Due to their unique relationship with patients, nurses should be involved in EOL care decision making; however, patients, families or nurses are not often involved in the decision-making process in Turkey.
Policymakers and nurse managers should be aware of any negative issues regarding nursing practice environments and job security to improve nursing outcomes.
Aims and objectives This study aimed to examine the effects of nurses’ individual, professional and work environment characteristics on their job performance levels. Background Nurses’ job performance is important in the effective and efficient provision of health care. Design A descriptive, cross‐sectional study. The STROBE guidelines were used in this study. Methods The sample of this descriptive, correlational and cross‐sectional study comprised 370 nurses working at one private and two university hospitals in Turkey. A demographic information form, the Practice Work Environment Scale of the Nursing Work Index (PES‐NWI) and the Nursing Job Performance Scale (JPS) were used to collect the data. Data were analysed using descriptive statistics, Spearman's correlation and multiple linear (stepwise) regression. Results There was a significant and positive correlation between the scores on the PES‐NWI and the JPS (r: 0.65, p < .05). Regression analysis showed that nurses’ job performance was affected by five variables (R2: 59%, p < .05, Durbin–Watson: 2.06). Conclusion The results of the study show that three sub‐dimensions of the PES‐NWI (nursing foundations for quality of care; staffing and resource adequacy; nurse manager abilities, leadership and support for nurses), colleague solidarity and education level were important factors affecting job performance. Relevance to clinical practice The job performance of nurses is a priority issue in delivering quality healthcare services. Further efforts need to be pursued to nurse managers ensure a positive work environment to increase their nurses’ job performance.
Using high-fidelity simulations to facilitate student learning is an uncommon practice in Turkish nursing programs. The aim of the present study was to understand students' perceptions of the use of simulation in nursing courses. Subjects included 36 senior nursing students taking an intensive care course. This study revealed that high-fidelity simulation is an ideal method of promoting learning by helping students transfer theory into practice, build confidence and teamwork, and raise professional awareness.
Team-based learning (TBL) is a learner-centered method widely used in health sciences education. The aim of this action research study was to determine the contribution of TBL to the learning experience of students participating in a nursing leadership course. The study was conducted in 2 cycles over 2 semesters, and TBL was embedded in regular class hours. Results suggest that TBL made positive contributions to student learning.
ÖZAmaç: Hemşirelere sağlıklı çalışma ortamının sağlanmasında yapılacak düzenlemelere yön verecek, ülkemize özgü "hemşireler için sağlıklı ça-lışma ortamı standartlarının" geliştirilmesidir. Yöntem:Bu çalışmada E-Delphi tekniği kullanılmıştır. Birinci Del turunda panelistlere açık uçlu sorular sorulmuştur. Soruya verilen yanıtlar içerik analizi ile degerlendirilmistir. 2. Delphi turunda elde edilen verilerin analizinde ise medyan, birinci çeyrek, üçüncü çeyrek ve genislik ölçüleri kullanılmıstır. Bulgular: 1. Delphi turuna 93 panelist katılmış ve 298 standart önerisi belirlenmiştir. İçerik analizi sonucunda hemşireler için sağlıklı çalışma ortamı özellikleri 13 ana standart altında 92 alt standart olarak gruplandırılmıştır. Bu standartlar ile ikinci Delphi anketi hazırlanmış ve panelistlere yeniden gönderilmiştir. 2. Delphi turuna 87 panelist katıl-mıştır. Standartlar listesi, özel-üniversite-kamu kurumlarında uygulanabilirlik ve kullanılabilirlik açısından gözden geçirilmiştir. Bu sürecin sonucunda, "6 ana ve 35 alt standarttan oluşan sağlıklı çalışma ortamı standartlar" listesi belirlenmiştir.Sonuç: Bu proje sonucunda, ülkemize özgü ve tüm kurumlarda uygulanabilecek hemşireler için sağlıklı çalışma ortamı standartları geliştirilmiştir. ABSTRACT Aim: To develop healthy work environment standards that are speci c to nursing in Turkey and that will guide the planning for a healthy work environment. Methods:The e-Delphi technique was used in this study. In the rst Delphi round, one open-ended question was asked to the panelists. The responses were evaluated using content analysis. In the analysis of the second Delphi round, the median, the rst and third quartiles, and the width measurements were used.Results: Ninety-three and 87 panelists participated in the rst and second Delphi rounds respectively. As a result of the content analysis of the 298 standards proposed in the rst Delphi round, characteristics of a healthy work environment were grouped under 13 main standards with 92 sub-standards. Based on these standards, the second Delphi survey was prepared and sent back to the panelists. The second list of standards was reviewed if they were applicable to different sectors. Finally, a list of standards for a healthy work environment was prepared, consisting of 6 main standards and 35 sub-standards. Conclusion:As a result of this project, healthy work environment standards speci c to nursing in Turkey were developed and are applicable to all institutions.
