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

Thesis (PhD)--University of South Australia, 2000

Thesis (M.S.)--University of Wyoming, 2007. / Title from PDF title page (viewed on June 18, 2008). Includes bibliographical references (p. 63-68).

Thesis (MHSc--Health Science) -- AUT University, 2007. / Includes bibliographical references. Also held in print (xi, 107 leaves : ill. ; 30 cm.) in North Shore Campus Theses Collection (T 610.73099623 IRO)

Thesis (Ed.D)--Teachers College, Columbia University, l988. / Typscript; issued also on microfilm. Sponsor: Elaine La Monica. Dissertation Committee: Richard Wolf. Bibliography: leaves 110-115.

Thesis (Ed.D.) -- Teachers College, Columbia University, 1989. / Typescript; issued also on microfilm. Sponsor: Elaine L. La Monica. Dissertation Committee: Peter C. Cairo. Bibliography: leaves 72-79.

Thesis (M.Ed.)--Memorial University of Newfoundland, 1997. / Bibliography: leaves 256-261.

M.Cur. / It has been demonstrated that mentoring improves outcomes at both the individual and organizational level. The shortage of skilled human resources in nursing has indicated the need for mentoring. However, no formalized framework exists on how mentoring in the context of nurse unit managers should occur, despite mentoring being a legal requirement (South Africa, 2004:26). The intention of this study was to develop a mentoring strategy for nurse unit managers in private hospitals in Gauteng. The mentoring needs of nurse unit managers in private hospitals in Gauteng were determined and conceptualized and a framework developed on which the development of a mentoring strategy could be based. A quantitative descriptive research design was followed to develop a mentoring strategy for Nurse Unit managers in private hospitals in Gauteng. Probability sampling was employed (Burns & Grove, 2005:348). A clustered sample (Burns & Grove, 2005:348) of private hospitals within the three regions of Tshwane, Johannesburg Central and Ekurhuleni was drawn. From these a random sample of nurse unit managers in private hospitals within the clusters was drawn. A self-developed closed-ended questionnaire (see Annexure 1) was utilized to collect data on the mentoring needs of nurse unit managers. Data was analysed using the Statistical Package of Social Sciences (SPSS), and a statistician at the University of Johannesburg was consulted. Descriptive statistics were employed to analyse data (Burns & Grove, 2005:442). Content validity was ensured and the instrument piloted to ensure its reliability. An external statistician was consulted to ensure the credibility or validity of the data analysis and interpretation. Ethical approval was sought and measures implemented to ensure the ethical nature of the study. The descriptive data that was analysed included the biographical data – age, gender, race, home language, highest level of qualification, employment status, length of service, length of position, clinical area and the number of work hours of nurse unit managers.The ANOVA statistical results revealed a moderate need for mentoring of nurse unit managers in all of the management dimensions. Recommendations for further research were outlined and a conclusion on the need for nurse unit managers to be mentored was drawn.The researcher noted from reviews of the numerous literature sources, mentoring improves the quality of patient care and cost-effectiveness, and ensures the competitiveness of private hospitals. What this study provides is insight into the mentoring needs and management functions of nurse unit managers working in private hospitals.

Employee engagement is a topic that has been widely studied over the course of the past 30 years. Its potential value to healthcare organizations has only begun to be recognized within the most recent decade. Numerous studies have been conducted which demonstrate that increased employee engagement contributes to improved patient outcomes, including decreased mortality and hospital acquired conditions as well as increased patient experience scores. Despite the plethora of literature available documenting the drivers of, barriers to, and outcomes associated with employee engagement hospitals have struggled to gain traction in increasing their scores. Many experts in employee engagement posit that this could be due to a lack of consistent conceptualization of the phenomenon. This qualitative descriptive study was conducted to understand the perceived attitudes and behaviors of the nurses who are engaged in their work from the perspective of both their peers and leaders. Sixteen total participants were interviewed utilizing a semi-structured interview guide with questions that were derived from Arnold Bakker’s evidence-based model of work engagement. Content analysis was utilized to identify themes and sub-themes from each of the participant group’s responses to each of the questions. There were minimal differences in the responses of the direct-care RNs as compared to the nurse leaders regarding their perceptions of the engaged nurse. Resulting themes were then synthesized and four overarching themes identified. Overarching themes were personal style, extra-role behavior, commitment to the patient, and leadership. Participant responses supported Bakker’s model, but highlighted the engaged nurse’s personality as a significant and widely overlooked contributor to engagement. By recognizing the personal attributes inherent to the engaged nurse hospitals may better understand the traits important to the recruitment of nurses who are more likely to be engaged in their work. Effective recruitment and retention of a highly engaged workforce will allow organizations to benefit from the extra-role work often demonstrated by the engaged nurse and realize improved patient outcomes as a result.

Dissertation (MHSc--Health Science) -- AUT University, 2009. / Includes bibliographical references. Also held in print (vii, 62 leaves ; 30 cm.) in the Archive at the City Campus (T 362.173068 FRA)