Patients are frequently referred late to the PCC-K. Further research to identify barriers to PC and its early integration in Kuwait is required. The PPS may be useful in identifying late referrals.
Background: Today's Hospitals' organizational climate is becoming more important than the past because its impact on administrative creativity . .When organization climate ease idea creation; knowledge distribution and creative problem-solving, head nurses in that setting are more likely to produce creative ideas. Aim: The aim of the present study is to investigate the association between organizational climate and head nurses' administrative creativity. Method: Descriptive design was used .The study was conducted at new surgery Zagazig University Hospital. All (65) head nurses from the above mentioned setting. The data was collected by using (1) Work environment scale and, (2) administrative creativity scale. Results: The result of this study showed that high percent (78.5) of head nurses had moderate level of organization climate. Above half (53.9%) of head nurses had moderate level of administrative creativity, significant association at P0.01was found between total organization climate and head nurses` total administrative creativity. Conclusion: High percent of head nurses at new Surgery Zagazig University Hospital had moderate level of organization climate and its factors. Also, they had moderate level of total administrative creativity and its dimensions. Significant association was found between head nurses' total level of organization climate , its factors and their total level of administrative creativity and its dimensions except ,head nurses 'levels of intellectual fluency and mental flexibility dimensions of administrative creativity had no significant association with levels of nurse -client relationship and nursesupervisor relationship factors of organization climate , also head nurse ' level of sensitivity to problems dimension of administrative creativity had no significant association with peer to peer evaluation organization climate. So, top nursing management should pay more attention to the vital role of organization climate as a valuable strategy for upgrading head nurses' creative abilities.
Background: Academic mentoring is essential for keeping students in the medical field. There is a perceived shortage of academic mentoring in the healthcare profession, according to many academic healthcare students and faculty. Mentor who creates mentoring connections embraces a commitment to the success of the university and the students to be lifelong learners. This study aimed to assess mentoring effectiveness in nursing education as perceived by students. Research design: A descriptive research design was utilized to conduct this study. Setting and Subjects: Setting: The present study was carried out at Faculty of nursing, Damanhour University. The participants in this study included all undergraduates nursing students who were registered for 4 rh level (N= 432) who were available during time of data collection. Tools: Principles of Adult Mentoring Inventory Instrument (PAMI) was adopted by the researchers to conduct the study. Results: According to descending rank of mean percent scores, the highest mean was for relationship emphasis followed by employee vision while the lowest mean was for mentor model. Conclusion:The current study revealed that nursing educators had a low level in all mentoring effectiveness behavior dimensions as perceived by nursing students at Faculty of nursing, Damanhour University. Implications for Nursing Management: new and innovative mentoring program should be implemented to foster the continued growth and development of the mentor and mentees in Faculty of nursing, Damanhour University and there is a critical need for research on developing a strategy to promote mentoring effectiveness between mentors and mentees in nursing education.
Background: Nurses' voice behavior, regarded as a significant indicator of organizational development, and it is influenced by a variety of individual, group, and organizational characteristics. It is unknown, how nurses' core competencies affect their voice behaviors. This study aimed to investigate the relationship between staff nurses' core competencies and their voice behaviors as perceived by staff nurses at Alexandria Main University Hospital. Subjects and Method: Research design: A descriptive correlational design was utilized. Setting: The current study was executed in Alexandria Main University Hospital. Subjects: A non-probability convenience sample of staff nurses where included in this study, (n=352). Tools: Tool I: Competency Inventory for Registered Nurses (CIRN) which composed of 55 items and tool II: Employee Voice Behavior Scale (EVBS) which composed of 10 items. Results: Competencies of staff nurses as perceived by them were ranked as follows; the highest was leadership, and the lowest was interpersonal relationship competency. While voice behavior dimensions ranked as follows: prohibitive then promotive voice behavior. Conclusion: The current study revealed there are statistically significant positive strong correlations between total nurses' core competencies and total voice behavior. Recommendations: Hospital administrators should conduct competency training program to promote nurses' core competencies and further promote their voice behavior. Also, there is a critical need for research on developing a strategy to improve nurses' core competencies, and their voice behaviors.
Background: The transition period is a time for learning, adjusting, and socializing, in which the novice nurses apply, consolidate, and expand upon the knowledge already acquired. This study aimed to determine the effect of transitional training program on knowledge and experience of novice nurses' role transition in critical care units at Alexandria Main University Hospital. Research design: A quasi-experimental, interventional research design was utilized. Setting: The study was conducted in critical care units, at Alexandria Main University Hospital. Subjects: All nurses with less than one year of working experience were included. (N = 72). Tools: The study's tools involved role transition knowledge questionnaire which composed of 50 questions and the Casey-Fink Graduate Nurse Experience Survey, which contained 37 questions, which were used pre, immediately after, and following three months of transition experience. Results: The transition training program had a significant positive impact on novice nurses' knowledge and experience. Conclusion: The current study revealed a significant positive correlation between novice nurses' overall role transition knowledge and experience at various stages of the transition training program. Recommendations: Hospital administrators should conduct a continuous role transition training programs for all novice nurses.
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