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1.
Enferm. actual Costa Rica (Online) ; (38): 45-60, Jan.-Jun. 2020. tab
Article in Spanish | LILACS (Americas), BDENF | ID: biblio-1090086

ABSTRACT

Resumen Esta investigación tuvo por objetivo determinar las estrategias de la enfermera supervisora en la integración de equipos de trabajo de enfermería en una institución hospitalaria. Se trata de una investigación cualitativa realizada en un hospital de segundo nivel de atención, entre agosto de 2017 y julio de 2018. Se aplicó una entrevista individual a 10 enfermeras supervisoras de dicha institución. El análisis se efectuó mediante la técnica cromática y el análisis de contenido; la discusión se elaboró con base en el contraste de los datos obtenidos con la teoría de los Roles de Equipo de Belbin. Se presentan en categorías y subcategorías relacionadas con las características del talento humano de enfermería: nivel de conocimientos, habilidades técnicas, personalidad, habilidades interpersonales y equipos de alto desempeño. Se identificaron las estrategias que las supervisoras de enfermería utilizan al integrar equipos de trabajo.


Abstract This research aimed to determine the strategies of the supervising nurse in the integration of nursing work teams in a hospital institution. This is a qualitative investigation carried out in a second level hospital, between August 2017 and July 2018. An individual interview was applied to 10 supervising nurses of that institution. The análisis was carried out using the chromatic technique and the content analysis; the discussion was developed based on the contrast of the data obtained with the Belbin Team Roles theory. They are presented in categories and subcategories related to the characteristics of human nursing talent: level of knowledge, technical skills, personality, interpersonal skills and high performance teams. Strategies that nursing supervisors use when integrating work teams were identified.


Resumo Esta pesquisa teve como objetivo determinar as estratégias do enfermeiro supervisor na integração de equipes de trabalho de enfermagem em uma instituição hospitalar. Trata-se de uma investigação qualitativa realizada em um hospital de segundo nível, entre agosto de 2017 e julho de 2018. Foi aplicada uma entrevista individual a 10 enfermeiros supervisores dessa instituição. A análise foi realizada utilizando a técnica cromática e a análise de conteúdo; a discussão foi desenvolvida com base no contraste dos dados obtidos com a teoria dos papéis da equipe de Belbin. São apresentados em categorias e subcategorias relacionadas às características do talento humano em enfermagem: nível de conhecimento, habilidades técnicas, personalidade, habilidades interpessoais e equipes de alto desempenho. Estratégias que os supervisores de enfermagem usam ao integrar equipes de trabalho foram identificadas.


Subject(s)
Humans , Male , Female , Personnel Administration, Hospital , Nursing , Nursing, Supervisory , Nurse's Role , Nursing Staff , Nursing Staff, Hospital
2.
rev. cuid. (Bucaramanga. 2010) ; 11(2): e826, 1 de Mayo de 2020.
Article in Spanish | LILACS (Americas), BDENF, COLNAL | ID: biblio-1118383

ABSTRACT

Introducción: La coordinación adecuada para organizar la atención de enfermería a nivel hospitalario es decisiva frente al servicio que se ofrece a los sujetos de cuidado y al mejoramiento permanente de la institución. Objetivo: Describir qué dice la literatura mundial sobre cómo fortalecer el rol de coordinación de enfermería a nivel hospitalario. Materiales y Métodos: Búsqueda integradora de literatura bajo parámetros de Ganong, con publicaciones arbitradas, observación de seis años, sin límites geográficos, en idiomas inglés, español y portugués. Resultados: De acuerdo con la literatura surgen tres categorías que incluyen: características del rol de coordinador de enfermería; impacto de esta coordinación en los resultados frente al sujeto de cuidado; y estrategias para fortalecer el rol de coordinación dentro de la institución. La evidencia que respalda el desarrollo de la coordinación de enfermería en el hospital es débil, con una mayoría de estudios de tipo descriptivo. Discusión: La coordinación de enfermería debe articular la dirección y la operación en el hospital y para ello requiere conocer y acompañar la directriz institucional a mediano y largo plazo y manejar estrategias de motivación y acompañamiento para facilitar su logro. Conclusiones: En una institución hospitalaria, la enfermera coordinadora debe mantener el norte en medio de la cotidianeidad de la asistencia; acompañar y motivar al personal a su cargo mediante competencias de liderazgo, trabajo en equipo y conocimiento clínico e institucional. Requiere para el ejercicio de su rol, proyectar el cambio y mantener un pensamiento integrador.


Introduction: An effective coordination to manage nursing care at the hospital level is essential for the service offered to the subjects of care and for the constant improvement of the institution. Objective: To describe the international literature related to the strengthening of the role of nursing coordination at the hospital level. Materials and Methods: An integrated literature search was carried out under Ganong parameters with arbitrated publications and six-year observations without geographical limits in English, Spanish, and Portuguese. Results: Three categories were identified from the literature search, namely, characteristics of the nurse care coordination role, impact of this coordination on the results for the subject of care, and strategies to enhance the coordination role within the institution. The evidence supporting the development of nurse care coordination at hospitals is poor, most of which are descriptive studies. Discussion: Nurse care coordination must articulate hospital direction and operation, which requires knowing and supporting institutional guidelines over the medium and longer-term and developing motivation and support strategies to facilitate its achievement. Conclusions: The nurse care coordinator in a hospital must keep their focus on the daily care of patients as well as support and encourage their staff through leadership skills, teamwork, and clinical/institutional knowledge. To perform their role, the coordinator must promote change and maintain an integrated approach.


