Role of self-efficacy in nursing organizational climate: A way to develop nurses' humanistic practice ability

Effect of Family-Centered Empowerment Model in Home Care of Older Adult Patients After Total Knee Arthroplasty

PURPOSE

In the present study, we investigated the effect of the family-centered empowerment model (FCEM) in the home care of older adult patients after total knee arthroplasty (TKA).

DESIGN

The current study was a randomized controlled study.

METHODS

Two hundred eighty older adult patients who underwent TKA in our hospital from December 2020 to December 2022 were selected. They were divided into intervention and control groups using the random number table method, with 140 cases in each group. After follow-up and attrition, 133 patients were assigned to the intervention group and 130 to the control group. The control group received conventional care, and the intervention group received the care provided using the FCEM. The general characteristics of the study subjects were compiled using a general information questionnaire designed by the researcher. The chi-square test and t-test were used to compare the changes in self-care efficacy, knee function, and the occurrence of postoperative complications in the two groups before and after the intervention.

FINDINGS

The results suggest that the adoption of FCEM improved patient motivation and self-care efficacy, promoted the recovery of knee function in the short term after surgery, and reduced the likelihood of occurrence of complications.

CONCLUSION

The present study highlights the importance of extending the FCEM to multiple domains to fill the gaps in the currently available medical care system for older adults. In addition, the study provides a reference basis for reducing the occurrence of complications and improving patient prognosis.

CLINICAL EVIDENCE

The FCEM model is an effective strategy to improve the effectiveness of home nursing for older adults.

Relationship between perceived organisational support, self-efficacy, proactive personality and career self-management among nurses: a moderated mediation analysis

OBJECTIVES

Career self-management is believed to be a critical behaviour in the new career era. However, the underlying mechanisms that stimulate nurses' career self-management are unclear. The aim of this study was to examine the mediating effect of self-efficacy and the moderating effect of proactive personality on the relationship between perceived organisational support and career self-management among nurses.

DESIGN

This was a cross-sectional survey.

SETTING AND PARTICIPANTS

A total of 1866 nurses from 15 hospitals across 15 cities in China were recruited for this study.

PRIMARY AND SECONDARY OUTCOME MEASURES

The Perceived Organizational Support Scale, General Self-efficacy Scale, Proactive Personality Scale and Individual Career Management Questionnaire were used. Data were analysed using moderated mediation regressions with Hayes' PROCESS macro in SPSS version 26.0.

RESULTS

General self-efficacy mediated the relationship between perceived organisational support and career self-management. Proactive personality moderated the direct (B=0.043, p<0.001, 95% CI 0.026 to 0.060) and indirect relationship (B=0.098, p<0.001, 95% CI 0.074 to 0.123) between perceived organisational support and career self-management. Further, the positive effects of perceived organisational support on general self-efficacy and career self-management were stronger for nurses with a high level of proactive personality. The model explained 47.2% of the variance in career self-management.

CONCLUSION

The findings highlight the crucial benefits of self-efficacy and important conditional effects of perceived organisational support on nurses' career self-management.

The relationship between self-efficacy, malicious or benign envy in nurses: A cross-sectional study

AIM

To determine whether nurses' self-efficacy affected envy levels and to develop the necessary strategies.

BACKGROUND

Envy is a widespread global phenomenon. Envy can harm the individual, the work environment, and nursing care. However, the relationships between self-efficacy and envy have not been adequately explored in the nursing context.

METHODS

This study was conducted as a cross-sectional descriptive study. The study sample consisted of 361 nurses working in a university hospital in a province of Türkiye. The research model was analyzed using structural equation modeling. The participants were selected using convenience sampling. This study was reported using the STROBE checklist for cross-sectional studies.

RESULTS

Nurses' educational status affected their self-efficacy. No other personal characteristics influenced self-efficacy and envy. There was a positive relationship between malicious and benign envy. As nurses' self-efficacy increased, malicious envy decreased and benign envy increased.

CONCLUSIONS

The results of this study showed that nurses' education level affected self-efficacy, and self-efficacy level affected envy, and malicious envy could be reduced by improving nurses' self-efficacy.

IMPLICATIONS FOR NURSING AND HEALTH POLICY

Nursing managers and policymakers should support nursing education at the minimum undergraduate level, encourage nurses to continue their professional education to improve their self-efficacy, and provide training to increase their self-efficacy.

