Job Performance Of Nurses Research Articles

Influence of Transformational Leadership and Public Service Motivation on Job Performance of Nurses in Thailand

Leaders’ role is significant in motivating employee performance. The present study examines the influence of transformational leadership and public service motivation (PSM) on task performance of nurses in three southernmost provinces in Thailand. Based on the data collected from 813 nurses in public hospitals, the results showed that the proposed model was well-fitted to the empirical data. The results of the study indicated that transformational leadership and public service motivation had effects directly on both task performance and contextual performance. Furthermore, transformational leadership had indirect effects on task performance and contextual performance through public service motivation. These findings suggest that nurses’ job performance could be enhanced by the motivational influence of their immediate leaders.

A Study on Impact of Emotional Intelligence with Job Performance of Nurses in Coimbatore

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Effect of a Nursing Practice Environment on Nursing Job Performance and Organizational Commitment: Focused on the Mediating Effects of Job Embeddedness

Effect of a Nursing Practice Environment on Nursing Job Performance and Organizational Commitment: Focused on the Mediating Effects of Job Embeddedness

Impact of workplace incivility in hospitals on the work ability, career expectations and job performance of Chinese nurses: a cross-sectional survey

ObjectivesThe objectives of this study were to investigate new nurses’ experiences of workplace incivility; verify the mediating role of work ability in the relationship between workplace incivility and job performance...

Effects of job resources factors on nurses job performance (mediating role of work engagement)

PurposeThe purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance (task and contextual) rated by the supervisor.Design/methodology/approachA sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos 17 was used to obtain a model fit with path significance of work engagement as the mediator between job resources and job performance.FindingsThe results found support for the proposed conceptual claim and confirm that work engagement with a two-factor model (vigor and dedication) mediates the relationship between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and with a multidimensional construct of job performance (task and contextual performance) rated by the supervisor.Practical implicationsThe findings of this research will help human resource managers and professionals to further develop the working environment, provide job security and opportunities for employees to participate in decision making in a way that enhances employee work engagement, which, ultimately, improves employee job performance.Originality/valuePast studies have not previously tested the two-factor model of work engagement (vigor and dedication) as the mediating variable between job resources (job characteristics, supervisor and co-worker support, participation in decision making and job security) and job performance rated by the supervisor.

Relationship between Leadership Styles of Nurse Managers and Staff Nurses Job Satisfaction in Public Hospital of Punjab, Pakistan

Introduction: Nurses are the “backbone” of any human services framework and their work is varied and extremely complicated. When carrying out their jobs, nurses faces different circumstances and patients, which are elements of the circumstances and patient level workloads. In addition, higher amount of nurse’s dissatisfaction prompts to leave out from the nursing profession. This generally creates staff shortage among nurses. Due to enhances extra time and job stress, increases burnout, longer patient holding up records, lastly, as an outcome expanded displeasure among patients Leadership is the way toward impacting representatives to accomplish organizational goals and objectives Methods: This analytical, cross-case study was conducted in public hospital of Lahore. Respondents ’selection was convenient sampling technique. Selected sample was 211 registered nurses. Well adopted questionnaire as per Likert scale was used in this study. Results: The finding of this study showed that caregivers prefer transformational styles of leaders to achieve optimal presentation of nurses. The results showed that there is statistically significance as p-value < 0.05 at all level of job satisfaction.Conclusions: A transformative leadership style promotes job satisfaction among nurses, which improves performance. Nurses job performance increased proportionally by increasing job satisfaction. In the current health system, it is necessary to develop leadership behaviors that have proven to be effective in the implementation of positive and adaptive behaviors among nurses. Int. J. Soc. Sc. Manage. Vol. 5, Issue-3: 201-208

Indirect impact of openness to experience and job performance of nurses: mediations of proactive personality, occupational embeddedness and subjective occupational success

Indirect impact of openness to experience and job performance of nurses: mediations of proactive personality, occupational embeddedness and subjective occupational success

Emotional work strategies of managers and job performance of nurses

Emotional work strategies of managers and job performance of nurses

Relationship between meaningful work and job performance in nurses.

