Training Of New Nurses Research Articles

Application of job competence guided standardized training for new entry nurses

Objective To evaluate the application of job competence guided standardized training for new nurses. Methods A total of 28 nurses received traditional training (experienced nurses trained new nurses) as control group for new recruited nurses in 2012, and 28 new entry nurses in 2013 underwent job competence guided standardized training as experimental group. We compared passed rates of bedside comprehensive ability and scores in two groups nurses before and after training. Results Before pre-service training, the passed rates of bedside comprehensive ability was 7.14% in two groups, and increased to 92.86% after training. After training, the score of experimental group was (83.48±9.86) comparing with (79.47±8.91) in the control group (t=4.45, P<0.01). Conclusions Pre-service training plays a important role in improving nurses′ bedside comprehensive ability, and job competence guided standardized training is more effective than traditional training for new entry nurses. Key words: Pre-service training; New entry nurses; Job competence; Bedside comprehensive ability

Factors influencing medication errors according to nurses' decisions to do self-report

Background: There are many factors associated with medication errors. These errors are mainly related to nursing care, including error in medication administration and omission. Nurses make up the largest group of health workers. Hence, quality of health care depends to a great extent to nurses. Nurses who work in hospitals with inadequate human resources and have more working hours are more likely to commit errors. This study aimed at determining the incidence of medication errors and factors affecting it according to nurses’ self-report. Methods: This is a descriptive analytical study in which 100 nurses in beast hospital in Sanandaj, Iran were selected randomly from different shifts. The questionnaire consisted of 2 sections. The first section consisted of 17 questions on demographic information including age, sex, type of activity, duration of service, hospital ward and location, error during the years of service, reporting or non-reporting of mistakes and type of mistake. The second part of the tool consisted of 25 items rated to 1-to-5 likert scale, which checked out medical errors in 5 domains. For ethical issues, anonymous questionnaires were distributed with bar codes. Then the data were entered into SPSS version 16 and analyzed. Results: All the participants in this study had a history of medication error in the previous year. In 12% of the cases, association between workload and medication error were too high, 22% was high, 54% was average and 6% was low. Conclusions: The results of this study showed that the most important factors affecting the incidence of errors include workplace stress, working in the intensive care units, tiredness due to work load, and inappropriate nurse physician relationship. Hence, identification of these factors helps nurses to reduce errors and helps reduce other medical consequences and improve in the quality of patient care and patient safety. Regarding the importance of patient safety it is necessary to improve positive relationship between nurse managers and nursing staff. Therefore, an environment of close collaboration, in-service training for new nurses regarding medication errors, and creating a reporting system is necessary.

Appfication of team-ladder training model in the wound care center

Objective To study the effects of team-ladder training model on the training of new nurses in the wound care center. Methods After making training goals and content, the team-ladder training model was used to train new nurses, and the completion was observed. Results By the team-ladder training model, the basic knowledge and practice ability of new nurses were improved significantly. Besides, after the repeated interacted training and practice, the ability of literature retrieval, conclude document, speech skills and expression were improved significantly as well. After two-year training, the mean score of reading report increased from 77 to 88. The case report trained the ability of analyzing the problem, problem-solving and basic research ability. All the nurses had published articles at core journals within the two-year training. The group of new nurses took the first place in the nursing article report session. Conclusions The team-ladder training model can enhance the overall strength of nursing management, improve the team＇ s cohesion and promote the whole development of the department. Key words: Nursing care; Nurse training; Team-ladder training; Wound care

Factors affecting intensive care units nursing workload.

Background:The nursing workload has a close and strong association with the quality of services provided for the patients. Therefore, paying careful attention to the factors affecting nursing workload, especially those working in the intensive care units (ICUs), is very important.Objectives:This study aimed to determine the factors affecting nursing workload in the ICUs of the hospitals affiliated to Tehran University of Medical Sciences.Materials and Methods:This was a cross-sectional and analytical-descriptive study that has done in Iran. All nurses (n = 400) who was working in the ICUs of the hospitals affiliated to Tehran University of Medical Sciences in 2014 were selected and studied using census method. The required data were collected using a researcher–made questionnaire which its validity and reliability were confirmed through getting the opinions of experts and using composite reliability and internal consistency (α = 0.89). The collected data were analyzed through exploratory factor analysis (EFA), confirmatory factor analysis (CFA) and using SPSS 18.0 and AMOS 18.0.Results:Twenty-five factors were divided into three major categories through EFA, including structure, process, and activity. The following factors among the structure, process and activity components had the greatest importance: lack of clear responsibilities and authorities and performing unnecessary tasks (by a coefficient of 0.709), mismatch between the capacity of wards and the number of patients (by a coefficient of 0.639), and helping the students and newly employed staff (by a coefficient of 0.589).Conclusions:The nursing workload is influenced by many factors. The clear responsibilities and authorities of nurses, patients' admission according to the capacity of wards, use of the new technologies and equipment, and providing basic training for new nurses can decrease the workload of nurses.