Introdução: A coordenação adequada para organizar a assistência de enfermagem em nível hospitalar é decisiva diante do serviço oferecido aos sujeitos da assistência e a melhoria permanente da instituição. Objetivo: Descrever o que a literatura mundial diz sobre como fortalecer o papel da coordenação de enfermagem no nível hospitalar. Materiais e Métodos: Pesquisa integrativa de literatura sob os parâmetros Ganong, com publicações arbitradas, observação de seis anos, sem limites geográficos, nos idiomas inglês, espanhol e português. Resultados: Segundo a literatura, existem três categorias que incluem: características do papel do coordenador de enfermagem; impacto dessa coordenação nos resultados contra o paciente; e estratégias para fortalecer o papel de coordenação dentro da instituição. As evidências que sustentam o desenvolvimento da coordenação de enfermagem no hospital são fracas, com a maioria dos estudos descritivos. Discussão: A coordenação de enfermagem deve articular a direção e a operação no hospital e, para isso, requer conhecer e acompanhar as diretrizes institucionais a médio e longo prazo e gerenciar estratégias motivacionais e de acompanhamento para facilitar sua realização. Conclusões: Em uma instituição hospitalar, o enfermeiro coordenador deve manter seu foco no meio da assistência diária; acompanhar e motivar a equipe responsável por meio de habilidades de liderança, trabalho em equipe e conhecimento clínico e institucional. Requer para o exercício de seu papel, projetar mudanças e manter um pensamento integrador.


Subject(s)
Humans , Male , Female , Review Literature as Topic , Nursing, Supervisory , Nursing Care , Nursing Service, Hospital
3.
Rev. enferm. UFSM ; 9: [18], jul. 15, 2019.
Article in Portuguese | LILACS (Americas), BDENF | ID: biblio-1024450

ABSTRACT

Objetivo: analisar o gerenciamento de enfermagem em sala de vacina, com ênfase na supervisão, em um município de médio porte de Minas Gerais, Brasil. Método: estudo descritivo, de abordagem qualitativa, tipo estudo de caso único. Os dados foram organizados e analisados por meio da Análise de Conteúdo modalidade temático-categorial. Resultados: os achados foram organizados em duas categorias analíticas: "Fatores intervenientes no gerenciamento em sala de vacina", abordando desafios para supervisão, necessidade de um instrumento que padronize essa atividade, falta de organização do processo de trabalho e sobrecarga de funções. A segunda categoria: "Potencialidades para o gerenciamento na sala de vacina" aponta como fatores potencializadores a organização do tempo e agenda do enfermeiro e a necessidade de um instrumento que sistematize as atividades de supervisão. Considerações finais: a maioria dos enfermeiros compreendem a importância da supervisão, como ferramenta do gerenciamento, mas não a realizam de forma sistemática.


Objective: to analyze nursing management in the vaccine room, with emphasis on supervision, in a medium-sized city of Minas Gerais, Brazil. Method: a descriptive, qualitative, unique case study. The data were organized and analyzed through theme/category-based content analysis. Results: the findings were organized into two analytical categories: "Intervening factors in the management of the vaccine room", addressing the challenges for supervision, the need for an instrument to standardize this activity, lack of work process organization and overloading of functions. The second category: "Potentialities for the management in the vaccine room" points out as potentiating factors the organization of the nurse's time and agenda and the need for an instrument that systematizes the supervision activities. Final Remarks: Most nurses understand the importance of supervision as a management tool, but do not perform it systematically.


Objetivo: analizar la gerencia de enfermería en sala de vacuna, con énfasis en supervisión, en un municipio de tamaño mediano en Minas Gerais, Brasil. Método: estudio descriptivo, cualitativo, tipo estudio de caso único. Los datos fueron organizados y analizados a través de modalidad temática y categoría de Análisis de Contenido. Resultados: los hallazgos se organizaron en dos categorías analíticas: "Factores que intervienen en la gerencia en sala de vacuna", que abordan desafíos de la supervisión, necesidad de instrumento para estandarizar esta actividad, falta de organización del trabajo y sobrecarga de funciones. La segunda categoría: "Potencialidades para gerencia en sala de vacuna" señala factores potenciadores en organización del tiempo y agenda de la enfermera y la necesidad de un instrumento que sistematice las actividades de supervisión. Consideraciones finales: la mayoría de las enfermeras entienden la importancia de la supervisión como una herramienta de gestión, pero no realizan de manera sistemática.


