Assuring competence or ensuring performance

Vernon, Rachael; Chiarella, Mary; Papps, Elaine; Lark, Anthony

doi:10.1016/j.colegn.2018.10.004

Cited by 16 publications

(8 citation statements)

References 41 publications

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“…Therefore, organizing programs for motivation, knowledge, and attitude as experts for nurses in the early days of employment will not only increase their competence and capabilities but also reduce the turnover, thus improving the quality of nursing. In addition, nurses’ competence is directly related to patients’ safety; therefore, continuous competence development is needed [ 24 , 25 ]. In this sense, the HNCS can be used as a suitable scale for measuring nurses’ competence.…”

Section: Discussionmentioning

confidence: 99%

Validity and Reliability of the Korean Version of the Holistic Nursing Competence Scale

Seo

Jang

Kim

2022

IJERPH

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This methodological study aimed to verify the validity and reliability of the Korean version of the Holistic Nursing Competence Scale (HNCS), which comprises five dimensions and 36 items. The English version of the HNCS was forward and backward translated and administered to 251 participants with more than a year of work experience in a general hospital. Data were analyzed using SPSS WIN 24.0(Chicago, USA), and AMOS program was used for confirmatory factor analysis. Additionally, the “Task Performance Evaluation Instrument for Clinical Nurses” was used for concurrent validity. Reliability assessed using Cronbach’s α was 0.969. Convergent, discriminant, and concurrent validity were good. Average variance extracted and construct reliability ranged from 0.845 to 0.932 and 0.980 to 0.987, respectively. The model was suitable with the chi-square value being 1216.563 (df = 584, p < 0.001), and Q value being less than three. Goodness-of-fit index, root mean square residual, and root mean square error of approximation were 0.784, 0.066, and 0.066, respectively. Moreover, comparative fit index, Tucker–Lewis index, and incremental fit index were 0.913, 0.906, and 0.913, respectively. Thus, this study verified the validity and reliability of the Korean version of the HNCS. Our findings suggest that the scale is helpful in measuring and developing the holistic nursing competence of clinical nurses.

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Section: Discussionmentioning

confidence: 99%

Validity and Reliability of the Korean Version of the Holistic Nursing Competence Scale

Seo

Jang

Kim

2022

IJERPH

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“…While literature claimed that outlier patients will be admitted to the overflow ward staffed with “multi-skilled nursing teams capable of caring for all specialties” [ 62 ], the inquiry concerns how to assure to the public that nurses in practice possess continuing competence, in other words, the ability to practice safe and quality nursing in the overflow ward [ 67 ]. Barriers for establishing the continuing competence, such as the lack of personal insight to reflect on or assess the nursing performance, the failure to seek continuing professional development opportunities and to recognize unsafe practice, ought to be considered carefully in the restructuring of hospital wards or bed management planning [ 68 ]. In terms of the nurse’s level, examples of operational interruptions include insecurity and dissatisfaction in newly merged hospital wards [ 69 ].…”

Section: Discussionmentioning

confidence: 99%

The Frontline Nurse’s Experience of Nursing Outlier Patients

Cheung

West

Boughton

2020

IJERPH

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The frontline nurses’ experience of nursing with overstretched resources in acute care setting can affect their health and well-being. Little is known about the experience of registered nurses faced with the care of a patient outside their area of expertise. The aim of this paper is to explore the phenomenon of nursing the outlier patient, when patients are nursed in a ward that is not specifically developed to deal with the major clinical diagnosis involved (e.g., renal patient in gynecology ward). Using a hermeneutic phenomenological approach, eleven individual face-to-face in-depth interviews were conducted with registered nurses in New South Wales, Australia. The study identified that each nurse had a specialty construct developed from nursing in a specialized environment. Each nurse had normalized the experience of specialty nursing and had developed a way of thinking and practicing theorized as a “care ladder”. By grouping and analyzing various “care ladders” together, the nursing capacities common to nurses formed the phenomenological orientation, namely “the composite care ladder”. Compared to nursing specialty-appropriate patients, nursing the outlier patient caused disruption of the care ladder, with some nurses becoming less capable as they were nursing the outlier patient. Nursing the outlier patient disrupted the nurses’ normalized constructs of nursing. This study suggests that nursing patients in specialty-appropriate wards will improve patient outcomes and reduce impacts on the nurses’ morale.

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“…Hal ini juga sejalan dengan keinginan besar perusahaan untuk terus meningkatkan kemampuan karyawan. Meskipun beberapa perusahaan kurang memperhatikan pentingnya training/pelatihan, namun tidak sedikit yang tetap fokus pada peningkatan kemampuan dasar karyawan (Umar et al, 2020;Vernon et al, 2019) Beberapa penelitian terdahulu (Astutik & Pambudi, 2019;Darmayanti et al, 2021;Gumi et al, 2019;Juwitasari et al, 2019) lebih banyak fokus pada peningkatan hard skill untuk menambah keunggulan kompetitif. Sementara itu, keunggulan kompetitif tidak hanya dibangun dari kemampuan hard skill.…”

Section: Pendahuluanunclassified

Pelatihan Kerja, Soft Skill dan Hard Skill Mendorong Peningkatan Kinerja Karyawan

Astutik

Sulhan

2022

JMK

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This study aims to measure the extent to which employee competencies represented by training, soft skills and hard skills affect employee performance. This study also describes the new findings as a development of previous research. The method used is descriptive quantitative with a total of 100 respondents from CV. Sentosa’s employees. The independent variable (X) in this study is Training, Soft Skill, and Hard Skill. Meanwhile, the dependent variable (Y) in this study is Employee Performance. The results showed that The X’s variables had a significant positive effect on employee performance. The results of the partial test of this study indicate that the ability of hard skills has less effect on increasing employee performance. This study also shows an R2 value of 0.682 which means that this model is able to provide an explanation of various variations of the dependent variable by 68%.

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Assuring competence or ensuring performance

Cited by 16 publications

References 41 publications

Validity and Reliability of the Korean Version of the Holistic Nursing Competence Scale

Validity and Reliability of the Korean Version of the Holistic Nursing Competence Scale

The Frontline Nurse’s Experience of Nursing Outlier Patients

Pelatihan Kerja, Soft Skill dan Hard Skill Mendorong Peningkatan Kinerja Karyawan

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