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Nurse managers' perspectives on nurses' performance in mentorship program

Thandar Aung K, Ain Binti Jamal NQ

Enferm Clin, 2018 Feb;28 Suppl 1:139-143.
PMID: 29650172 DOI: 10.1016/S1130-8621(18)30054-8

OBJECTIVE: The aim of this study was to explore the nurse managers' perspectives on nurses' performance in a mentorship program.
METHOD: A cross-sectional survey was conducted on 51 nurse managers in Hospital Tengku Ampuan Afzan (HTAA), Kuantan, Pahang, by using modified and self-developed questionnaire with the Cronbach's alpha value 0.994. The data were analyzed by using descriptive statistics such as central tendency, frequency and percentage.
RESULTS: The gender of respondents was predominantly female (100%). The mean age is 45.41 (SD ± 4.51). In terms of level of education, the majority of the respondents (76.5%) were having a diploma. The majority has been in practice as a staff nurse between 11 to 20 years, and most of them have been practicing as nurse managers for about five years and less. Meanwhile, results showed that the nurse managers had positive perceptions upon newly graduated nurses' performance in the mentorship program, concerning on their effective communication, professional development and creative thinking.
CONCLUSIONS: It is vital to identify the effectiveness of the mentorship program among nurses; hence, it enhances job satisfaction among new nurses.

Matched MeSH terms: Nurse Administrators*
Fulltext Nurse managers' experience with ethical issues in six government hospitals in Malaysia: a cross-sectional study

Musa Mb, Harun-Or-Rashid MD, Sakamoto J

BMC Med Ethics, 2011;12:23.
PMID: 22085735 DOI: 10.1186/1472-6939-12-23

Nurse managers have the burden of experiencing frequent ethical issues related to both their managerial and nursing care duties, according to previous international studies. However, no such study was published in Malaysia. The purpose of this study was to explore nurse managers' experience with ethical issues in six government hospitals in Malaysia including learning about the way they dealt with the issues.

Matched MeSH terms: Nurse Administrators/statistics & numerical data*; Nurse Administrators/ethics
Fulltext The quality of work life and turnover intentions among Malaysian nurses: the mediating role of organizational commitment

Ibrahim Alzamel LG, Abdullah KL, Chong MC, Chua YP

J Egypt Public Health Assoc, 2020 Aug 14;95(1):20.
PMID: 32813099 DOI: 10.1186/s42506-020-00048-9

BACKGROUND: Understanding the factors influencing nurses' turnover intention, particularly the work life quality and commitment to organization, is important to all countries suffering from nursing shortage. The study aims to determine the mediating role of commitment to organization on work life quality and its relationship with turnover intention among Malaysian nurses.
METHODS: A descriptive cross-sectional design, using a self-report survey was conducted on 430 nurses from a teaching hospital from February to April 2019. A structural equation model version 3 was used for testing study hypotheses.
RESULTS: The mediating effect (indirect effect) of organizational commitment on the relationship between work life quality and turnover intention (QWL→OC→IT) was negative with path coefficient - 0.234, whereas the direct effect of work life quality on turnover intention (QWL→IT) was negative with smaller path coefficient - 0.228. This means that the relationship between work life quality and turnover intention was partially mediated by the organizational commitment (P < 0.001).
CONCLUSION: Organizational commitment has a negative partial mediating effect between work life quality of nurses and intention of turnover in teaching hospitals where the organizational commitment significantly reduced the nurses' intention to leave. The study findings can guide nursing managers to be carefully attended to the levels of nurses' commitment to their organization.

Matched MeSH terms: Nurse Administrators
Fulltext Factors Predicting Organizational Commitment among Nurses in State Hospitals, Malaysia

Siew, P.L., Chitpakdee, B., Chontawan, R.