Subject(s)
Humans , Organization and Administration , Vaccines , Nursing , Nursing, Supervisory , Health Management
4.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-760383

ABSTRACT

PURPOSE: To analyze the job of nursing unit managers working at women's hospital, using DACUM (developing a curriculum), DACUM is a method for analyzing job-focused competency. METHODS: This study involved a descriptive survey. A DACUM workshop was held to define women's hospital nursing unit managers' role and identify their duties and tasks. For the workshop, a committee was formed consisting of 5 women's hospital nursing unit managers. Finally, after validation, the developed contents were made into a survey asking about nursing unit manager's duties and tasks. RESULTS: Sixteen duties and 83 tasks were identified on the DACUM chart. The importance, difficulty, and frequency of the tasks were ranked in terms of A, B, and C, with A being the highest degree. Eight tasks received A's all in importance, difficulty, and frequency of performance. The 8 tasks were: ‘taking over’, ‘taking care of seriously ill patients on handover’, ‘ward rounding’, ‘analyzing and resolving demands identified during handover and patient tour’, ‘reporting patient status during rounding’, ‘promoting breast-feeding’, ‘uterine contraction, and training for breast-feeding’. The duty with the biggest determinant coefficient (DC) was ‘patients complaint management’ (DC=7.09). Based on tasks, the one with the biggest DC was ‘solving patient and patient guardian's complaints’ (DC=7.53), followed by ‘making infection control guidelines’ (DC=7.5). CONCLUSION: When expanding the nursing staff of the hospital, women's hospitals nursing unit managers also need to use administrative functions as intermediaries to focus on the operation management of the entire hospital rather than direct nursing to suit their role.


Subject(s)
Education , Hospitals, Maternity , Humans , Infection Control , Methods , Nursing Staff , Nursing , Nursing, Supervisory , Task Performance and Analysis
5.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-788168

ABSTRACT

PURPOSE: The purpose of this study was to investigate the effect of the perceived nursing work environment (NWE) on person-centered critical care nursing (PCCN) practices among nurses in intensive care units (ICUs).METHODS: A cross-sectional research design was adopted for this study; participants were 126 ICU nurses working in five hospitals in B city. From December 2018 to February 2019, a survey questionnaire on NWE and PCCN were conducted. The collected data were analyzed with a multiple hierarchical regression analysis.RESULTS: The mean score for NWE was 2.98±0.39. Among the factors, basic work system was the highest (3.39±0.41), followed by leadership of the head nurse (3.31±0.55), interpersonal relationships (2.77±0.62), and institutional support (2.58±0.52). The mean score for PCCN was 3.52±0.46. Among the factors, comfort was the highest (3.77±0.62), followed by respect (3.55±0.56), compassion (3.43±0.60), and individuality (3.38±0.56). The interpersonal relationship (β =.31, p=.001) and the number of patients per shift (β =−.23, p=.005) had a significant effect on PCCN, accounting for 25.9% of the total variance.CONCLUSION: These results suggest that it is necessary to enhance the relationship-oriented culture and reduce the workload of nurses in order to improve the quality of nursing care in ICUs.


Subject(s)
Critical Care Nursing , Critical Care , Empathy , Humans , Individuality , Intensive Care Units , Leadership , Nursing , Nursing Care , Nursing, Supervisory , Patient-Centered Care , Research Design
6.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-764674

ABSTRACT

PURPOSE: To investigate the effect of nurses' emotional labor on their turnover intention that was mediated by burnout and to examine the moderated mediation effect of authentic leadership. METHODS: A total of 227 nurses working at two general hospitals in Seoul were recruited from March 21 to May 6 in 2016. Emotional labor including surface acting and deep acting; burnout factors such as emotional exhaustion and personal accomplishment; and turnover intention were assessed. The data were analyzed using SPSS 22.0 and SPSS PROCESS macro. RESULTS: Surface acting significantly increased emotional exhaustion and reduced personal accomplishment. Deep acting significantly increased personal accomplishment. Emotional exhaustion significantly increased turnover intention. Conversely, personal accomplishment significantly reduced turnover intention. Surface acting had an indirect effect on turnover intention that was mediated by emotional exhaustion. Deep acting had an indirect effect on turnover intention that was mediated by personal accomplishment. Authentic leadership had a moderated mediation effect on the relationship between surface acting and turnover intention that was mediated by emotional exhaustion. CONCLUSION: The findings of this study indicate that the establishment of strong authentic leadership by head nurses would help nurses reduce their burnout and turnover intention. Conducting intervention studies would be also important to promote better work environments that would enable nurses to fortify the positive aspect of emotional labor and to reduce their burnout levels.


Subject(s)
Burnout, Professional , Hospitals, General , Humans , Intention , Leadership , Negotiating , Nursing, Supervisory , Personnel Turnover , Seoul
7.
Article in English | WPRIM (Western Pacific) | ID: wprim-764597

ABSTRACT

PURPOSE: Improving productivity in nursing practice is an important issue. This study investigated factors affecting nursing productivity of Korean clinical nurses. METHODS: A structured survey tool was used in a cross-sectional design with a convenience sample of 239 nurses working in university hospitals. Stepwise multiple regressions were done to identify influential factors. RESULTS: The level of nursing productivity was at a moderate level (3.3 out of 5). Those nurses who were over 36, married, over master-graduated, regularly employed, on day duty, and with experiences as a charge or head nurse reported better achievements in nursing productivity than the other groups of nurses. All three independent variables, age, and employment status explained 55.4% of the variance in nursing productivity. CONCLUSION: The leaders and managers of nursing organizations should develop educational programs aimed at increasing nurses' competencies in relation to emotion controls and communication skills, which consequently should improve nursing productivity.


