Relationship between management styles and nurses retention at private hospitals

Management styles are an essential issue from both theoretical and managerial perspectives. However, success in nursing management is found in being flexible and adaptable to a variety of situations which increase quality of care. One of the best ways to ensure quality of care is to recruit and retain sufficient nursing staff. The study aimed to determine the relationship between management styles and nurses' retention at private hospitals. A descriptive correlational study was conducted in all inpatients units [n= 16] at three private hospitals with bed capacity more than 50 beds namely: El Salama New hospital, Alexandria New Medical Center, and El Shefaa hospital. All nurses with at least 3 months experience in the previously mentioned settings were included in the study [n= 228]. Profile of Organizational Characteristics [POC] developed by Likert et al. was used to measure nurses' perception for management styles in their work unit. The questionnaire consists of 16 items classified into four parts called systems, which are exploitative/authoritative management style, benevolent/authoritative management style, consultative management style, and participative management style. The findings of this study show that more than half of the respondents perceived their manager to have a consultative management style. Alexandria New Medical Center has a greater retention time as compared to other two hospitals. Management style and nurses' retention were significantly interrelated in terms of exploitative/authoritative management style. Recommendation, the researcher recommended that hospital leaders should plan and implement effective strategies to promote nurse retention. This can be done through creating a work environment that is caring and conducive for the nurse's professional practice

relationship between nurses' perception of the organizational work climate and their job empowerment

Organizational climate is set of measurable aspects of challenge working environment perceived directly and indirectly by the employees who are working together within the organization. Each organization has its own unique climate. Therefore organizational climate is one of the most powerful factors enrich the effects of nurses' sense of empowerment. Aim of the study to identify the relation between nurses' perception of the organizational work climate and their job empowerment. A correlation descriptive design was used in this study. Settings the study was conducted in all general medical, surgical units and their specialties with bed capacity 743 beds at Main University hospital. Subjects All nurses were available at time of data collection in the previously mentioned settings were included in the study [n=333]. Tools: two tools were used to collect data in this study namely: Organizational Climate Questionnaire developed by Martein [2006], It consists of thirty statements, classified under ten dimensions. A condition for work effectiveness questionnaire [CWEQ] developed by Lashinger [2001], it composed nineteen [n=19] statements that measure six subscales, namely: access to opportunity, information, support, resources, formal power and informal power. There was a moderate positive significant correlation between organizational climate dimensions and overall nurses' job empowerment subscales, as well as significant difference between both the organizational climate dimensions, and job empowerment subscales in relation to nurses' age, age; years of experiences in the hospital and in the units. In conclusion, enhancing work climate through encouragement of participative decision making, team building, fair compensation and recognition. Nurses managers should increase nurses', level of structure empowerment by identify barriers to accessing information, support, resources, and opportunities within the work environment and implement strategies to provide grater access to power

Burnout syndrome and coping strategies among nurse educators at faculty of nursing

Today's educational environment has rapid changes fostering the experience of burnout among educators. Burnout is an undesirable behaviors and continual problems faced by nurse educators because it's negative effects. These effects are tends to be withdraw emotionally from the demands of the job, impaired in the quality of teaching and commitment that lead to give less information and interaction with students. The prevention of burnout is dependent on the extent of the use of coping strategies. Therefore, the specific effort well managed in both behavioral and psychological that nurse manager utilize to master, tolerate, reduce, or minimize stressful events. This study aimed to determine the relationship between burnout syndrome and coping strategies among nurse educators at Faculty of Nursing, Alexandria University. This study conducted on 161 nurse educators working in 9 scientific departments in Faculty of Nursing-Alexandria University. A questionnaire was developed from two validated scales, and used in collecting data pertaining to this study. Namely; Maslach Burnout Inventory Educator Survey [MBI-ES], Ways of Coping Questionnaire [WOCQ]. The main finding of this study were that more than two third of the nurse educators perceived moderate burnout, and they were used self-controlling when they experienced low level of burnout, while confronting was used in case of moderate level of burnout. A statistical significance was found between level of burnout and using of coping strategies in terms of planful problem solving and positive reappraisal. Conclusion, in the light of this study, it is recommended that conducting of orientation program of juniors nurse educators on faculty policies, regulation, as well as innovative teaching methods and evaluation are fostering their professional growth and enabling them to fulfill their role

Burnout and coping strategies among operating theatre nurses

There is an increasing attention toward investigating job stress and its consequences among nurses working in operating theatres. One of its most common potential negative consequences is burnout. This study aimed to determine the relationship between burnout and coping strategies among operating theatre nurses. It was conducted at Alexandria Governorate Hospitals of the different health care agencies. The subjects comprised 50% of nurses [n=251] who had the responsibilities of carrying out the manual activities in the operating theatres for patients undergoing surgery. Data were collected through two main scales namely Maslach Burnout Inventory and Ways of Coping Questionnaire. The study revealed that the majority of operating theatre nurses had high level of burnout. In addition, the majority of the nurses who were graduated from secondary technical nursing school with five to less than ten years of experienced burnout in different levels. Also, no significant correlations were found between level of burnout and coping strategies used by operating theatre nurses, and between coping strategies used and their demographic characteristics