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Objective:To evaluate the competence of head nurses by using the in-basket test for establishing a hierarchical training system for these nurses.Methods:A set of in-basket test was independently designed to evaluate the head nurses of a tertiary hospital in September 2021.Fourteen competency indicators, including positive initiative, coordination and communication ability, and leadership, problem solving ability, motivation, empowerment, attention to quality and order, etc, were selected to analyze the answers of the in-basket test and score their competency level. The measures were described by Mean±SD and M(IQR), and the counts were described by rates and percentages. The rank sum test and multiple linear regression were used to analyze the influencing factors of competency scoring of head nurses. Results:A total of 133 head nurses were tested, with a total competency scoring of 30.0(5.5). The highest indicators were talent cultivation 3.0(2.0), positive initiative 3.0(1.0), coordination and communication ability 3.0(1.0), while those with lower scores were empowerment 1.0(1.0) and motivation 1.5(1.5). The rank sum test analysis showed that age, position, job position character and working seniority were the influencing factors of competency score( P<0.05). The multiple linear regression analysis showed that, working seniorities of 16-20 years( β=0.583, P=0.013), 21-25 years( β=0.732, P=0.008), 26-30 years( β=0.632, P=0.026) were the influencing factors of competency score of head nurses. Conclusions:The in-basket test is practical to evaluate the competence of head nurses as a basis for their targeted training in the future.
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Objective To explore the work experience after the change of professional role of the new head nurse in pediatrics,and to provide a basis for development of a more scientific training program in the future.Methods A total of 12 cases of pediatric new head nurses were interviewed by semistructured interview.The NVivol0.0 software was used to supervise,excavate and seek data.The data were analyzed by the Colaizzi phenomenological methodology.Results Four themes were extracted including role maladjustment,difficult to cope with stress,achievement of self growth,and expectation of the nursing department.Conclusions The new head nurse in pediatrics is under great pressure,the nursing managers should pay more attention to their growth process,provide timely support and conduct regular pre job training for them,so that they can adapt to the head nurse's positions as soon as possible,so as to ensure the quality and safety of nursing.
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Objective To understand nurses'perceived transformational leadership behaviors of head nurses, and to survey the status quo of transformational leadership behaviors of head nurses and nurses' performance for goal attainment, to explore the relationship between transformational leadership behaviors of head nurses and nurses'performance for goal attainment. Methods A total of 450 clinical nurses from six 3A hospitals were chosen as the research objects, the nurse general information questionnaire, the transformational leadership questionnaire and nurse's performance for goal attainment scale were used to analyze the status. SPSS17.0 was conducted to sort and analyze data. Results (1)The total score of nurses' perceived transformational leadership behaviors of head nurses was 114.74 ± 18.66,and moral modeling score was significantly higher in 4 dimensions. The total score of nurses'performance for goal attainment was 172.87 ± 25.96, autonomous decision-making score was significantly higher in 7 dimensions.(2)There was a positive correlation relationship between transformational leadership behaviors and each dimension of nurses'performance for goal attainment (r=0.393, P<0.01). Conclusions The results show that the nurses'performance for goal attainment can be positive predict by transformational leadership behaviors. Nursing managers should fully play the positive role of transformational leadership behavior so as to improve nurses'performance for goal attainment.
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Objective To explore the recognition degree of resource based relative value scales (RBRVS) among the head nurses of different clinical departments and provide references for the hospitals to gradually adjust and improve the RBRVS performance allocation program. Method Toally 13 clinical head nurses were recruited and in-depth interviews were phenomenologically conducted. The acquired data were analyzed. Results Six themes were extracted: RBRVS's reflection of the value of nursing operation, avoidance of nonstandard registering and charging, differences in performance distribution across clinical departments, unreasonable allocation between internal medical and surgical departments, small numbers of chargeable nursing items, larger coefficient gap between doctors and nurses and inaccuracy in data collection. Conclusions RBRVS for performance evaluation is concerned about the work strength and technical difficulty, but less attention to quality problems is attached. In implementation, we should reasonably treat differences between the clinical departments, setting up reasonable gap coefficient and increasing their enthusiasm. Moreover, as the direct leaders of nursing teams, the nursing management should master the principles of RBRVS and improve the management ability of head nurses.
