查看更多>>摘要：Abstract Aim To determine the factors that influence nurses' fear of COVID‐19 and professional quality of life as well as their attitudes towards COVID‐19 in four different countries. Background The emergence of COVID‐19 has affected the psychological and professional quality of life of the frontline health care workers, especially nurses. Design An online cross‐sectional multicultural study. Methods A total of 1071 nurses from Turkey, Brazil, Spain and Italy were selected by convenience sampling. All participants were invited to complete the Fear of COVID‐19 Scale and Professional Quality of Life Scale through online form from October 2020 to January 2021. Results It has been seen that nurses' fear of COVID‐19 has been above the average and their professional quality of life has been affected negatively during the pandemic. Almost one out of three nurses (28.6%) thought of quitting their job during the pandemic. The majority of nurses (91.0%) thought their professional quality of life changed during the pandemic. The mean score of the Fear of COVID‐19 Scale is higher in nurses who are working in Brazil, are female, have a chronic illness and are working in an outpatient clinic. Professional quality of life is even lower in nurses who are younger than 40, have a professional experience of less than 15?years, are working in Brazil and have concerns about themselves and their relatives because of COVID‐19. Conclusions It was determined that there was a relationship between fear of COVID‐19 and professional quality of life subscales of nurses. Implications for Nursing Management Nurse leaders have an important role in supporting nurses actively during and after the COVID‐19 pandemic and providing them with good working conditions, sufficient resources and rewards. In order for nurses to be able to cope with the challenges brought about by the pandemic, particularly the fear of COVID‐19, and to avoid thoughts of quitting the profession, it would be beneficial to take certain administrative measures on institutional and territorial basis. It is recommended that employees with a chronic disease work in low‐risk clinics, the number of nurses be increased in busier clinics, working hours be reduced and nurses be provided with psychosocial support by experts to cope with stress. On the other hand, effective infection control, personal protective measures and implementing institutional policies and protocols can help to reduce the fear of COVID‐19 and increase their professional quality of life.
查看更多>>摘要：Abstract Aim To test a model that examines the direct and indirect effects of work‐related stress on job‐related affective well‐being through compassion fatigue. Background Despite the danger of infection, nurses' dedication to their work appears to be an innate desire to provide care for patients with COVID‐19. Nonetheless, the universal effort to control the outbreak has led to extended work hours and workload, which has been defined as the primary contributor to work‐related stress among nurses and might impact their job‐related affective well‐being. Method We used a cross‐sectional exploratory design. Data were collected using an online survey from 161 nurses working in the Saudi health care system. The survey included obtaining information on demographics and work‐related stress using Professional Quality of Life Scale version 5 to measure compassion fatigue as well as a job‐related affective well‐being scale. Results Work‐related stress had significant negative direct effects on job‐related affective well‐being and positive effects on compassion fatigue. Compassion fatigue had significantly negative direct effects on job‐related affective well‐being. Work‐related stress exerted negative indirect effects on job‐related affective well‐being through compassion fatigue, which partially mediated the relationship. Conclusion The findings supported the model and added to our understanding regarding the impact of work‐related stress on nurses. Implications for Nursing Management Stress reduction is an important element in improving staff outcomes as well as job‐related affective well‐being.