Subject(s)
Efficiency , Emotional Intelligence , Employment , Hospitals, University , Nursing , Nursing, Supervisory
8.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-760016

ABSTRACT

PURPOSE: This study was conducted to examine the degree of career plateau in general hospital nurses, to examine the affects of career plateau on nurses' job satisfaction and nursing competency. METHODS: The sample consisted of 234 general hospital nurses. Data were analyzed using t-test, ANOVA, Pearson's Correlation and Hierarchical Multiple Regression. RESULTS: Nurses' career plateau was associated with their job satisfaction, nursing competency. A statistically significant difference in job satisfaction was career plateau, charge nurse or higher in position and resilience predicted 41% of variance in job satisfaction of general hospital nurses. A statistically significant difference in nursing competency was total clinical experience, career plateau, preceptorship experience, charge nurse or higher in position and resilience predicted 43% of variance in nursing competency of general hospital nurses. CONCLUSION: These results of this study as presented above show that general hospital nurses' career plateau is associated with their job satisfaction and nursing competency. Career plateau is the most important variable in nursing competency. Based on the findings, general hospital nurses' career plateau management is empirically verified as a useful and effective method to increase their job satisfaction and nursing competency.


Subject(s)
Hospitals, General , Job Satisfaction , Methods , Nursing , Nursing, Supervisory , Preceptorship
9.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-740897

ABSTRACT

PURPOSE: This study was done to investigate the relationships between nursing work environment, leader-member exchange(LMX), peer support, and organizational commitment in one city with a severe nurse shortage. METHODS: Participants were 198 nurses who had worked for more than 6 months with the same head nurse. They worked in five general hospitals located in one city. In April 2016 participants completed a survey questionnaire about their nursing work environment, LMX, peer support, and organizational commitment. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation coefficient, and multiple regression. RESULTS: There was a significant difference in nursing work environment by experience of turnover (t=−2.58, p=.010). LMX showed significant difference by department (F=3.81, p=.011). Factors influencing nurses' organizational commitment were nurse participation in hospital affairs (β=.23, p=.028) and nurse manager ability, leadership and support (β=.18, p=.022). Explanatory power was 18.2% in the regression model. CONCLUSION: The results suggest that it is necessary to improve the nursing work environment in order to increase organizational commitment. Improvement of the nursing system should be considered along with supplementation of nurses particularly during a severe nurse shortage.


Subject(s)
Hospitals, General , Humans , Leadership , Nurse Administrators , Nursing , Nursing, Supervisory , Peer Influence
10.
Rev. enferm. Inst. Mex. Seguro Soc ; 26(4): 263-272, Septiembre-Dic. 2018. graf, tab
Article in Spanish | LILACS (Americas), BDENF | ID: biblio-979994

ABSTRACT

Introducción: en general las actividades del personal de salud son sedentarias, aunado a factores genéticos subyacentes y a la influencia del medio ambiente, la alta prevalencia de obesidad se debe a la falta de actividad física necesaria para mantener el equilibrio con el gasto calórico energético. Objetivo: describir las características personales, sociodemográficas, antropométricas, marcadores biológicos, actividad física y comportamiento sedentario del personal de enfermería por categoría laboral y sexo. Metodología: diseño transversal comparativo, en una muestra probabilística de 124 personal de enfermería. Mediante un cuestionario se recolectó información sociodemográfica, antropométrica y de perfil lipídico y con la Encuesta Mundial sobre la Actividad Física (GPAQ), sobre actividad física y comportamiento sedentario. Resultados: la actividad física moderada en el trabajo es mayor en las enfermeras jefes de piso, y menor en las enfermeras especialistas. El personal auxiliar de enfermería tiene mayor desplazamiento. Sin embargo, las enfermeras jefes de piso, general y auxiliar de enfermería presentan comportamiento sedentario. Conclusiones: el personal de enfermería, reporta actividad física intensa y moderada en los ámbitos de trabajo, tiempo libre y formas de desplazamiento.


Introduction: In general, the activities of health personnel are sedentary, coupled with underlying genetic factors and the influence of the environment, the high prevalence of obesity is due to the lack of physical activity necessary to maintain balance with energy caloric expenditure. Objective: To describe the personal characteristics, sociodemographic, anthropometric, biological markers, physical activity and sedentary behavior of the nursing staff by job category and sex. Methods: Cross-sectional comparative design, in a probabilistic sample of 124 nursing personnel. Through a questionnaire, sociodemographic, anthropometric and lipid profile information was collected and with the Global Survey on Physical Activity (GPAQ), about physical activity and sedentary behavior. Results: Moderate physical activity at work is higher in nurse's heads of floor, and lower in nurse's specialists. The auxiliary nursing staff has more displacement. However, nurses who are heads of floor, general and nursing assistant show sedentary behavior. Conclusions: The nursing staff reports intense and moderate physical activity in the areas of work, free time and ways of displacement.


