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The Moderating Effects of Judicial Thinking Style and Internal Locus of Control on the Relationship between Emotional Dissonance and Job SatisfactionMorgan, Brett T. January 2013 (has links)
No description available.
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Factors influencing absebteeism [sic] amongst professional nurses in London / Factors influencing absenteeism amongst professional nurses in londonMadibana, Lesetja Francina 11 1900 (has links)
This quantitative explorative, descriptive study described factors that influenced absenteeism among nurses in a selected NHS hospital in London. The survey used self-completion questionnaires. Roy’s Adaptation Model was used to contextualise the results obtained from fifty completed questionnaires. Four modes used to categorise the data analysis were physiological needs, self-concept, and role function and interdependence relations. Minor ailments, upper respiratory tract infections and exhaustion as a result of working long hours were found to be the most important causes of absenteeism. Parental responsibilities and taking care of sick children/family members, further influenced rates of absenteeism, while a high workload was considered by respondents as a major contributing factor to their absence from work. Nurses who are often absent due to physical, social or psychological problems should receive counselling and be referred to appropriate resource persons such as occupational nurses, social workers or psychologists. Child care facilities should be provided within the workplace. The units should have adequate staff to cover each shift and workloads should be manageable. Units need ongoing monitoring of absenteeism so that factors contributing to absenteeism rates in specific units could be identified and addressed. / Health Studies / M.A. (Health Studies)
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The impact of overcrowding on registered nurses in the paediatric emergency department at a tertiary hospitalMeissenheimer, Corina 02 1900 (has links)
The purpose of this qualitative study was to explore and describe the extent to
which registered nurses’ practice was affected by emergency department
overcrowding. Participants were recruited from a tertiary hospital by using the
purpose sampling method. Data collection was done using a semi-structured
interview guide. Individual interviews were conducted with eight registered nurses
working in the paediatric emergency department. Data analysis was conducted
using thematic content analysis and Yin’s (2003:178) five-phase cycle. The study
findings revealed that the lack of professional nurse leadership and the difficult
existing relationship with the physicians were obstacles that had to be obviated if
the paediatric ED were to function optimally and best practice were to be
achieved. It was revealed that a problematic issue in the setting was that the
most critical decisions on allocating where patients should be treated were made
by physicians who have more authority than nurses. It was recommended that
the ED need to be clearly defined in the policies as an outpatient, emergency
care or as an episodic patient care area as “Admission” can mean admission to
the ED or admission as an inpatient/boarded patient. / Health Studies / M.A. (Health Studies)
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What keeps nurses in nursing: a Heideggerian hermeneutic phenomenological studyUnknown Date (has links)
The purpose of this study was to explore what keeps nurses in nursing by examining the impact of the relational experiences between the nurse and her or his patient in the context of the nursing situation. Heideggerian hermeneutic phenomenology grounded the study and was the method used to interpret the registered nurse participants' meaning of their everydayness. The nurses' first hand perspectives elicited implications for nursing practice. This qualitative research study examined what keeps nurses in nursing. The eight registered nurse participants provided rich descriptive data from which four relational themes emerged: Practicing from Inner Core Beliefs, Understanding the Other from Within, Making a Difference, and Nursing as an Evolving Process. The hermeneutical interpretative process guided the researcher to synthesize the themes into a constitutive pattern of meaning which the researcher named Intentional Compassion Energy. In intentional caring consciousness, the nurse intentionally knows the nursed as whole. Compassion energy is the intersubjective gift of compassion that gives nurses the opportunity to be with the nursed. Compassion energy is composed of compassionate presence, patterned nurturance and intentionally knowing the nursed and self as whole. Thus, intentional compassion energy is defined as the regeneration of nurses' capacity to foster interconnectedness when the nurse activates the intent to nurse. Intentional compassion energy was discovered in the meaning of the nurse participants being in their everydayness of practice. The participants described the intention to care compassionately as the grounding of their practice, striving to understand the other, to make a difference while living their nursing as an evolving process. Hermeneutic phenomenology provided the opening to discover what keeps nurses in nursing. / by Dorothy J. Dunn. / Thesis (Ph.D.)--Florida Atlantic University, 2009. / Includes bibliography. / Electronic reproduction. Boca Raton, Fla., 2009. Mode of access: World Wide Web.