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Objective To explore the recognition degree of resource based relative value scales (RBRVS) among the head nurses of different clinical departments and provide references for the hospitals to gradually adjust and improve the RBRVS performance allocation program. Method Toally 13 clinical head nurses were recruited and in-depth interviews were phenomenologically conducted. The acquired data were analyzed. Results Six themes were extracted: RBRVS's reflection of the value of nursing operation, avoidance of nonstandard registering and charging, differences in performance distribution across clinical departments, unreasonable allocation between internal medical and surgical departments, small numbers of chargeable nursing items, larger coefficient gap between doctors and nurses and inaccuracy in data collection. Conclusions RBRVS for performance evaluation is concerned about the work strength and technical difficulty, but less attention to quality problems is attached. In implementation, we should reasonably treat differences between the clinical departments, setting up reasonable gap coefficient and increasing their enthusiasm. Moreover, as the direct leaders of nursing teams, the nursing management should master the principles of RBRVS and improve the management ability of head nurses.
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Objective To explore the relevance of safety culture in hospital nursing and the head nurse leadership behavior.Method The study adopts the method of convenience sampling to diversify the head nurse leadership behavior and nursing safety culture of 344 nurses in 3 first-class tertiary hospital of traditional Chinese Medicine in Heilongjiang Province.All survey data were entered into the SPSS17.0 software for analysis.Finally,conclusion was got.Result The head nurse leadership behavior is the highest score for leadership charm,followed by passive exception management,personalized care,active exception management,charisma,contingent reward and intellectual stimulation.Safety culture of nursing is slightly higher than medium level,in wh ch the team atmosphere,the satisfaction of the work,the unit security atmosphere,the management experience is higher than the medium level.The cognitive score of the pressure is lower than the medium level.Conclusion All dimensions of nurses' perception of head nurse leadership behavior has a positive correlation with each dimension of safety culture in hospital nursing.
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Objective To investigate the relationship between head nurse's authentic leadership and degree of solidarity among nurses in operating room.Method A total of 120 nurses in the operation room of 3 general hospitals in Jiamusi City were enrolled in the study by way of the questionnaire on authentic leadership and the scale of solidarity.Results The mean score on the head nurse's authentic leadership (41.28 ± 8.48) was above the middle-high level.The mean score on the solidarity (68.67 ± 8.82) was in the middle-high level.There was a positive correlation between the head nurses' authentic leadership and the degree of solidarity among nurses in the operating room.Conclusion Hospital and nursing administrators should take active and effective measures to improve the leadership of head nurses so as to improve the degree of solidarity among nurses in the operating room as well as the quality of nursing.
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PURPOSE: The purpose of this study was to conduct a grounded theoretical analysis on the hospital accreditation experience of head nurses in order to understand their behavior on the adaption of this new system. METHODS: The participants were 8 head nurses with more than 3 years of experience. The data were collected through in-depth interviews using audiotape recording analyzed by the constant comparative method described in Strauss and Corbin's methodology. RESULTS: There were 113 concepts, 26 subcategories and 12 categories identified through the open coding process. In the axial coding, the following paradigm model was proposed: 1) the causal conditions were ‘hardware problem’ and ‘software problem’, 2) the contextual conditions were ‘vertical relationship’, ‘individual preference’, and ‘family support’, 3) the intervening conditions were ‘passive conditions’ and ‘active conditions’, 4) the action/interaction strategies were ‘leading role’ and ‘dependent role’, 5) the consequences were ‘positive acceptance’ and ‘negative acceptance’, 6) the central phenomenon was ‘difficult situation’ and 7) the core category was ‘leading in harmony’. CONCLUSION: The new system led head nurses having difficulties as the middleman between the hospital administration and general nurses, but they made a continuous effort to overcome and adapt to it through a number of strategies.
