Thesis (MCurr)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: In view of the escalating shortage of nurses, attention is focused on the emerging workforce and efforts to retain new nurse graduates. The aim of this study was to investigate possible factors that could influence the retention of new nurse graduates currently employed within the public sector in the Cape Winelands District of the Western Cape. The objectives of the study were to determine whether the retention of new nurse graduates is influenced by: • the mentoring programme • leadership in the workplace • workload pressure and stress • complexity of care • staff shortages A quantitative approach with a descriptive design was applied. The total population (N=73) consisted of all new nurse graduates who had registered with the South African Nursing Council within the last three years, and who were employed at one of the 6 provincial hospitals included in the study. Since the total population was relatively small, no specific sampling method was employed but the whole population served as the sample. A self-administered questionnaire was used for data collection. Ethical approval to conduct the study was obtained from the Health Research Ethical Committee at Stellenbosch University. Permission to conduct the study at the specific hospitals was obtained from the provincial government of the Western Cape. Informed consent was obtained from all the respondents. A pilot test was completed, prior to the initiation of the main study, during which the questionnaire was issued to n=7 respondents who were not part of the total population utilized in the actual study. Data was presented in the form of tables, histograms and frequencies. The results revealed diminished implementation of mentoring and orientation programmes for new graduates. Most respondents, however, indicated that they had received appropriate day to day guidance in the workplace. Unit managers had provided guidance relating to the development of leadership, problem-solving and conflict management skills. The new graduate nurses had not been sufficiently exposed to managerial duties such as supervising the budget and scheduling of off-duties. Most respondents reported that they had experienced work-related stress due to work overload associated with shortage of staff. Furthermore, respondents reported that they would be likely to resign due to issues that relate to complexities in patient care; for example, limited numbers of trained staff in specialization units, too little support and direction and the presence of low levels of motivation and burnout among staff. Recommendations: • Mentoring and orientation programmes for new nurse graduates should be reviewed or initiated. • New nurse graduates should be exposed to all leadership activities. • Staffing management issues should be reviewed to address issues such as work overload, burnout and unrealistic nurse-patient ratios. • Managers should focus on the strengths of new nurse graduates and structure a workforce that will support the new graduate with professional duties in order to reduce complexities of care. In conclusion, implementation of the transformational leadership approach and Herzberg’s Two-Factor Theory are proposed to ensure motivation, productivity and job satisfaction, which will ultimately improve the retention of new nurse graduates in the public sector. / AFRIKAANSE OPSOMMING: In die lig van die toenemende tekort aan verpleegsters, word die aandag gevestig op