International Medical Journal Malaysia, 2011;10(2):21-28.
MyJurnal

Introduction: With an increase in national nursing shortage, organizational commitment is extremely
important for retention of nurses. This predictive study determines the level of organizational commitment and the predictive ability of perceived organizational support, components of job satisfaction, including pay, task requirement, organizational policies, autonomy, interaction and professional status as well as years of experience on organizational commitment. Method: Data were collected from 416 nurses in four state hospitals in Malaysia, using self-administered questionnaires. The hospitals were selected from each region in Peninsular Malaysia and samples were selected by a random sampling method. Questionnaires, including demographic data, Organizational Commitment Questionnaires, Survey of Perceived Organizational Support,and Index Work Satisfaction were distributed by researcher and research assistants. Stepwise multiple regression technique was used to analyze the data. Results: The results discovered that (1) nearly half of the subjects (48.07%) reported high level of organizational commitment. (2) Professional status, autonomy, interaction, task requirement and years of experience could predict the organizational commitment (ß = 0.52, 0.17, p < 0.01); ß= 0.13, 0.11, 0.09, p < 0.05 respectively). Overall, all predictors explained 33% of variability
in the organizational commitment among nurses in state hospitals. Conclusions: This study found that nurses in state hospitals were highly committed to their organizations. Results of this study provide information for nurse administrators to consider and maintain these factors in nursing practice to foster a high level of organizational commitment among Malaysian nurses.

Matched MeSH terms: Nurse Administrators
Fulltext Psychometric Evaluation of Persian Version of Nurses' Intention to Care Scale (P-NICS) for Patients with COVID-19

Rahmatpour P, Sharif Nia H, Sivarajan Froelicher E, Kaveh O, Pahlevan Sharif S, Taghipour B

Int J Gen Med, 2020;13:515-522.
PMID: 32884331 DOI: 10.2147/IJGM.S260579

Background: Given the high incidence of coronavirus and the shortage of nurses in Iranian hospitals, nurses' intention to care for patients with COVID-19 is important. The aim of this study is to evaluate the reliability and validity of the Persian version of the nurses' intention to care scale (NICS) by Iranian nurses who care for patients with COVID-19 in hospitals.
Methods: A cross-sectional study was conducted on nurses (n= 400) at public and private Mazandaran hospitals. An online questionnaire was used that consisted of two parts: demographic variables and NICS. The scale was translated into Persian first and then validated using both construct and content validity.
Results: The findings from an exploratory factor analysis yielded six factors that explained 53.12% of the total variance of the NICS. The confirmatory factor analysis demonstrated that the model had a good fit and the inter-item correlation values of the factors indicated good internal consistency.
Conclusion: The Persian version of NICS in Iranian nurses had six factors. The results of our study add insight for nurse administrators and educators to further develop strategies to increase nurses' intention by improving positive attitudes and reducing their negative beliefs.

Matched MeSH terms: Nurse Administrators
Fulltext Preliminary development of assessment tool of leadership style

Siti Fatimah S, Zakira M, Shareza A R, Zainah M, Mazlinda M

Malaysian Journal of Medicine and Health Sciences, 2020;16(105):51-0.
MyJurnal

Introduction: Leadership is hard to define, but it’s easy to recognize. Leaders know that to lead they must keep up their leadership skills. Effective leadership skills required from nurse managers which include the ability to create an organization culture that combines high-quality health care and patient/employee safety with highly developed collaborative and team-building skills. This paper presents the preliminary study of the development of the assess- ment leadership tool emphasising on the process of validation and implementation of necessary steps in tool devel- opment. Methods: Questionnaires on leadership style was adopted from Northouse (2014) and working motivation from Purohit et al., (2016). Modification for leadership styles from 35 modified into 48 question and tool on nurses’ motivation from 19 items modified into 28 items. Developed questionnaires were finalized with literature guidance and two content experts. A pre- test was done with 30 respondents for each set of questionnaires. Results: Preliminary development of tool Reliability test result shown that for leadership styles questionnaires which are consisted of 48 items is (α = 0 .77) and working motivation consisted of 28 items is (α = 0.70).Minor modification needed after the lit- erature searching and analysis of pre-test stage, the discussion with expert person after they go through the question- naires also suggested some additional info are needed. After doing validation process the questionnaires are more stable and valid to use for the author target group. Conclusion: These leadership styles assessments are beneficial to guide nurse managers to use suitable styles to manage their nursing staffs. Assessment on working motivation among nurses is also recommended to overcome the issues on working retention among them. In future further investigation regarding which appropriate leadership style need to be explored and the level of working motivation among nursing staff should be monitored regularly.

Matched MeSH terms: Nurse Administrators
Fulltext Level of satisfaction in using the hospital information system among staff of a teaching hospital in Malaysia

Sangaran, G., Ahmad Taufik, J., Aniza, I.

