A multisite survey of managerial competence and organizational commitment among nurses working at public hospitals in Saudi Arabia

Almutairi, Hessa; Bahari, Ghareeb

doi:10.1111/jonm.13453

Cited by 6 publications

(6 citation statements)

References 24 publications

(30 reference statements)

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“…Regarding the positive functions of leadership and management competencies of nurse leaders, a growing body of researches have shown their contribution on patient outcomes and nursing workforce outcomes, including better patient satisfaction (Akbiyik et al, 2020; Andrews et al, 2012), work engagement (Manning, 2016), performance (Lega et al, 2013), quality of care (Alloubani et al, 2019) and fewer adverse events related to patient safety (Wong et al, 2013), turnover rate (Almutairi & Bahari, 2021; Suliman et al, 2020) and job stress (Cummings et al, 2018). The results of the above studies all suggest the importance and necessity of mastering leadership and management competencies for nurse leaders.…”

Section: Introductionmentioning

confidence: 99%

Developing a leadership and management competency framework for nurse champion: A qualitative study from Shanghai, China

Zhang

Zhou

et al. 2022

J Nursing Management

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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. Semistructure 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

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Section: Introductionmentioning

confidence: 99%

Developing a leadership and management competency framework for nurse champion: A qualitative study from Shanghai, China

Zhang

Zhou

et al. 2022

J Nursing Management

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“…Similarly, Raeissi et al (2019) found that, among others, poor support from management and insufficient contribution to decision-making were reasons for low QWL. Developing managerial competence can also increase workers' organizational commitment (Almutairi & Bahari, 2022. ).…”

Section: Resultsmentioning

confidence: 99%

“…Managerial competence can also affect employees' organizational commitment. (Almutairi & Bahari, 2022. ) In contrast, task-focussed leadership styles can have a more negative effect on workforce outcomes (Cummings et al, 2018).…”

Section: Introductionmentioning

confidence: 99%

Quality of working life of employees in public healthcare organization in Finland: A cross‐sectional study

Kesti,

Kanste,

Konttila

et al. 2023

Nursing Open

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AimWork dissatisfaction, burnout and workforce shortage are major problems in healthcare globally, all of which are associated with QWL. Previous studies have found that the QWL of healthcare professionals is moderate or low. The aim was to describe the quality of working life (QWL) of employees working in public healthcare and describe the association between QWL and background variables.DesignThis study had a quantitative cross‐sectional survey design.MethodsData was collected from the employees of a Finnish healthcare organization in autumn 2021 using an online questionnaire (n = 837). Convenience sampling was used in the selection of the healthcare organization. The study was reported according to STROBE guidelines.ResultsThe QWL was moderate, and the mean QWL index calculated from the questionnaire responses was 0.524. The QWL index was lowest in healthcare professionals and highest in upper management, with some dissatisfaction towards leadership noted.

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“…These measurements signify that by 2030 around 100,000 nursing positions will have to be filled. Looking at the broader picture in this manner, it can be concluded that as of date, Saudization has not accomplished its objective (Almutairi and Bahari, 2022).…”

Section: Introductionmentioning

confidence: 99%

The profile of Saudi male nursing workforce: A cross-sectional study

Alboliteeh¹,

Alshammari²

2022

Int. j. adv. appl. sci.

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This study aims to determine the profile of the Saudi male nursing workforce that influences tenure in their job and their intentions in staying on the job or leaving their job. This research used the quantitative-comparative approach employing 361 nurses as participants from the three major government hospitals namely, King Faisal Specialist Hospital and Research Center, King Abdulaziz Medical City, and King Fahad Medical Center in Riyadh city, Kingdom of Saudi Arabia. Results showed that nurses in the workforce perceived the lack of promotion opportunities as the main reason for leaving the nursing profession (3.92±.952) and the reason for becoming a nurse wanted to help others cope with illness (4.68). There is a significant difference found in age to reasons (F=11.51; p<001) opinion of becoming a nurse (F=6.73; p<001), highest qualification on their reasons for leaving the nursing profession (F=11.8; p<.001) but not on the opinion of nurses (F=.690; p>.502). Moreover, the years of experience of the nurses were found significant to reasons (F=5.085; p<.002) and opinion (F=4.89; p<.002). Regarding the position held, there found significant differences in reasons for leaving (F=9.05; p<.001) and their opinion about becoming a nurse (F=11.81; p<.001). Concerning marital status there found significant differences in their reasons for leaving the nursing profession (t=5.779; p>.290) and their opinion (t=1.39; p>.573). Meanwhile, the number of dependents found no significant difference in their reasons (t=2.248; p>0.38) and opinion (t=.820; p>.366). Continuous skill development and career progression opportunities for male nurses contribute to job satisfaction and, as a result, it will be the key to gaining greater autonomy for Saudi Arabia's nurses.

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A multisite survey of managerial competence and organizational commitment among nurses working at public hospitals in Saudi Arabia

Cited by 6 publications

References 24 publications

Developing a leadership and management competency framework for nurse champion: A qualitative study from Shanghai, China

Developing a leadership and management competency framework for nurse champion: A qualitative study from Shanghai, China

Quality of working life of employees in public healthcare organization in Finland: A cross‐sectional study

The profile of Saudi male nursing workforce: A cross-sectional study

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