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Differences in Nurses’ Perceptions of Safety Culture, Nurse-Physician Collaboration, and Level of Job Satisfaction Related to the Type of Obstetrical Physician Service Delivery Model UtilizedUnknown Date (has links)
Creating a safety culture is the focus in the current healthcare environment. An inhouse,
around-the-clock laborist service delivery model has been associated with positive
outcomes, but little is known about the laborist structure’s contribution to the labor-anddelivery
working environment. The purpose of this descriptive correlational study was to
explore the effects of physician service delivery model on safety culture, nurse-physician
collaboration, and nurses’ job satisfaction. An additional purpose was to examine
associations between nurses’ perceptions of safety culture, nurse-physician collaboration,
and job satisfaction. Ray’s (1981, 1989) Theory of Bureaucratic Caring and Homan’s
(1974) Social Exchange Theory guided this study. A survey consisting of demographic
questions, the Collaborative Practice Scale (Weiss & Davis, 1985), the Hospital Survey
on Patient Safety Culture (Agency for Healthcare Research and Quality, 2015;
HSOPSC), and the McCloskey and Mueller Satisfaction Scale (McCloskey & Mueller,
1990) was distributed to registered nurses (RNs) nationwide. The results indicated that nurses in facilities using the around-the-clock model had higher perceptions of nursephysician
collaboration, but not of safety culture or job satisfaction in relation to the
physician service-delivery model. Significant moderate-to-strong correlations between
nurses’ perceptions of patient safety and job satisfaction, and a weak correlation between
bedside nurses’ perceptions of nurse-physician collaboration and job satisfaction were
demonstrated. Additional significant correlations were found between the instrument
subscales. Control/responsibility in the MMSS scale was positively associated with both
management support for patient safety, supervisors’ and managers’ expectations and
actions promoting patient safety, and overall perceptions of safety in the HSOPSC scale.
Praise and recognition in the MMSS scale were positively associated with
supervisor/manager expectations and actions promoting patient safety in the HSOPSC
scale.
Further appraisal is needed to understand the mechanism by which the laborist
model affects patient care and work environment. Recommendations for future research
include replicating the study with a larger sample sizes in specific groups based on the
role and scheduled shift, conducting the study in a single system or location to mitigate
the effects of other variables; and exploring physicians’ perspectives on the variables
being studied. / Includes bibliography. / Dissertation (Ph.D.)--Florida Atlantic University, 2017. / FAU Electronic Theses and Dissertations Collection
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Assessment of skills retention strategies in a health sub-district within a Metropolitan Municipality in the Western CapeSayers, Stanley Andrew January 2018 (has links)
Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2018. / Organisations spend large sums of money on staff after they have been recruited in order to make them proficient in their jobs. It is therefore important to ensure that staff remain with the organisation for as long as possible, allowing the organisation to reap the benefit from its investment in the form of good performance by staff. Work performance can however, be affected negatively when labour turnover is high.
This research project reflects on staff turnover amongst professional nurses, posing the question, “What can be done to alleviate high staff turnover?” A quantitative approach to research was followed within a Western Cape Metropolitan Municipality. The significance of the research is reflected in the recommendations made to the management of the municipality to address staff turnover in the specified category of employees.
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Job satisfaction and stress of nurses and their association with turnover intention rate in an acute Hong Kong public hospital, Pamela Youde Nethersole Eastern HospitalLam, Leung-chun, 林良春 January 2013 (has links)
Aim. To identify the factors of job satisfaction and stress of nurses and their association with turnover intention rate in an acute hospital in Hong Kong.
Background. Heavy workload, shortage of manpower and high turnover rate of nurse are the major problems in Hong Kong particularly in public hospitals even after measures have been taken to tackle them in recent years. Many studies in western countries showed that workload, turnover rate, stress, satisfaction level and turnover intention of nurse were associated. However there are few studies in Asian countries. This information is needed to provide policymakers evidence to formulate particular policy to deal with these problems.
Design. This is a cross sectional study. Survey data were collected from nurses in the medical ward, operation theatre and intensive care unit of Pamela Youde Nethersole Eastern Hospital in Hong Kong.
Methods. A snowball convenience sampling method was used to collect samples from the selected departments. My colleagues in the select departments referred participants to me. Packet of questionnaire was distributed to the participants and the questionnaire was self - administered .The survey questionnaires, including the Expanded Nursing Stress Scale (ENSS), Job Satisfaction Scale (JSS) and Anticipated Turnover Scale (ATS), were used to collect data from the sampled subjects.