Application of model based on clinical training base in transfusion room in training of rotary new nurses

Objective To investigate the application of mode based on clinical training base of infusion room in training of rotary new nurses, so as to find more effective, standardized, and practical training methods for the future. Methods Established a training assessment team, developed theory, hands-on training andsimulation scenario training program, conducted training in stages, implemented the assessment of related theory, operational skills and overall quality, and satisfaction on rotary new nurse was evaluated by nurses and patients monthly. Results All of the new nurses in the infusion room can timely completed the training program, and the difference was statistically significant in the assessment of theory [ （91.4 ± 6.3） vs （85.5 ± 5.7） ], operation[ （93.1 ± 5.4） vs （87.6 ± 6.7） ], first aid [ （90.7 ± 5.6） vs （ 84.7 ± 5.2） ], and the overall quality of evaluation [ （94.8 ± 4.2） vs （90.1 ± 3.9） ] between those new nurses and rotary new nurse in 2011 （ t = 5.00, 4. 60, 4. 14, 5.91 ; P 〈 0. 01 ）. After the training, nurses and patients＇ satisfaction rate respectively was 98.1% and 99. 1%, while that in 2011 respectively was 85.5% and 86.9%, and the differences were statistically significant （ t = 4. 379,8. 791 ; P 〈 0. 05 ）. Conclusions Rotary new nurses can comprehensively improve their overall quality through the clinical training base mode of infusion room, and that can establish a good nursing personnel reserve for the clinical specialist nursing posts. Key words: Transfusion room; Rotary new nurse; Clinical training base model

Beyond nursing nihilism, a Nietzschean transvaluation of neoliberal values

Like most goods-producing sectors in the West, modern health-care systems have been profoundly changed by globalization and the neoliberal policies that attend it. Since the 1970s, the role of the welfare state has been considerably reduced; funding and management of health systems have been subjected to wave upon wave of reorganization and assimilated to the private sector. At the same time, neoliberal policy has imposed the notion of patient empowerment, thus turning patients into consumers of health. The literature on nursing has accordingly reported on the significant repercussions on all aspects of the profession, from delivery of care and treatment, through training for new nurses, to legislated policy reforms regarding the role and responsibilities of modern nurses. In light of these developments, this paper analyses and theorizes about the way the injection of neoliberal policy is linked to and affects the practice of nursing. Drawing on a number of Nietzschean arguments, we begin with an exploration of the complex effects of neoliberalism, bureaucratization, and technocratization on the health system and the practice of nursing. Our main theoretical point here is that neoliberal policy engenders and promotes a neoliberal tide, which results in the conversion of the values that drive modern nursing practice. We then examine this tide in the light of Nietzsche's concepts. Starting with an analysis based on the ontology of the will to power, we show that nurses are dominated by neoliberal values embedded in technocratic and bureaucratic ideologies. Finally, we argue that the application of neoliberal policy constitutes a form of domestication from which one might potentially be freed through the Nietzschean concept of transvaluation of values. This transvaluation, as its freeing from some of the neoliberal tide, may be accomplished in accordance with a hierarchy of specific life-affirming values for nursing culture and practice.

Effects of Reflection That Nurses Who Concerned with Training of New Nurses Recognize

Effects of Reflection That Nurses Who Concerned with Training of New Nurses Recognize

Practice of comprehensive expanded training in pre-job training for new nurses

Training plan was made and semi-closed and closed comprehensive training were conducted for two weeks adopting forms of cen-tralized teaching, discussion exchange, military train-ing, expand training and role play training to do theory training, emotion education, military training and expanded training. Cap awarding ceremony and pre-service training performance were held. Role playing and skill training were also conducted. New nurses＆#39; learning interest and efficiency were im-proved . Comprehensive training improved the new nurse＆#39;s competency and helped the new nurses quickly adapt to the new clinical environment. Key words: Nurse; Pre-job training; Expanded training; Nursing education

Effect of continuous training for new nurses in traditional Chinese medicine hospital

Objective To discuss the effect of continuous training based on position requirement on new nurses in traditional Chinese medicine hospital.Methods Totals of 228 new nurses received continuous training mode based on position requirement,examination score and performance quality in nursing department were compared between new training mode and traditional training mode.Results The examination scores of basic medicine knowledge and related regulations,specialized knowledge and nursing skills,annual working limitation in nursing department,patients' satisfaction rate were respectively (83.3 ± 4.3),(92.7 ± 3.3),2.8％,98.5％ among new nurses in 2012,and (74.5 ± 3.5),(85.6 ± 3.2),5.9％,94.3％ among new nurses in 2011,and the differences were statistically significant (t =3.25,2.16,x2 =4.73,19.85,respectively;P ＜ 0.05).Conclusions Continuous training based on position requirement has specific target and obvious effect,which is worth promoting. Key words: Hospital(TCM); Nurse; Position requirement; Continuous training

Application of experiential learning in training of new nurses in intensive care unit

