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Inoue M, Takemura Y, Kitamura A, Isobe T. The process through which nurses providing care to COVID-19 patients recognize professional growth: A Trajectory Equifinality Model. Jpn J Nurs Sci 2024; 21:e12577. [PMID: 38073186 DOI: 10.1111/jjns.12577] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Grants] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/06/2023] [Revised: 10/23/2023] [Accepted: 10/31/2023] [Indexed: 04/04/2024]
Abstract
AIM This study investigated the ways in which nurses caring for COVID-19 patients during the pandemic's early stages recognized professional growth through their experiences and continued working for several years, as well as the key experiences for identifying professional growth, external factors, and career intentions. METHODS We used a qualitative research method called the Trajectory Equifinality Model (TEM). The participants were nine nurses caring for COVID-19 patients during the pandemic's early stages and had already recognized professional growth through a series of experiences. We constructed a TEM diagram based on two interviews per participant (in February-March, and July-August 2022). RESULTS The process by which the participants recognized professional growth through a series of experiences was divided into Phases 1-4. The participants experienced adversity in Phases 1 and 3, and the following professional growth in Phases 2 and 4: gaining confidence as a nurse performing tasks of great social significance by acquiring the ability to fulfill my roles and realizing I could use the skills I had acquired by providing nursing care to COVID-19 patients in other situations, respectively. The key experiences for identifying professional growth as well as the inhibiting and facilitating factors of the process differed depending on the phase. The participants' career intention was wanting to continue to be involved in nursing by utilizing the skills and experience I have accumulated. CONCLUSION Managers and directors of nursing should provide appropriate support in each phase to help nurses recognize their professional growth during emerging epidemics.
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Affiliation(s)
- Maho Inoue
- Department of Nursing Administration, Division of Health Sciences and Nursing, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
- Gerontological Nursing, Department of Nursing, School of Medicine, Yokohama City University, Kanagawa, Japan
| | - Yukie Takemura
- Nursing Department, The University of Tokyo Hospital, Tokyo, Japan
| | - Aya Kitamura
- Department of Nursing Administration, Division of Health Sciences and Nursing, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
- Global Nursing Research Center, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
| | - Tamaki Isobe
- Department of Nursing Administration, Division of Health Sciences and Nursing, Graduate School of Medicine, The University of Tokyo, Tokyo, Japan
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Alluhaybi A, Usher K, Durkin J, Wilson A. Clinical nurse managers' leadership styles and staff nurses' work engagement in Saudi Arabia: A cross-sectional study. PLoS One 2024; 19:e0296082. [PMID: 38452098 PMCID: PMC10919612 DOI: 10.1371/journal.pone.0296082] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/17/2023] [Accepted: 12/06/2023] [Indexed: 03/09/2024] Open
Abstract
BACKGROUND Effective nurse leadership enhances nurse welfare, improves patient care, and increases organisational success. A lack of adequate, supportive leadership significantly contributes to many nurses leaving the profession. Nurse managers need to prioritise engagement and retention as significant focus areas to address the nursing shortage in Saudi Arabia and accomplish the national program's objectives. AIM To examine the correlation between the leadership styles of clinical nurse managers and staff engagement. METHOD This study used a descriptive, cross-sectional, correlational design. The leadership styles of clinical nurse managers were evaluated using the Multifactor Leadership Questionnaire (MLQ-5X). Work engagement was assessed using the Utrecht Work Engagement Scale (UWES). Questionnaires were distributed to 450 nurses in four public hospitals in western Saudi Arabia. Non-probability convenience sampling was used to collect the data. RESULTS A total of 278 nurses from a range of clinical areas participated in the survey, which revealed that the leadership styles of clinical nurse managers positively or negatively impact nurse work engagement. Most clinical nurse managers exhibit transformational leadership, followed by transactional, then passive-avoidant styles. Respondents displayed a high level of work engagement, emphasising the positive impact of transformational and transactional leadership on work engagement outcomes. The findings showed significant differences in leadership styles and work engagement levels between Saudi and non-Saudi nurses across various dimensions. CONCLUSION Understanding the effect of leadership styles employed by nurse managers on work engagement can positively impact staff retention rates and the quality of patient care. Nurse managers should participate in training programs to enhance their practical leadership skills to enhance the work engagement levels of nurses. IMPLICATION Nurse work engagement can be improved by establishing training programs that promote effective leadership and highlight the significance of various leadership styles and their subsequent impact on nurse work engagement. Nursing students should receive education on leadership styles. Nursing leaders should be given access to mentoring programs and opportunities for career advancement to support the introduction of effective leadership styles.
