An investigation of the relationship between smartphone addiction and job performance of healthcare employees.

PURPOSE: To determine the smartphone addiction and employee performance levels of healthcare personnel working in a university hospital and to investigate their relationship. DESIGN AND METHOD: This study is descriptive and correlational design. The data collection tool consisted of the Descriptive Information Form, Smartphone Addiction Scale, and Employee Performance Scale. FINDINGS: The majority of participants were female, aged 30 and younger, working night shifts, and physicians. The majority of those who run out of monthly data bundles said they purchase once-off bundles. There was a negative statistically significant relationship between smartphone addiction and employee performance. PRACTICE IMPLICATIONS: Healthcare employees' level of smartphone addiction adversely affects employee performance and it is recommended for the managers of the institution to develop internal strategies to prevent those effects.

The relationship between nurse managers' personality traits and their conflict management strategy preferences.

AIM: To investigate the relationship between nurse managers' personality traits and conflict management strategies. BACKGROUND: Despite the important role of personality traits in conflict management strategy preferences, no study to date has addressed the relationship between personality traits and conflict management in nurse managers. METHODS: A descriptive and cross-sectional design was applied. The study sample consisted of 114 nurse managers from six hospitals, and 111 participants completed forms for a total response rate of 97.36%. RESULTS: The main findings revealed that the conflict management strategies used by nurse managers participating were as follows: integrating (39.21, range = 29-45), avoiding (38.39, range = 23-65), compromising (31.51, range = 24-40), dominating (20.05, range = 12-28 ) and obliging (19.42, range = 14-25). It was seen that managers whose personality traits were extraverted, agreeable or conscientious chose the integration strategy to manage conflict, whereas managers with emotional inconsistency in personality traits preferred the avoiding strategy. CONCLUSIONS: Nurse managers are important to effectively managing conflicts in the clinical environment. Personality trait may be linked to the successful management of conflict. IMPLICATIONS FOR NURSING MANAGEMENT: Revealing the relationship between nurse managers' personality traits and associated conflict management strategies can help senior management organise useful training programmes to improve the conflict management capabilities.

Investigation of the Control Process in Nursing Care Management: A Qualitative Study.

AIM: This study aimed to determine how nurse managers managed nursing care control processes at hospitals. METHOD: This study was conducted using a qualitative method in a phenomenological research design. The study sample consisted of nurse managers and nurses from a research and application hospital at a state university, a state hospital, and a private hospital affiliated with the Ministry of Health. The maximum variation sampling method was used because it provided the maximum potential of reflecting the diversity of the participants that formed the groups. A total of 60 nurses, including 10 executives and 10 clinical nurses from each institution, were interviewed. The data were obtained using semi structured in-depth interview questions and analyzed using a thematic analysis method. RESULTS: Each hospital's nursing care controlling system was hierarchically structured. However, the control process, assessment criteria, and management culture differed among the hospitals. The top and midlevel executives' control methods were similar. They conducted control using data flow such as patient information and indicators. However, junior executives conducted observation-based control. In addition, nursing care executives did the planning in consideration of the subordinates' lack of experience, presence of a problematic worker, and process development studies in the determination of control intervals. CONCLUSION: There were differences in the operation of the control processes based on the organizational structure of the hospitals. The controlling systems at the university hospital and state hospital studied were not effectively planned, but they maintained ordinary control.