Aims The study was conducted to evaluate the effects of nurses' work‐related variables and colleague solidarity on their job motivation. Background The motivation of nurses is an important measure in effective and efficient provision of health care services. Methods The sample of this descriptive study included 172 nurses working at a private hospital in Turkey. The Colleague Solidarity Scale for Nurses, Nurses' Job Motivation Scale, and Demographic and Work‐Related Variables Questionnaire were used for data collection. Data were analysed using descriptive statistics, Pearson's correlation and backward multiple regression analysis. Results There was a positive correlation between the scores on the Colleague Solidarity Scale for Nurses and the Nurses' Job Motivation Scale (r: .56, p < .001). Of the nine independent variables evaluated in the multiple regression analysis, five had a significant effect on the job motivation of nurses (R2: .39, p < .001, Durbin–Watson: 2.12). Conclusion The results of the study show that the three sub‐dimensions of the Colleague Solidarity Scale for Nurses, salary and career opportunities were important factors affecting job motivation. Implications for Nursing Management In order to increase nurses' job motivation, nurse managers should work to improve collegial solidarity, create career opportunities and develop salary policies.
Amaç: Bu çalışma, üst düzey yönetici hemşirelerin hastanelerde hemşirelik çalışma ortamı hakkındaki görüş ve deneyimlerini ortaya koymak amacıyla yapılmıştır. Yöntem: Bu tanımlayıcı ve nitel çalışma, İstanbul'da gerçekleştirilmiş olup, özel ve devlet hastanelerinde çalışan 18 üst düzey yönetici hemşire ile yarı yapılandırılmış bireysel derinlemesine görüşmeler yapılmıştır. Veriler kayıt cihazı ile kaydedilmiş ve tematik olarak içerik analizi yapılarak değerlendirilmiştir. Bulgular: Liderlik ve yönetim uygulamaları, hemşire insan kaynağı ve yönetimi, iletişim ve ilişki yönetimi olmak üzere üç ana tema belirlenmiştir. Yönetici hemşirelerin özerkliğinin düşük olduğu, hastane yönetim kararlarına katılımının yetersiz olduğu ve yönetici hemşirelerin temizlik faaliyetleri gibi hemşirelik dışı destek hizmetlerin koordinasyonunu sağladıkları saptanmıştır. Yönetici hemşireler, hastanelerde eğitim-geliştirme faaliyetleri ve terfi olanaklarının yanı sıra hemşirelerin nitelik ve niceliklerinin çok yetersiz olduğunu, iş yükü ve devir hızlarının çok yüksek olduğunu, çalışma koşullarının iyi olmadığını ve özellikle kuşakları yönetmede çok zorlandıklarını belirtmişlerdir. Ayrıca hemşire-hekim ve hemşire-hemşire arasındaki iş birliği ve iletişimde sorunlar yaşandığına da değinmişlerdir. Sonuç: Bireysel derinlemesine görüşmelerden elde edilen sonuçlar, yönetici hemşirelerin hemşire çalışma ortamıyla ilgili sorunlar yaşadıklarını göstermektedir. Yönetici hemşirelerin sağlıklı çalışma ortamı standartlarını yaşama geçirebilmeleri için kendi ekipleri, birlikte çalıştıkları yöneticiler ve politika yapıcılar ile iletişim ve iş birliklerini güçlendirmeleri gerekmektedir.
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