ABSTRACT
【Objective:】 To understand the moral dilemma, coping style of frontline nurses and their correlation during the COVID -19. 【Methods:】 From March to April, 2021, 651 nurses working in designated hospitals for COVID -19 were selected by convenient sampling, and the Chinese version of Moral Distress Scale-Revised (MDS-R) and Chinese version of Coping Style Questionnaire (CSQ) were used for investigation. 【Results:】 Frontline nurses’ MDS-R score was 91.0, "value conflicts" was the moral dilemma with the highest frequency and intensity, more than half (51.0%) of the respondents had considered leaving their position because of moral dilemma. "Problem solving" and "seeking for help" were the major coping strategies adopted by the nurses. Nurses who directly provide medical services for COVID -19 patients, dissatisfied with hospital-related training and adopted negative coping strategies had higher moral dilemmas than other nurses. 【Conclusion:】 The moral dilemma of frontline nurses is at a high level during the period of epidemic prevention and control. Nursing managers should pay attention to guiding and helping nurses to establish positive coping styles and improve their ability to respond to major public health emergencies.
ABSTRACT
Objetivo: Construir e validar instrumento para avaliar o grau de satisfação dos usuários idosos no modelo de atuação do enfermeiro navegador, clínico e de práticas avançadas em serviços de oncologia. Métodos: Estudo metodológico embasado no processo de construção e validação de instrumento que contemplou a estrutura conceitual; definição dos objetivos e população; construção dos itens e escala de resposta; seleção e organização dos itens; estruturação do instrumento; opinião de especialistas; pré-teste e validação de conteúdo. Resultados: Construiu-se instrumento com 13 itens, distribuídos em dois blocos temáticos: aspectos socioeconômicos, composto por oito itens, e cinco perguntas fechadas. Evidenciado por dois métodos estatísticos: correlação não paramétrica e coeficiente de concordância. Conclusão: Conclui-se que o instrumento de avaliação sobre o grau de satisfação de usuários idosos com um modelo de atuação do enfermeiro navegador, enfermeiro clínico e enfermeiro de práticas avançadas tem validade de conteúdo e aparência. (AU)
Objective: To construct and validate an instrument to evaluate the degree of satisfaction of elderly users in the nurse navigator, clinical and advanced practice models in oncology services. Methods: Methodological study based on the process of construction and validation of an instrument that included the conceptual structure; definition of objectives and population; construction of items and response scale; selection and organization of items; structuring of the instrument; expert opinion; pre-test and content validation. Results: An instrument with 13 items was constructed, distributed in two thematic blocks: socioeconomic aspects composed of eight items, and five closed questions. Evidenced by two statistical methods: non-parametric correlation and agreement coefficient. Conclusion: It is concluded that the assessment instrument on the degree of satisfaction of elderly users with a nurse navigator, nurse practitioner and advanced practice nurse performance model has content and appearance validity. (AU)
Objetivo: Construir y validar un instrumento para evaluar el grado de satisfacción de los usuarios mayores en los modelos de enfermera navegante, clínica y de práctica avanzada en los servicios de oncología. Métodos: Estudio metodológico basado en el proceso de construcción y validación de un instrumento que incluyó la estructura conceptual; la definición de los objetivos y la población; la construcción de los ítems y la escala de respuesta; la selección y organización de los ítems; la estructuración del instrumento; la opinión de expertos; el pre-test y la validación del contenido. Resultados: Instrumento construido con 13 ítems, distribuidos en dos bloques temáticos: aspectos socioeconómicos compuestos por ocho ítems, y cinco preguntas cerradas. Lo demuestran dos métodos estadísticos: la correlación no paramétrica y el coeficiente de acuerdo. Conclusión: Se concluye que el instrumento de aval sobre el grado de satisfacción de los usuarios idosos con un modelo de actuación del enfermero navegador, enfermero clínico y enfermero de prácticas avanzadas tiene validez de contenido y apariencia. (AU)
Subject(s)
Validation Study , Patient Satisfaction , Ambulatory Care Facilities , Nurses, Male , Nursing, PracticalABSTRACT
Objective:The three-step model of ″new nurse, professional group nurse, and clinical nurse specialist″ combines the clinical professional nursing group to promote the development of clinical nurse research capabilities and the construction of nursing research teams.Methods:A three-step model of ″new nurse, professional group nurse, and clinical nurse specialist″ was established by combining the individual development of nurses and team collaboration. Taking the clinical professional nursing group as the entry point, clinical work of the clinical professional nursing group, quality control of clinical professional nursing groups, quality control circle activities, nurse career development, and nursing research team building were integrated to implement the three-step model, thereby driving the development of clinical nurses′ research capacity and nursing research team construction. The methods of the three-step