Level and influencing factors of transition shock among new nurses in China: A multicenter cross-sectional study

Background and Aims

New nurses are an important part of nursing teams. The failure of new nurses to successfully transition seriously affects personal career development and nursing work quality, and important influencing factors deserve the attention of nursing managers. At present, multicenter, large-sample investigations of transition shock among new nurses are lacking in China. This study aims to investigate the current level and influencing factors of transition shock among new nurses in China.

Methods

We conducted a multicenter, cross-sectional study with 3414 new nurses from 16 provinces in 7 regions in China from October 22, 2021, to November 8, 2021. We used the snowball sampling method and an online questionnaire produced by the researchers to collect data; the questionnaire included questions on demographic information, a transition shock scale for new nurses and open-ended questions. Data were analyzed using SPSS version 24.

Results

The effective response rate of this study was 97.89%, with 3342 effective participants from 189 hospitals in China, most of whom were female (94.88%). The study showed that the transition shock of new nurses in China was at a moderate level, with pre-job anxiety, unsatisfactory welfare treatment, resignation intention, adverse events, poor sleep quality, 1 or fewer exercise sessions per week, inability to balance work and life, and gluttony negatively affecting the transition shock of new nurses in China. Psychological shock was the strongest among the four dimensions of transition shock.

Conclusions

The transition shock of new nurses, especially their psychological shock, deserves more attention from international society. Nursing managers should continue to take supportive measures to intervene in the factors influencing transition shock, with the aim of reducing the level of transition for new nurses, promoting their personal thriving, improving the quality of nursing work and increasing the retention rate of nurses.

Relationship between transition shock and humanistic practice ability among Chinese newly graduated nurses: Mediating effect of organizational socialization

BACKGROUND

Humanistic practice ability serves as an indispensable skills that newly graduated nurses strive to develop. Yet, there is a dearth of knowledge regarding the role of organizational socialization in mediating the association between transition shock and humanistic practice ability in Chinese newly graduated nurses.

AIM

To breakdown the association between humanistic practice ability and transition shock among Chinese newly graduated nurses, with a simultaneous concentration on the mediating effect of organizational socialization in the association.

DESIGN

Utilizing a descriptive cross-sectional study design, this research aimed to provide a comprehensive overview of the variables being examined.

METHODS

A web-based survey was completed by 417 newly graduated nurses from three general public hospitals in Shandong Province, eastern China from February to March 2023. Three questionnaires were administered: the Nurse Humanistic Practice Ability Scale (NHPAS), the Organizational Socialization Questionnaire(OSQ) and the Transition shock of Newly Graduated Nurses Scale (TSNGNS). The IBM SPSS 22.0, AMOS 22.0 and GraphPad Prism 9.0.0 was applied for figure preparation and statistical analyses.

RESULTS

Findings indicated a significant statistical association among organizational socialization, transition shock and humanities practicing ability. A significant negative correlation was uncovered between OrS and TrS (r=-0.468, p<0.001), significant and negative correlation (r = -0.412, p < 0.001) was unmasked between the TrS and the HPA,whereas a significant positive correlation was observed between OrS and HPA (r=0.641, p<0.001). Moreover, in the mediation models, organizational socialization was identified as a partial mediating role in the association between transition shock and humanities practicing ability (indirect effect -0.324, p<0.001; direct effect -0.100, p =0.026; total effect -0.424, p =0.001).

CONCLUSION/IMPLICATIONS FOR PRACTICE

TrS has a significantly negative influence on HPA among newly graduated nurses, and OrS partially mediating the negative effect of TrS on HPA. Nursing managers and nursing educators can reduce the adverse consequences resulted from TrS through enhancing the benefits of organizational socialization programs and eventually improve the level of HPA of newly graduated nurses.

Reliability and validity of the Chinese version of the Self-Efficacy Perception Scale for Administrator Nurses

Objectives

This study aimed to translate the Self-Efficacy Perception Scale of Administrator Nurses (SEPSAN) into Chinese and test its reliability and validity among nurse managers.

Methods

A scale translation and cross-sectional validation study was conducted. The English version was translated for Chinese by the Brislin translation model included direct translation, back translation, integration, and cultural adjustment. A total of 382 nurse administrators were recruited from 20 general hospitals in five Chinese cities to assess the reliability and validity of the scale from April to May 2023. Validity assessments included content, structural, and convergent validity. Reliability was evaluated using Cronbach's α coefficient and test-retest reliability.

