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Objective:To explore the current practice of head nurses′ human caring for patients at home and abroad, and integrate those effective measures and effect evaluation methods, so as to provide reference for nursing administrators.Methods:A framework was built on the scope review method proposed by Arksey and O′Malley, and such search terms as head nurse/nursing administrator, human caring/care/human-based, sick person/patient, nursing supervisory/charge nurse/head nurse/nurse administrator/nurse manager/nurse executive, empathy/care/compassion, patient/client were used. CNKI, Wanfang database, VIP, Chinese Medical Association Journal Full-text Database, Medical Knowledge Network (PubMed, Elsevier, Springer, Wiley, OVID, EBSCO) and the Cochrane Library were searched from their initiation to November 29, 2022. Two researchers independently screened and extracted basic characteristics of the literature, as well as the measures used by the head nurses to implement human caring for patients and the effect evaluation tools.Results:A total of 57 articles were included. This paper reviewed the measures of human caring for patients at both levels of head nurses as direct caregivers and as organizers.The measures at the level of direct caregivers included implementing human caring in their ward rounds, creating a caring atmosphere, setting up a head nurse reception day, interviewing the care needs of patients and their families, innovating working methods based on the perspective of human caring, and caring communication with patients and their families; measures at the level of organizers included building a nursing human caring mode with specialist characteristics, building a human caring mode for different patient groups, strengthening the training of nurses′ human caring ability and literacy, building a caring environment and atmosphere, simplifying the nursing work process, and establishing a continuous and diversified nurse-patient communication mode, continuing human caring for discharged patients, organizing participation of nurses in social practices of human caring, setting up caring posts, and conducting care supervision and quality control. Patient satisfaction survey was used to evaluate the practical effects of human caring, but the evaluation objects were nurses or nursing services.Conclusions:Head nurses play an important role in the implementation of human caring, and a variety of measures can be taken to directly or indirectly implement human caring for patients. It is suggested to build more human caring modes to cover more specialties and patient groups, and improve the patient satisfaction evaluation tools with head nurses as the evaluation object.
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Objective To investigate the research status of head nurses of 10 secondary hospitals in Yichang area,to understand the research attitudes and intentions,to provide a reference basis for further research training program.Methods A total of 161 head nurses in 10 secondary hospitals in YiChang were recruited and a questionnaire survey was conducted.Results There are 11.7％ of head nurse involved in research projects,44.7％ of them did not publish paper,and 80％ of them had never received scientific research knowledge and training in school.95.1％ of head nurse think the nursing research is very important,and willing participate in research study,69.6％ of them want to take part in the practical activity.Conclusions The foundation for research in Head nurse is weak inthe secondary hospital with low research achievements,however they have shown a positive scientific attitude,that may improve research ability,the hospital should pay attention to the head nurse research needs,provide effective training,promote nursing research capacity.
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Objective To understand the status quo of servant leadership behavior of head nurses in military hospital and its relationship with nurses′ intention to stay, and to make suggestions for maintaining the stability of military hospital nurses. Methods A total of 501 nurses from a military hospital (top three) were surveyed by self-designed general data scale, Head Nurses′Servant Leadership Behavior Scale and Turnover Intention Scale. Results The average score of servant leadership behavior was (80.39 ± 13.79) points, and the correlation coefficient between the head nurse service and the leave intention was-0.255 (P<0.01). Conclusions The servant leadership behavior of the head nurses in a military hospital is at a moderate level and it still can be ameliorated. Training can improve head nurses′capacity of the servant leadership behavior, which can reduce the turnover intention of the nurses in military hospitals.
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Objective To explore the status quo and the correlation of professional practice environment and job burnout in head nurses. Methods Totally 646 head nurses from city state hospitals of Hunan Province was selected by cluster sampling method. Participants were investigated by using the Chinese Version of Profession Practice Environment Scale for Head Nurses and Maslach Burnout Inventory. Results The professional environment score was 215.95±22.81, which was in the moderate level. The score of emotional exhaustion (EE) in head nurses was 24.56 ± 10.64, depersonalization (DP) was 8.92 ± 4.17 and personal accomplishment (PA) was 35.55±13.08, all stating moderate burnout. Meanwhile, the scores of EE and DP were negatively correlated with professional practice environment (r=-0.350--0.161, P≤0.01), while the PA was positively correlated with professional practice environment (r=0.078- 0.271, P≤0.01). Conclusions Professional practice environment in head nurses is correlated with job burnout. Hospital leaders should pay more attention to head nurses′professional practice environment to decrease job burnout in head nurses.