model combined with clinical professional nursing groups to promote the development of clinical nurse research capabilities and the construction of nursing research teams were implemented. The following were the eleven specific management measures: Improving the structure and echelon construction of clinical professional nursing groups, developing research plans and goals from four dimensions (departments, clinical professional nursing groups, individual nurses, and new nurses), carrying out nursing research training to clinical professional nursing groups that emphasizes both theriotical methods and practical operations, organizing nursing research projects by clinical professional nursing groups, promoting the innovation of work towards digitization and informatization, promoting clinical professional nursing groups to conduct interventional studies, launching quality control circle projects by clinical professional nursing groups, participating in and hosting nursing rounds by clinical professional nursing groups, improving the clinical technical problem by The clinical professional nursing groups, encouraging collaboration and communication between clinical professional nursing groups and physicians, facilitating the cross-integration and development of clinical professional nursing groups.Results:The three-step model has promoted the growth of nurses from the route of ″new nurse, professional group nurse, and clinical nurse specialist″, built a nursing research team and talent echelon based on the breakthrough of clinical professional nursing groups, and solved clinical practical problems and produced scientific research results.Conclusions:Implementing the three-step model combined with clinical professional nursing groups to promote the development of clinical nurse research capabilities and the construction of nursing research teams can promote the collaborative development of clinical nursing research and clinical nursing work.
ABSTRACT
Objective To explore the current status of emotional exhaustion among clinical nurses and its relationship with work stress, thought suppression, difficulties in emotion regulation. Methods A totally of 1 159 clinical nurses from 10 cities in Henan Province and Fujian Province were enrolled as the research subjects using grabbing random balls method. And their status of work stress, thought suppression, difficulties in emotion regulation and emotional exhaustion were investigated by Depression-Anxiety-Stress Scale, White Bear Suppression Inventory, Brief Version of the Difficulties in Emotion Regulation Scale and Emotional Exhaustion Scale. Results The scores for work stress, thought suppression, difficulties in emotion regulation, emotional exhaustion were (23.5±3.8), (47.4±6.5), (54.1±7.2), (11.7±4.2), respectively. Among them, 40.0% of nurses experienced emotional exhaustion. Bootstrap analysis results showed that work stress positively affected emotional exhaustion among clinical nurses [standardized partial regression coefficient (β)=0.42, 95% confidence intervals (CI)： 0.36-0.44］. Work stress affected emotional exhaustion through thought suppression (β=0.16, 95%CI： 0.14-0.20), difficulties in emotion regulation (β=0.16, 95%CI： 0.14-0.19), and the chain mediating role of thought suppression and difficulties in emotion regulation (β=0.07, 95%CI： 0.04-0.09). Conclusion Emotional exhaustion symptoms are prevalent among clinical nurses. Work stress directly and indirectly influences thought suppression, difficulties in emotion regulation and emotional exhaustion of nurses.
ABSTRACT
{L-End}Objective To explore the chain mediating effect of team psychological safety atmosphere and professional calling in the relationship between humble leadership and voice behavior. {L-End}Methods A total of 812 nurses from five medical institutions in Guangdong Province were selected as the research subjects using the convenience sampling method. The Team Psychological Safety Atmosphere Scale, the Professional Calling Scale, the Hospital Version of Humble Leadership Scale and the Voice Behavior Scale were used to investigate the perceived team psychological safety atmosphere and sense of professional calling, the perceived humble leadership style and voice behavior of the nurses. {L-End}Results The score of team psychological safety atmosphere, professional calling, humble leadership, and voice behavior of 812 nurses was (58.0±7.6), (44.6±8.0), (50.4±9.2) and (37.0±5.9), respectively, with the scoring rate of 72.5%, 74.3%, 80.0%, and 74.0%, respectively. Bootstrap analysis showed that humble leadership could positively influence voice behavior ［standardized effect value (β)=0.28, 95% confidence interval (CI) 0.20-0.35］. Humble leadership could influence voice behavior through the separate mediating effects of team psychological safety atmosphere (β=0.13, 95%CI 0.09-0.18), professional calling (β=0.07, 95%CI 0.04-0.11), and the chain mediating effect of team psychological safety atmosphere and professional calling(β=0.06, 95%CI 0.04-0.08). {L-End}Conclusion The voice behavior of clinical nurses is at a moderately high level. Humble leadership can directly influence voice behavior and can influence voice behavior through the mediating effects of team psychological safety atmosphere and professional calling. Nursing managers can inspire the work passion of clinical nurses by changing their own leadership style and creating a good atmosphere for voicing opinions.