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Affiliation(s)
- Amal Alluhaybi
- School of Nursing and Midwifery, Faculty of Health, the University of Technology Sydney, Sydney, NSW, Australia
- Faculty of Nursing, Umm Al Qura University, Makkah, Saudi Arabia
| | - Kim Usher
- School of Health, University of New England, Armidale, NSW, Australia
| | - Joanne Durkin
- School of Health, University of New England, Armidale, NSW, Australia
| | - Amanda Wilson
- School of Nursing and Midwifery, Faculty of Health, the University of Technology Sydney, Sydney, NSW, Australia
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Development and Validation of Clinical Nursing Teacher Self-Efficacy Scale and Investigation of Self-Efficacy among Clinical Nursing Teachers. Asian Nurs Res (Korean Soc Nurs Sci) 2022; 16:125-133. [DOI: 10.1016/j.anr.2022.05.001] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 12/27/2021] [Revised: 04/29/2022] [Accepted: 05/12/2022] [Indexed: 11/18/2022] Open
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Karsikas E, Meriläinen M, Tuomikoski AM, Koivunen K, Jarva E, Mikkonen K, Oikarinen A, Kääriäinen M, Jounila‐Ilola P, Kanste O. Healthcare managers’ competence in knowledge management: a scoping review. J Nurs Manag 2022; 30:1168-1187. [PMID: 35403311 PMCID: PMC9542587 DOI: 10.1111/jonm.13626] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/22/2022] [Accepted: 04/05/2022] [Indexed: 11/27/2022]
Abstract
Aim Background Evaluation Key issues Conclusion Implications for Nursing Management
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Affiliation(s)
- E. Karsikas
- Research Unit of Nursing Science and Health Management University Of Oulu Oulu Finland
- Oulu University Hospital Oulu Finland
| | - M. Meriläinen
- Oulu University Hospital, Medical Research Center Oulu Finland
| | - A. M. Tuomikoski
- Oulu University of Applied Sciences Oulu Finland
- The Finnish Centre For Evidence‐Based Health Care: A Joanna Briggs Institute Centre of Excellence; Research Unit of Nursing Science and Health Management University Of Oulu Oulu Finland
| | - K. Koivunen
- Oulu University of Applied Sciences Oulu Finland
| | - E. Jarva
- Research Unit Of Nursing Science And Health Management University Of Oulu Oulu Finland
| | - K. Mikkonen
- Research Unit Of Nursing Science And Health Management University Of Oulu Oulu Finland
- Medical Research Centre Oulu Oulu University Hospital and University Of Oulu Oulu Finland
- The Finnish Centre for Evidence‐Based Health Care: A Joanna Briggs Institute Centre of Excellence
| | - A. Oikarinen
- Research Unit of Nursing Science and Health Management University Of Oulu Oulu Finland
- Medical Research Centre Oulu Oulu University Hospital and University Of Oulu Oulu Finland
- The Finnish Centre for Evidence‐Based Health Care: A Joanna Briggs Institute Centre of Excellence
| | - M. Kääriäinen
- Research Unit of Nursing Science and Health Management University Of Oulu Oulu Finland
- Medical Research Centre Oulu Oulu University Hospital and University Of Oulu Oulu Finland
- The Finnish Centre for Evidence‐Based Health Care: A Joanna Briggs Institute Centre of Excellence
| | | | - O. Kanste
- Research Unit of Nursing Science and Health Management University Of Oulu Oulu Finland
- Medical Research Centre Oulu Oulu University Hospital and University Of Oulu Oulu Finland
- The Finnish Centre for Evidence‐Based Health Care: A Joanna Briggs Institute Centre of Excellence
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Mbidi TSN, Damons A. Effort and reward imbalance factors motivating Namibian professional nurses to participate in continuous professional development: A confirmatory factor analysis. Health SA 2021; 25:1313. [PMID: 33391825 PMCID: PMC7756522 DOI: 10.4102/hsag.v25i0.1313] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/28/2019] [Accepted: 10/23/2020] [Indexed: 12/02/2022] Open
Abstract
Background To improve professional development, it is important to understand the motivational factors behind nurses’ participation in specific types of continuous professional development activities. Effort–rewards imbalance (ERI) posits an imbalance between high efforts spent at work and low rewards sometimes received in turn. However, professional nurses have various ERIs that can influence their reasons to participate in continuous professional development activities. Aim The purpose of this article was to propose a model for selected ERI factors, which motivate professional nurses to participate in continuous professional development activities. Setting Two hundred and forty-one professional nurses working in a public national referral hospital in Namibia participated in the study. Methods Survey data on professional nurses’ reasons and motivations to participate in the professional development activities were analysed using a literature-based framework on ERI and reasons for participation in continuous professional development. The survey data were analysed for reflective relationships of ERI and reasons for participation in continuous professional development activities. A confirmatory factor analysis method using IBM SPSS AMOS version 23 was used to develop and validate the effort–reward motives for a continuous professional development model. Results Four effort-reward imbalance factors were derived from sixteen CPD motives. The reflective factors were (1) extrinsic efforts, (2) intrinsic efforts, (3) reward motives, and (4) over-commitment motives. The four conceptual factors made up a second-order effort-reward motives factor for the nurses’ reasons to take part in continuous professional development activities. Conclusions The results of this study show that professional nurses consider taking part in continuous professional development activities in order to carry out their work better but not as a way to increase chances of promotion. The study also concluded that the older professional nurses tend to have higher intrinsic effrot motivation than their younger counterparts. Thus, nurses could use these findings to understand the reasons which motivate them to develop professionally.
