Restructuring of health care has become widespread in hospitals across the United States. The emphasis on reducing healthcare costs has forced many organizations to redesign the roles and responsibilities of care givers. The American Hospital Association (1990) reported that 97% of hospitals were using unlicensed assistive personnel for care.The purpose of the study was to determine if registered nurses in central Indiana were utilizing delegation in the workplace and to determine if the use of unlicensed personnel affected nurse satisfaction with work. The theoretical framework was General Systems Theory.The population (N=292) was registered nurses working with unlicensed assistive personnel in a four-hospital network. The number of participants was 66 (23%). The questionnaire, who Helps You with Your Work?, was utilized. Participation was strictly voluntary and the identity of the participants was kept confidential.Data revealed that 95% of nurses who responded were utilizing unlicensed assistive personnel in the workplace. Delegation of certain tasks, such as bed making, weighing of delegation and the personnel should be broadened patients, and measuring and recording intake and output, was occurring. Nurses were not delegating more complex tasks, such as monitoring IV infusions or assisting physicians with examinations.Nurses, overall, were only slightly satisfied with work, as evidenced by a mean of 3.3 (3=neither satisfied or dissatisfied). Job satisfaction was not significantly related to utilization of unlicensed assistive personnel.Unlicensed assistive personnel were being utilized in hospitals in Central Indiana. Nurses were responsible for work delegated to unlicensed assistive personnel. Nurses should realize the importance of determining capabilities and limitations of unlicensed assistive personnel. Job satisfaction was not significantly related to utilization of unlicensed assistive personnel.Future research on the subject utilization of unlicensed assistive to include more than four hospitals. Job satisfaction needs to be measured using different staffing patterns and workload as well as the utilization of unlicensed assistive personnel. The data supported the need for further research on delegation, job satisfaction and the utilization of unlicensed assistive personnel. / School of Nursing

In an age of scarce resources and health care reform, it is important that computerized health care information systems be used effectively. The efficiency and effectiveness of computer applications in hospitals depends on the knowledge, beliefs, attitudes, and motivation nurses have about use of computers. The purpose of this correlational study is to examine relationships among nurses' attitudes toward computer use with knowledge, satisfaction, beliefs, motivation, and individual characteristics. The study was a modified replication study (Burkes, 1991) using Vroom's (1964) expectancy theory as a framework. Burkes (1991) developed the instrument used in this study to measure nurses' attitudes toward computer usage knowledge, satisfaction, beliefs, and motivation. Demographic data will also be collected.The convenience sample included 66 nurses from one Midwestern Indiana hospital who agreed to participate in this study. Confidentiality was maintained and only group data was reported. Participation was anonymous and voluntary.Findings in this study support Vroom's theory that there is a relationship between beliefs and motivation, between satisfaction and motivation, and between beliefs and motivation. Age, level of nursing experience and level of education did not determine satisfaction, beliefs or motivation to use computer applications. Conclusions from this study were that knowledge levels can vary in regard to use. However, computer knowledge did increase computer-use beliefs. The study indicated the amount of knowledge may increase beliefs and effect computer use attitudes.Further research should try to determine if any demographic information is consistently a predictor of attitudes scores. This information could be helpful in enhancing a successful implementation and utilization of computer systems. There should be research in the variables that impact attitudes of nurses toward utilization of computers.This study is significant because findings will provide information about attitudes and usage of computers in areas of nursing practices. Benefits include increased information about nurses' attitudes regarding computers and variables that may relate to computer use. The usefulness of measuring beliefs, satisfaction and motivation has a practical value in assessment of attitudes to assist educators and organization to meet nurses' needs in settings where computerized nursing programs are utilized. This information may be used in developing teaching strategies for nurses' use of computers in these settings. / School of Nursing

Indiana University-Purdue University Indianapolis (IUPUI) / Factor H is a newly identified phenomenon which describes a constellation of attributes of the new graduate nurse reflecting personality traits, intellectual abilities, and clinical judgment. In a previous pilot study conducted by this researcher nurse managers and experienced Registered Nurse (RN) preceptors described characteristics demonstrated by new graduate nurses demonstrating Factor H and the new graduate nurse’s ability to transition quickly and successfully into the RN role in the acute care environment. There is currently no instrument available to measure this phenomenon. The specific aim of this research was to develop and psychometrically test a scale designed to identify the presence of attributes of Factor H in the new graduate nurse. The Sims Factor H Assessment Scale (SFHAS) was developed and piloted with a sample of one hundred one new graduate nurses within three months of completing the their nursing program at one of three nursing schools in central and south central Indiana. Evidence of content validity was demonstrated through the use of the Content Validity Index conducted with a panel of four experts. Evidence of face validity was demonstrated through interviews with a group of new graduate nurses, nurse managers, and experienced RN preceptors. Principle Axis Factoring with Varimax rotation was used to demonstrate evidence of construct validity and the scale was found to have a single component which was identified as nursing personality. Evidence of criterion-related validity was demonstrated utilizing analysis of the SFHAS and the criterion scale for personality traits (NEO-FFI). Evidence of internal consistency reliability was demonstrated through analysis of inter-item correlations, Cronbach’s coefficient correlations, and item-total correlations. Test re-test reliability using interclass correlation was also conducted to demonstrate stability of the scale. The SFHAS was found to be reflective of nursing personality and not general mental ability or clinical judgment. Use of the SFHAS will allow organizations to evaluate the nursing personality of the new graduate nurse for fit into the work environment. Further study is recommended to gain clarity around the attributes which support successful transition of the new graduate nurse into practice in the acute care environment, also known as Factor H.