The present study was designed to determine the relationship between meaningful work and job performance, and the impact of meaningful work on nursing care quality. Meaningful work has been suggested as a significant factor affecting job performance, but the relationship has never been studied in nurses in China. A descriptive correlational study was designed to assess the level of meaningful work, tasks, and contextual performance as well as their relationships. We used a stratified random-sampling approach to enrol nurses from hospitals. Multivariate regression analysis was applied to determine the relationship between meaningful work and their demographic data. There were significant, positive relationships between meaningful work and task performance and contextual performance. Education level, work unit, and employment type influenced meaningful work. The work motivation score of the nurses was lower than that of the other 2 dimensions, and a negative work motivation score negatively influenced job performance. Improving meaningful work and providing more support and assistance could improve nurse performance, thereby improving the quality of nursing care.

Influence of Social Support and Resilience on the nurse Job Performance

A descriptive study to determine the effect of social support and resilience of nurses on the job performance of nurses. This is a descriptive survey research to identify the correlations of nurse job performance with social support and resilience among nurses, and to identify the factors affecting nurse job performance. The survey subjects were 183 nurses. The collected data were analyzed with the SPSS/WIN 23.0 program, using the descriptive statistics, Pearson's correlation coefficient and Stepwise multiple regression analysis. Social support was scored as 3.62±.50, resilience was scored as 3.38±.49, nurse job performance was scored as 3.63±.52. Nurse job performance had a significant positive correlation with social support (r=.383, p<.001) and resilience (r=.545, p<.001). In addition, there was a significant positive correlation between social support and resilience (r=.484, p<.001). The variable that has the greatest effect on the nurse job performance of the subjects was resilience (β=.44, p<.001), followed by position higher than head nurse (β=.13, p<.033), social support (β=.16, p=.007), fixed working hours or other working patterns (β=.13, p=.042). In addition, resilience, positions, social support and working patterns explained about 37 percent of the nurse job performance (F=34.71, p<.001, R2=.37, Adj-R2=.35). All these results of this study suggest that higher resilience and social support levels, positions higher than head nurse in comparison with staff nurses and fixed working hours or other working patterns rather than shift work lead to a higher nurse job performance level. It is necessary to change the hospital environment that can enhance the resilience and social support of nurses. There is a need for an effective nursing staff management that can help improve nurse job performance.

Investigating the Relationship between Self-Compassion and Occupational Stress of Nurses Working in Hospitals Affiliated to Tehran University of Medical Sciences in 2017

Introduction: The effect of occupational stress on quality of life and job performance of nurses necessitates the management of stresses in the workplace. Self-compassion is one of the main constructs in this regard, which in turn has attracted much attention as feature of resilience to stress, burnout, and emotional exhaustion in recent years. Objective: The aim of this study was to determine the relationship between self-compassion and occupational stress among nurses working in hospitals affiliated to Tehran University of Medical Sciences in 2017. Method: The present descriptive-correlational cross-sectional study was conducted on 430 nursing staff working in hospitals affiliated to Tehran University of Medical Sciences. The subjects were selected using stratified sampling, with appropriate allocation to the number of nurses employed in each hospital. The data collection tool was long 26- item form of the Self-Compassion Scale (SCS-LF) and a standard occupational stress questionnaire (Gray-Toft and Anderson, 1981). Data analysis was performed using descriptive and inferential statistics in SPSS ver. 16. Findings: The majority of nurses (60.5) had a moderate degree of self-compassion and high occupational stress (69.3). The results of Pearson correlation test showed that there is a statistically inverse significant relationship between occupational stress and self-compassion (P<0.001), as well as all of their dimensions, with the exception of dimensions of common humanity and conflict with physicians (P<0.001). In other words, increased self-compassion level leads to a decrease in nurses' occupational stress and its dimensions. Conclusion: The results of this study revealed a reverse relationship between self-compassion and occupational stress of nurses; therefore, policymakers and nursing authorities can take strides in moderating nurses' level of occupational stress and improving their professional performance by improving their self-compassion skill. © 2018, OMICS Group.

Impact of Job Satisfaction on Job Performance of Nurses at Al-SuwairaGeneral Hospital

