance of Nurses in Golestan Hospital of Ahvaz City, Khuzestan, Iran

The Study of Factors Affecting the Job Performance of Nurses Working in Selected Teaching Hospitals in Tehran

Background: Undoubtedly, one of the most important objectives of any organization is to provide high quality and desirable goods and services that depends on the performance of human force of the organization. The performance of physicians and nurses is a very important factor in establishing and enhancing the effectiveness of services. Since nurses are the most fundamental medical staff of the hospital, the present study was performed with the aim of investigating the factors affecting the job performance of nurses working in selected teaching hospitals in Tehran in 2018. Methods: The target group of this study included nurses working in inpatient wards of hospitals, of whom 354 individuals were selected by simple random sampling method. The intraorganizational environment questionnaire (Weisbord), five personality traits (NEO personality inventory), and Paterson’s job performance questionnaire were the three data collection tools. The study was conducted in 2018 and the data were analyzed by SPSS 20 software using descriptive statistics and artificial neural networks. Results: In the personality traits questionnaire, neuroticism (40.22 ± 6.66) dimension had the highest and responsibility (23.94 ± 4.91) dimension had the lowest mean scores. Also in the inter-organizational environment questionnaire, communication (14.66 ± 4.52) dimension and rewards (21.33 ± 6.54) dimension had the best and worst status, respectively. Comparison of significance coefficients in neural networks showed that dimensions of agreeability (100 %) and marital status (8 %) had the highest and lowest importance in nurses’ job performance. Conclusion: The results reveal that the dimensions of personality traits and job agreeability dimension have the most effect on the employees’ job performance. Hence, it is possible to improve staff performance by hiring people consistent with their work.

Mediating effect of resilience on nursing occupational risk and job performance in nurses

Objective: To analyze Nursing Occupational Risk, the relationship between resilience and job performance, and investigate the mediating effects of resilience on Nursing Occupational Risk and job performance. Methods: 406 nurses from33 clinical departments of Chengdu first-class hospital were recruited by randomsampling method. Thier Nursing Occupational Risk, resilience and job performance were interviewed by nursing occupational risk assessment questionnaire, the Scale of medical staff resilience and the job performance questionnaire, and analyze the relationship between variables. Results: The clinical nurses＇ resilience is 82.98±10.05, the clinical nurses' job performance is 145.79±23.55; here was a positive correlation between clinical nurses' resilience and job performance (P<0.05) ; three variable of resilience can explain 33.2% of the variation of clinical nurses job performance; in the highest the Nursing Occupational risk, resilience served to mediate the relationship between Nursing Occupational Risk and job performance, which was 56.77% of the total effect respective. Conclusion: resilience are closely related to job performance. Resilience plays mediating role in the relationships between Nursing Occupational Risk and job performance, three dimensions of resilience can predict nurses' job performance. Improving the resilience of nurses can effectively improve their job performance.

The Relationship between Job Motivation and Job Performance of auxiliary nurses, Shoush, Iran

Background: Human resources are considered as one of the most important production resources and the basic capital of the organization. This study aimed to investigating the relationship between job motivation and job performance of auxiliary nurses under the coverage Shoush health centers. Methods: This cross-sectional study was carried out on auxiliary nurses under the coverage of Shoush health centers in 2017. Auxilliary nurses were enrolled in the study using census sampling method (150 people). The data collection tools were Herzberg's job motivation questionnaire and Paterson's job performance questionnaire that were completed through the self-report method. Data were analyzed through SPSS-22 software using Pearson correlation and multiple regression tests. Results: Ninety-nine people (66%) were female and 51 (34%) were male. The average motivation and job performance of the subjects were 184.22±14.98 and 42.50±6.26, respectively. According to the results of Pearson correlation test, there was a significant relationship between motivation and job performance (r=-0.223, p=0.006). According to the results of multiple regression, personal relationships with each other and work environment conditions predicted 22 percent of changes in performance of auxiliary nurses. Conclusion: In the present study, according to the relationship between motivation and job performance of health workers, it is suggested that measures should be taken to increase motivation to improve their job performance.

Association between prospective, retrospective memories and job performance of nurses in the city of Ahvaz, Iran, in 2016

Association between prospective, retrospective memories and job performance of nurses in the city of Ahvaz, Iran, in 2016

Relationship between Head Nurses' Job Performance and Staff Nurses' Commitment.