ABSTRACT
Objective:To explore the method and effect of training program of clinical teaching ability enhancement for geriatric clinical nurse specialists based on Cone of Learning.Methods:A one-week clinical teaching ability enhancement training program based on Cone of Learning for geriatric clinical nurse specialists was designed and provided for a total of 70 trainees in three sessions, which mainly covered 8 items, including the design and management of training program for clinical nurse, case-based teaching method, clinical application of Workshop method, the implementation and evaluation of nursing teaching rounds, and the making of multi-media courseware. The comprehensive effect evaluation was carried out through the examination of trainees' trial teaching, the self-evaluation of teaching ability, the degree of teaching satisfaction and the feedback of teaching practice in all trainees. SPSS 22.0 was used for t-test. Results:Twenty trainees were rated as excellent with (87.32±3.26) points, and 35 rated as good with (81.75±5.19) points; the self-evaluation of integrative teaching ability scored (1.54±0.66) points before the training and (3.69±0.52) points after the training. The ability was enhanced compared with that before the training ( P < 0.001). The degree of satisfaction of the training program was 97.43% (341/350). After returning to the unit, 64.29% (45/70) of geriatric clinical nurse specialists completed the assignments. Conclusion:The training program for geriatric clinical nurse specialists can effectively improve their clinical teaching ability and is worthy of further promotion and application.
ABSTRACT
Objective:To develop a cultural competency assessment scale for geriatric clinical nurse specialists and test its reliability and validity.Methods:Through literature research, qualitative interviews, expert correspondence, and pretesting, the cultural competency assessment scale for geriatric clinical nurse specialists was developed. A total of 140 geriatric nurses from 8 tertiary hospitals in Beijing, Guizhou, Harbin, Shandong and Shaanxi from July to September 2021 were selected for the survey.Results:The final cultural competency assessment scale for geriatric clinical nurse specialists consisted of 4 dimensions of cultural knowledge, cultural awareness, cultural skills, and cultural interaction behaviors, with 31 entries, Cronbach α coefficient of 0.953 for the scale, Cronbach α coefficient of 0.875-0.974 for the 4 dimensions, and retest reliability of 0.925. I-CVI was 0.857-1.000, and the average S-CVI was 0.974. The cumulative contribution of the four common factors was 72.51%. Conclusions:The reliability and validity of the cultural competency assessment scale for geriatric clinical nurse specialists are good and can be used to evaluate the cultural competency of geriatric clinical nurse specialists.
ABSTRACT
Objective:To explore the practical effect of nursing research group model in a training program for clinical nurses′ scientific research ability.Methods:From August 2020 to July 2021, 30 clinical nurses from the Fifth Affiliated Hospital of Sun Yat-sen University were trained by case teaching mode through the construction of a complete nursing scientific research training course system with the nursing research group as the carrier. The scores of nursing scientific research ability of clinical nurses before and after the training were compared, and the evaluation of teaching effect and the output of scientific research results were analyzed.Results:After the training, the total scores of clinical nurses′ scientific research ability, problem discovery ability, literature reading ability, scientific research design ability, data processing ability, scientific research practice ability and thesis writing ability were 78.33 ± 7.48, 8.83 ± 1.42, 14.47 ± 1.22, 13.27 ± 1.36, 11.07 ± 1.60, 14.73 ± 1.28, 15.97 ± 1.35 respectively. The scores were significantly higher than those before the training (59.00 ± 7.44, 6.53 ± 1.22, 11.80 ± 1.37, 9.53 ± 1.31, 8.10 ± 1.37, 11.30 ± 1.34, 11.73 ± 1.46), and the differences were statistically significant ( t values were -52.80 - -21.14, all P<0.05). The proportion of clinical nurses who believed that the training with nursing research group as the carrier could improve learning attitude, enhance clinical comprehensive ability and promote professional development was ≥90%. After the training, 8 papers were published, 3 projects were approved and 2 patents were approved, which were significantly higher than those before the training (2, 1 and 0), and the total scientific research and innovation achievements increased by 333.33% (10/3) compared with those before the training. Conclusions:Scientific research training with nursing research group as the carrier can improve the scientific research ability of clinical nurses and improve their innovative thinking.