Subject(s)
Humans , Exercise , Cross-Sectional Studies , Data Collection , Nursing , Nursing, Supervisory , Health Personnel , Sedentary Behavior , Mexico , Nursing Assistants , Nursing Staff
11.
Invest. educ. enferm ; 36(1): [E14], Feb 15 2018. Tab 1, Tab 2
Article in English | LILACS (Americas), COLNAL | ID: biblio-883611

ABSTRACT

Objective. This work sought to assess the predictor role of work engagement and social support from the supervisor and coworkers on affective commitment with the organization in nursing staff from southern Portugal. Methods. A cross-sectional study was conducted with participation from 215 nursing professionals from three public hospitals in southern Portugal. Results. Of the respondents, 77.21% were women. Statistically significant and positive correlations were observed between affective organizational commitment and the three dimensions of engagement: vigor (r=0.48), dedication (r=0.49), and absorption (r=0.48). Likewise, support from the supervisor and support from coworkers were positively related with affective commitment (r=0.45 and r=0.24, p<0.01). The linear and hierarchical regression model showed the following significant predictors: support from the supervisor (beta=0.28), vigor (beta=0.26), and absorption (beta=0.17). Conclusion. Social support from the supervisor and work engagement (vigor and absorption) are important determinants of the affective bond of nursing professionals with their health organizations. Training and formation of the supervisors in leadership and coaching styles, and labor resources at work would permit increasing the levels of affective commitment in the health units.(AU)


Objetivo. Evaluar el papel predictor del engagement en el trabajo y el apoyo social del supervisor y de los compañeros sobre el compromiso afectivo con la organización en personal de enfermería del sur de Portugal. Métodos. Se realizó un estudio de corte transversal. Participaron 215 profesionales de enfermería de tres hospitales públicos del sur de Portugal. Resultados. 77.21% de los respondientes fueron mujeres. Se observaron correlaciones estadísticamente significativas y positivas entre el compromiso organizacional afectivo y las tres dimensiones del engagement: vigor (r=0.48), dedicación (r=0.49) y absorción (r=0.48). Igualmente, el apoyo del supervisor y el apoyo de los compañeros se relacionó positivamente con el compromiso afectivo (r=0.45 y r=0.24, p<0.01). El modelo de regresión lineal y jerárquico mostró los siguientes predictores significativos: el apoyo del supervisor (beta=0.28), el vigor (beta=0.26) y la absorción (beta=0.17). Conclusión. El apoyo social del supervisor y el engagement en el trabajo (vigor y absorción) son importantes determinantes del vínculo afectivo de los profesionales de enfermería con sus organizaciones de salud. El entrenamiento y formación de los supervisores en estilos de liderazgo y coaching, y recursos laborales en el trabajo permitirían aumentar los niveles de compromiso afectivo en las unidades de salud. (AU)


Objetivo. Avaliar o papel preditor do engagement no trabalho e o apoio social do supervisor e dos companheiros sobre o compromisso afetivo com a organização no pessoal da enfermagem do sul de Portugal. Métodos. Se realizou um estudo de corte transversal. Participaram 215 profissionais de enfermagem de três hospitais públicos do sul de Portugal. Resultados. 77.21% dos respondentes foram mulheres. Se observaram correlações estatisticamente significativas e positivas entre o compromisso organizacional afetivo e as três dimensões do engagement: vigor (r=0.48), dedicação (r=0.49) e absorção (r=0.48). Igualmente, o apoio do supervisor e o apoio dos companheiros se relacionou positivamente com o compromisso afetivo (r=0.45 e r=0.24, p<0.01). O modelo de regressão lineal e hierárquico mostrou os seguintes preditores significativos: o apoio do supervisor (beta=0.28), o vigor (beta=0.26) e a absorção (beta=0.17). Conclusão. O apoio social do supervisor e o engagement no trabalho (vigor e absorção) são importantes determinantes do vínculo afetivo dos profissionais de enfermagem com suas organizações de saúde. O treinamento e formação dos supervisores em estilos de liderança e coaching, e recursos laborais no trabalho permitiriam aumentar os níveis de compromisso afetivo nas unidades de saúde.(AU)


Subject(s)
Humans , Hospitals, Public , Motivation , Nursing Staff, Hospital , Nursing, Supervisory , Portugal , Social Support
12.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-750260

ABSTRACT

PURPOSE: The purpose of this study was to propose a revised Clinical Ladder System(CLS) Model for nurses based on the evaluation of clinical competence and professional activities of nurses working in general hospitals. METHODS: Data were collected between September 10 and October 30, 2017. Participants were 50 head nurses from 10 general hospitals with over 400 beds located in Seoul City and Gyeonggi Province. Each head nurse evaluated clinical competence, qualifications, and professional activities of 5 staff nurses at each of the 5 levels of CLS in her unit. The total number of the nurses evaluated was 245. Data were analyzed with descriptive statistics and t-test, one-way ANOVA, and Scheffé. RESULTS: Over 80% of the nurses were university graduates. As the CLS levels increased, clinical competence, qualifications, and professional activities also increased significantly. Education material development and quality improvement activities were carried out by nurses from level 2, research and evidence based practice activities were carried out from level 3, and nurses at level 4 or 5 participated in most of the professional activities as leaders. CONCLUSION: In order to retain excellent nurses in general hospitals, recognizing and rewarding nurses according to the revised model of the CLS are recommended.


