Effectiveness of a nursing innovation workshop at enhancing nurses' innovation abilities: A quasi-experimental study

The factors of job crafting in emergency nurses: regression models versus qualitative comparative analysis

BACKGROUND

Job crafting is defined as a series of proactive behaviors exhibited by employees in order to balance work resources and needs, which has a significant positive impact on the nurses. It is necessary to find the core factors that influence the job crafting, as emergency nurses deal with the most complex tasks, so as to improve their job satisfaction.

OBJECTIVES

To investigate the core factors of job crafting among emergency nurses.

METHODS

A cross-sectional design was used in the study. A total of 255 nurses were recruited from two hospitals in Zhengzhou and Shenzhen, China in December 2021. 255 nurses completed an online questionnaire. Hierarchical regression models and fsQCA models were used to explore the factors influencing job crafting among emergency nurses and helped us to identify core factors.

RESULTS

The hierarchical regression model and the fsQCA model found that the occupational benefit, psychological empowerment, and research experience were the core factors affecting their job crafting. Job involvement was not significant in the regression model, but the QCA model indicated that it needs to be combined with other factors to impact on job crafting. The QCA model uncovered seven key conditional configurations that led to high and low job crafting among emergency nurses, explaining 80.0% of the results for high job crafting and 82.6% of the results for the low job crafting, respectively.

CONCLUSIONS

The results of this study provide valuable insights into the job crafting experienced by emergency nurses. Junior emergency nurses should be granted a high level of psychological empowerment without assigning them overly complex tasks, such as research tasks, as these challenges can stop their job crafting. Intermediate and senior emergency nurses, on the other hand, can be assigned research tasks coupled with high psychological empowerment to enhance their job crafting.

Innovative services in home health nursing: a scoping review protocol

INTRODUCTION

Advances in the use of technology in home health nursing (HHN) not only can facilitate the delivery of home care but can also influence the entire healthcare system. Additionally, it can contribute to the individual autonomy in the area of health. The aim of this scoping review protocol is to identify, describe and map the types of innovative services and their delivery approaches in the HHN structure worldwide.

METHODS AND ANALYSIS

The main question of the research is as follows: what are different types of innovative services and their delivery approaches in the HHN structure around the world? The Joanna Briggs Institute (JBI) method for scoping reviews will guide the conducting this scoping review, and the participants, concept and context framework will be used as eligibility criteria. MEDLINE databases via PubMed, Embase, Cochrane Library, Scopus, Web of Science, Science Direct, Persian scientific databases and grey literature will be searched prior to May 2024 to include eligible studies, without any language restrictions. To be included, studies will be reviewed by two independent reviewers. A data extraction form developed for the study purpose will be used to extract the data relevant to the review questions. Data analysis will be performed based on each innovative service and answering the subquestions about it. According to the concepts of interest, the results will be analysed and presented using tables, figures, images and a narrative summary.

ETHICS AND DISSEMINATION

This study will not involve human or animal participants. Data will be sourced from the published literature. To be published, the results of the study will be submitted to an international peer-reviewed, open-access journal as well as scientific meetings on HHN and innovative services research.

Collaborative leadership and productive work performance: The mediating role of nurses' innovative behavior

AIM

This study aims to explore the relationship between collaborative leadership and nurses' productive work performance as well as the mediating role of nurses' innovative behavior in this relationship.

BACKGROUND

Collaborative leadership is an imperative necessity in the contemporary turbulent healthcare environment as it provides a collaborative atmosphere where innovative behavior and productive performance of nurses are fostered, hence moving healthcare organizations toward competitiveness and sustainability.

METHOD

A cross-sectional descriptive correlational exploratory research design was used to conduct the study. Data were collected from 550 nurses recruited from three large university hospitals in Alexandria, Egypt, using three instruments, namely, interprofessional collaborative leadership in healthcare teams scale, productive work performance questionnaire, and innovative behavior inventory. The instruments of the study are Likert-type questionnaires through which nurses' perspectives regarding study variables were investigated. We used descriptive statistics, inferential statistics as well as structured equation modeling (SEM).