ABSTRACT
Background@#A key success to achieve the highest potential in the nursing profession is the clinical nurse leaders (CNL) who are likely to have key roles for improving quality of patient care, but nothing published about this topic in the Lao PDR.@*Objective@#To evaluate the duties, leadership roles and to develop nursing technical leadership roles in central hospitals, Vientiane Capital.@*Methodology@#The study is action research conducted between 12/2019 - 6/2020, with 3 phases (1) preparation phase, (2) implementation-1 phase, and (3) implementation-2 phase (development of CNL roles.@*Results@#One hundred and eleven clinical nurse leaders from five central hospitals in Vientiane Capital participated in the study of which 92% were female; aged between 30-39 years (50%), and most of them worked in the Internal Medicine departments and their working experience ranged from 10-19 years (40.5%). About thirty-nine percent of the participants were mid-level nurses. The overall performance score for CNL roles was moderate with a mean of 3.2/5. The performance score was significantly different between levels of education of the nurses (for example between those who were auxiliary nurses and those who held the bachelor degree by training) with p-value <0.05. @*Conclusion@#The role of clinical nurse leaders in central hospitals evaluated systematically, traditionally and as routine work was not really satisfactory. The overall CNL performance was moderate and there remain some roles that need to be promoted particularly the research role.
ABSTRACT
Objective:To evaluate the discrimination, reliability and validity of the evaluation system of clinical nurse training based on post competency in hospitals of traditional Chinese and Western medicine.Methods:From August 2018 to January 2019, 271 clinical nurses from a three-A hospital were selected by convenient sampling method. The competency of clinical nurses was assessed on the spot by case tracking method. The discrimination, reliability and validity of the evaluation system were tested by item analysis, Cronbach's α coefficient and confirmatory factor analysis.Results:The evaluation system had good discrimination, reliability and validity. Among the four scales of the evaluation system, there were significant differences in the high score and the low score of all items ( P < 0.05). The Cronbach's α coefficient of each dimension of the four scales was 0.769-0.898. Four structural equation model diagrams were established, the AVE (average variance extracted) of each dimension was 0.51-0.74, factor load was 0.53-0.93, C.R. (composite reliability) was 0.79-0.91, and the discrimination validity was up to the standard. Conclusion:This system provides a reference for the establishment of scientific, objective, measurable and homogeneous clinical nurse training evaluation tools.
ABSTRACT
OBJECTIVE: To explore the association among job burnout, tolerance to uncertainty and working with sickness in clinical nurses. METHODS: A total of 1 159 clinical nurses from 10 cities in Henan Province and Fujian Province were recruited by stratified cluster sampling method and tested by questionnaires including the Chinese Perceived Stress Scale-14, the Intolerance of Uncertainty Scale-12, the Sickness Presenteeism Questionnaire, and the Maslach Burnout Inventory-general Survey. Bootstrap was used to analyze the association among perceived stress, tolerance to uncertainty, working with sickness and job burnout. RESULTS: Perceived stress score was(31.4±4.8), and 802(69.2%) of nurses had high perceived stress level. The score of tolerance to uncertainty was(29.8±8.5), and the score of working with sickness score was(5.5±2.0). The job burnout score was(47.9±11.8), and 570(49.2%) nurses had job burnout. Bootstrap test results showed that the perceived stress score positively affected job burnout score [standardized partial regression coefficient(β)=0.30, P<0.01]. Working with sickness score played a regulatory role between perceived stress and job burnout scores(β=0.16, P<0.01), and tolerance to uncertainty score played an intermediary role between perceived stress and job burnout scores(β=0.08, P<0.01). The regulating effect of working with sickness score played a role through the mediation of tolerance to uncertainty score. CONCLUSION: Job burnout was very serious in clinical nurses. Perceived stress can directly or through tolerance to uncertainty affect the job burnout of clinical nurses and is synergistically affected by sickness presenteeism.
