Objective:This study aimed to explain the criteria of managers at different levels of nursing in selecting effective nursing diagnosis.Methods:In conventional content analysis,10 nursing managers at different levels i...Objective:This study aimed to explain the criteria of managers at different levels of nursing in selecting effective nursing diagnosis.Methods:In conventional content analysis,10 nursing managers at different levels including head nurse,supervisor,and nursing manager were interviewed.Data was collected with semi-structured interviews and a narrative approach.Data analysis was performed using the Zhang–Wildemuth method simultaneously with sampling.Results:Four head nurses,four supervisors(educational,clinical),and two nursing managers were interviewed.The results of the a nalysis led to the extraction of two main categories:centrality of the nursing profession,with the sub-categories compatibility with nursing p ractices and compliance with organizational and professional principles of nursing,and covering the patient care aspect,with s ub-categories of having potential to facilitate and adapting to patient care conditions.Conclusions:The analysis of the views of nursing managers shows that health managers should consider various management aspects such as functional and organizational to increase the efficiency of nursing interventions in the selection of nursing diagnostic systems.From the point of view of health managers,nursing diagnoses should cover the considerations of patients,nurses,and work environments.展开更多
Objective:To determine the relationship between clinical performance and professional self-concept in critical care nurses.Methods:This study was conducted on 308 critical care nurses.Data gathering instruments were n...Objective:To determine the relationship between clinical performance and professional self-concept in critical care nurses.Methods:This study was conducted on 308 critical care nurses.Data gathering instruments were nurses’clinical performance questionnaire(NCPQ)and nursing professional self-concept measure(NPSCM).Independent sample t-test,one-way analysis of variance(ANOVA),and Pearson correlation coefficient were used for data analyses.Results:The average age of the nurses was 33.74±7.01 years.The clinical performance score of female nurses was significantly higher than male nurses.In the domain of clinical performance,clinical judgment and clinical inquiry had the highest and lowest scores,respectively.In the nurses’professional self-concept,the highest and lowest scores were awarded to the subscales of self-confidence and staff relations,respectively.In addition,there was a significant positive correlation between self-concept and clinical performance of nurses.Conclusions:Increasing professional self-concept improves the clinical performance of critical care nurses.Professional self-concept enhancement measures are recommended to improve the clinical performance of nurses in critical care units.展开更多
Objective: The effort–reward imbalance(ERI) model claims that work that has the characteristics of high effort and low reward has a mutual defect between input and output and this imbalance may result in sustained an...Objective: The effort–reward imbalance(ERI) model claims that work that has the characteristics of high effort and low reward has a mutual defect between input and output and this imbalance may result in sustained and long-lasting results. This study aimed to investigate the relationship between the intention to leave the profession(ILP) and ERI and job satisfaction among the medical staff in Qom Province.Methods: A descriptive-correlative study was conducted on 202 medical staff in Qom Province based on random sampling in 2018. Demographics checklist, standard ILP, job satisfaction, and Siegrist’s ERI questionnaires were used for data collection. The chisquared test, independent t-test, and one-way Analyses of Variance(ANOVA) were used to analyze data.Results: The mean age of employees was 32.04 ± 7.9 years, and 165(87.1%) of the employees were women. The results showed that the medical staff was willing to leave their profession at a moderate level(40.7 ± 10.3). There was no significant relationship between demographics and ILP. Nevertheless, a significant and inverse relationship was observed between ERI(r:0.318, P < 0.01) and ILP(r: 0.197, P < 0.01). Leave the profession(LP) had a negative correlation with the dimensions of job descriptive index(JDI) such as job, manager, coworker and wage score(P < 0.01, r:-0.147, r:-0.262, r:-0.292, r:-0.271, r:-0.396).Conclusions: According to the results, managers need to make sure that their working staff is rewarded as they deserve. According to the results, managers need to ensure that the reward factor is observed for the staff, while an ERI imbalance may contribute to ILP of the staff. On the other hand, it leads to job satisfaction.展开更多
文摘Objective:This study aimed to explain the criteria of managers at different levels of nursing in selecting effective nursing diagnosis.Methods:In conventional content analysis,10 nursing managers at different levels including head nurse,supervisor,and nursing manager were interviewed.Data was collected with semi-structured interviews and a narrative approach.Data analysis was performed using the Zhang–Wildemuth method simultaneously with sampling.Results:Four head nurses,four supervisors(educational,clinical),and two nursing managers were interviewed.The results of the a nalysis led to the extraction of two main categories:centrality of the nursing profession,with the sub-categories compatibility with nursing p ractices and compliance with organizational and professional principles of nursing,and covering the patient care aspect,with s ub-categories of having potential to facilitate and adapting to patient care conditions.Conclusions:The analysis of the views of nursing managers shows that health managers should consider various management aspects such as functional and organizational to increase the efficiency of nursing interventions in the selection of nursing diagnostic systems.From the point of view of health managers,nursing diagnoses should cover the considerations of patients,nurses,and work environments.
文摘Objective:To determine the relationship between clinical performance and professional self-concept in critical care nurses.Methods:This study was conducted on 308 critical care nurses.Data gathering instruments were nurses’clinical performance questionnaire(NCPQ)and nursing professional self-concept measure(NPSCM).Independent sample t-test,one-way analysis of variance(ANOVA),and Pearson correlation coefficient were used for data analyses.Results:The average age of the nurses was 33.74±7.01 years.The clinical performance score of female nurses was significantly higher than male nurses.In the domain of clinical performance,clinical judgment and clinical inquiry had the highest and lowest scores,respectively.In the nurses’professional self-concept,the highest and lowest scores were awarded to the subscales of self-confidence and staff relations,respectively.In addition,there was a significant positive correlation between self-concept and clinical performance of nurses.Conclusions:Increasing professional self-concept improves the clinical performance of critical care nurses.Professional self-concept enhancement measures are recommended to improve the clinical performance of nurses in critical care units.
基金supported financially by Qom university of medical sciences
文摘Objective: The effort–reward imbalance(ERI) model claims that work that has the characteristics of high effort and low reward has a mutual defect between input and output and this imbalance may result in sustained and long-lasting results. This study aimed to investigate the relationship between the intention to leave the profession(ILP) and ERI and job satisfaction among the medical staff in Qom Province.Methods: A descriptive-correlative study was conducted on 202 medical staff in Qom Province based on random sampling in 2018. Demographics checklist, standard ILP, job satisfaction, and Siegrist’s ERI questionnaires were used for data collection. The chisquared test, independent t-test, and one-way Analyses of Variance(ANOVA) were used to analyze data.Results: The mean age of employees was 32.04 ± 7.9 years, and 165(87.1%) of the employees were women. The results showed that the medical staff was willing to leave their profession at a moderate level(40.7 ± 10.3). There was no significant relationship between demographics and ILP. Nevertheless, a significant and inverse relationship was observed between ERI(r:0.318, P < 0.01) and ILP(r: 0.197, P < 0.01). Leave the profession(LP) had a negative correlation with the dimensions of job descriptive index(JDI) such as job, manager, coworker and wage score(P < 0.01, r:-0.147, r:-0.262, r:-0.292, r:-0.271, r:-0.396).Conclusions: According to the results, managers need to make sure that their working staff is rewarded as they deserve. According to the results, managers need to ensure that the reward factor is observed for the staff, while an ERI imbalance may contribute to ILP of the staff. On the other hand, it leads to job satisfaction.