RESULTS

SEM revealed that collaborative leadership accounted for 83% of the variance of individual productive work performance and 77% of the variance of nurses' innovative behavior. Moreover, nurses' innovative behavior partially mediates the relationship between collaborative leadership and their productive work performance.

CONCLUSION

Collaborative leadership practices are powerful strategies to enhance the innovative behavior of nurses and sustain their productive work performance.

IMPLICATIONS FOR NURSING AND HEALTH POLICY

Fostering a collaborative atmosphere in workplace is mandatory for nurses' innovativeness. Replacing hierarchal leadership styles with collaborative ones is a promising strategy to enhance the productive performance of nurses. Healthcare managers and leaders could cultivate an interprofessional collaborative culture in the workplace in order to sustain productivity and eradicate counterproductive work behaviors among healthcare providers.

The mediating effect of personality on mental workload and perceived professional benefits of nurses in East China

BACKGROUND

Nursing work is a work with high-stress load, and nurses with different personality may have different subjective feelings about their workload. Therefore, it is particularly necessary to comprehend the perceived professional benefits of nurses engaged in nursing work under high-pressure background, especially during the epidemic period. This study explored the relationship between mental workload, personality, and perceived professional benefits of nurses, and offer advices for the intervention of nurses with different personality to improve their perceived professional benefits.

MATERIALS AND METHODS

In this study, we used a cross-sectional study with a convenient sampling. 473 in-service nurses in Class A tertiary hospitals of Zhejiang Province were recruited by using the NASA Mission Load Index scale of nurses, the brief version of China's Big Five Personality Questionnaire, and the Nurses' perceived professional benefits questionnaire from July 2020 to March 2021. Sample size is 54.91%, and the response rate is 100%. Cronbach's alpha method was used to evaluate the reliability of the instruments. Descriptive statistical analysis was used to describe the socio-demographic data of the subject, and scores for research variables. The Mann-Whitney U-test, and Kruskal-Wallis H rank-sum test were used to compare the scores of perceived professional benefits with different demographic characteristics. Correlation analysis results were presented as the Spearman correlation coefficient. The plug-in v2.16.3 provided by SPSS software was used for linear regression analysis, and the deviation-corrected percentile Bootstrap method was used to examine the mediating role of personality (neuroticism, conscientiousness, agreeableness, openness and extroversion).

RESULTS

Age, length of service in nursing, and record of formal schooling can affect nurses' perceived professional benefits. Mental workload, and perceived professional benefits were all above the median value. The mental workload was negatively correlated with perceived professional benefits (r= -0.129, P < 0.01), positively correlated with neuroticism (r = 0.242, P < 0.01), negatively correlated with agreeableness, openness, extroversion (r=-0.229~-0.221, P < 0.01), and negatively correlated with conscientiousness, but the differences were not significant. Nurses' perceived professional benefits were negatively correlated neuroticism (r=-0.109, P < 0.05), but positively associated with conscientiousness, agreeableness, openness, and extroversion (r = 0.098 ~ 0.326, P < 0.05). The mental workload can directly affect the perceived professional benefits in the direct effects, and can also affect the it through the mediating effect of agreeableness, extroversion, neuroticism, and openness.

CONCLUSIONS

Age, length of service in nursing, and record of formal schooling could affect nurses' perceived professional benefits, and personality played a partial mediating role in the influence of mental workload on the perceived professional benefits. The results of this study can provide strategies for nurses' human resource management. According to different demographic factors, and personality, various measures should be taken to guide nurses to evaluate the mental workload correctly, reduce their emotional pressure, increase job resources, and improve their perceived professional benefits.

How to bridge the nurse innovation-diffusion gap? An in-depth case study of Create4Care

Introduction

Nurses frequently innovate in response to operational failures, regulations, procedures, and/or other workflow barriers that prevent them from delivering high-quality patient care. Unfortunately, most nurse innovations do not diffuse to a broader audience, depriving other nurses from taking advantage of solutions that have already been developed elsewhere. This under-diffusion is problematic from a societal and welfare point of view. The goal of this paper is to understand how diffusion shortage of nurse innovations can be reduced.

Methods

We develop a qualitative case study of a medical makerspace at the largest academic hospital in the Netherlands. This medical makerspace reported unusually high rates of nurse innovation diffusion. Our data collection includes on-site observations, archival data, secondary data, and fifteen in-depth interviews with key informants. Qualitative coding procedures and a combination of deductive and inductive reasoning are used to analyze the data.