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Accreditation , Clinical Coding , Grounded Theory , Head , Hospital Administration , Hospitals, General , Methods , Nursing, Supervisory , Tape RecordingABSTRACT
Nursing management is an important part of hospital management,the head nurses,as leaders and organizers of first-line clinical nursing work of the hospital,play a decisive role in hospital nursing management.As the first-line managers and organizers,the head nurse management level and ability is directly related to the hospital nursing quality and the overall quality of nurses.The implementation of the performance appraisal and management by objectives in current nursing management has been more and more used in the hospital.This article aimed to review the management by objective and quantitative assessment home for head nurse at home and abroad,in order to help nursing managers to learn and master performance appraisal of head nurses,comprehensively improve quality of head nurses,promote the improvement of nursing quality,and push the development of nursing course.
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Objective To investigate the status quo and existing problems in 2A or higher level general hospitals in Shandong Province,in order to provide information for establishing and perfecting the head nurse training system of Shandong Province.Methods 666 head nurses from 129 hospitals were investigated by a self-designed questionnaire,namely The questionnaire of status quo of head nurse training in 2A or higher level general hospitals in Shandong Province.Results The head nurses participating in the survey were average (40.1±5.8) years old,66.7％ of whom had intermediate titles,78.8％ with vocational school as basic education,86.8％ with bachelor as the highest degree.The head nurse training contents were mainly level hospital evaluation (73.9％),quality of nursing management training (65.8％) and nursing quality control (64.2％); training forms were mainly seminar (63.7％),conference (51.4％)and short-term training courses (40.5％); cumulative training time was within two weeks; 73.8％ of the teachers derived from clinical nursing specialist.79.3％ of the head nurses did not attend personalized evaluation before training,while 54.7％ received different forms of evaluation after training.57.2％ of the head nurses considered there had been problems in previous training,such as less practical knowledge (64.1％),a single mode of training (50.7％),lack of pertinence (34.6％),training teachers level was uneven (32.2％).Conclusions The systematic,hierarchical,normal,required,flexible-form,effective-evaluation and talents head nurse training system should be established to improve the nursing management level of the head nurse fundamentally.
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ObjectiveTo investigate personal reflections of head nurses on 360-degree performance assessment system. Method Twenty-three head nurses being involved in 360-degree performance assessment received semi-structured interviews and the data were analyzed with content analysis.ResultThe head nurses were positive about the assessment system,believing that the assessment system was helpful for detecting the weak links of daily work and thinking that the assessment indexes varied in weights with different clinical disciplines.ConclusionsThe 360-degree performance assessment was beneficial for ability promotion of head nurses and continuous improvement of nursing quality.Hospital administrators should continuously improve and promote 360-degree performance assessment system.
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Objective To study and contruct competency characteristic evaluation models of nursing supervisors in secondly hospitals.Methods Using the matron semi-structured interviews,literature review,questionnaire survey and expert questionnaires to discuss the competency of nursing supervisors in secodary hospitals.Results We found that the competency model of nursing supervisors in secondary hospitals could better reflect the competency of nursing supervisors.The model had 16 competencies which included knewleage skills.management and individual characters.Conclusions Through the study of the model of competency nursing supervisors in secondary hospitals,we form a set of standard for nursing supervisor selection based on their competency.The standard can help to select the most suited nursing supervisors who have great potentials.
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Objective To know the experiences of head nurses about year-ending comprehensive check of work. Methods Interviewed 10 head nurses by qualitative study methods, summarized and ana-lyzed their experiences about year-ending comprehensive check of work. Results Five subjects about the year-ending comprehensive cheek of work were summarized, they were questions about the meaning of the check, experiences of the value of the nursing management work, influence of check on emotion, expectation of the head nurses' role and the ideas about future check. Conclusions The related nursing managers should emphasis head nurses' working designation and role, and then increase their working interesting, promote clinical nursing management developing smoothly.
