The Relationship between Attitudes towards Change and Five Factor Personality Traits of Nurses

Çakıroğlu, Oya Çelebi

doi:10.14744/phd.2019.34713

Cited by 7 publications

(6 citation statements)

References 19 publications

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“…However, in the study conducted by Uzuntarla and Cihangiroğlu (2016) with nurses, no statistically significant difference was found between groups classified according to years of professional experience in terms of personality total scores. Findings obtained from studies involving participants from the nursing profession are consistent with ours (Çakıroğlu, 2015;Özdemir, 2018;Alan and Baykal, 2018;Yorgancılar, 2019). Studies indicate that the five-factor personality model gives successful results in measuring several behavioural features such as job satisfaction, career satisfaction, motivation, avoiding work, quitting, teamwork, organizational commitment, job performance, creativity, and coping with stress (Torun and Şenel Tekin, 2014).…”

Section: Discussionsupporting

confidence: 87%

Determining nurses’ personality traits and the affecting factors

ŞAHİN

Bahçecik

2022

TFSD

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Purpose: This study was conducted to determine the personality traits of nurses and the affecting factors. Material and Methods: The population of the research covered 1357 nurses working in public and university hospitals in four different cities in the Eastern Anatolia region, and the sample included 1200 nurses who could be reached and accepted to participate. Introductory Information Form and “The Big Five Inventory (BFI)” were used as data collection tools. Number, percentage, mean, standard deviation, t test, Kruskal-Wallis test and ANOVA test were used to analyse the data. This was a descriptive cross-sectional study. The mean age of the nurses in the study was 29.74±7.61 years, 50.0% of them were married, 54.8% were university graduates and 46.3% had less than 5 years of work experience in the profession. Their total mean BFI score was 3.53±0.50, and the mean scores from the subscales of extraversion, compatibility, conscientiousness, emotional instability and openness were 3.43±0.71, 3.82±0.65, 3.73±0.67, 3.10±0.60 and 3.50±0.67, respectively. Statistically significant differences were found between nurses’ age, gender, marital status, length of work experience in the profession, working hours, the place where they lived most of their lives, the education level of their mothers and fathers, birth order and the general structure of their families and the mean score from BFI subscales (p

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Section: Discussionsupporting

confidence: 87%

Determining nurses’ personality traits and the affecting factors

ŞAHİN

Bahçecik

2022

TFSD

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“…Personality, peer attitudes, reasons for and possible consequences of change and management style and trust affected nurses' attitudes towards change in this study. In support of these results, previously conducted studies have also reported that nurses' personality traits (Celebi Cakiroglu & Harmanci Seren, 2019) and the levels of trust they have in their colleagues and especially their first-level managers (Aly & El-Shanawany, 2016;Arifin, 2020) affected their attitudes towards change. Additionally, it is emphasized that in case of the need for change, employees support the proposed changes (van Dam, 2018).…”

Section: Factors Affecting Attitudes Towards Changesupporting

confidence: 62%

Nurses' views on change management in health care settings: A qualitative study

Çakıroğlu

Hobek

Seren

2021

J Nursing Management

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Aim: To discover nurses' views on change management processes in health care settings.Background: Because 'change' is an inevitable fact of today's health care environments, developing change management competencies at all levels is a must to survive and compete for the organisations and professionals in the health care systems.Methods: A descriptive qualitative approach was used. The sample consisted of 18 nurses reached by using snowball sampling. The data were collected through semi-structured interviews and analysed using the Colaizzi method in the NVivo12 program. Results:The results of the study were collected under three main themes: 'general approaches and initial responses to change', 'factors affecting attitudes toward change' and 'strategic mistakes made by managers during the change process'. Conclusion: The study showed that nurses show different reactions to change. Their attitudes towards change could be affected positively and negatively by the relevant factors. Nurses thought that managers were making strategic mistakes during the change process. Implications for nursing management: Recognizing the approaches of nurses and managers towards change and increasing awareness of the mistakes during the change process may contribute to the achievement of the change processes in health care settings. K E Y W O R D S change, change management, nurses, nursing, resistance to change | BACKGROUNDChange is an inevitable fact in today's rapidly developing health care environments (Allen, 2016;Barrow et al., 2017).Guiding and managing change effectively is a dynamic and complicated process (Pomare et al., 2019). Developing change management competencies at all levels is a must for health care organisations to survive and compete in the system (Kumah et al., 2016).Change management has become an important competency for hospitals to constantly to improve themselves in the competitive market (Allen, 2016;Barrow et al., 2017). Unlike other businesses, health care organisations are one of the most complex organisations, with a wide range of professions and multidimensional goals (Basu, 2017;