Objective(s): To measure the level of job satisfaction and job performance of nurses and to find outthe association between participants' socio-demographic characteristic of nurse and their jobsatisfaction and job performance.Methodology: A descriptive analytic study design was carried out to measure the nurses' level of jobsatisfaction and job performance in Al-Suwaira general hospital and to find out the association betweennurses and their socio-demographic characteristic. The study was started from March 5th, 2017 toSeptember 31th, 2017. The sample was Non - probability (purposive) sample of (100) nurses wereselected according to the study that are actual working in nursing department in Al-Suwaira GeneralHospital. The data were collected by direct interview using specific questionnaire thats composed ofthree parts (27) items which are: Part (1) Socio-demographic characteristics which included sevenitems (age, gender, marital status, level of education, participation in training courses or scientificconferences inside or outside Iraq and engaged in the nursing by your choice). Part (2) which dealswith job satisfaction and includes (10) items and Part (3) which deals with job performance including(10) items. Data were analyzed by using (SPSS) package version 20. Descriptive data throughdetermination of: Frequency, percentage and mean of score. Inferential statistical data analysisapproach: used by enforcement of the Chi –square test used for determining the association betweenSocio-demographic characteristics and job satisfaction, job performance, testing the significant of thecontingency coefficient. For this study the significant P-value ≤ 0.05.Results: ( (77%) were female, (56%) were married, the total grade level of job satisfaction is low, andpresent highly statistical significant association between items which is related to job satisfaction andgender and highly statistical significant association between the items related to the job performanceand age.Recommendations: The study recommends that establish and follow up programs about jobsatisfaction to increase job performance

Can sleep quality and burnout affect the job performance of shift-work nurses? A hospital cross-sectional study.

The aim of this study was to investigate any possible relationship between sleep disorders, burnout and job performance in a shift-work population of nurses. Sleep disorders and burnout can affect the job performance of nurses in terms of efficiency, productivity, task execution speed and supervision, which can be compromised when work shifts are organized on a 24-hour schedule and when the shift itself is irregular. A cross-sectional observational study was conducted from August 2014 - January 2015 on a sample of 315 shift-work nurses across 39 wards in seven central Italian hospitals. The Pittsburgh Sleep Quality Index was used to detect the presence of sleep disorders, the Copenhagen Burnout Inventory was used to detect the presence of any possible type of burnout and the Job Performance Scale was used to measure job performance. Data analysis was mainly based on a multivariate logistic regression to identify variables significantly associated with investigated outcomes. On shift-work nurses' sleep quality and burnout correlated positively. The female gender and personal burnout were significantly associated with impaired sleep quality, while working in the psychiatric setting, working a long cycle shift pattern and experiencing daytime dysfunction were significantly associated with burnout. A significant negative association between patient-related burnout and job performance was observed. Specific characteristics of shift-work nurses can directly affect sleep quality and burnout and indirectly job performance. This evidence offers healthcare administrators opportunities to intervene with measures to promote nurse's health, well-being and safety.

The relationship between organizational commitment and nursing care behavior.

IntroductionNursing care encompasses physical, emotional, mental and social needs, in order to improve a patient’s health and wellbeing. Caring is the central core and the essence of nursing. The important issue of care is access to proper care and increasing patients’ satisfaction. Job performance of nurses is affected by many factors including organizational commitment. This study aimed to determine the relationship between organizational commitment and nurses caring behavior.MethodsIn this cross-sectional study, 322 nurses from selected Hospitals of Shahid Beheshti University of Medical Sciences in Tehran were randomly selected and enrolled in the study in 2015. The self-reported data by nurses were collected through demographic characteristics questionnaire, Meyer & Allen organizational commitment model and Caring Behavior Inventory (CBI). Data were analyzed with SPSS statistical software version 20, using t-test and ANOVA.FindingsThe majority of nurses (63%) were female. The mean score and standard deviation of organizational commitment and caring behavior of nurses were 74.12±9.61 and 203.1±22.46, respectively. The results showed a significantly positive correlation between organizational commitment and caring behavior (p=0.001).ConclusionIn this study the caring behavior of nurses with higher organizational commitment were significantly better than the others. Managers and nurse leaders should pay more attention to improve organizational commitment of nurses, in order to improve nurses’ performance.

The Development of Nursing Job Performance Model in The Implementation of Integrated Management of Childhood Illness (Imci) in Surabaya