die ontluikende werksmag en pogings om nuutgegradueerde verpleegsters te behou. Die doel van die studie was om moontlike faktore te ondersoek wat die behoud van nuutgegradueerde verpleegsters wat tans in die diens van die openbare sektor in die Kaapse Wynland-distrik van die Wes-Kaap staan, te ondersoek. Die doelwitte van hierdie studie was om vas te stel of die behoud van nuutgegradueerde verpleegsters beïnvloed word deur • die mentorprogram • leierskap binne die werksplek • werksdruk en stres • die kompleksiteit van pasiëntsorg • personeeltekorte. ’n Kwantitatiewe benadering met ’n beskrywende ontwerp was toegepas. Die totale teikengroep (N=73) het bestaan uit alle nuutgegradueerde verpleegsters wat by die Suid- Afrikaanse Raad van Verpleging binne die afgelope drie jaar geregistreer is en wat in diens was by een van die ses provinsiale hospitale wat in hierdie studie ingesluit is. Aangesien die totale teikengroep relatief klein is, is geen spesifieke steekproefmetode toegepas nie, maar die hele teikengroep het as steekproef gedien. ’n Selfgeadministreerde vraelys was vir data-insameling gebruik. Etiese goedkeuring om die navorsing te doen is van die Gesondheidsnavorsing se Etiese Komitee aan die Universiteit van Stellenbosch verkry. Toestemming om die studie by die spesifieke hospitale te doen, is van die Provinsiale Regering van die Wes-Kaap verkry. Ingeligte toestemming is van al die deelnemers verkry. ’n Loodsstudie is voor die aanvang van die hoofstudie voltooi waartydens die vraelys uitgereik is aan n=7 deelnemers wat nie deelgevorm het van die totale teikengroep wat in die eintlike studie gebruik is nie. Data is aangebied in die vorm van tabelle, histogramme en frekwensies. Die resultate het verminderde implementering van mentorskap en oriënteringsprogramme vir nuutgegradueerdes getoon. Die meeste deelnemers het nietemin saamgestem dat hulle gepaste leiding daagliks binne die werksplek ontvang. Eenheidsbestuurders het leiding verskaf wat te make het met die ontwikkeling van leierskap, probleemoplossing en konflikbestuursvaardighede. Die nuutgegradueerde verpleegsters was nie genoegsaam blootgestel aan bestuurspligte soos die begroting en skedulering van afdienste/diensroosters nie. Die meeste deelnemers het rapporteer dat hulle werksverwante stres ervaar weens werksoorlading wat met personeeltekorte geassosieer word. Voorts het deelnemers rapporteer dat hulle sal bedank as gevolg van aangeleenthede wat met kompleksiteit van siekeversorging verband hou.Dit is,beperkte hoeveelhede van opgeleide personeel veral in gespesialiseerde eenhede, te min ondersteuning en leiding, asook die aanwesigheid van uitputting en lae vlakke van motivering onder personeel. Aanbevelings: • Mentorskap en oriënteringsprogramme vir nuutgegradueerdes moet hersien of ingestel word. • Nuutgegradueerde verpleegsters moet blootgestel word aan alle leierskap aktiwiteite. • Personeelbestuur kwessies moet hersien word om die faktore soos werksoorlading, ooreising en onrealistiese verpleeg-pasiënt ratio’s te adresseer. • Bestuurders moet fokus op die sterk punte van nuutgegradueerdes en ’n werksmag struktureer wat die nuutgegradueerdes met professionele pligte sal ondersteun ten einde die kompleksiteit van siekeversorging te verminder. Ten slotte, die transformasie leierskap benadering en Herzberg se Twee-Faktor Teorie word voorgestel om motivering, produktiwiteit en werksbevrediging wat uiteindelik die behoud van nuutgegradueerdes binne die openbare sektor sal verbeter, te verseker.