Subject(s)
Career Mobility , Clinical Competence , Education , Evidence-Based Practice , Hospitals, General , Nursing, Supervisory , Quality Improvement , Reward , Seoul
13.
Rev. Esc. Enferm. USP ; 52: e03391, 2018.
Article in English, Portuguese | LILACS (Americas), BDENF | ID: biblio-985031

ABSTRACT

RESUMO Objetivo Analisar as percepções de enfermeiros sobre as habilidades sociais utilizadas na gerência do cuidado em um hospital. Método Pesquisa qualitativa, compreensiva, realizada em um hospital universitário público do Sul do Brasil, com enfermeiros estatutários selecionados intencionalmente, os quais foram submetidos à entrevista semiestruturada, cujos dados foram tratados pela análise compreensiva. Resultados Participaram do estudo 11 enfermeiros. Identificaram-se três categorias empíricas: Principais habilidades sociais na gerência do cuidado: especificidades e entrelaces; Fatores intervenientes no uso das habilidades sociais; e Benefícios das habilidades sociais à gerência do cuidado de enfermagem. Conclusão A percepção dos participantes sobre as habilidades sociais em sua prática gerencial fornece informações à instituição para potencializar os intervenientes positivos neste processo e, ainda, para lapidar a cultura organizacional por meio de processos educativos que melhorem os intervenientes negativos e contribuam para a valorização das relações interpessoais no cotidiano laboral do enfermeiro.


RESUMEN Objetivo Percepciones de enfermeros acerca de las habilidades sociales utilizadas en la gestión del cuidado en un hospital. Método Investigación cualitativa, comprensiva, realizada en un hospital universitario público del Sur de Brasil, con enfermeros estatutarios seleccionados intencionalmente, quienes fueron sometidos a la entrevista semiestructurada, cuyos datos fueron tratados por análisis comprensivo. Resultados Participaron en el estudio 11 enfermeros. Se identificaron tres categorías empíricas: Principales habilidades sociales en la gestión del cuidado: especificidades y entrelazamientos; Factores intervinientes en el uso de las habilidades; y Beneficios de las habilidades sociales para la gestión del cuidado de enfermería. Conclusión La percepción de los participantes acerca de las habilidades sociales en su práctica de gestión proporciona informaciones al centro para potenciar a los intervinientes positivos en ese proceso y asimismo para esculpir la cultura organizativa mediante procesos educativos que mejoren los intervinientes negativos y contribuyan a la valorización de las relaciones interpersonales en el cotidiano laboral del enfermero.


ABSTRACT Objective To analyze nurses' perceptions about the social skills used in care management in a hospital. Method A qualitative, comprehensive study conducted in a public university hospital in the South of Brazil with intentionally selected statutory nurses who were submitted to a semi-structured interview, with the data subsequently treated by a comprehensive analysis. Results Eleven nurses participated in the study. Three empirical categories were identified: Main social skills in care management: specificities and interlaces; Factors involved in using social skills; and Benefits of social skills in nursing care management. Conclusion Participants' perception of social skills in their managerial practice provides information for the institution to empower the positive actors in this process, and also to mold the organizational culture through educational processes that improve negative actors and contribute to appreciating interpersonal relationships in the nurses' daily routines.


Subject(s)
Nursing, Supervisory , Social Skills , Nursing Service, Hospital , Qualitative Research , Hospitals, University , Interpersonal Relations , Leadership
14.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-718022

ABSTRACT

PURPOSE: The aim of this study was to understand and describe difficulties and needs experienced by head nurses in the clinical practice education of nursing students. METHODS: A qualitative descriptive method was employed. A convenience sampling method was used to recruit participants from four hospitals in South Korea. Twenty-one head nurses participated in the first interview and 17 of them participated in the second interview. Data were collected through two in-depth interviews and field notes were written. Qualitative content analysis method was utilized for data analysis using ATLAS.ti 6.2 software. RESULTS: Thirty-one codes and twelve categories were identified. Four themes emerged from data analysis, which included ‘too many tasks’, ‘limitations of student education’, ‘many differences’, and ‘lack of support and resources.’ CONCLUSION: This qualitative study described head nurses' many difficulties and needs in the clinical practice education of nursing students. The results of this study provide valuable understanding and knowledge of head nurses' experiences in students' clinical education, which leads to improvement of the quality of clinical education for nursing students.


Subject(s)
Education , Head , Humans , Korea , Methods , Nursing , Nursing, Supervisory , Qualitative Research , Statistics as Topic , Students, Nursing
15.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-740876

ABSTRACT

PURPOSE: The purpose of this study was to develop a Team Effectiveness Scale for Nursing Units (TES-NU) and verify validity and reliability of the developed scale. METHODS: A preliminary 69 item version of the TES-NU was developed through in-depth interviews. The draft scale was developed using 65 items selected following content validity evaluation. Finally, thirty items with response options on a 5-point Likert scale were selected based on internal consistency reliability and construct validity. Subsequently, convergent validity of the TES-NU was verified. RESULTS: Six factors, namely, leadership of the head nurse, cohesion, job satisfaction, competency of nurses, productivity, and coordination were identified. These factors explained 64.6% of the total variance. The TES-NU's Cronbach's α for the total scale was .94. The correlation coefficient between the scores of the TES-NU and Ahn's Team Effectiveness scale was .59. CONCLUSION: Results show that the TES-NU developed in this study has good reliability and validity. Therefore, this TES-NU is recommended as a useful tool for managing team effectiveness for nursing units.