查看更多>>摘要：Abstract Aims We aim to study the effect of role overload, work engagement and perceived organisational support on nurses' job performance, including task performance, interpersonal facilitation and job dedication. Background Many nurses have suffered from role overload at work during the COVID‐19 pandemic. However, the investigations of the influence mechanisms and boundary conditions through and under which role overload is associated with job performance have shown inconsistent results. Methods A total of 595 Chinese nurses were studied from November 2020 to February 2021. Confirmatory factor analysis, maximum likelihood estimation and bootstrapping analysis were used to test the mediating process and the moderating effect. Results Work engagement partly mediated the relationships of role overload with task performance (β?=??.253, p?<?.001, 95% CI: [?.315, ?.204]) and interpersonal facilitation (β?=??.202, p?<?.001, 95% CI: [?.261, ?.145]); work engagement also fully mediated the relationship between role overload and job dedication (β?=??.239, p?<?.001, 95% CI: [?.302, ?.186]). Perceived organisational support moderated the relationships of role overload with task performance, interpersonal facilitation and work dedication (β?=??.171, p?<?.001, β?=??.154, p?<?.001 and β?=??.175, p?<?.001, respectively). Conclusions Work engagement is the linchpin linking role overload to distal outcomes of job performance. Perceived organisational support mitigates the ways in which role overload undermines job performance. Implications for Nursing Management Hospital administrators can minimize the effects of role overload and create a more supportive organisational environment to promote the job performance of nurses.
查看更多>>摘要：Abstract Aim This study aims to identify the most effective interventions to facilitate nurses' clinical leadership in the hospital setting. Background There is a gap in the literature on the identification and measurement of effective interventions for leadership skill development among clinical nurses in hospitals. To the best of our knowledge, no systematic review has been performed on this issue. Evaluation A systematic review was conducted. The PubMed, CINAHL, PsycINFO and Cochrane databases were reviewed. Data extraction, quality appraisal and narrative synthesis were conducted in line with Preferred Reporting Items for Systematic Reviews and Meta‐Analyses (PRISMA) guidelines. Key issues The evidence reveals that interventions designed to promote nurses' clinical leadership are complex, requiring that cognitive, interpersonal and intrinsic competencies as well as psychological empowerment, emotional intelligence and critical reflexivity skills be addressed. Conclusions The development of multicomponent, theory‐based and mixed‐format programmes may be more suitable to facilitate nurses' clinical leadership in the hospital setting. Implications for Nursing Management Strategies to facilitate nurses' clinical leadership in the hospital setting should address simultaneously the knowledge and ability of bedsides nurses to solve the practical problem collaboratively with a sense of control, competency and autonomy. Hence, it would promote high quality care, satisfaction and retention of bedside nurses.
Chris RafteryAnne‐Marie SassenbergAnita Bamford‐Wade
10页
查看更多>>摘要：Abstract Aim The aim of this study is to explore the current evidence on business acumen of nurse leaders. Background Health systems across the world are under immense pressure to stay solvent, maintaining services within a defined budget as we recover from the COVID‐19 pandemic. Effective nurse leaders not only need to have strong leadership and management skills but also strong business acumen to navigate the complexity of the system. Evaluation A scoping review of research was undertaken, using preferred reporting items for systematic reviews and meta‐analyses (PRISMA) scoping extension checklist, with 571 studies found across multiple databases, 17 meeting final review eligibility. Key Issues Findings were noted surrounding three themes: the value of business acumen in nursing, the gaining of business acumen in health care as a nursing leader and the utilizing business acumen as a nurse leader in the health care industry. Conclusion While nursing leadership and management were well researched, limited studies covered the specific focus of business acumen in health care for nurses or broader clinicians. Implications for Nursing Management While evidence points towards business acumen being important for health care leaders in balancing care and cost, inadequate research limits the recognition of these professional capabilities of nurse leaders. Further understanding could inform future policy and curriculum, as well as empower our next generation of clinicians.