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Affiliation(s)
- Tekla S N Mbidi
- Department of Nursing and Midwifery, Faculty of Medicine and Health Sciences, Stellenbosch University, Cape Town, South Africa.,International University of Management, Windhoek, Namibia
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Shimazaki K, Ota K, Niimi Y. Developing a self-checklist of staff development behavior for associate nurse unit managers using the Delphi method. Nurs Health Sci 2020; 23:195-207. [PMID: 33295081 DOI: 10.1111/nhs.12798] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/18/2019] [Revised: 11/12/2020] [Accepted: 11/25/2020] [Indexed: 11/26/2022]
Abstract
The most significant influence on nurses' professional growth is through work under direct guidance in clinical settings. Associate nurse unit managers perform direct patient care with the staff, as well as assist management work of nurse unit managers. They can be excellent role models for the staff. We examined their behaviors that help promote staff development, aimed to identify effective behaviors, and created a self-checklist to evaluate them. We created 53 items to assess staff development behaviors, which were evaluated via a Delphi survey with 252 experts and a questionnaire survey with 124 associate nurse unit managers in Japan to evaluate whether the created item was appropriate. The results of the Delphi survey showed an agreement rate of over 90%, and associate nurse unit managers showed an acceptance rate of 82.6-99.2% for 40 of 53 items. Consequently, we created 40-item self-checklist of staff development behaviors for associate nurse unit managers with adequate validity. This checklist would be helpful for them to promote staff development while working in clinical settings and would contribute to enhancing the quality of nursing.
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Affiliation(s)
- Kazuyo Shimazaki
- Department of Nursing, College of Life and Health Sciences, Chubu University, Kasugai, Japan
| | - Katsumasa Ota
- Opening Preparation Office of Numazu Human Care Department, Toho University, Numazu, Japan
| | - Yukari Niimi
- Department of Nursing Faculty of Health and Science, Nagoya Women's University, Nagoya, Japan
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Mirmohammadi F, Shah Hoseini MA, Yazdani HR, Ebadi A. Factors Influencing Job Promotion in Iranian Nursing Profession, Barriers and Facilitators. PREVENTIVE CARE IN NURSING AND MIDWIFERY JOURNAL 2019. [DOI: 10.29252/pcnm.9.1.58] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/03/2023] Open
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Sheikhi MR, Fallahi-Khoshnab M, Mohammadi F, Oskouie F. Skills Required for Nursing Career Advancement: A Qualitative Study. Nurs Midwifery Stud 2016; 5:e30777. [PMID: 27556054 PMCID: PMC4993070 DOI: 10.17795/nmsjournal30777] [Citation(s) in RCA: 8] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 06/14/2015] [Revised: 09/29/2015] [Accepted: 09/30/2015] [Indexed: 02/03/2023] Open
Abstract
Background Nurses require certain skills for progression in their field. Identifying these skills can provide the context for nursing career advancement. Objectives This study aimed to identify the skills needed for nurses’ career advancement. Materials and Methods A qualitative approach using content analysis was adopted to study a purposive sample of eighteen nurses working in teaching hospitals affiliated with the Qazvin, Shahid Beheshti, and Iran Universities of Medical Sciences. The data were collected through semi-structured interviews, and analyzed using conventional content analysis. Results The three themes extracted from the data included interpersonal capabilities, competency for career success, and personal capacities. The results showed that acquiring a variety of skills is essential for career advancement. Conclusions The findings showed that personal, interpersonal, and functional skills can facilitate nurses’ career advancement. The effects of these skills on career advancement depend on a variety of conditions that require further studies.