Malaysian Journal of Public Health Medicine, 2014;14(1):29-38.
MyJurnal

Hospital information systems have evolved with the recent widespread, involving technology and target functions, and this involves the critical computer systems from multiple perspectives. Healthcare organizations increasingly use information technology as a basis for improving productivity and user satisfaction. A research had been done about the level of satisfaction in using the Hospital Information System. Data was obtained by using a set of questionnaires that have been tested for reliability and validity. The staff are comprised of two (2) categories: Nurses (community nurses / Head nurse / staff nurse, nurse managers and others) while the second category consists of administrative officers (administrative officers, administrative assistants and clerks) in selected departments. Variables consist of sociodemographic factors, occupational factors and perception factors. A total of 152 respondents identified using stratified sampling method. The factors studied were age, gender, marital status, level of qualifications, length of service, knowledge of the system, attitude towards the use of the system, behavioral intention to use the system and compatibility with work. Majority of respondents were females (88.2%). The level of satisfaction among the staff in using the hospital information system is high (88.8%) compared to the dissatisfied staff in UKMMC (11.2%). In overall, the staffs in UKMMC are satisfied using the hospital information system available now but there are always a room for improvement so that the system can be used more intensively.

Matched MeSH terms: Nurse Administrators
The impact of workplace spirituality dimensions on organisational citizenship behaviour among nurses with the mediating effect of affective organisational commitment

Kazemipour F, Mohd Amin S

J Nurs Manag, 2012 Dec;20(8):1039-48.
PMID: 23151106 DOI: 10.1111/jonm.12025

AIM: To investigate the relationship between workplace spirituality dimensions and organisational citizenship behaviour (OCB) among nurses through the mediating effect of affective organisational commitment.
BACKGROUND: Nurses' OCB has been considered recently to improve the quality of services to patients and subsequently, their performance. As an influential attitude, affective organisational commitment has been recognized to influence OCB, and ultimately, organisational performance. Meanwhile, workplace spirituality is introduced as a new organisational behaviour concept to increase affective commitment influencing employees' OCB.
METHODS: The cross-sectional study and the respective data were collected with a questionnaire-based survey. The questionnaires were distributed to 305 nurses employed in four public and general Iranian hospitals. To analyse the data, descriptive statistics, Pearson coefficient, simple regression, multiple regression and path analyses were also conducted.
RESULTS: The results indicated that workplace spirituality dimensions including meaningful work, a sense of community and an alignment with organisational values have a significant positive relationship with OCB. Moreover, affective organisational commitment mediated the impact of workplace spirituality on OCB.
CONCLUSION: The concept of workplace spirituality through its dimensions predicts nurses' OCB, and affective organisational commitment partially mediated the relationship between workplace spirituality and OCB.
IMPLICATIONS FOR NURSING MANAGEMENT:
Nurses' managers should consider the potentially positive influence of workplace spirituality on OCB and affective commitment among their nurses. With any plan to increase workplace spirituality, the respective managers can improve nurses' performance and would be of considerable importance in the healthcare system.

Matched MeSH terms: Nurse Administrators
Empowerment, job satisfaction and organizational commitment: a comparative analysis of nurses working in Malaysia and England

Ahmad N, Oranye NO

J Nurs Manag, 2010 Jul;18(5):582-91.
PMID: 20636507 DOI: 10.1111/j.1365-2834.2010.01093.x

AIMS: To examine the relationships between nurses' empowerment, job satisfaction and organizational commitment in culturally and developmentally different societies.
BACKGROUND: Employment and retention of sufficient and well-committed nursing staff are essential for providing safe and effective health care. In light of this, nursing leaders have been searching for ways to re-engineer the healthcare system particularly by providing an environment that is conducive to staff empowerment, job satisfaction and commitment.
METHODS: This is a descriptive correlational survey of 556 registered nurses (RNs) in two teaching hospitals in England and Malaysia.
RESULTS: Although the Malaysian nurses felt more empowered and committed to their organization, the English nurses were more satisfied with their job.
CONCLUSION: The differences between these two groups of nurses show that empowerment does not generate the same results in all countries, and reflects empirical evidence from most cross cultural studies on empowerment.
IMPLICATIONS FOR NURSING MANAGEMENT: Nursing management should always take into consideration cultural differences in empowerment, job satisfaction and commitment of nursing staff while formulating staff policies.

Matched MeSH terms: Nurse Administrators