Introduction: MTBS is a comprehensive approaches for child illnes and one of the way to reduce an infant and under fi ve years morbidity and mortality rateas well as appropriately to apply in public health center. In fact, MTBS has not been implemented as procedure guidance. The objective of the study was to examie the implementation of MTBS viewed from Van Meter and Van Horn model as basic measurement and the goal of policy, the sources of policy, a communication among organisation and the implementation of MTBS.Method: The study was qualitative design. Data were collected by in depth interview. Six Nurse and midwife were recruited as a sample by purposive sampling. Informant triangulation were head of PHC and head of deputy health services. Analysis was by means of content analysis.Result showed that the written and indicator of basic measurement and goal policy was not available yet. Sources of policy, namely health.Result: For the health workers was sufficient and they have a good competency to carry out MTBS and have workload focus on three types. Fasilities was no room, form was difficult to provide, instruments and medication was sufficient available, but there was no specific funding. Communication was carried out only on the training program by MTBS fascilitator. Characteristic of beaurocracy structure (SOP) consists of preparation, implementation, eporting and recording.There was no specific preparation, it only an introduction dessimination was done. The implementation was not as modul and the form of MTBS was not used anymore. The implementation of MTBS lack support from Public Health center and Health Care District of Surabaya. Healh worker unmotivated to implement MTBS.Conclusio: the implementation of MTBS lack support from health worker, Public Health Center and Health Care District of Surabaya.It is recomended that Health Care District &amp; Public Health Center cooperatively should have commitment to assess the implementation of MTBS in Surabaya.

Leadership Competencies of Frontline Nurse Leaders and its Effect on the Job Satisfaction and Performance of Staff Nurses

A descriptive corelational study was conducted in a selected hospital of Delhi to determine the relationship of the leadership competencies of the frontline nurse leaders with the job satisfaction and performance of staff nurses. The sample consisted of 19 nurse leaders and131 staff nurses with over one year of experience, selected through total enumeration technique. Data collection was done for a period of two weeks. The study showed that there was a significant positive correlation between the leadership competency of frontline nurse leaders and the job satisfaction of the staff nurses working under them. The study suggested that effective leadership training be instituted for prospective nurse managers before appointments are made into management and administrative positions. It also emphasises that the nurse managers at all levels must find innovative ways to retain staff by enhancing work environment and ensuring high job satisfaction

Path analysis of core competencies used to predict nurse job performance

Path analysis of core competencies used to predict nurse job performance

대학병원 간호사의 감정노동, 의사소통능력, 회복탄력성이 간호업무성과에 미치는 영향

본 연구는 대학병원 간호사의 감정노동, 의사소통능력, 회복탄력성과 간호업무성과 간의 관계를 파악하고 간호업무성과에 영향을 미치는 요인을 파악하고자 시도되었다. 자료수집은 경기도 및 대전광역시에 소재한 2개의 대학병원 간호사 250명을 대상으로 2016년 2월 한 달 동안 자가보고 설문지를 통하여 조사하였다. 최종 분석에는 216부의 설문지가 포함되었으며 자료분석은 기술통계, one-way ANOVA, Pearson's correlation, 단계별 다중 회귀분석을 사용되었다. 연구결과, 일반적 특성 중 여가활동 빈도에 따라 대학병원 간호사의 의사소통능력(F=3.679, p=.003), 회복탄력성(F=7.909, p<.003), 간호업무성과(F=2.331, p=.044)에 유의한 차이가 있었다. 또한 간호업무성과와 통계적으로 유의한 상관관계를 나타낸 변수는 나이(r=.242, p<.001), 근속연수(r=.278, p<.001), 감정노동(r=.211, p=.002), 의사소통능력(r=.585, p<.001) 및 회복탄력성(r=.431, p<.001)이었다. 다중 회귀분석결과, 간호업무성과에 영향을 미치는 요인으로는 의사소통능력(<TEX>${\beta}=.581$</TEX>, p<.001)과 근속연수(<TEX>${\beta}=.268$</TEX>, p<.001)로 나타났으며 모형의 설명력은 40.9%(F=75.356, p<.001)로 나타났다. 결론적으로 간호업무성과에 강력한 영향요인은 의사소통능력으로 나타나 간호사들의 간호업무성과를 높이기 위해서는 대학병원 간호사들의 의사소통 능력을 향상시키기 위한 교육 및 직무프로그램 개발이 필요하며 간호사들의 여가활동을 통한 간호업무성과 향상을 위해 조직차원에서의 지원이 필요하다. The purpose of this study was to investigate the relationship amongst emotional labor, communication competence, resilience, and clinical nursing performance of university hospital nurses, and to identify the influencing factors on job performance of clinical nurses who work at two university hospitals. The data was collected using questionnaires from 216 nurses in February 2016. Data was analyzed using one-way ANOVA, Pearson correlation, and stepwise multiple regression using IBM SPSS 22. There were differences in communication competence (F=3.679, p=.003), resilience (F=7.909, p<.003), and nursing performance (F=2.331, p=.044) correlates with the frequency of leisure activity. The significant relationships were found among age (r=.242, p<.001), years of service (r=.278, p<.001), emotional labor (r=.211, p=.002), communication competence (r=.585, p<.001), and resilience (r=.431, p<.001) with nursing performance in university hospital nurses. The result of the stepwise multiple regression indicates that communication competence and years of service predict 40.9% (F=75.356, p<.001) in nursing performance of university hospital nurses. The most powerful predictor was communication competence (<TEX>${\beta}=.581$</TEX>, p<.001), followed by years of service (<TEX>${\beta}=.268$</TEX>, p<.001). In conclusion, to enhance nursing performance for university hospital nurses, it is necessary to develop and utilize educational programs that enhance the communication competence and to develop strategies to support leisure activities for university hospital nurses.