Subject(s)
Efficiency , Job Satisfaction , Leadership , Nursing , Nursing, Supervisory , Reproducibility of Results
16.
Rev. enferm. neurol ; 16(2): 137-144, mayo.-ago.2017.
Article in Spanish | LILACS (Americas), BDENF | ID: biblio-1050973

ABSTRACT

Objetivo: el objetivo de la investigación es deter-minar el estilo de liderazgo de las enfermeras supervisoras y su influencia en la motivación del personal de Enfermería de atención directa de un hospital de segundo nivel de la ciudad de Ica, Perú. Marco teórico: el liderazgo es el proceso de dirigir e influir en las actividades laborales de un grupo. La motivación es el estímulo que mueve a las personas a realizar determinadas acciones y persistir en ellos hasta el logro de objetivos. Metodología: investigación cuantitativa, descrip-tiva, correlacional, explicativa y transversal. Las dimensiones de la variable independiente Estilo de Liderazgo fueron: democrático, autocrático y liberal y de la variable dependiente Motivación fueron intrínseca y extrínseca. La muestra estuvo constituida por 72 participantes seleccionados a través del muestreo probabilístico simple. Resultados: el personal de enfermería refirió en un 51% estar altamente motivado extrínsecamente con el estilo de liderazgo, motivado en un 25%, medianamente motivado en un 8%, el 10% poco motivado y el 6% nada motivado. Respecto a la motivación intrínseca el 42% está altamente motivada, 25% motivada, 17% medianamente motivada, 10% poco motivada y 7% nada motivada. Discusión: los resultados reflejan que el personal de enfermería se encuentra motivado extrínseca e intrínsecamente con los tres estilos de liderazgo, lo cual podría deberse a que las enfermeras supervisoras convocan a reuniones para informar sobre las actividades a realizar, consultan ideas y opiniones, aceptando sus contribuciones siempre que sea posible y práctico. Conclusiones: Existe una relación positiva entre el estilo de liderazgo de las enfermeras supervisoras y la motivación del personal.


Subject(s)
Nursing, Supervisory , Leadership , Motivation
17.
Rev. RENE ; 18(1): 19-25, jan-fev. 2017. tab
Article in English, Portuguese | LILACS (Americas) | ID: biblio-908217

ABSTRACT

Identificar os indicadores de estratégias de supervisão clínica em enfermagem que os enfermeiros consideram mais relevantes. Métodos: investigação quantitativa, de caráter descritivo e exploratório.Para a coleta de dados foi construído um questionário, que foi aplicado a uma amostra de 316 enfermeiros que exerciam funções em contexto hospitalar e em cuidados de saúde primários. Resultados: destaca-se a relevância atribuída pelos enfermeiros aos indicadores das estratégias de supervisão clínica, em particular no que concerne aos processos reflexivos, bem como aos métodos direcionados para a ação e demonstração.Conclusão: os indicadores identificados no estudo constituem um importante passo para a estruturação e avaliação dos processos de supervisão, concorrendo para a melhoria da qualidade e segurança dos cuidados.


Objective: to identifying the indicators of strategies of clinical supervision in nursing that nurses consider morerelevant. Methods: it is a descriptive and exploratory research with a quantitative approach. A questionnairewas constructed to collect data, applied to a sample of 316 nurses who performed functions in a hospital contextand primary health care. Results: the relevance attributed by the nurses to the indicators of clinical supervisionstrategies, especially the reflexive processes, as well as to methods directed to action and demonstration, arehighlighted. Conclusion: the indicators identified in the study constitute an important step in the structuringand evaluation of supervision processes, contributing to the improvement of quality and safety of care.


Subject(s)
Humans , Nursing, Supervisory , Quality Assurance, Health Care , Quality Indicators, Health Care
18.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-750212

ABSTRACT

PURPOSE: This study examined post-traumatic stress (PTS) and the factors affecting it among general hospital nurses after the MERS(Middle East Respiratory Syndrome) epidemic. METHODS: Data were collected from 170 nurses who worked at general hospitals since the first reported MERS outbreak. The IES-R-K assessed PTS. Data were analyzed using SPSS. RESULTS: The mean PTS level was 7.80 points (range: 0~88); 7.1% of the participants were at a high risk. Nurses who had been in contact with patients suspected or diagnosed with MERS had high post-traumatic levels; those who had been quarantined during the MERS outbreak had relatively higher PTS levels. Shift-work nurses had higher PTS levels than those with fixed working hours. Above charge' nurses stress levels were higher than staff nurses' stress levels. The results showed that factors including contact with an MERS-suspected or diagnosed patient, position at work, and working status of MERS-affected nurses explained 16% of the PTS. Among the main variables, nurses' above charge position was the greatest factor affecting PTS. DISCUSSION: It is necessary to develop intervention studies and programs considering these variables. Furthermore, development and implementation of differentiated programs should be done considering the position of above charge nurses.


