Care quality instruments

Examination of the role of the rotating nursing department in the training of nursing staff based on SWOT analysis

BACKGROUND

The implementation of the rotation system in the Chinese medical industry has achieved significant results.

OBJECTIVES

The present study aims to 1) explore the strengths, weaknesses, opportunities and challenges of rotational nursing department implementation and 2) provide references for developing nursing staff's competencies in leadership, performance evaluation, quality of care, communication in relationships and human resources.

METHODS

A total of 16 rotational nursing department staff members from a tertiary tuberculosis specialist hospital in Beijing were interviewed, and the interview data were analysed using a strengths, weaknesses, opportunities and threats analysis and class analysis.

RESULTS

The advantages of the rotational nursing department included: (1) stimulating the nursing staff's enthusiasm and creativity; (2) strengthening the communication and collaboration between departments; (3) improving the detailed management of nursing quality; and (4) enhancing the nursing staff's comprehensive abilities. The disadvantages included: (1) the design of the rotation programme focusing on practice; (2) a lack of personalisation; and (3) imperfect performance assessment of the rotating staff. Opportunities included: (1) deepening the connotation of nursing job management and (2) developing the construction of nursing discipline and the need for personal career development and value realisation. Threats included the lack of a sound rotation management model to draw on.

CONCLUSION

A rotational nursing department is conducive to enhancing the competence of nursing staff in management positions and providing new ideas for hospitals to select and train nursing management talents. By taking full advantage of the benefits of vertical nursing management, designing personalised rotation training programmes, building a diversified learning and training platform and developing a positive performance incentive mechanism is recommended to fully engage the role of rotation in nursing management talent training.

Psychometric Testing of the Persian Version of the Revised Humane Caring Scale for Patients Admitted to Critical Care Units

BACKGROUND AND PURPOSE

To determine the psychometric properties of the Persian version of the Revised Humane Caring Scale (RHCS) for patients admitted to critical care units.

METHODS

Data were collected from 337 patients admitted to critical care units. A methodological study was carried out to assess content, face and construct validity and reliability.

RESULTS

The results revealed good content validity. After the elimination of four items in the confirmatory factor analysis, a 42-item model with acceptable fit indices was confirmed. The scale had a high internal consistency. The reliability of each item was satisfactory using the intra-class correlation. Only item 33 was considered unstable and was ultimately eliminated.

CONCLUSIONS

The Persian version of the 41-item RHCS is an acceptable assessment scale for measuring patient satisfaction with humane caring in critical care units.