Thesis (M.S.)--University of Michigan, 1994.

Thesis (M.S.)--University of Michigan, 1992.

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BACKGROUND : Many professional nurses have left the employment to work in developed countries. Quality patient care is declining because the few PNs that are rendering care have limited expertise. Literature review showed that nurse managers have a role to play in retention of staff. PURPOSE : The study aims to analyze the leadership styles and organizational factors toward the retention of professional nurses working in public health facilities. POPULATION : Professional nurses in four public hospitals, four union managers, twelve professional nurses working abroad and representative from SANe. A total of 188 participated in the study which formed part of the 70% of the sample. DESIGN : A Case study design which included both quantitative and qualitative approaches. Observations in the wards and document analysis were done guided by a case protocol. INSTRUMENTS : Revised Nursing Work Index and Revised Conditions of work effectiveness was administered among the professional nurse and chief professional nurses. Chief nursing service managers and union managers were interviewed using interview guides. Focus groups among professional nurses who had overseas experiences were conducted. Reliability was maintained by having a Cronbachs alpha of above 0.70 in all variables except leadership. RESULTS : Cases presented differently in all aspects, except Case C who was consistent in all the variables. The professional nurses in Case C viewed their CNSM as being visible and accessible. Case A and B were similar in terms of the organizational factors. All CNSM verbalized that they were willing to send PNs for educational programmes but the DOH policy was allowing nurses to work anywhere in the province. PNs had little access to resources on time to do tasks and paperwork as compared to access to support and opportunity.CONCLUSION : PNs are willing to stay in their organizations provided they will be given educational and promotional opportunities. There was a relationship between organizational factors and retention. Leadership factors showed a weak negative relationship with other variables. / Thesis (Ph.D.)-University of KwaZulu-Natal, Durban, 2009.

The purpose of this study was to identify and describe factors perceived to be important to nursing practice by registered nurses. The sample, 170 medical-surgical nurses, was 37% of the total in the primary study (N = 455). An exploratory/descriptive design was used to content analyze the qualitative data obtained from one open-ended question asked in the Differentiated Group Professional Practice in Nursing project. Results showed two concepts in the conceptual framework, Group Cohesion and Job Satisfaction, with regard to Pay and Physician/Nurse Relationships, were supported. Other categories generated included the importance of Administrative Support, both Nursing and Non-Nursing, Education, Adequate Staffing, Flexibility in Hours, and Role Recognition. Another set of responses were categorized as Conflicts - Dissatisfiers. Categories generated included Entry into Practice, Non-Nursing Functions and Changing Attitudes.

