RESUMEN
Introduction: The objective of this study was to explain the perspectives of managers regarding change management in nursing and midwifery faculties
Method: This study was conducted according to the qualitative approach; in fact, a descriptive exploratory method was applied with triangulation. Snow ball sampling method was used. Subjects composed of managers in nursing schools in Tehran and the inclusion criterion was at least 1-year experience. In qualitative phase, no variable was measured. Data were gathered by semi-structured interviews in which a guide and field notes were used. Data were saturated after observing the repetition of codes. Content analysis was used for data analysis. The trustworthiness was achieved by a prolonged field experience, member check, peer check and sharing the content with two experts in qualitative research
Results: Ten participants [7 females and 3 males] between 38 and 54 were interviewed. 2 of them had Master degree and 8 with PhD of nursing; only 3 of them were in high-level management of their faculties. After interviews, 124 conceptual codes, 15 sub concepts and 3 core concepts were extracted
Conclusion: Accordingly, the concept of change management was postulated as the purpose of this study. Furthermore, its influencing factors were identified. The implication of the study is in the faculties of nursing and midwifery to use the model according to organizational culture
RESUMEN
Introduction: The objective of this study was to explain the perspectives of managers regarding change management in nursing and midwifery faculties
Methods: This study was conducted according to the qualitative approach; in fact, a descriptive exploratory method was applied with triangulation. Snow ball sampling method was used. Subjects composed of managers in nursing schools in Tehran and the inclusion criterion was at least 1-year experience. In qualitative phase, no variable was measured. Data were gathered by semi-structured interviews in which a guide and field notes were used. Data were saturated after observing the repetition of codes. Content analysis was used for data analysis. The trustworthiness was achieved by a prolonged field experience, member check, peer check and sharing the content with two experts in qualitative research
Results: Ten participants [7 females and 3 males] between 38 and 54 were interviewed. 2 of them had Master degree and 8 with Ph.D of nursing; only 3 of them were in high-level management of their faculties. After interviews, 124 conceptual codes, 15 sub concepts and 3 core concepts were extracted
Conclusion: Accordingly, the concept of change management was postulated as the purpose of this study. Furthermore, its influencing factors were identified. The implication of the study is in the faculties of nursing and midwifery to use the model according to organizational culture