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PURPOSE: The purpose of this study was to elucidate nursing performance to superior's ethical leadership as perceived by nurses and the mediating effect of faith in supervisor. METHODS: For this study a descriptive survey design was used. Participants were 258 nurses who worked in general hospital and completed the self-report questionnaire. Data were collected from May 17 to May 31, 2017 and were analyzed using independent t-test, ANOVA, Scheffé test, and Path analysis with SPSS 22.0 and AMOS 21.0. RESULTS: Superior's ethical leadership as perceived by the nurses and faith in the supervisor were significant variables predicting the level of nursing performance and accounted for 48.1% of the variance. Faith in the supervisor as a mediator was found to have a partial mediating effect. CONCLUSION: In order to improve the nurses' performance, it is important to establish a work environment so that hospital nurses can perform their work with faith in their supervisors, as well as having superiors who are ethical leaders.
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Hospitals, General , Leadership , Negotiating , Nursing , Nursing, SupervisoryABSTRACT
Objective To explore the effect of head nurses′tutoring and commenting on nursing ward round. Methods The nursing ward rounds performed during August 2013 to July 2014 were assigned as the control group and those nursing ward rounds during August 2014 to August 2015 as observation group: in the former group routine nursing ward rounds were done once a week and in the latter the rounds were performed by head nurses′tutoring and commenting once every week. The two groups were compared in terms of examination performances of nursing ward rounds, doctors′ and nurses′ satisfaction degree, nurses′ and student nurses′evaluation on the ward rounds and their critical thinking ability. Results The examination performances and the satisfaction degree in the observation group were significantly higher than those of the control group (P<0.05). The nurses in the observation group thought the head nurse′s commenting at ward rounds could be more effective than those from the control group in their improvement of theoretical knowledge and clinical ability (P<0.05). In terms of critical thinking by California Critical Thinking Disposition Inventory-Chinese Version), the total score and the scores on its dimensions in the observation group were significantly higher than those of the control group. Conclusion The nursing ward rounds by head nurses′tutoring and commenting can help the nurses to strengthen their ability in nursing ward rounds and improve their theory and clinical practice so that the nursing quality is improved.
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Objective To investigate the job stressors and burnout of senior nurses, and explore the possible strategies for alleviating stress and reduction of demission rate of senior nurses. Methods Two hundred and thirty head nurses and senior nurses were included in this study. Nurse Job Stressors Inventory (NJSI) and Maslach Burnout Inventory (MBI) were applied to evaluate the burnout and work-related stress of nurses with the combination of convenience sampling and cluster sampling. Results The NJSI scores of senior nurses and head nurses were (2.62 ± 0.56) points, (2.45 ± 0.47) points, the two scores were significantly different (t=-2.465,P<0.05); the scores of three dimensions of MBI in senior nurses were (30.01±11.86) points, (8.01±5.74) points, (35.35±9.57) points, while the scores in head nurses were (21.65±10.39) points, (5.14±3.37) points, (38.81±8.45) points. Statistically significant difference was seen between the two groups (t=-5.261,-4.705, 2.691,P<0.05). There was a higher positive correlation between job stressors and burnout of senior nurses (r=0.521) than head nurses (r=0.432). Conclusions The level of job burnout is higher in senior nurses than head nurses, attributing to the higher controllability of head nurses. It is suggested to reduce the job burnout of senior nurses and to keep senior nurses in the profession fields, based on the theory of magnetic hospital.
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Objective To explore the correlations between trustworthiness leadership of head nurses and work immersion. Method A questionnaire on trustworthiness leadership of head nurse and the nurses′ work immersion scale were used to have investigation among 460 nurses. Results The total score on trustworthiness leadership was (105.04 ± 13.78), which was in the middle level and the total score on work immersion was (41.28 ± 10.08), which was at a higher level. The trustworthiness leadership was positively related to their work immersion as well as its dimensions (all P<0.05). Conclusion The administrators of the hospitals and nursing managers should pay attention to head nurse′s trustworthy leadership , for the purpose of improving the integrity of the leadership behavior of head nurses.