ABSTRACT
Objective To investigate the psychological status of clinical nurses in a class A hospital facing the novel coronavirus pneumonia (NCP), in order to provide effective psychological and social intervention. Methods A total of 867 clinical nurses were randomly selected from the Mianyang Central Hospital. The general information questionnaire, standard self-assessment anxiety scale (SAS) and crisis intervention classification assessment scale (TAF) were used to conduct self-assessment questionnaire survey. Then the data were analyzed by the SPSS22.0 software. Results 38.8% of the nurses had a low risk of infection, 18.0% of them had a medium risk, 29.6% had a medium high risk, and 13.6% had a high risk. The SAS scores of clinical nurses in this hospital were statistically significant different, compared with the Chinese norm value ( P <0.05). The difference between TAF score and the degree of crisis response of nursing students in SARS period was statistically significant ( P <0.05). The majority of clinical nurses had less crisis response to NCP, with 80.7% of them suffered mild cognitive, emotional and behavioral damage, and only 2.0% suffered severe damage. Analysis of related factors showed that department, self-test risk of infection, length of service had significant influence on SAS and TAF scores of clinical nurses ( P <0.05). Conclusion During the period of NCP prevalence, no obvious anxiety and crisis reaction among clinical nurses is found in the third grade hospital. However, the psychological changes of clinical nurses with middle-age, from key epidemic prevention departments and in high risk of self-test infection are more likely to produce anxiety and crisis reaction. Therefore, appropriate and timely psychological intervention should be given.
ABSTRACT
Objetivo: Describir las competencias clínicas y la carga laboral del profesional de enfermería en las unidades de cuidado intensivo adulto de algunas instituciones prestadoras de servicios de Salud. Materiales y métodos: estudio observacional de corte transversal. Se estudiaron seis unidades de cuidado intensivo adulto y se trabajó con 40 profesionales de enfermería. Se diseñó y validó un instrumento mediante ronda de expertos en docencia e investigación, para evaluar las competencias clínicas de profesionales de enfermería. La carga laboral fue evaluada mediante el instrumento validado y adaptado al español, Nursing Activities Score. Resultados: las competencias clínicas que los profesionales de enfermería realizan en menores porcentajes son: apoyo a familiares por al menos una hora 2,7%; comunicación con familiares 2,7%; centrando su atención en administración de medicación, excluidos fármacos vaso activos 89,2%; tareas administrativas rutinarias y de organización con dedicación de 2 horas en el turno, investigación, actualización de protocolos, tramitación de ingresos y altas. El promedio del Nursing Activities Score, auto diligenciado fue de 68 puntos y en el observacional de 53. La diferencia entre los promedios no fue estadísticamente significativa p 0.078, lo que indica mayores niveles de sobrecarga percibidos por los profesionales, en escala de cien puntos. Conclusión: la evaluación de las competencias clínicas y la carga laboral del profesional de enfermería que labora en las Unidades de Cuidado Intensivo, favorecen la toma de decisiones y las prácticas de la disciplina, en beneficio de la calidad del cuidado de enfermería en unidades especializadas.
Objective: Describe the nursing competency and nursing workload of the nursing professional in the adult intensive care units from some Institutional Health Service Providers. Materials and Methods: Observational study of cross-sectional data. Six adult intensive care units were studied and worked with 40 nursing professionals. An instrument was designed and validated by expert teachers and researchers, to evaluate the nursing competency of the nursing professionals; the work overload was evaluated through an instrument that was validated and adapted to Spanish, Nursing Activities Score. Results: The clinical competences of nursing professionals made in lower percentages are family support for at least one hour (2.7%), communication with the family (2.7%), focusing their attention to medication administration, excluding vasoactive drugs (89.2%), dedicated administrative and organization daily tasks for 2 hours during the shift, research, updating protocols, processing admission and release of patients. The Nursing Activities Scores instrument, which was self-filled had an average of 68 points, and the observational instrument had an average of 53 points. The difference between the averages was not statistically significant p=0.078, indicating higher levels of work overload perceived by the professionals, with a scale of 100 points. Conclusion: The evaluation of nursing competency and workload of the nursing professional who work at the Intensive Care Unit, favor decision-taking and practices of the discipline in benefit of the nursing care quality given at the specialized Intensive Care Units.
