D.Cur. / It is obvious that different interpretations in South African State Hospitals have been attached by both internal and external role players to the role and functions of the Chief Professional Nurse. Within nursing practice a number of external and internal environmental variables have led to her role becoming ill defined and role expectations confused. In practice, the Chief Professional Nurse performs the role of middle manager, on a par with the line functionary, i.e. the Nursing Service Manager. Her area of control covers a wide area of diverse disciplines. The Chief Professional Nurse should be classified as a unit manager, responsible for the supervision and control of a service centre. A key role in the organizational structure of State Hospitals would thus be defined. The post requirements of the Chief Professional Nurse are diversified, flexible and dynamic. Attention should primarily focus on her clinical, managerial and educational expertise and responsibility towards research. Both the national and international literature studied, confirm the importance of these functions. Yet, research and literature studies prove, that these responsibilities are ineffectively managed. Consequently, the Chief Professional Nurse is not effectively utilized. In the opinion of the researcher, an investigation into the role and functions of the Chief Professional Nurse was necessary, to ensure quality nursing and effective functioning of nursing personnel. For that reason, an investigation into the classification of the post of the Chief Professional Nurse in State Hospitals was deemed necessary, together with specified guidelines, to facilitate: better utilization of the Chief Professional Nurse; promoting the quality of a working life; quality nursing care. The strategy used in this research was an explorative and descriptive study within the context of several Academic, Main Regional, Regional and Community State Hospitals of nine (9) provinces. A pilot study was carried out by independent researchers. Job descriptions were used from forty-one (41) hospitals, of which four (4) were from Academic hospitals and thirty-seven (37) from Main Regional, Regional and Community hospitals. These job descriptions were based on guidelines supplied by the Commission for Administration. Focus interviews were held with Nursing Service Managers and Chief Professional Nurses. Workshops were held with Senior Professional Nurses and policy makers were approached for their written comments on the role and functions of the Chief Professional Nurse. A random sample population was drawn from thirty-three (33) hospitals of five (5) provinces in South Africa. The respondents totalled a hundred and nine (109). Of these, twenty-seven (27) Nursing Service Managers and thirty-nine (39) Chief Professional Nurses were involved in interviews. Forty-three (43) Senior Professional Nurses took part in the workshop. From the interviews held and the study of post descriptions, the following conclusions were drawn. The Chief Professional Nurse is confused with regard to her role expectations, and therefore not suitably utilized. The prime responsibilities of the Chief Professional Nurse are, as listed in priority, clinical, educational, managerial and research responsibilities. The other responsibilities include community and occupational involvement, role model and last but not least, leadership. The value of this research is contained in the guidelines, which were determined with regard to the responsibilities attached to the post of a Chief Professional Nurse. A schedule of time allocation per function is included to ensure that the Chief Professional Nurse is effectively utilized and that she will enjoy a quality working life. The recommendations contained in the study are directed towards ensuring the effective utilization of the Chief Professional Nurse and quality in working life and nursing. The researcher recommends that: the implementation of the proposed job descriptions; the proposed time management schedule be applied; employee help programmes be instituted; programmes for personal and professional growth be instituted. A few hypothesis have been stated for testing purposes.
| Identifer | oai:union.ndltd.org:netd.ac.za/oai:union.ndltd.org:uj/uj:9485 |
| Date | 16 August 2012 |
| Creators | Malan, Elsona |
| Source Sets | South African National ETD Portal |
| Detected Language | English |
| Type | Thesis |
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