Thesis (MCur)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: No clear description exists in S.A. of the role and functions of a forensic psychiatric nurse. The researcher conducted a research project based on more than 20 years of practice experience to define and describe the role and functions of the forensic nurse practitioner. A non-experimental descriptive study was done. Questionnaires and checklists were compiled to determine the perceptions of forensic psychiatric patients/clients (n =24) and nursing staff (n = 15) .The nursing activities in a selected forensic psychiatric unit was evaluated through nonparticipative observation. Results indicated that: • Patients experienced their environment as isolated and has a need for better support by the nursing staff; • Nursing staff indicated their need for more specific training in forensic psychiatric nursing; and • A need exists for specific protocols and procedures to guide his/her practice. The recommendations are made that: • A special training program for forensic psychiatric nursing needs to be planned and implemented; and • Procedures and guidelines must be established to guide the practice of the nurse practitioner. / AFRIKAANSE OPSOMMING: Daar bestaan in S.A. geen duidelike omskrywing van die rol en funksies van die forensiese psigiatriese verpleegkundige nie. Die navorser het gegrond op meer as 20 jaar praktykervaring 'n navorsingsprojek gedoen om die rol en funksies van die verpleegpraktisyn te definieer en te omskryf. 'n Nie-eksperimentele, beskrywende studie is gedoen. Vraelyste en kontrolelyste is opgestel om die persepsies van forensiese psigiatriese pasiënte/kliënte (n=24) en verpleegpersoneel (n=15) te bepaal. Die verpleegaktiwiteite in 'n geselekteerde forensiese psigiatriese eenheid is deur nie-deelnemende observasie geëvalueer. Resultate het daarop gedui dat: • Pasiënte hulle omgewing as geïsoleerd ervaar en het 'n behoefte aan beter ondersteuning deur die verpleegpersoneel; • Verpleegpersoneel het aangedui dat hulle 'n behoefte het aan spesifieke opleiding in forensiese psigiatriese verpJeging;en • Daar 'n behoefte is aan spesifieke protokolle en prosedures om sy/haar praktyk te rig . Die aanbevelings word gemaak dat: • 'n Spesiale opleidingsprogram vir forensiese psigiatriese verpleging beplan en geïmplementeer word; en • Prosedures en riglyne daargestel moet word om die praktyk van die verpleegpraktisyn te rig.

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.

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

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.

The purpose of this study is to gain a richer understanding of the experiences of moral distress for nursing students within the context of psychiatric-mental health clinical placements, examine strategies students use to effectively manage distress, and explore student and instructor roles as agents of change to reduce the negative impact of moral distress. Nursing students and instructors engaged in semi-structured interviews and focus groups, respectively, to examine the complexities of this phenomenon. This study utilized second-person action research based on Jürgen Habermas’ Theory of Communicative Action. Findings indicated that nursing students experience moral distress when they are powerless and lack role models to follow in taking action to address situations that are “not right”. Nursing instructors acknowledge their responsibility to prepare students for practice, but are also powerless as “guests” within the practice setting and are powerless to effect change on a hierarchical medical system. Findings indicate that both nursing education and health care institutions must make changes in their approaches to practice if they wish to empower nursing professionals to provide safe, competent, and ethical care to patients. / vii, 139 leaves ; 29 cm