Objetivo: Descrever as competências clínicas e carga ocupacional do enfermeiro nas Unidades de Terapia Intensiva (UTI) de adultos de algumas instituições de serviços de saúde. Materiais e métodos: Estudo observacional de corte transversal. Estudaram-se seis UTI de adultos, trabalhou-se com 40 enfermeiros. Formulou-se e validou-se um questionário por expertos em docência e pesquisa para avaliar as competências clínicas de enfermeiros; a carga de trabalho avaliou-se pelo instrumento adaptado ao espanhol, Nursing Activities Score. Resultados: As competências clínicas que os enfermeiros realizam em menos proporção são: apoio familiar pelo menos por uma hora (2,7%), comunicação com os familiares (2,7%) sendo o eixo do seu trabalho a administração de medicação, excluindo os fármacos vasoativos (89,2), tarefas administrativas rotineiras e de organização com duração de duas horas no plantão, pesquisa atualização de protocolos e gestão do ingresso e a alta hospitalar. A média do Nursing Activities Score, auto preenchido foi de 68 pontos e do observacional de 53 pontos, sem diferenças estatísticas entre ambas aferições (p=0.078), indicando maiores níveis de sobrecarga de trabalho percebidos na escala de cem pontos. Conclusão: A avaliação das competências clínicas e a carga ocupacional do enfermeiro que trabalha nas UTI de adulto, favorecem a toma de decisões e as práticas da disciplina beneficiando a qualidade do cuidado de enfermagem em unidades especializadas.
Subject(s)
Workload , Clinical Competence , Critical Care , Nurse CliniciansABSTRACT
Objective@#To investigate the cognitive level and practice status of nursing ethics of clinical nurses in Shandong Province.@*Methods@#3 205 nurses from 20 tertiary hospitals and 10 secondary hospitals were investigated using clinical nursing ethics cognition and practice questionnaire, with the aid of the special committee of nursing ethics in Shandong province. All data were analyzed by SPSS 17.0 software.@*Results@#The total score of nursing ethics in Shandong Province was (16.65±3.25), and the total score of ethical practice was(40.10±6.72). Univariate analysis showed that there were differences in ethical cognitive level among nurses of different age, education, working years, professional title, marital status, income and working department (t=49.880, F=5.470-65.006, P<0.01); and there were differences in ethical practice level among nurses of different gender, age, education, working years, professional title, marital status, income and working department (t=36.037, 103.510, F=37.267-132.710, P<0.01). Multiple linear regression analysis showed that different age, working years and professional title have statistically significant influence on the nursing ethical cognitive level; and different gender, working years, professional title, education, income and marital status have statistically significant influence on the nursing ethical practice level.@*Conclusion@#The ethical cognition of clinical nurses in Shandong province was in the middle level. Although nurses were aware of the importance of ethics, there were some weak points in ethical practice. The influencing factors include hospital management, society, patients, nurses 'own factors, and national policies. It is recommended to improve ethical cognition and practice status by carrying out continuing education, reducing nurses′ workload, strengthening positive publicity, and strengthening management learning, etc, thus improving nursing quality.
ABSTRACT
Objective To understand the experience and needs of elderly specialist nurses during the period of specialist training, and to provide reference and basis for the establishment of a more perfect training plan for elderly specialist nurses. Methods A one-to-one in-depth interview was conducted among 5 students in the third training course of the Beijing Nursing Society with the method of phenomenological research. Colaizzi undefineds seven-step data method of phenomenology was used to analyze the results. Results Five topics were abstracted from the experience of training aged specialist nurses, including stress, safety awareness, harvest and growth, professional pride, teaching teachersundefined views and suggestions on scientific research. Conclusions The curriculum setup of elderly specialist nurses needs to be optimized. It is necessary to strengthen the training of scientific research, optimize the teachersundefined strength and perfect the training means, and the managers should formulate the specialty and standardization of the elderly nursing as soon as possible. To provide the necessary support for the training of elderly specialist nurses.