查看更多>>摘要：Abstract Aim To develop a leadership and management competency framework applicable to Chinese nurse champions guided by the competency matrix for clinical nurse leader (CNL). Background As the clinical leaders and future nurse manager candidates in the Chinese clinical setting, nurse champions are in great need of leadership and management competency training, but it is unclear what content should be included in the training curriculum, a guiding framework applicable to Chinese nurse champions was needed to be constructed. Methods This study used a qualitative descriptive design to explore nurse champions' competency requirements from clinical nurse managers' perspective. Semi‐structure interviews guided by the CNL competency matrix were conducted with 27 clinical nurse managers from six large‐scale tertiary grade A hospitals in Shanghai, China. Interview transcripts were analysed using deductive and inductive content analysis. Results The data analysis yielded three main categories: nursing leadership, clinical outcome management and care environment management, containing 14 subordinate themes, which represent the leadership and management competencies needed for nurse champions. Conclusions A leadership and management competency framework for Chinese nurse champion was built in this study, which covering the competencies needed by Chinese nurse champions to lead care teams, improve quality of care for patient outcomes and enhance systems and equipment for the better care environment. This framework will be the direct basis for guiding the development of the nurse leadership curriculum for driving nurse champion to achieve role success. Implications for nursing management This framework provides a theoretical foundation for clarifying the role of nurse champion in clinical management. Training curriculum guided by this framework will help nurses in their clinical management role and share the burden of clinical nursing managers, as well as promote the development of a clinical nursing management reserve talents and support the future development of nursing staff in health care organisations.
查看更多>>摘要：Abstract Aim This study aimed to investigate whether or not the toxic leadership behaviours of nurse managers influence nurses' perceptions of professional values. Background Professional values are among the factors that influence the development and the enhancement of the quality of health services. The professional development of nurses at work is particularly shaped by the guidance and counselling of nurse managers. Therefore, it is vitally important to determine the effects of nurse managers' toxic leadership behaviours on nurses' perception of professional values in terms of the development of professional values and the nursing image. Method and Material This study was designed as a descriptive and correlational study and was conducted with 244 nurses working in a university hospital between 09.01.2020 and 12.03.2020. The study data were collected using a Personal Information Form (11 questions) designed by the researchers in line with the recent literature, the Nurses Professional Values Scale‐Revised (NPVS‐R) and the Toxic Leadership Scale. The study data were analysed with SPSS 25.0, and they were evaluated using frequency, percentage, the Mann–Whitney U test and the Kruskal–Wallis H test, one‐way ANOVA, the t‐test for independent groups, the Cronbach alpha coefficient and Spearman correlation coefficient methods. The significance level was taken as p?<?0.001, and p?<?0.05 was used to interpret the study results. Results The mean age of the nurses in the study was 31.79?±?6.68?years. A statistically significant difference was found between the scores for the NPVS‐R and their previous education about leadership (U:5.273, p?<?0.05). A significant difference was also noted between the Toxic Leadership Scale scores and the educational status of the nurses (??2?=?9.971, p?<?0.001), whether or not they deliberately chose nursing as a profession (U:7.777, p?<?0.05), whether or not they willingly served as a nurse (U:8.458, p?<?0.001) and whether or not they willingly served in their current unit (U:8.475, p?<?0.05). The total score and the subdimension scores of the Toxic Leadership Scale and NPVS‐R Scale were not significantly correlated (p?>?0.05). Conclusion The results demonstrated that nurses who deliberately chose nursing as a career option, who willingly served as a nurse and who willingly served in their current units were comparatively less influenced by the managers with toxic leadership attitudes. It was similarly determined that nurses with higher levels of education and those who received in‐service training were less influenced by toxic managers. It was finally noted that working with toxic managers had no significant effect on the nurses' perception of professional values. Implications for Nursing Management The results indicated that although toxic leadership and nurses' perception of professional values were not significantly correlated, toxic behaviours may cause a depreciation in nurses' perception of professional values and beliefs, as noted in other relevant studies. It is thus necessary to be aware of the effects of toxic leadership behaviours on nurses and the institution and that precautions be taken by management against any negative effects. Supporting nurses with in‐service training and building up resistance against toxic leadership behaviours will be beneficial for the proper and effective functioning of the institution.