Results. Mean scores of ENSS, JSS and ATS of the respondents were 140.77 out of 228, 114.12 out of 216 and 49.48 out of 84 respectively. These indicated that respondents had high stress and high intention to leave level but mild satisfaction level. It also revealed that there was inverse relationship between stress and satisfaction level (r = -0.23, 95% CI: -0.46 to -0.02) and between satisfaction level and intention to leave level (-0.41, 95% CI: -0.62 to -0.19).
Conclusion. There is some evidence of high stress level and intention to leave in nurses working in public hospital while their satisfaction level is in a moderate level. Stress level, satisfaction level and intention to leave level in nurses are associated. The management should adopt an evidence – based approach in improving the work environment for nurses. Even though the generalization of this study is weak, it is useful for the hospital to deal with the human resource problems of nurses. / published_or_final_version / Public Health / Master / Master of Public Health
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The impact of employing a clinical nurse educator on a nursing uniPrusky, Sharon, University of Lethbridge. Faculty of Education January 1994 (has links)
The issues of job satisfaction for nurses and nurses' continuing clinical competence have become major concerns for the nursing profession as evidenced by a growing volume of research into these areas. Both job satisfaction and clinical competence of nurses can affect quality of care (of which patient satisfaction is one facet). This study focussed on the concepts of job satisfaction and clinical competence of nurses, and patient satisfaction-their interelationships, and how they were affected by the implementation of a Staff Development Nurse on one nursing unit in an active treatment hospital. A hospital-based Job Enhancement Project provided a unique opportunity to combine a dynamic real-life situation with an additional case study approach to examining the issues though interviews and documentation of the relationships among the nursing staff over an 18-month period of time. Both quantative and qualitative methods were used to gather pertinent information in addressing the research questions. Focus unit nursing staff questionnaires returned initially (13 of 27) and at the one-year mark (six of 27) of the Project, and interviews with six key participant nursing staff were used to survey nurses' perceptions of their own job satisfaction and clinical competence as well as their perceptions of their peers' job satisfaction and clinical competence. The patients admitted to the focus unit during the Project time frame were also invited to complete patient satisfaction surveys. The Staff Development Nurse and the Nursing Unit Manager were interviewed to give their perspectives. The Staff Development Nurse kept a journal of her work for the 18 month period, and so did the researcher. Frequencies, percentages, and content analysis of qualitative data provided the statistical and descriptive information for inerpretation. One finding in this study was that the Staff Development Nurse did have a positive influence on the clinical competence of some of the nursing staff on the focus unit, which may have in turn had a positive influence on nurses' perceptions of job satisfaction. The Staff Development Nurse was an immense support for the Nursing Unit Manager. However, the major finding in this study was that there were many other factors which influenced nurses' perceptions of job satisfaction, many of them which were beyond the control of the SDN. The SDN actually became a mitigating factor or a buffering agent in helping the nursing staff cope with these other factors. This study contributes to the growing body of research
on nurses'quality of working life and some of the influecing factors. It may also provide insights into the realtionships between nurses and patients, and the role definition of a nurse educator on one nursing unit. / xiii, 246 leaves : ill. ; 29 cm.
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The elaboration and empirical evaluation of a partial talent management competency model in the nursing professionSmuts, Nicolette 12 1900 (has links)
Thesis (MComm)--Stellenbosch University, 2011. / ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to nurse
practitioners’ intention to quit, and consequently what organisations can do to retain these
practitioners. There is increased pressure on the healthcare sector, more specifically
nursing, due to a severe shortage in this discipline. These shortages are not an isolated
phenomenon, but influence the private as well as public sector worldwide, as well as in
South Africa.
A multitude of factors contribute to the fact that nursing is a scarce skill worldwide. Some
factors are controllable, others not. By isolating the controllable factors, organisations and
managers can be equipped to put action plans in place to decrease the impact of this
crisis. Processes and action plans to enlarge the nursing pool, and also to retain the
current workforce, can contribute to overcoming this challenge.
There is proof that the implementation of a structured talent management programme can
contribute to overcoming this challenge. Line managers and their competence regarding
the management of personnel play a key role in such a talent management programme.
This study has as its objective to re-evaluate an existing talent management competency
model for line managers, and to propose additional variables that can influence
organisational outcomes like job satisfaction, organisational commitment and turnover
intention. By understanding which line manager competencies influence organisational
outcomes, and the manner in which they influence these outcomes, line managers as well
as organisations can be equipped to formulate processes and programmes that can
contribute to the retention of a scarce skill, and importantly, also minimise the impact of a
worldwide crisis.
