Background: Talent management is increasingly discussed in the human resource management and human resource development literature. It is a set of practices that are implemented in organizations and refers to how organizations attract, select, develop and manage employees in an integrated and strategic way. The study aim: To investigate the effect of talent management training program on head nurses leadership effectiveness. Research design: A quasi-experimental research design was utilized. Setting: The study was conducted at all inpatient units (medical surgical) and critical care units (N=15) Damanhour National Medical Institute (head nurses =120). Tools: Tool I: To assess head nurses' knowledge regarding talent management (pre/posttest). Tool II: Talent management questionnaire; to assess talent management practices among head nurses. Tool III: Leadership effectiveness questionnaire: to assess leadership effectiveness among head nurses. Results: there is a highly statistically significant improvement in head nurse's knowledge and practice regarding talent management in the post phase and follow-up phase compared to their pre-intervention. Conclusion: the application of the training program had a positive impact on enhancing head nurses' knowledge and practice regarding talent management and also total leadership effectiveness level was improved markedly throughout program phases. Recommendations: Conduct a talent management workshop periodically for all head nurses as a refreshment course. Providing talent management programs and workshops for newly hired head nurse in the organization.
Background: Workplace ostracism limits opportunities for social interaction and discourages nursing staff from forming lasting and meaningful relationships in an organization and organizational cynicism and organizational silence are barriers against the improvement of organizations. Aim: The study aimed to investigate the effect of workplace ostracism and organizational cynicism on organizational silence among nursing staff. Subjects and Method: Design: Descriptive correlation research design was utilized. Setting: The study was conducted at medical and surgical departments at Benha University Hospital. Subjects: a sample of nursing staff 362 (46 head nurses and 316 nurses). Tools: Three tools were used for data collection of this research as follows; workplace ostracism scale, organizational cynicism scale and organizational silence scale. Results: Ninety percent (92.5%) of nursing staff had a low level of workplace ostracism, more than two third (68.8%) of nursing staff had a low level of total organizational cynicism, and less than half (45.9%) of nursing staff had a high level of total issues for remaining organizational silence. Conclusion: A significant positive correlation between total workplace ostracism dimensions, total organizational cynicism dimensions and dimensions of organizational silence. Recommendations: it is recommended to conduct continuous periodic training programs for nursing staff in different health care units to increase their awareness about organizational cynicism, development of a cooperative system considers nursing staff thought and ideas, which leads to a sense of loyalty, cooperation, and commitment toward the hospital, and improve and develop methods and mechanisms for communication with nurses to avoid the silent behavior of the nursing staff.
Background: Nurses deal with a variety of situations and patients, all of which are factors in the circumstances and workloads at the patient level. Furthermore, a higher level of nurse dissatisfaction leads to nurses leaving the profession. Managers' leadership style has a substantial impact on the job satisfaction of staff nurses. Aim: To assess the managers' leadership styles and its association to their staff nurses' job satisfaction. Subjects and methods: Design: A descriptive correlational design was used. Setting: The study was conducted in two governmental hospitals in Damanhour City. Subjects: A total of 300 staff nurses were selected from previous settings based on the non-probability convenient sampling technique. Tools used for data collections: Tool I: Demographic datasheet, Tool II: The multifactor leadership questionnaire, and Tool III: The work quality index questionnaire. Results: Managers' leadership styles, as perceived by staff nurses, in this study were transformational leadership frequently, transactional leadership occasionally, and laissez-faire leadership on occasion. The job satisfaction of staff nurses was rated as somewhat satisfied' for professional work environment (4.83±0.09) and professional relationships (4.39±0.05) and 'neutral' for autonomy (4.42±0.01), work worth (4.89±0.08), role enactment (4.43±0.03) and rewards (4.32±0.07). Transformational leadership had significant positive correlation with the level of job satisfaction with a p-value of 0.000. There was significant negative correlation between level of job satisfaction of the staff nurses and the managers' transformational leadership style, as judged by the staff nurses. Conclusion: The current study revealed that nurse managers exhibited transformational leadership style more than transactional and laissez-faire leadership styles. The nurses' job satisfaction was significantly positively correlated with transformational leadership styles. Recommendations: Further study needs to be conducted to head of staff nurses perceptions about various leadership styles and their effects.