查看更多>>摘要：Abstract Aim This study aimed to develop a theoretical model of caring leadership in nursing. Background Nurse leader's role plays an integral part in complex health care institutions. As a common feature of leaders, leaders' caring leadership can positively influence the stakeholders in health care institutions. Still, little is known about caring leadership in nursing, especially in the Chinese cultural background. Methods Grounded theory was used to develop the theoretical model of caring leadership. Both semi‐structured interviews and open‐ended questionnaire surveys were used to collect data for constructing the theory model. Ten nurse leaders and 11 nurse staff were recruited for an interview, and 168 nurse leaders and 286 nurses were recruited for an open‐ended questionnaire survey. Results A theoretical model of caring leadership was developed using five core attributions: benevolent to others, appreciate the uniqueness, facilitate self‐actualization, maintain mutual benefit and motivate with charisma. Caring leadership in nurse leaders works through the caring and leading process, resulting in nurses' well‐being, patients' healing and organisational excellence. Conclusion A caring leadership model was developed through grounded theory, revealing Chinese nurses' perspectives on caring leadership in Chinese cultural background. According to the model, the concept of caring leadership has been further explained, and it makes contributions to the measurement and leaders' practice in health care institutions. Implications for Nursing Management This caring leadership model developed in our study provides a new perspective and understanding of caring and leadership for nurse leaders. Nurse leaders need to strengthen their responsibilities and personal qualities while caring for nurse staff to improve leadership efficacy based on the theoretical model. And caring leadership can help nurse leaders to balance the interests of stakeholders, leading to positive consequences for nurse staff, patients and health care organisations.
Barbara CoughlanPatricia FoxAndrew DarleyCatherine O'Brien...
9页
查看更多>>摘要：Abstract Aim To explore the experiences of a nursing team who implemented an international nurse‐led clinical trial in practice and understand the facilitators to their involvement. Background The role and responsibilities of the clinical nurse are advancing to encompass research activity to help inform evidence‐based practice. However, several personal and organisational challenges can inhibit nurses' capacity to implement and undertake research within clinical practice. Methods Three focus groups were conducted with members of a nursing team (N?=?18). Thematic analysis was employed, and themes were identified and agreed upon by the research team. Results Five themes were identified: ‘Previous experience of and attitudes to participation in clinical research’, ‘Decision‐making regarding participation in the clinical trial’, ‘Facilitators of participation in the clinical trial’, ‘Challenges of research in nursing practice’ and ‘Future orientation towards research’. Conclusion Through their experiences of implementing a nurse‐led clinical trial within practice, nurses recognized a number of facilitators and challenges to their participation. The perceived relevance of the clinical trial to the nurses' practice, potential to improve patient care and appreciation of the nurse leader's expertise and understanding of their context were key motivators. Reciprocal trust with the nurse leader who was encouraging, motivating, supportive and accessible resulted in the engagement and commitment of the nursing team. Implications for Nursing Management This paper offers a perspective that can inform senior nursing management teams when implementing and conducting evidence‐based research amongst nursing teams and in doing so meet the needs of developing research capacity amongst clinical nurses.
Susan HampshawJo CookeSteve RobertsonRachel King...
7页
查看更多>>摘要：Abstract Aims This study investigated, ‘What is the perceived value of a PhD to doctoral and postdoctoral nurses in the UK?’ Background Little is known about what happens to the careers of nurses who undertake a doctorate and whether they use these skills in the next career steps. Methods Nurses (n?=?47) with doctorates were recruited via professional networks and twitter (@NMAHP_DoctorateStudy). Qualitative responses from the nurses were analysed using thematic analysis. Results Three themes emerged from qualitative analysis: impact on career, utilization and value, and impact on self. Conclusions This study provides one of the few insights into how doctoral trained nurses understand and experience the value and utility of their studies to themselves and others. Implications for nurse management Nurse managers can play a crucial role in generating a research‐led culture within their clinical setting. This would include promoting an understanding of research as something directly related to patient benefit rather than an abstract, intellectual activity.
NSTL
Wiley-Hindawi
Wiley