Communication competency as a mediator in the self-leadership to job performance relationship

BackgroundCommunication competency, self-leadership, a personal factor, is another important factor influencing organizational performance. AimThis study identified the effects of self-leadership and communication competence on the job performance of general hospital nurses. MethodsStudy participants were 211 nurses working in hospitals in Gyeonggi and Jeonbuk provinces, South Korea. Data were collected from October to December 2015 using a structured questionnaire and analysed using SPSS Statistics 21. FindingsSelf-leadership and communication competence positively correlated with nursing performance. Communication competency played a partial mediating role in the relationship between nurses’ self-leadership and job performance. DiscussionThere was a significant mediating effect of communication competence on the relationship between nurses’ self-leadership and job performance. ConclusionsManagement-level workers in general hospitals should have the necessary skills and strategies to develop nurses’ communication competence and improve nurses’ recognition of self-leadership to achieve high performance.

Workplace bullying among nurses working in tertiary hospitals in Enugu, southeast Nigeria: Implications for health workers and job performance

Background : Workplace bullying among nurses has been identified as a major contributor to poor attitude towards duties, and reduction in overall productivity. This study examined the occurrence and effects of behaviors that constitute workplace bullying among nurses in tertiary hospitals in Enugu, Southeast Nigeria. Methods : Data were collected from 286 nurses working in 4 tertiary hospitals in Enugu State, Southeast, Nigeria, using a modified 22-item Negative Acts Questionnaire (NAQ) for measuring bullying behaviors in the workplace, and a 26-item General Health Questionnaire (GHQ) for measuring the impact of bullying. Results : The prevalence of workplace bullying among nurses working in tertiary hospitals in Enugu is reported to be high. Data provided by the respondents in relation to prevalence was greatly affected by poor knowledge of what constitutes workplace bullying among nurses. A total of 82.6% of the respondents reported that they have been victims of workplace bullying. Behaviors observed most (on daily basis) over the 6-month period preceding the study include gossiping (22.0%), backbiting (18.7%), excessive workload without supervision (17.3%), failure to respect privacy (13.1%), intimidation (12.6%), humiliating someone in front of others including patients (12.1%) and unfair allocation of job and postings (8.4%). The main perpetrators of workplace bullying were identified by 76% of the respondents as senior nurses overseeing hospital wards/units, 84.1% of the respondents also indicated that nurses in junior cadre were the main targets. Female nurses were identified as the main perpetrators and targets of workplace bullying among nurses by 93.9% and 92.1% of the respondents respectively. The reported impact of workplace bullying among nurses include anger (50.5%), an intention to travel abroad because of the feeling that the prevalence is less there (33.6%), anxiety (21.5%), frustration (16.8%) and strained social relationships amongst colleagues (11.2%). Conclusions : Workplace bullying (mainly from senior nurses to junior ones) is highly prevalent and has significant impact on the health, job performance and retention rate of nurses working in tertiary hospitals in Enugu. Poor knowledge of what constitutes workplace bullying among nurses, relational aggression and female oppression have great implication in the prevalence, nature of bullying behaviors exhibited, characteristics of the perpetrators and the outcome of workplace bullying among the nurses. In order to reduce the prevalence of workplace bullying among nurses working in tertiary hospitals in Enugu, the nurses do not only require education on what constitutes workplace bullying, they also need adequate information about how to communicate respectfully with each other in the workplace. Nurse leaders and hospital administrators should also constitute disciplinary committees, encourage nurses to report the incidence of workplace bullying, punish perpetrators as well as protect those who report the cases from further attacks of bullying through establishment of policies to regulate interpersonal relationships among nurses.