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Objective To establish a scientific, systemic objective and practical competency model for head nurses. Methods Based on the PPEB model, the competency model for head nurses was formulated through literature review, theoretical analysis, specialists interview and Delphi method. Results The head nurses′competency model consisted of professional competency, psychology competency, ethic competency and behavior competency, which included 10 second- level indicators and 33 third- level items. A total of 16 questionnaires were sent out in each round of consultation, and 15 and 16 questionnaires were retrieved separately. the experts′authority coefficient was 0.88 and the coordination coefficient was 0.131. Conclusions The enthusiam, authority and harmony of the specialists were good, which meant the competency model for head nurses were scientific and reliable. And it could provide references for head nurses′selection, training and performance appraisal.
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Objective In order to provide evidence for researches related to evaluating the humanistic caring ability of head-nurses, we developed the questionnaire and launched reliability and validity test for it. Methods Through analyzing in documents, theories and scales, launching a 2-round experts consultation for 19 experts, the questionnaire consists of 3 first-class indicators, 8 second-class indicators and 36 third-class indicators. A total of 217 nurses, from third-grade class-A hospital who had a more than 5-year clinical experience, were selected by convenient sampling. Finally, the reliability and validity of the questionnaire had been summarized. Results The Cronbach α was 0.937 for the total questionnaire and 0.743-0.898 for each sub-scales. The split half reliability coefficient for the total questionnaire was 0.801 and 0.748-8.872 for each sub-scales. Test result of questionnaire content validity demonstrate the CVI was 0.91 for the total factors and 0.83-1.00 for each factor.Through exploratory factor analysis, 8 common factors were abstracted and cumulative variance contribution rate was 65.852%. Conclusions The questionnaire, developed for evaluating the humanistic caring ability of head-nurses, shows acceptable reliability and validity, and it′s worth to be popularizing and using in future.
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Objective To explore the effect of case checking and head nurses′ comment on clinical nurisng rounds. Methods Three hundred hospitalized patients from January to December of 2012 were set as the control group , which received the traditional nursing ward round model. Another three hundred and thirty patients hospitalized from January to December of 2013 were set as the observation group, which received case tracking method integrated with head nurses ward round model. The ward nursing management quality of both groups including the ward management, grading nursing, basic nursing, nursing safety, health and education and the qualified rate of nursing documents were compared between the two groups. Result The quality of nursing management and nursing documents qualification rate of the observation group were obviously higher than those of the control group. Conclusion The case tracking method and the head nurses′comments can improve the quality of clinical nursing rounds , enhance nurses comprehensive quality and increase management level of the head nurses.
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Objective To explore the measures and methods to cope with the early stage epidemic struck of H7N9 avian influenza,as the head nurses of the department of infectious diseases.Methods The main work focus of the head nurses of the department of infectious diseases were analyzed during the early stage of H7N9 epidemic struck systematically by reference to the domestic literatures.Results At the early stage of H7N9 epidemic struck,the main work focus of the head nurses of the department of infectious diseases was to draw up every emergency plans,prepare necessary protective medical supplies,train medical staff,and be ready to the preview and triage.Conclusions The head nurses of the department of infectious diseases should pay close attention to the progress of H7N9 epidemic struck,and get ready for all related work in order to ensure smooth treatment during early stage of the epidemic struck.
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Objective To determine the relationship between time management disposition and subjective well-being among the head nurses.Methods Totally 388 cases in third-grade class-A hospitals in Chengdu were investigated with Time Management Disposition Scale and Subjective Well-being Scale.Results The higher the scores in time management disposition,the higher the scores of the head nurses in subjective well-being.There was a significant positive correlation between time management disposition and subjective well-being.Among which,time efficacy feeling and time monitoring view had significant predictable effect toward subjective well-being.Conclusions Time management disposition had significant influences on subjective well-being.It indicates that we can improve subjective well-being and promote mental health of the head nurses to a certain extent through strengthening time management training to improve time management disposition level.