Results

Our data show that personal, organizational, regulatory, and market barriers prevent nurses from further developing and diffusion their innovations in an anticipatory manner. That is, because nurses expect that transforming an initial solution into an innovation that can be shared with others will be too time consuming and difficult they do not proceed with the further development. The medical makerspace that we investigated adequately addresses this problem by developing an innovation ecosystem that largely takes over the innovation and diffusion process.

Discussion

We provide a concrete example of how a medical makerspace, and innovation support systems in a broader sense, can be designed to more adequately address the nurse innovation-diffusion gap. The two main elements of the practical solution that we identified are: (1) Support systems should facilitate that others may lead the development and diffusion of innovations and (2) The support system should promote that actors integrate their functional specializations within an innovation ecosystem. We make two theoretical contributions. First, we contribute to understanding barriers in the nurse innovation-diffusion process from a psychological point. Second, we identified that an ecosystem perspective is beneficial to develop innovation support systems in which diffusion occurs more often.

Research competence of community nurses in Shanghai: a cross-sectional study

AIMS

This study aimed to investigate the current situation of community nurses' research competence in Shanghai, to provide a basis for curricula design for nursing schools, construction of better research environments and nurturing research talents among community nurses.

BACKGROUND

Nurses are expected to not only consume research findings, but also produce knowledge. In China, there is more attention on cultivation of community nurses' research competence. However, the current status of it remains unclear.

METHODS

This study employed convenience sampling to recruit a total of 2,562 community nurses in Shanghai from June to August 2021. The study questionnaire included personal and job-related characteristics, research competence, and barriers to nursing research practice. Pearson χ² tests (or Fisher exact probability method) and binary logistic regression analysis were used to analyze associated factors.

RESULTS

Our data showed that the overall research competence was 38.00 (28.00, 60.00) (best possible score, 120), which was at a low level. The binary logistic regression analysis results showed that nurses at the vice-senior level and above, without management roles, or those who had research education/training experience had a higher level of research competence (P<0.05). Besides, a higher level of research competence was also seen in nurses who had attended academic conferences above the municipal level in the last 5 years, with plans to upgrade educational levels or those who had positive attitude towards research (P<0.05). Our analysis demonstrated that limited English proficiency, data analysis and thesis writing, as well as lack of up-to-date research information and research mentors were the main barriers to effective community research practice.

CONCLUSIONS

Our analysis showed that most of the community nurses had high demand for research training courses. Their research competence should be improved. In nursing educational and professional context, nursing administrators should pay more attention to provision of better learning, working and research environments.

IMPLICATIONS FOR NURSING MANAGEMENT

Nursing administrators should establish a community nursing research culture, develop continuous training on research, and prioritize recruitment and cultivation of scientific research talents.

Innovate a Standard for the Future Model of Nursing Care at Medical-Surgical Units in Najran University

Aim

Innovate a standard for the future model of nursing care at medical-surgical units in Najran University through a training program for the standard of the future model evaluation on studied nurses' knowledge, attitude about innovation standards, and innovative behavior among nurses.

Methods

A quasi-experimental research was used to achieve the study's goal; the research was carried out at Najran University Hospital at Najran, in the medical and surgical units, as well as outpatient clinics. The sample is a convenience type; 100 nurses were used. Tool. A structured questionnaire sheet was used for data collection that includes nurses' knowledge, attitude, and individual innovative scale.

Results

This reveals the studied nurses related to their individual innovative scale pre- and postintervention. Concerning resistance to change, the mean of them preintervention is x ® SD 9.08 ± 2.60. Concerning opinion leadership, the mean of them postintervention is x ® SD 14.32 ± 3.16. There is a highly significant difference (p < 0.01∗∗) preintervention as regards all domains listed.

Conclusion

The educational program significantly enhances nurses' knowledge and attitude, according to our present study. Nurses' innovative skills are also improved by enhancing their knowledge and attitude. Before and after the educational program was implemented, there was a highly positive linear association between the nurses' knowledge, attitude, and innovative skills at p < 0.01.