ABSTRACT
Objective To explore the role function of infusion nurse specialists suitable for China′s national conditions by using Delphi method. Methods Totally 24 experts were consulted for two rounds, According to the consultation results, the role function of infusion nurse specialists were formulated. Results After two rounds expert consultation, six primary indexes and fifty-two secondary indexes for the role function of infusion nurse specialists have been developed. The average coefficient of authority, coefficient of determination, coefficient of familiarity of experts were 0.83, 0.93, 0.73 respectively. Conclusion the consensus has achieved between experts about the indexes of role function, the result of study has high credibility, it could provide reference information for relevant department to set the role function of infusion nurse specialists.
ABSTRACT
Objective@#To understand the experience and needs of elderly specialist nurses during the period of specialist training, and to provide reference and basis for the establishment of a more perfect training plan for elderly specialist nurses.@*Methods@#A one-to-one in-depth interview was conducted among 5 students in the third training course of the Beijing Nursing Society with the method of phenomenological research. Colaizzi undefineds seven-step data method of phenomenology was used to analyze the results.@*Results@#Five topics were abstracted from the experience of training aged specialist nurses, including stress, safety awareness, harvest and growth, professional pride, teaching teachersundefined views and suggestions on scientific research.@*Conclusions@#The curriculum setup of elderly specialist nurses needs to be optimized. It is necessary to strengthen the training of scientific research, optimize the teachersundefined strength and perfect the training means, and the managers should formulate the specialty and standardization of the elderly nursing as soon as possible. To provide the necessary support for the training of elderly specialist nurses.
ABSTRACT
Objective@#To explore the role function of infusion nurse specialists suitable for China′s national conditions by using Delphi method.@*Methods@#Totally 24 experts were consulted for two rounds, According to the consultation results, the role function of infusion nurse specialists were formulated.@*Results@#After two rounds expert consultation, six primary indexes and fifty-two secondary indexes for the role function of infusion nurse specialists have been developed. The average coefficient of authority, coefficient of determination, coefficient of familiarity of experts were 0.83, 0.93, 0.73 respectively.@*Conclusion@#the consensus has achieved between experts about the indexes of role function, the result of study has high credibility, it could provide reference information for relevant department to set the role function of infusion nurse specialists.
ABSTRACT
Objective:To test the validity and reliability of the Chinese Version Scale of Social Skill for Nursing(C-SSSN).Methods:The Japanese version SSSN was translated into Chinese according to Beaton's Translation Model.Totally 547 clinical nurses who met the criterion in a tertiary hospital in Yinchuan were selected for analyzing the items and investigating content validity,structure validity and internal consistency reliability.After 2 weeks,30 nurses were randomly selected for reassessment.Results:The content validity index (S-CVI) of C-SSSN was 0.87,the items content validities (I-CVI) varied from 0.86-1.00.Exploratory factor analysis was employed for extracting the 7 common factors and conformed 6 dimensions.The loads of items in the common factors were 0.43-0.88 correspondingly.The cumulative contribution rate was 60.38％.The Cronbach alpha coefficient of the scale was 0.89,the alpha coefficients of the 6 dimensions arranged 0.76-0.93.The retest reliabilities (r) were 0.83 for the total scale and 0.77-0.83 for the six dimensions.Conclusion:The Chinese Version Scale of Social Skill for Nursing has been proved to be reliable and valid which could be used to evaluate clinical nurses' social skill.
ABSTRACT
Objective To analyze job information of clinical nurse specialist (CNS) in comprehensive children′s hospital,andclarify CNS′s qualification requirements. Methods Using working log and questionnaires to conduct a survey on 39 nurses and doctors in children′s hospital. Results Qualified CNS position asks for academic requirements for the undergraduate or above;pediatric work experiences for more than 5 years, pediatric specialist work experiences for more than 3 years, and also 3-6 months ICU work experience; competency of clinical practice skills, interpersonal skills, analysis and evaluation of decision-making. Direct clinical nursing is the core of CNS daily work content. Conclusions Job descriptions should be established to meet the pediatric CNS job characteristics,to ensure the CNS personnel selects.