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Objective To explore the clinical head nurses'effective competence through interviewing nursing supervisors by in depth interview method and to provide reference for constructing training content for clinical head nurses in Macau and Guangzhou.Methods In depth interview was carried out among 8 nursing supervisors from 2 hospitals in Macau and 9 nursing supervisors from 2 tertiary hospitals in Guangzhou.Content analysis was utilized through organizing records and then forming written documentations.Results The themes were drawn after the interview,which were good moral character accomplishment,good communication skill,prospective and creative thinking,favorable executive ability.Forwardlooking and innovative were significantly different in Macau and Guangzhou.Conclusions The effective clinical head nurses' competence is multi-faceted,the results can provide reference for selection,evaluation and training for head nurses.
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Objective This study is to understand the interpersonal conflict management styles of head nurses and its related factors. Methods A cross- sectional survey was conducted in 440 head nurses in Shanghai Hospital, using"personal information table"and the "Rahim Organizational Conflict Inventory- Ⅱ"as the tools for data collection. Results When dealing with conflicts, "integrating"is the most commonly used approach of head nurses, while "dominating"the least used one. Age, education, work experience and other factors were statistically significant with the conflict management styles head nurses used. Conclusions The most commonly used conflict management style of head nurses tends to a winwin way. Age, education, work experience and other factors can affect the ways of managing conflict.
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Objective To study the impact of head nurses'support on the creation of encouraging management atmosphere.Methods We randomly selected 120 clinical nurses from the Sir Run Run Shaw hospital.Then we adopted head nurses'support questionnaires,nurses'stressor questionnaires and career satisfaction questionnaires and drew argumentation of our hypothesis by introducing double-factor theory.Results The management atmosphere was only inferior to the workload among all of the stressor resources.The supportive behaviors of head nurses were positively related to the career satisfaction of nurses and the encouraging management atmosphere.Conclusion Head nurses'could relieve nurses'working pressure and unsatisfactory attitude toward work by using supportive management style.In this way they could increase encouraging factors in the management and facilitated the creation of encouraging management atmosphere and improvement of effective management.
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Estudo histórico-social sobre a atuação da enfermeira-chefe nos hospitais, em meados do século XX. Objetivos: descrever o teor da matéria publicada na Revista Anais de Enfermagem sobre a enfermeira-chefe; analisar a atuação das instrutoras da Escola Anna Nery (EAN) nos campos de estágio e comparar os registros das atas de reuniões sobre essa atuação com os conteúdos selecionados na citada Revista. Acervos: Centro de Documentação, Biblioteca de Pós-Graduação e Nuphebras, todos da EEAN. Evidenciou-se um consenso entre autoras dos artigos e as enfermeiras diplomadas da EAN que, como chefes de serviço e instrutoras das alunas, eram regidas por uma forte ação coordenadora e centralizadora da diretora da EAN, contribuindo decisivamente na elevação do padrão do serviço de enfermagem dos hospitais onde atuavam.
Social _ historical study about the actuation of the head nurse in the hospitals, in the middle of the XX century. Objectives: describe the meaning of the matter published in the Revista Anais de Enfermagem ("Annals of Nursing Journal") about the head nurse; analyze the instructors actuation of the Anna Nery School (EAN) in the stage fields and compare the minutes registrations of the meetings about this actuation with the content selected in the cited Journal. Patrimony: Center of Documentation, Library of Post-Graduation and Nuphebras, all of the EEAN. It evidenced a consensus between authoresses of the papers and the nurses graduated from the EAN who, as service heads and the students' instructors, were ruled by a strong coordinator and centralizing action of the EAN head, contributing decisively for the raise of the nursing service pattern in the hospitals where they worked.
Estudio histórico-social sobre la actuación de la enfermera-jefe en los hospitales, en mediados do siglo XX. Objetivos: describir el tenor de la materia publicada en la Revista Anais de Enfermagem ("Revista Anales de Enfermería") sobre la enfermera- jefe; analizar la actuación de las instructoras de la Escuela Anna Nery (EAN) en los campos de práctica laboral y comparar los registros de las actas de reuniones sobre esa actuación con los contenidos seleccionados en la citada Revista. Acervos: Centro de Documentación, Biblioteca de Pos grado y Nuphebras, todos de la EEAN. Se evidenció un consenso entre las autoras de los artículos y las enfermeras diplomadas de la EAN que, como jefes de servicio y instructoras de las alunas, eran regidas por una fuerte acción coordinadora y centralizadora de la directora de la EAN, contribuyendo decisivamente para la elevación del padrón del servicio de enfermería de los hospitales donde trabajaban.