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Affiliation(s)
- Mohammad Reza Sheikhi
- Department of Nursing, University of Social Welfare and Rehabilitation Sciences, Tehran, IR Iran
| | - Masoud Fallahi-Khoshnab
- Department of Nursing, University of Social Welfare and Rehabilitation Sciences, Tehran, IR Iran
| | - Farahnaz Mohammadi
- Social Determinant of Health Research Center and Department of Nursing, University of Social Welfare and Rehabilitation Sciences, Tehran, IR Iran
| | - Fatemeh Oskouie
- Center for Nursing Care Research and School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, IR Iran
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Rahimaghaee F, Nayeri ND, Mohammadi E, Salavati S. Organization-based self-development prescriptive model for the promotion of professional development of Iranian clinical nurses. IRANIAN JOURNAL OF NURSING AND MIDWIFERY RESEARCH 2015; 20:604-12. [PMID: 26457100 PMCID: PMC4598909 DOI: 10.4103/1735-9066.164587] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
Abstract
Background: Professional development is reiterated in the new definition of modern organizations as a serious undertaking of organizations. This article aims to present and describe a prescriptive model to increase the quality of professional development of Iranian nurses within an organization-based framework. Materials and Methods: This article is an outcome of the results of a study based on grounded theory describing how Iranian nurses develop. The present study adopted purposive sampling and the initial participants were experienced clinical nurses. Then, the study continued by theoretical sampling. The present study involved 21 participants. Data were mainly collected through interviews. Analysis began with open coding and continued with axial coding and selective coding. Trustworthiness was ensured by applying Lincoln and Guba criteria such as credibility, dependability, and conformability. Based on the data gathered in the study and a thorough review of related literature, a prescriptive model has been designed by use of the methodology of Walker and Avant (2005). Results: In this model, the first main component is a three-part structure: Reformation to establish a value-assigning structure, a position for human resource management, and a job redesigning. The second component is certain of opportunities for organization-oriented development. These strategies are as follows: Raising the sensitivity of the organization toward development, goal setting and planning the development of human resources, and improving management practices. Conclusions: Through this model, clinical nurses’ professional development can transform the profession from an individual, randomized activity into more planned and systematized services. This model can lead to a better quality of care.
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Affiliation(s)
- Flora Rahimaghaee
- Department of Nursing, Tonekabon Branch, Islamic Azad University, Tonekabon, Iran
| | - Nahid Dehghan Nayeri
- Nursing and Midwifery Care Research Center, School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran, Iran
| | - Eesa Mohammadi
- Department of Nursing, Faculty of Medical Science, Tarbiat Modarres University, Tehran, Iran
| | - Shahram Salavati
- Department of Management, Tonekabon Branch, Islamic Azad University, Tonekabon, Iran
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Mozaffari N, Peyrovi H, Nayeri ND. The social well-being of nurses shows a thirst for a holistic support: A qualitative study. Int J Qual Stud Health Well-being 2015; 10:27749. [PMID: 26381217 PMCID: PMC4573665 DOI: 10.3402/qhw.v10.27749] [Citation(s) in RCA: 6] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Accepted: 07/27/2015] [Indexed: 11/14/2022] Open
Abstract
Introduction Social well-being is one of the important aspects of health. In fact, this is a reflection of experience in a social environment, indicating how social challenges are determined. In other words, social well-being is an explanation of people's perception and experience of being in a good situation, satisfaction with the structure, and social interaction. This qualitative study intended to explore nurses’ experience of social well-being. Methods Qualitative content analysis was used to conduct the study. Through purposive sampling, a total of 18 nurses with various clinical experiences participated in semi-structured interviews. The data were analysed using the five-step, qualitative content analysis introduced by Graneheim and Lundman. Results The main theme extracted from the data analysis was “thirst for a holistic support” in nurses. It consisted of two subthemes including internal support (family's support, colleague's support, and organizational support) and external support (society's support and media's support). Conclusions and discussion Nurses’ experiences in shaping their social well-being show that nurses need support in order to rebuild their social well-being. It is supported in partnership with the media, the community, health-related organizations, and by nurses and family. This improves job satisfaction, hope, motivation, commitment, and confidence so as to ultimately facilitate improvement of social well-being of nurses.