The Aim of the study was to investigate the relationship between head nurses' job performance and staff nurses' commitment. A descriptive correlational research design was used. Settings: all inpatient units at Sherbin general hospital, the hospital affiliated to Ministry of Health at Dakahlia Governorate, Egypt. The subjects of this study included two groups; 25 head nurses and 203 staff nurse with at least one year of experience. Tools of data collection included:performance evaluation observation sheet and organizational commitment scale were used to collect the date of the study. Results:head nurses had average level of job performance and majority of staff nurses were committed, it was found correlation between organizational commitment of staff nurses and job performance of head nurses. Based on the study results, it was recommended that enhance head nurse job performance through: develop and implement training program on job performance as a managerial skill for head nurses to continues improvement in areas patient care. Integrate job performance courses into the nursing curriculum to increase nurses' level of job performance. Conclusion: All head nurses had average level of job performance and the most job performance head nurses behavior pertained to unit management followed by patient care management and their staff nurses were highly committed. Staff nurses are more committed in Supervisor-related internalization followed by Supervisor-related identification, Organizational identification and Organizational internalization.

Assessment of Occupational Hazards on Nurses Performance Who Working in the Operative Room at Kirkuk's Hospitals

Design of the study: Quantitative design (convenience study) was conducted for nurses from 3rd of October, 2018, up to the 1st of May, 2019 to evaluation of factors that impact female .nurses job performance at Kirkuks hospitals Setting of the study: The present study was conducted at Kirkuk General Hospital and Azadi .teaching hospital and Pediatric hospital Sample of the Study: A non-probability (purposive) sample of (60) nurses who working in .above mentioned hospitals Tools of Data Collection: all through a wide-spread related literature’s review, a questionnaire was articulated to conduct a research using a technique of interview. Generally, twenty two items were incorporated in this questionnaire. Thus, the questionnaire comprised of five portions; socio-demographic data, health hazards, physical hazards, chemical hazards and .biological hazards Methods of data collection: The data were collected through the utilization of constructed questionnaire, interview technique with the nurses toward the factors that impact their performance in the hospitals. The data collection process was performed from the period of 1st November, 2018 up to the 15th of January, 2019. Consent informed was granted from nurse for participation in the present study was obtained and the interview was carried out .individually Statistical analysis: The analysis of data was carried out with the assistance of descriptive statistical data analysis methodology that consists of mean of score, percentages, grand score .mean and frequenciesResults: The result of the study showed that most of the sample were(20-30) years old., college graduate, (1-5) years of employment, married, working in the Operation room, working only in morning shift, working (21-25) days monthly, have (6) hours' working daily, have barely sufficient monthly income.

Evaluation of Factors that Impact Female Nurses Job Performance at Kirkuk Hospitals

Back ground:The performances of the nurses are especially important in accomplishing health .care in a continuous and effective wayAim: The study aims to assess Factors that Impact Female Nurses Job Performance at Kirkuk Hospitals Design of the study: Quantitative design (convenience study) was conducted for nurses from 3rd of October, 2018, up to the 1st of May, 2019 to the evaluation of factors that impact female nurses job performance at Kirkuks hospitals Setting of the study: The present study was conducted at Kirkuk General Hospital and Azadi .teaching hospital and Pediatric hospital Sample of the Study: A non-probability (purposive) sample of (90) samples that work in the .above mentioned hospitals Tools of Data Collection: Through extensive review of relevant literature, a questionnaire was constructed for the purpose of the study with an interview technique. Overall items included in the questionnaire were (26). The questionnaire consists of two parts Socio-Demographic .data and Part II: Factors Impact Female Nurses Job Performance Methods of data collection: The data were collected through the utilization of constructed questionnaire, interview technique with the nurses toward the factors that impact their performance in the hospitals. The data collection process was performed from the period of 1stNovember , 2018 up to the 15th of January, 2019. Consent informed was granted from nurse for participation in the present study was obtained and the interview was carried out individually Statistical analysis:Data were analyzed through the applicationof descriptive statistical data analysis approach which includes frequencies, percentages, mean of score, and grand mean .of score Results:The results of the study showed that most of the sample were(20-30) years old., college graduate, (1-5) years of employment, married, working in the Operation room, working only in morning shift, working ( 21-25) days monthly, have (6) hours' working .daily, have barely sufficient monthly income Conclusions: The study concluded that the nurse job performance are affected by many factors according to the grand mean of score revealed in the results.