Background: Documentation is reported to take up to 50% of nurses' time per shift Training, either on-the-job or off-the-job, is the only means that may improve such lack of competencies in documentation. Aim of the study: To investigate the impact of documentation practice training program for nurses: on-the-job vs off-the-job. Design: a quasi-experimental design was used. The study was conducted at Damanhour National Medical Institute. Subjects: 210 nurses took part in this study. The questionnaire was used for data collection; the first part related to demographic characteristics, the second part: This part to assess the nurse's knowledge gained from the training. The third part included the Audit sheet, which was intended to assess the nurse's practice of documentation. The intervention consisted of a 2-day training in nursing documentation. Results: high statistical significances differences between studied nurses at pre, post and follow up intervention related to in the knowledge and audit scores of the nurses in the on-the-job vs off-the-job. The Mean ±SD knowledge score increased from 38.9± 9.81to 78.32, and the Mean ±SD total audit scores from 15.3± 4.8 to 39.98±8.57. Likewise, in the off-the-job group Mean ±SD knowledge score rose from 39.67± 0.21to 75.91±7.10, and the Mean ±SD total audit scores from 14.94±8.12 to 38.52±7.97. Conclusion; highly statistically significant improvement in total staff nurses' documentation knowledge and audit level during post and follow up phase as compared with preprogram phase. Recommendations: Continuous training programs or sessions must emphasize on all aspects of nursing documentation.
Background: The postoperative arena is a unique environment that includes many challenging variables: complex clinical care performed by teams; high cost, sophisticated technologies that often do not interoperate; and a large array of supplies, instruments, and implants that are difficult to manage. Study aim: to develop a standard of nursing care for postoperative gastrointestinal patients. The study setting: was conducted at three postoperative gastrointestinal wards in the Gastro-Enterology Center at Mansoura University Hospitals. The subject: consisted of 90 juries, and 70 nurses working at the postoperative gastrointestinal care wards. The study tools: were two juries' opinionnaire and two observation checklists. The results: indicated that the observation checklist entailing nursing care for postoperative gastrointestinal patients was valid through full acceptance by juries. The checklist entailing structure items of postoperative gastrointestinal units was also validated by experts' consensus. Application of the checklist showed that the performance of bachelor nurses was higher than that diploma nurses. The reliability was tested through verifying internal consistency using the Cronbach's alpha coefficient and showed high reliability of the tool. All items of the initial checklist of nursing care for postoperative gastroenterology patients and an initial checklist of structure items were used in developing the nursing care standard for postoperative gastroenterology patients, which was also validated by experts. Conclusion and Recommendations: The developed standard for postoperative gastrointestinal patients is recommended to be applied at postoperative gastrointestinal units. Nurses working at postoperative gastrointestinal units should have a copy of the developed standards in Arabic and English languages.
Documentation is reported to take up to 50% of nurses' time per shift Training, either on-the-job or off-the-job, is the only means that may improve such lack of competencies in documentation. Aim of the study: To investigate the impact of documentation practice training program for nurses: on-the-job vs off-the-job. Design: a quasi-experimental design was used. The study was conducted at Damanhour National Medical Institute. Subjects: 210 nurses took part in this study. The questionnaire was used for data collection; the first part related to demographic characteristics, the second part: This part to assess the nurse's knowledge gained from the training. The third part included the Audit sheet, which was intended to assess the nurse's practice of documentation. The intervention consisted of a 2-day training in nursing documentation. Results: high statistical significances differences between studied nurses at pre, post and follow up intervention related to in the knowledge and audit scores of the nurses in the on-the-job vs off-the-job. The Mean ±SD knowledge score increased from 38.9± 9.81to 78.32, and the Mean ±SD total audit scores from 15.3± 4.8 to 39.98±8.57. Likewise, in the off-the-job group Mean ±SD knowledge score rose from 39.67± 0.21to 75.91±7.10, and the Mean ±SD total audit scores from 14.94±8.12 to 38.52±7.97. Conclusion; highly statistically significant improvement in total staff nurses' documentation knowledge and audit level during post and follow up phase as compared with preprogram phase. Recommendations:Continuous training programs or sessions must emphasize on all aspects of nursing documentation.
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