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Objective To discuss the responsibility and quality requirement of head nurses in nursing quality improvement in obstetrical and gynecological department.Methods The responsibility of head nurses in nursing quality improvement in obstetrical and gynecological department were investigated by carrying out surveys in patients of obstetrical and gynecological department.Results The quality of head nurses needed improvement and their responsibility required definitude,thus the satisfaction degree of patients and nursing quality can be improved.Conclusions Through this research,we find that the head nurses not only need good quality,but also should be given definite responsibility and certain service,supervising and management power,if so,they can fully exert their role in nursing work.
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Objective To study the effect of hospital disposal manners after workplace violence in hos-pital on organizational commitment and turnover intention among the head nurses. Methods Self-made questionnaire about workplace violence in hospital and general condition, organizational commitment question-naire and turnover intention questionnaire were conducted in 122 head nurses who had suffered hospital vio-lence in recent years from all level hospitals of Fujian province. Results The scores of affective commitment and normative commitment of organizational commitment and turnover intention showed significant difference be-tween the groups who suffered positive disposal and who suffered negative interference by the hospital after the violence events (P<0.05), but aggregate score of organizational commitment and the scores of continuance commitment showed no significant difference between the two groups (P>0.05). Hospital disposal manners af-ter the hospital violence and hospital grade were influence factors on turnover intention among the head nurses.Hospital grade was also an influence factor on organizational commitment among the head nurses. Conclu-sions Hospital positive disposal means after the hospital violence on head nurse help to ameliorate organiza-tional commitment and reduce turnover intention among the head nurses.
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PURPOSE: The purpose of this study was to identify job stress experienced by head nurses of general hospitals. METHODS: Data was collected from 10 head nurses with in-depth interviews about their actual experiences. The main questions were when, why, and from whom they get stress in the work field; how they are affected by the stressful situation; and how they cope with this stress. All the interviews were recorded and transcribed. The collected data was analyzed using a consistent comparative data analysis method. RESULTS: Job stress of head nurse was formed by 3 axis; causes, reactions, and coping strategies in complicated situational context such as human relationship, culture of hospital, individual characteristics, social support. CONCLUSION: The results of this study yields very useful information for nursing mangers to identify, by stages, the demands of the head nurses in their role adaptation process. The findings of this study contributes to developing programs and supportive policies that palliates the head nurses' job stress.
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Adult , Humans , Adaptation, Psychological , Hospitals, General , Interviews as Topic , Nursing Staff, Hospital/psychology , Physician-Nurse Relations , Stress, Psychological , WorkloadABSTRACT
Objective To explore the relationship between the quality of head nurses and nursing quality. Methods Analyses of data were conducted by means of linear regression analysis and stepwise linear regression analysis. Results In the regression analysis of the overall quality of head nurses and nursing quality, t=2 974,P
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The paper expounds the important position and role of department heads and head nurses in the ideological and political work of the hospital from the perspectives of ideological and political work, professional management and individual quality of the cadres. It sets forth the exceptional features and advantages department heads and head nurses enjoy in conducting ideological and political work, including timeliness, relevancy, authoritativeness and extensiveness. The paper also discusses ways for department heads and head nurses to give full scope to the functions and advantages of ideological and political work: ①carrying out propaganda and education so as to enhance understanding; ②conducting professional training so as to improve skills; ③giving assessment and inspiration so as to guarantee results, and ④practicing what one preaches so as to set an example for others.
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Behavior Science pays more attention to humanity,and regards the management of people as the key factor of management.Nursing management is the process targeting at the progress of nursing quality and work efficiency.Under the new circumstance,it is very important for the head nurse to supervise the nurses with a scientific management conception in the hospital howadays which will encourage the nurses to fully exert their abilities. and help to improve the nursing quality finally.