Stresas darbe apibrėžiamas, kaip emocinė būsena ar nuotaika, kurios priežastis – prieštaravimas tarp darbe keliamų reikalavimų ir asmens sugebėjimo atlikti juos, arba asmens suvokimas, jog nesugebės atlikti darbo pagal keliamus jam reikalavimus. Vyraujanti pakeliamo lygmens įtampa darbe suteikia energijos ir motyvuoja kovoti su iššūkiais, tačiau per dideli reikalavimai ir per didelė įtampa sukelia stresą, kuris turi neigiamą poveikį darbuotojams ir jų organizacijoms. Nustatytos streso darbe, jį sukeliančių veiksnių ir simptomų sąsajos nuo slaugytojų amžiumi, šeimine padėtimi, pamaina. Tikslas – Ištirti slaugytojų su darbu susijusio streso, pasitenkinimo darbu ir ketinimų keisti darbą pasireiškimą bei sąsajas Tyrimo metodas – 2012 m. gegužės mėn. 1-31 d. atlikta anoniminė anketinė apklausa. Tyrime dalyvavo keturių Kauno miesto poliklinikų bendrosios praktikos ir bendruomenės slaugytojai (n=280, atsako dažnis - 87,5 proc.). Visos respondentės buvo moterys. Tyrimui naudota Išplėstinė slaugos streso skalė (56 teiginiai). Tyrimui atlikti Lietuvos Sveikatos mokslų universiteto Medicinos akademijos Bioetikos centras 2012-04-16 išdavė leidimą Nr. BC- KS (M)-260. Rezultatai: Dažniausiai stresą darbe slaugytojams sukelia situacijos, kai jie susiduria su paciento mirtimi ar mirimo procesu bei situacijos, susijusios su pacientų slauga ir bendravimu su pacientų artimaisiais; rečiausiai stresą keliantis veiksnys yra diskriminacija kolektyve. Nustatyta, kad slaugytojos dirba... [toliau žr. visą tekstą] / Work related stress is described as emotional state or mood, emerging from contradiction between work requirements and personal ability to fullfil them; this is personal perception of inability to perform the work tasks that are expected from him. Moderate strain at work acts as motivator and supply with energy to accept the challenges, although very high expectations and strong pressure results stress that negatively affects personell and organisation. There is the data about relationship of stress, its factors and symptoms with nurses age, family status and shift. The purpose – to investigate nurses‘ work related stress, satisfaction with work and intent to leave, and the relationship between these variables. Methods. Anonymous questionnairing was performed on 1-31 of May, 2012. Nurses of general practice and community care from four primary care centers of Kaunas city participated in the survey (N=280, response rate was 87,5%). All the respondents were females. The Extended Nursing Stress Scale with 56 items was used. Commettee on Bioethics at Lithuanian University of Health Sciences provided permission to perform this survey. Results: The most often stressful situation for nurses are related to patient‘s death and dying, also to situations of patient care and communication with his relatives. Discrimination was the rearest stresfull factor for nurses. Nurses are enthusiastic at work and the negative item that nurses dislike their work was scored with the lowest value... [to full text]

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.

Burnout is reflected in pathological emotional depletion and maladaptive detachment that is a secondary result of exposure prolonged occupational stress. It is comprised of three dimensions, namely, emotional exhaustion, depersonalization and reduced personal accomplishment. It is becoming increasingly recognized as one of the most serious occupational hazards for nurses who work in critical care units. The objectives of this study are to assess the prevalence of burnout among a sample of nurses who worked in the critical care units in a particular hospital in Kenya, to analyze factors that contributed to the development of burnout and to identify measures for the mitigation of burnout. For this study, the researcher utilized a mixed methods research design in two phases. Phase one assessed the prevalence of burnout in nurses working in the critical care units by making use of the Maslach Burnout Inventory – Human Services Survey. Focus groups discussions were then held in Phase two to investigate the factors that the nurses perceived as the main causes of burnout and to solicit their ideas about it could be mitigated. Convenience sampling and purposive sampling were used in the two phases of the study respectively. / Health Studies / M.A. (Health Studies)

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)

Ongoing instability in the nursing workforce is raising questions globally about the issue of nurse turnover. It is against this background that this research examines the impact of learning, advancement and quality of work-life on turnover intentions among nurses in selected hospitals from Eastern Cape. Little research has been conducted to investigate the impact of the above mentioned subjects on turnover intentions among nurses in the South African health sector. Research questions as well as hypotheses were formulated as the means to gain data on the subject. The research employed a quantitative design with a sample size of 160 nurses and 159 were returned. The data analysis consisted of both descriptive and inferential statistics. The main findings of the study showed a positive relationship among job satisfaction, work-life rewards, learning and advancement opportunities and job satisfaction. However, there were negative relationships between job satisfaction and turnover intentions; work-life rewards and turnover intentions; and also among learning, career advancement and turnover intentions. Finally, suggestions were made to the top management in the Health sector to come up with strategies and mechanisms that improve nurses’ quality of work-life and offering them training and advancement opportunities through organisational change programs.