Subject(s)
Coronavirus Infections , Hospitals, General , Humans , Middle East , Nursing, Supervisory
19.
Article in Korean | WPRIM (Western Pacific) | ID: wprim-643709

ABSTRACT

PURPOSE: The purpose of this study was to identify nurses' experience of falls by inpatients. METHODS: From December 30, 2015 to February 22, 2016 data were collected through in-depth individual interviews and analyzed using Colaizzi's phenomenological method. Participants were 11 clinical nurses and 2 head nurses. RESULTS: Nurses' experience related to inpatients' falls were categorized as follows: ‘ emotional impact after falls’, ‘ responsibility for falls’, ‘ changes after experience of falls’, ‘ burden of reporting falls’, ‘ difficulty in preventing falls’, ‘ seeking new strategies for fall prevention’ CONCLUSION: The findings from this study suggest that there is a need to develop programs to help nurses overcome the emotional impact of falls. Also education should be provided to patients, caregivers and health providers in order to prevent falls and improve patient safety.


Subject(s)
Accidental Falls , Caregivers , Education , Humans , Inpatients , Life Change Events , Methods , Nursing, Supervisory , Patient Safety , Qualitative Research
20.
Rev. Esc. Enferm. USP ; 51: e03206, 2017. tab
Article in English, Portuguese | LILACS (Americas), BDENF | ID: biblio-842736

ABSTRACT

Abstract OBJECTIVE To assess the frequency of the leadership practices performed by the manager nurses of hospital institutions and their association with the variables of the socioprofessional profile. METHOD Cross-sectional, descriptive, correlational study conducted in four hospitals in a city of the state of São Paulo. A sociodemographic questionnaire and the instrument Leadership Practices Inventory were used. Data collection and analysis were based on an exemplary Leadership Practices Model. RESULTS Eighty-four manager nurses participated in the study. The mean values of the leadership practices used by the nurses were: enable others to act (50.6); encourage the heart (48.2); model the way (46.7); challenge the process (43.3); and inspire a shared vision (43.1). Data analysis also evidenced a correlation between the practice encourage the heart and the variables time of care and employment relationship. Conclusion The study evidenced the presence of manager nurses exercising moderate leadership, and promoting teamwork, an environment of trust, and a horizontal vision. However, moderate values also reveal managerial aspects to be improved by the leaders by means of organizational strategies and/or tools aimed at best leadership practices.


Resumen OBJETIVO Evaluar la frecuencia de las prácticas de liderazgo llevadas a cabo por los enfermeros gestores de instituciones hospitalarias y su asociación con las variables del perfil socioprofesional. MÉTODO Estudio transversal, descriptivo y correlacional, realizado en cuatro hospitales de un municipio del interior del Estado de São Paulo. Se utilizó un cuestionario sociodemográfico y el instrumento Leadership Practices Inventory. La recolección y el análisis de datos se fundaron en un Modelo de Prácticas para Liderazgo ejemplar. RESULTADOS Participaron 85 enfermeros gestores. Los promedios de las prácticas de liderazgo utilizados por los enfermeros fueron: capacitar a los otros a actuar (50,6), animar el corazón (48,2), trazar el camino (46,7), desafiar el proceso (43,3) e inspirar una visión compartida (43,1). En el análisis de datos también se constató correlación entre la práctica "anime el corazón" y las variables tiempo de asistencia y vínculo de empleo. CONCLUSIÓN El estudio constató la presencia de enfermeros gestores ejerciendo liderazgo moderado, promoviendo el trabajo en equipo, proporcionando un clima de confianza y visión horizontal. Sin embargo, los valores moderados también desvelaron aspectos de gestión que los líderes deben perfeccionar mediante herramientas y/o estrategias organizativas en búsqueda de mejores prácticas de liderazgo.


Resumo OBJETIVO Avaliar a frequência das práticas de liderança executadas pelos enfermeiros gerentes de instituições hospitalares e sua associação às variáveis do perfil socioprofissional. MÉTODO Estudo transversal, descritivo e correlacional, realizado em quatro hospitaisde um município do interior paulista. Utilizou-se de questionário sociodemográfico e do instrumento Leadership Practices Inventory. A coleta e a análise de dados foram fundamentadas em um Modelo de Práticas para Liderança exemplar. RESULTADOS Participaram 84 enfermeiros gerentes. As médias das práticas de liderança utilizadas pelos enfermeiros foram: capacitar os outros a agir (50,6), encorajar o coração (48,2), traçar o caminho (46,7), desafiar o processo (43,3) e inspirar uma visão compartilhada (43,1). Na análise dos dados também se constatou correlação entre a prática encoraje o coração e as variáveis tempo de assistência e vínculo empregatício. CONCLUSÃO O estudo constatou a presença de enfermeiros gerentes exercendo liderança moderada, promovendo o trabalho em equipe, propiciando um clima de confiança e visão horizontalizada. No entanto, os valores moderados também revelam aspectos gerenciais a serem aprimorados pelos líderes, por meio de ferramentas e/ou estratégias organizacionais em busca de melhores práticas de liderança.


Subject(s)
Humans , Male , Female , Adult , Middle Aged , Nursing, Supervisory , Leadership , Nursing Service, Hospital , Cross-Sectional Studies , Hospital Administration
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