The main objective of this study was to determine the relationships between sets of key variables, as portrayed in the theoretical model. This model suggested inter alia, that selected personality variables are the mediators of the relationship between job satisfaction and organisational culture. The final empirical predictive model revealed that the selected personality variables were not the mediators of the relationship between job satisfaction and organisational culture. The methodology of the study has been designed to answer the research questions. The research design is a quantitative design and the application of measuring instruments generated primary data. Five different questionnaires have been applied, namely the Minnesota Satisfaction Questionnaire, Five Factor Personality Inventory, Sense of Coherence Questionnaire, Self-Efficacy Scale and the Organisational Culture Scale. An ex post facto approach to data analysis has been used for retrospectively exploring the inter-relationships between the data sets. A two-stage process of data analysis has been followed. The objective of the first phase is to establish scale reliabilities before proceeding to the second phase. The objective of the second phase is to establish the nature of the relationships between key variables in applying multi-variate statistical techniques (e.g. multi factor analysis of variance (ANOVA) and General Linear Modeling (GLM) and to develop an empirical theoretical model for predicting organisational culture. In phase one, the statistical procedures applied include descriptive statistics, tests for sampling adequacy and tests for sphericity, in order to establish if the inter-correlation matrices were suitable for further factor analysis. The factor analyses are followed by iterative item analyses. From the descriptive scale one can infer that conscientiousness, agreeableness, goal-directedness, imposed personal demands, internal climate and intrinsic satisfaction are the best answered items. Three dimensions of the Minnesota Satisfaction Questionnaire, two dimensions of the Organisational Culture Scale, five dimensions of the Five Factor Personality Inventory and one scale each of the Sense of Coherence Questionnaire and Self-Efficacy Scale have been identified. These scales all presented high and acceptable Cronbach Alphas and the total score distributions indicate that parametric (normal distribution) inferential statistical procedures can be applied. In the second phase, inferential statistical procedures have been conducted to test the hypotheses. In applying bi-variate analyses (i.e. analyses of variance) the relationship between biographical variables, job satisfaction and organisational culture has been established. The main findings of this part of the research can be summarised as follows: • Significant differences in the mean scores between the race groups – Blacks compared to the Coloured/Asians and Whites - and imposed personal demands were found. • Significant differences in the mean scores between the education groups – Basic diploma and specialised diploma and Basic diploma with additional qualifications – and intrinsic satisfaction were found. • Significant differences in the mean scores between the home language groups and job satisfaction dimensions – personal demands and extrinsic satisfaction -- were found. A similar statistical procedure has been applied by using the GLM, in which all the biographical variables and personality variables were included in the equation to predict job satisfaction. The findings are: • Selected personality variables (Five Factor Model) predicted job satisfaction and, in certain cases, the personality variables were moderated by a biographical variable, namely hospital type. In applying the GLM to determine job satisfaction as predictor of organisational culture, the following results have been obtained: • Imposed Personal Demands did predict organisational culture – with regard to goal-directedness, however, a negative regression line was shown. • Extrinsic Satisfaction predicted organisational culture – goal-directedness and internal climate depended on diploma and specialised diploma. In applying the GLM to determine the selected personality variables as the mediators of the relationship between job satisfaction and organisational culture, no empirical significant results have been achieved. With regard to the relationship between biographical variables, selected personality variables and organisational culture, it has been found that personality variables did predict organisational culture (goal-directedness and internal climate). The biographical variables acted as moderators of the personality variables. The hypothesised difference between the five-work units’ organisational cultures revealed no statistical significant differences in the mean scores. In applying the GLM, it was found that the CTICU was a moderator of conscientiousness in the prediction of the internal climate. It was found that the biographical variables, hospital type, educational level and unit of work, were the moderators of selected personality variables in the prediction of job satisfaction and organisational culture. It was found that the job satisfaction dimensions explained more variance in the prediction of organisational culture, opposed to the selected personality variables that primarily predicted job satisfaction and secondarily perceived organisational culture. However, a moderating effect was present in this prediction. The findings have some theoretical value as the nursing professionals were included for the first time in a study of this nature. A more sophisticated multi-variate General Linear Model (GLM) was applied for the prediction of job satisfaction and organisational culture. Different predictors explained the variance in job satisfaction and organisational culture, which resulted in a parsimonious predictive empirical model. The model also illustrates possible significant moderating effects between the different predictor variables. The model serves as a good point of departure for understanding and explaining organisational culture. A final review of the research indicated clearly that all the literature and empirical objectives, as set out in the beginning of the study, have been met at the end of this research. A final integrated multivariate empirical model for subjective organisational culture was the result. / Prof. G. Roodt

This study explores the development and rigorous testing of a new self-concept instrument designed specifically for nurses for use in a longitudinal, multicohort study on self-concept, job satisfaction and retention in nursing.The outcomes of this study are that nurses' self-concept can now be measured by a new theoretically and empirically substantiated multidimensional instrument. This will provide potential new directions for nursing research on which to build specific self-concept enhancement and retention strategies. The transitional period of student to graduate nurse can be the subject of ongoing assessment by utilising the new self-concept instrument in conjunction with a valid measure of nurses' job satisfaction. The findings of this study have raised an awareness of the importance of self-concept in the retention challenge for all nurses and in particular the newly registered graduate nurse / Doctor of Philosophy (PhD)

Thesis (M.S.)--University of Michigan, 1993.

Thesis (M.S.)--University of Michigan, 1992.

Thesis (M.S.)--University of Michigan, 1994.