Results

The item-content validity index (I-CVI) of the scale ranged from 0.86 to 1.00, and the average scale-level content validity index (S-CVI/Ave) for the overall scale was 0.98. The exploratory factor analysis indicated five dimensions (planning, organizing, commanding, coordinating, controlling, and inspecting) with 41 items. The cumulative variance contribution rate was 63.72%. Confirmatory factor analysis showed an acceptable fit. The general Cronbach's α coefficient was 0.95, and the test-retest reliability was 0.87.

Conclusion

The Chinese version of SEPSAN showed satisfactory reliability and validity and thus can be used to assess the self-efficacy of nurse administrators in China.

Where there is pressure, there is motivation? The impact of challenge-hindrance stressors on employees' innovation performance

Based on the conservation of resource theory, this manuscript explores the impact mechanism of the challenge and hindrance stressors on innovation performance, introduces emotional atmosphere as a mediation variable, and on this basis, it examines the moderating role of organizational climate on emotional atmosphere and innovation performance. A two-wave survey of 263 subordinates and 29 supervisors who come from multisource field offered support for our model. Results showed that challenge stressors have a positive effect on innovation performance, positive emotional atmosphere mediates the relationship between challenge stressors and innovation performance; hindrance stressors have a negative effect on innovation performance, and negative emotional atmosphere mediates the relationship between hindrance stressors and innovation performance. Organizational climate strengthens the positive relationship between positive emotional atmosphere and innovation performance and weakens the negative relationship between negative emotional atmosphere and innovation performance. This study enriches the existing literature by identifying the impact of stressors on employee innovation performance and has certain practical significance for optimizing the management of enterprises and improving employee innovation performance.

Psychological capital has a positive correlation with humanistic care ability among nurses

Objective

With the improvement in health awareness, humanistic care ability of nurses has become a focus of public attention. The aim of the study was to confirm the relationship between psychological capital and humanistic care ability of nurses, and to provide suggestions on improving the humanistic care ability of nurses.

Methods

A cross-section survey was conducted. Three hundred thirty-nine nurses were recruited from a tertiary general hospital in Taizhou, China. Psychological capital and humanistic care ability were measured using a self-reported questionnaire. Correlation analysis and stepwise multiple regression analysis were performed to analyze the correlation between psychological capital and humanistic care ability.

Results

The psychological capital and humanistic care ability scores were 91.57 ± 13.96 and 189.08 ± 20.37, respectively. Differences in psychological capital scores across professional titles (F = 4.88, p = 0.01), departments (F = 3.69, p < 0.001), years of work (F = 4.68, p < 0.001), and marital status (t = 3.25, p < 0.001) were statistically significant. There were statistical differences for the humanistic care ability scores among nurses based on marital status (p = 0.01). The total psychological capital scores and the four sub-dimensions scores were positively correlated with the humanistic care ability scores among nurses. Self-efficacy was the main predictor of nurses’ humanistic care ability.

Conclusion

Psychological capital positively affected the humanistic care ability of nurses. Self-efficacy was the main predictor of humanistic care ability. Nursing managers can formulate strategies from the perspective of positive psychology to improve humanistic care ability of nurses.

The mediating effects of adversity quotient and self-efficacy on ICU nurses' organizational climate and work engagement

AIM

This study aimed to explore the mediating effects of adversity quotient and the moderating effect of self-efficacy on the relationship between the organizational climate and the work engagement of intensive care unit nurses.

BACKGROUND

A good organizational climate can contribute to a high level of work engagement. Adversity quotient and self-efficacy are the key factors affecting nurses' work engagement, while the mechanism of these factors in the organizational climate and work engagement remains unclear. This study was conducted to contribute to the relevant field research.

METHODS

The study used a cross-sectional research design and surveyed 323 intensive care unit nurses working in a public hospital in China. The data were analyzed using descriptive statistical methods: Pearson correlation analysis and PROCESS macro Model 7 in the regression analysis.

RESULTS

Organizational climate was positively correlated with work engagement and adversity quotient. The indirect effect of organizational climate on work engagement through adversity quotient was positive. Furthermore, self-efficacy moderated the relationship between the two factors.

CONCLUSION

Cultivating organizational climate and adversity quotients is an important strategy to improve the work engagement of intensive care unit nurses, particularly for nurses with high self-efficacy.

IMPLICATIONS FOR NURSING MANAGEMENT

Administrators should make efforts to create a good organizational climate and cultivate nurses' adversity quotients and self-efficacy to decrease their intent to leave.