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“…In the study conducted by Cakıroğlu and Seren (2019), nurses' openness to change was found to be moderate/low (2.89 ± 0.60). In a study conducted by Cakıroğlu and Seren (2019), the changes made by hospital administrators without including nurses in management negatively affected Positive but weak correlations were observed between the effects of nurses' experiences in the COVID-19 pandemic on their readiness for other future pandemics and their learning agility.…”

Section: Discussionmentioning

confidence: 94%

“…In the study conducted by Cakıroğlu and Seren ( 2019 ), nurses' openness to change was found to be moderate/low (2.89 ± 0.60). In a study conducted by Cakıroğlu and Seren ( 2019 ), the changes made by hospital administrators without including nurses in management negatively affected nurses in terms of openness to change. In the study, the ‘Agility in Change’ sub‐dimension of MOCO had the lowest average score.…”

Section: Discussionmentioning

confidence: 96%

“…Change agility is relevant to individuals' curiosity, passion for new ideas, efforts to experience and develop skills and willingness to face new situations and challenges (Focus, 2021;Yockey & Kralowec, 2015). In the study conducted by Cakıroğlu and Seren (2019), nurses' openness to change was found to be moderate/low (2.89 ± 0.60). In a study conducted by Cakıroğlu and Seren (2019), the changes made by hospital administrators without including nurses in management negatively affected Positive but weak correlations were observed between the effects of nurses' experiences in the COVID-19 pandemic on their readiness for other future pandemics and their learning agility.…”

Section: Discussionmentioning

confidence: 99%

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Correlation between experiences of clinical nurses in the COVID‐19 pandemic with learning agility and readiness level for future pandemics

Aygül

Şenyuva

2022

Journal of Clinical Nursing

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Aims and objectives The study aimed to determine the impact of clinical nurses' experiences during the COVID‐19 pandemic on their learning agility and readiness for other future pandemics. Background It is important that nurses have high learning agility so they can successfully adapt their experience to COVID‐19 and other pandemics that may occur in the future. This will positively affect the readiness of nurses to fight against possible future pandemics. Design The study is cross‐sectional, descriptive, correlational research. Methods The study was carried outby data collection from 383 nurses. Data were collected via online survey using social media. The study methods were followed by the STORBE guidelines. Results The average score of nurses on the Marmara Learning Agility Scale was 4.07 ± .030. The level of readiness of nurses for new pandemics was 96.1%. Positive but weak correlations were found between the effect of nurses' experiences in the COVID‐19 pandemic with their readiness for potential future pandemics and their learning agility. Conclusions It was observed that nurses have high learning agility, gained experience during the COVID‐19 pandemic and these experiences affected their readiness for other potential future pandemics. Relevance to clinical practice Health institutions to develop learning agility to support career management, manager selection and performance improvement for clinical nurses.

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The Relationship between Attitudes towards Change and Five Factor Personality Traits of Nurses

Cited by 7 publications

References 19 publications

Determining nurses’ personality traits and the affecting factors

Determining nurses’ personality traits and the affecting factors

Nurses' views on change management in health care settings: A qualitative study

Correlation between experiences of clinical nurses in the COVID‐19 pandemic with learning agility and readiness level for future pandemics

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