The results of the study indicated that the operationalisation of the talent management
competencies failed. The originally proposed model consequently had to be reduced by
deleting all talent management latent variables from the model. Poor model fit was
obtained for the reduced model. Modifications were, however, made to the reduced model
based on modification index suggestions derived from the data. The modified model
showed good fit and support was obtained for all the paths in the modified model. Crossvalidation
of the modified model was recommended. / AFRIKAANSE OPSOMMING: Hierdie studie spruit uit ‘n dringende behoefte om te verstaan watter faktore daartoe bydra
dat verpleegkundiges die voorneme ontwikkel om ‘n organisasie te verlaat, en gevolglik
wat organisasies kan doen om verpleegkundiges wel te behou. Toenemende druk word in
die gesondheidsorgsektor ervaar, meer spesifiek op verpleging, weens ernstige tekorte in
hierdie dissipline. Hierdie tekorte is nie ‘n geïsoleerde verskynsel nie, maar raak die
privaatsektor sowel as die publieke sektor wêreldwyd, sowel as Suid-Afrika. ‘n Veelvoud van faktore dra daartoe by dat verpleegkunde ‘n skaars vaardigheid
wêreldwyd is. Sekere faktore is beheerbaar, ander nie. Deur die beheerbare faktore te
isoleer, kan organisasies en bestuurders aksieplanne in plek stel om die impak van hierdie
krisis te verminder. Prosesse en aksieplanne om byvoorbeeld die verplegingpoel te
vergroot, en ook om die huidige werksmag te behou, kan bydra tot die oorbrugging van
hierdie uitdaging. Daar is bewyse dat die implementering van ‘n gestruktureerde talentbestuurprogram kan
bydra om hierdie uitdaging te oorkom. ‘n Sleutelrol in so ‘n talentbestuurprogram, is die
lynbestuurder en sy/haar bevoegdheid ten opsigte van die bestuur van personeel. Hierdie
studie het ten doel om ‘n bestaande talentbestuurmodel vir lynbestuurders te her-evalueer
en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos
werkstevredenheid, organisasie-verbondenheid en voorneme om te bedank beïnvloed.
Deur te verstaan watter lynbestuurbevoegdhede organisasie-uitkomste beïnvloed en die
wyse waarop hierdie bevoegdhede op hierdie uitkomste inwerk, kan lynbestuurders, sowel
as organisasies, toegerus word om prosesse en programme te formuleer. Hierdie
programme kan ‘n bydra lewer tot die behoud van ‘n skaars vaardigheid, en sodoende die
impak van ‘n wêreldwye krisis minimaliseer. Die resultate van die studie het aangetoon dat die operasionalisering van die
talentbestuurbevoegdhede onsuksesvol was. Die oorspronklik voorgestelde model moes
gevolglik gereduseer word deur die talentbestuur-latente veranderlikes uit die model te
verwyder. Swak modelpassing is vir die gereduseerde model bevind. Wysigings is egter
aan die gereduseerde model aangebring gebaseer op modifikasie-indeksvoorstelle afgelei
uit die data. Die gewysigde model het goeie passing getoon en steun is vir al die bane in die gewysigde model gevind. Kruisvalidasie van die gewysigde gereduseerde model is
aanbeveel.
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Factors influencing absebteeism [sic] amongst professional nurses in London / Factors influencing absenteeism amongst professional nurses in londonMadibana, Lesetja Francina 11 1900 (has links)
This quantitative explorative, descriptive study described factors that influenced absenteeism among nurses in a selected NHS hospital in London. The survey used self-completion questionnaires. Roy’s Adaptation Model was used to contextualise the results obtained from fifty completed questionnaires. Four modes used to categorise the data analysis were physiological needs, self-concept, and role function and interdependence relations. Minor ailments, upper respiratory tract infections and exhaustion as a result of working long hours were found to be the most important causes of absenteeism. Parental responsibilities and taking care of sick children/family members, further influenced rates of absenteeism, while a high workload was considered by respondents as a major contributing factor to their absence from work. Nurses who are often absent due to physical, social or psychological problems should receive counselling and be referred to appropriate resource persons such as occupational nurses, social workers or psychologists. Child care facilities should be provided within the workplace. The units should have adequate staff to cover each shift and workloads should be manageable. Units need ongoing monitoring of absenteeism so that factors contributing to absenteeism rates in specific units could be identified and addressed. / Health Studies / M.A. (Health Studies)
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