Objective In order to evaluate the effects of experiential learning in the training of new nurses in intensive care unit.Methods Seventy-nine new nurses enrolled from 2010 to 2012 were divided into the experimental group(41 nurses) and the control group(38 nurses).Each team experienced prework training for two months.The experimental group used experiential learning.The control group selected common practice.After training nurses were investigated by a self-designed questionnaire about their appraisal to experiential training and had a exam.Results The scores of the experimental group was higher than that of the control group.There were significant differences in social comfort and physical comfort between two groups.The experimental group had a higher approbation for experiential training.Conclusions Experiential learning contribute to make nurses master knowledge and technique,make them apply comfort nursing to patients.It is also favorable to increase specialized skills and quality of nurses and results in higher nursing quality for ICU patients. Key words: Experiential teaching; Training of nurses; Intensive care unit

Enfermera Nefrológica: De la formación básica a la formación especialista

Introducción: La Enfermería Nefrológica desempeña sus funciones en un área definida de la asistencia que determina la necesidad de una capacitación específica que asegure la calidad de los cuidados que realiza. Ante la ausencia de formación postgraduada reglada, la mayoría de las enfermeras aprenden realizando cursos de formación continuada y, fundamentalmente, en el puesto de trabajo. Objetivos: Conocer si en las unidades de Nefrología de Castilla y León se realiza una formación específica de las enfermeras de nueva incorporación y si en estas unidades han desarrollado algún programa específico de formación de enfer-meras. Material y método: Se realiza un estudio descriptivo cuantitativo transversal realizado entre los meses de octubre de 2011 y marzo de 2012. La recogida de datos se realizó vía telefónica, mediante entrevista abierta. Para el registro y análisis estadís-tico se utilizó el programa Microsoft Office Excel de Windows XP. Los resultados se expresan en valores totales, porcentajes y media aritmética. Resultados: En Castilla y León realizan formación de enfermería el 61% de las unidades de nefrología, siguiendo un programa específico un 64% de ellas, destacando que entre estas unidades hay un hospital y el resto son centros concertados. Discusión: En ausencia de una especialidad reglada y con miras a ofrecer a la sociedad profesionales enfermeros cualificados para el ámbito laboral, las enfermeras nefrológicas han buscado la manera de mejorar la formación de los profesionales desarrollando, en algunos casos, programas específicos en las propias unidades

Application of planned reform in special training of new nurses In wards of cardiovascular disease of elderly patients

Objective To summary the application of planned reform in the special training of new nurses in wards of elderly patients. Methods Scientific determination of training aim and the selection of training persons were obtained by the analysis of the reasons for reforming special training. The special training was performed according to the principal of management during the three stages of reform. Results Nine nurses got the nurse qualification. Among them, two nurses were commended by the nursing department. One nurse was technical expert. One additional nurse qualified to be the Non-active Service Civilian Faculty. Conclusions The planned reform of special training make the special training more scientific, special and systematic. Both teachers and students improve their knowledge from the training courses. This also create the study atmosphere of the whole department. Key words: Planned reform; New nurses; Special training

직장 외 교육훈련을 통한 신입 간호사의 팀 정신 경험

Purpose: The purpose of this study was to identify the experiences of Team-Spirit training in new nurses. Method: Data was collected through open-ended and self-reported questionnaires which were received from 47 new nurses who had finished team-spirit training for 2 days. The content analysis method was used to derive the core-category, categories and concepts of Team-Spirit training for new nurses. Result: The care category identified in new nurses trained in Team-Spirit was upgrade myself and our team. The following 4 categories also emerged; companion, interdependency, importance of community, and future growth of myself and our community. The derived 12 subcategories were intimacy, importance of companions, binding, partaking in difficulties, empowerment, observing rules, cooperation, consensus, self-pledge as a subordinator, motivating vision formation, developing professionalism, contribution and devotion. The 34 concepts were derived from the new nurses' statements. Conclusion: These results imply that Team-Spirit Training for nurses could contribute to companionship, interdependency, importance of community, and future growth of oneself and the hospital team.

Effect of nursing ethical decision-making ability pre-service training for new nurses

目的 为增强新护士护理伦理决策意识,提高新护士护理伦理决策能力.方法 调查2006年7月毕业分配来我院的88名护士对护理伦理知识、护理伦理决策方法掌握情况及护理伦理决策能力,根据调查结果针对薄弱点采用传统讲授法与以问题为中心教学法相结合(简称PBL法)进行培训.结果 新护士护理伦理决策意识及决策能力增强,护理伦理决策能力及护理服务质量明显提高,与2004-2005年未接受岗前护理伦理决策能力培训的新护士比较,P＜0.05.结论 要使新护士能在工作中有护理伦理决策意识,并做出正确的伦理决策,就应该在岗前培训中进行系统的护理伦理决策能力培训。

Practice and efficiency of one-to - one three year consecutive training for new nurses in CCU

Objective To explore the clinical training method for new nurses in CCU. Methods New nurses had been cultivated by one-to-one three year consecutive training method for 10 years in CCU, which included selecting tutors, setting up training aim and carrying out training project. Results A general head nurse, 5 head nurses, 3 postgraduate nurses and 8 core nurses were cultivated. Conclusions One-to-one three year consecutive training method can make nursing education more continuously and systematically and let nursing tutors exert example function. Key words: Cardiac care unit; New nurse; Training