The aim of this study was to investigate vicarious trauma experienced by caregivers working with children in residential care, who were victims of sexual abuse or assault. The objectives of the study were to determine the occurrence of vicarious trauma among caregivers working with victims of sexual abuse or assault / to describe the experiences of caregivers working with children who were victims of sexual abuse / to describe the caregiver's experience of staff support within the facility.

The purpose of the study wass to describe the professional and personal development of nursing students who were placed at the Saartjie Baartman Centre for Abused Women and Children for the service-learning trial run of this Gender-Based Violence module i

<p>A survey of the literature revealed that althougth a great deal of research has been carried out relating to stress and coping internationally, little has been written about nurses in South Africa. The aim of this study was to identify the possible causes and frequency of stress experienced by registered nurses working in a hospital, to identify the coping strategies used, to assess the relationship between stress and coping mechanisms of registered nurses, to compare stress and adopted coping strategies among registered nurses in the different units/wards, to identify the support systems that minimize stress and to address stress amongst nurses in South Africa.</p>

M.Cur. / Please refer to full text to view abstract

Submitted in fulfillment of the requirements for the Degree in Master of Health Sciences in Nursing, Durban University of Technology, Durban, South Africa, 2016. / Introduction Moral distress is a widely recorded phenomenon in the nursing profession. It can be described as a form of distress that occurs when one knows the ethically correct thing to do, but is prevented from acting on that perceived obligation. Moral distress impacts patients, nurses and the organization. If the nurse is unable to advocate for her or his patient and avoidance behaviour occurs, increased patient suffering result. Moral distress results in high staff turnover, decreased quality patient care and low patient satisfaction. Unrelieved moral distress jeopardizes nurse’s sense of self-worth and threatens their integrity. Aim of the study The aim of the study was to determine the impact of moral distress on the provision of nursing care amongst critical care nurses. Methodology A quantitative descriptive design was used to determine the intensity and frequency of moral distress amongst critical care nurses, to assess the impact of moral distress on the provision of nursing care to the patient as well as to evaluate the effectiveness of organisational strategies implemented to reduce moral distress. Critical care nurses from both private and public hospitals were selected to participate in the study. Data was collected by means of a survey using the moral distress scale which was revised to meet the objectives of the study. A non-probability purposive sampling technique was utilised to gather data from a sample size of 100 critical care nurses currently working in the critical care environment. Results The study indicates that the frequency and intensity of moral distress is related to specific clinical situations in the critical care environment. The study also specifies that moral distress continues to have a negative effect on the provision of nursing care. Critical care nurses feel that some strategies are effective whereas others are not at all effective. Impact of the research study This study reveals that there is a significant negative effect of moral distress on the provision of nursing care. Nurses experience challenges in the clinical environment that result in them experiencing moral distress. Nurses more attuned to the ethical dimensions of care may be more at risk for moral distress since these nurses see the moral dimensions of nursing being neglected. Nurses may find themselves distancing themselves from patient care, resulting in a perceived lack of care and concern for the patient. / M

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mso-style-parent:"" / mso-padding-alt:0cm 5.4pt 0cm 5.4pt / mso-para-margin-top:0cm / mso-para-margin-right:0cm / mso-para-margin-bottom:10.0pt / mso-para-margin-left:0cm / line-height:115% / mso-pagination:widow-orphan / font-size:11.0pt / font-family:"Calibri","sans-serif" / mso-ascii-font-family:Calibri / mso-ascii-theme-font:minor-latin / mso-hansi-font-family:Calibri / mso-hansi-theme-font:minor-latin / mso-bidi-font-family:"Times New Roman" / mso-bidi-theme-font:minor-bidi / mso-fareast-language:EN-US / } </style> <![endif]--><span style="font-size:12.0pt / line-height:115% / font-family:&quot / Times New Roman&quot / ,&quot / serif&quot / mso-fareast-font-family:&quot / Times New Roman&quot / mso-ansi-language:EN-ZA / mso-fareast-language:EN-ZA / mso-bidi-language:AR-SA">The Western Cape AIDS Training, Information and Counselling Centre (ATICC) primarily focuses on the development and provision of information and different types of training programmes on HIV/AID/STIs. The Director of the Health Service of the Cape Metropolitan Council was invited by ATICC to select seven health educators and nurses who were involved in health education and counselling in their local clinics to complete a six-month training course. The objective of this study was to evaluate the effectiveness of the ATICC training course on the counselling practice of trainees at their clinics.</span></p>

<p>The Western Cape AIDS Training,Information and Counselling Centre (ATICC) primarily focuses on the development and provision of information and different types of training programmes on HIV/AID/STIs. The Director of the Health Service of the Cape Metropolitan Council was invited by ATICC to select seven health educators and nurses who were involved in health education and counselling in their local clinics to complete a six-month training course. The objective of this study was to evaluate the effectiveness of the ATICC training course on the counselling practice of trainees at their clinics.</p>

Thesis (MTech. degree in Nursing)--Tshwane University of Technology, 2010. / Cervical cancer, breast cancer and Kaposi's sarcoma are the three most common cancers in women in sub-Saharan Africa. The health care providers in developing countries regularly encounter women with advanced, incurable cervical cancer. Cervical cancer can however, be prevented, even among women at high risk for the disease, through screening using relatively simple technologies. The purpose of the study was to determine whether the supportive-educative role of the oncology nurse can contribute to the prevention of primary and secondary cervical cancer, breast cancer and Kaposi's sarcoma in women living in Soshanguve, South Africa.

<p>The Western Cape AIDS Training,Information and Counselling Centre (ATICC) primarily focuses on the development and provision of information and different types of training programmes on HIV/AID/STIs. The Director of the Health Service of the Cape Metropolitan Council was invited by ATICC to select seven health educators and nurses who were involved in health education and counselling in their local clinics to complete a six-month training course. The objective of this study was to evaluate the effectiveness of the ATICC training course on the counselling practice of trainees at their clinics.</p>