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Affiliation(s)
- Naser Mozaffari
- Department of Medical-Surgical Nursing, School of Nursing and Midwifery, Tehran University of Medical Sciences, Tehran, Iran
| | - Hamid Peyrovi
- Nursing Care Research Center, Department of Critical Care Nursing, School of Nursing and Midwifery, Iran University of Medical Sciences, Tehran, Iran
| | - Nahid Dehghan Nayeri
- Department of Nursing Management, Nursing and Midwifery Care Research Center, Tehran University of Medical Sciences, Tehran, Iran;
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Sheikhi MR, Fallahi Khoshknab M, Mohammadi F, Oskouie F. Nurse Leaders' Experiences of Implementing Career Advancement Programs for Nurses in Iran. Glob J Health Sci 2015; 7:73-9. [PMID: 26156907 PMCID: PMC4803909 DOI: 10.5539/gjhs.v7n5p73] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/23/2014] [Accepted: 12/23/2014] [Indexed: 02/03/2023] Open
Abstract
Background and purpose: Career advancement programs are currently implemented in many countries. In Iran, the first career advancement program was Nurses’ Career Advancement Pathway. The purpose of this study was to explore nurse leaders’ experiences about implementing the Nurses’ Career Advancement Pathway program in Iran. Methods: This exploratory qualitative study was conducted in 2013. Sixteen nurse managers were recruited from the teaching hospitals affiliated to Shahid Behesthi, Qazvin, and Iran Universities of Medical Sciences in Iran. Participants were recruited using purposive sampling method. Study data were collected through in-depth semi-structured interviews. The conventional content analysis approach was used for data analysis. Results: participants’ experiences about implementing the Nurses’ Career Advancement Pathway fell into three main categories including: a) the shortcomings of performance evaluation, b) greater emphasis on point accumulation, c) the advancement-latitude mismatch. Conclusion: The Nurses’ Career Advancement pathway has several shortcomings regarding both its content and its implementation. Therefore, it is recommended to revise the program.
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Affiliation(s)
| | - Masoud Fallahi Khoshknab
- Department of Nursing, University of Social Welfare & Rehabilitation Sciences, (USWR) Tehran, Iran.
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Numminen O, Ruoppa E, Leino-Kilpi H, Isoaho H, Hupli M, Meretoja R. Practice environment and its association with professional competence and work-related factors: perception of newly graduated nurses. J Nurs Manag 2015; 24:E1-E11. [DOI: 10.1111/jonm.12280] [Citation(s) in RCA: 41] [Impact Index Per Article: 4.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 11/24/2014] [Indexed: 11/28/2022]
Affiliation(s)
- Olivia Numminen
- Corporate Headquarters; Hospital District of Helsinki and Uusimaa; Helsinki Finland
| | | | - Helena Leino-Kilpi
- Department of Nursing Science; University of Turku; Turku Finland
- Turku University Hospital; Turku Finland
| | | | - Maija Hupli
- Department of Nursing Science; University of Turku; Turku Finland
| | - Riitta Meretoja
- Department of Nursing Science; University of Turku; Turku Finland
- Corporate Headquarters; Hospital District of Helsinki and Uusimaa; Helsinki Finland
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Nayeri ND, Khosravi L. Iranian Nurses’ Experience With Applying Information From Continuing Education Programs in Clinical Practice. J Contin Educ Nurs 2013; 44:564-72. [DOI: 10.3928/00220124-20131001-08] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/19/2012] [Accepted: 09/04/2013] [Indexed: 11/20/2022]
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Abstract
Nurses have been called upon to lead and partner in the transformation of health care. Leadership is a component of the scope of nursing practice; however, the optimal approach to development of leadership competency has not been established. A metasynthesis of qualitative studies on leadership development was conducted to enhance an understanding of conditions that nurses reported to support or hinder their development as leaders. Noblit and Hare's approach was used for the metasynthesis process. Three overarching themes emerged. Opportunity structure, the relationship factor, and organizational culture are essential factors contributing to the successful cultivation of leadership competencies in nurses.
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Abstract
Dignity is a human right and a base for human health. This right must be observed in work environments as a moral obligation. This qualitative study aimed to understand nurses’ experiences of violation of their dignity at work and to explore its dimensions. The participants were 15 nurses working in two hospitals in Tehran. The data were collected through 26 unstructured interviews and analyzed using content analysis. The dimensions of violation were ‘irreverence’, including experiences of abuse and violence, humiliation, and being ignored; ‘coercion and violation of autonomy’, consisting of the control of relationships, lack of privacy, rigidness, and imposition; ‘ignoring professional and scientific ability’, indicating impossibilities in applying nurses’ knowledge; and ‘denying the value of nurse/care’, being the theme that verified the dominance of treatment/cure and lack of recognition of care value. Health systems should take the promotion of the nurses’ dignity into account through providing a dignified work environment.
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