QUARTERLY JOURNAL OF NURSING MANAGEMENT
Year:2015 | Volume:4 | Issue:1|Papers Count:7

Introduction: Organization environment obligates managers to choose proper leadership style that it matched with the current situation and their own and subordinates' personality types, it is resulted to increase efficiency and effectiveness of the organization.Aim: This study analyze the relationship between leadership style and personality characteristics of nurse managers in educational hospitals that affiliated to Hamadan University of Medical Sciences.Method: In this correlational study all nurse managers were selected (90) in educational hospitals that affiliated to Hamadan University of Medical Sciences in (2013) in Hamedan city. Data collected with a self- reported questionnaires for lea-dership style; "describing the effectiveness and flexibility LEAD- Self" and the other with (60) questions was "NEO" for assessing personality.They were standards tool that their reliability were (r=0.92) and (r=0.68) for NEO. Data were analyzed with statistics tests (c2 and t-independent) with a=<0.05.Results: findings showed that the majority of nurse managers had selling leadership style (52.2%). Also, there was a significant positive relationship between the extrovert- introversion personality and leadership style (p=0.030), but there was no significant relationship between leadership style and neuroticism, flexibility, agreeableness and conscientiousness personality (p³0.05).Conclusion: based on nurse managers' personality, it would be suggested that they prepare for applying participative style.

Introduction: Given that nurses’ work engagement is linked with such outcomes as organizational commitment and job satisfaction, effort to improve nurses’ work engagement seems necessary. So, the first step is to demonstrate the factors influencing work engagement that in Iran, few studies have been conducted concerning this issue.Aim: This study aimed to assess the relationships between structural empowerment, workplace incivility, and work engagement as well as some factors influencing it among staff nurses.Method: In this cross-sectional, descriptive-analytical study, data were collected through purposeful sampling from among (400) staff nurses (with at least 1 year of experience and a baccalaureate degree in nursing), working in six hospitals, affiliated to Birjand University of Medical sciences (BUMS), in (2014). Data were gathered by questioners; The Utrecht Work Engagement Scale (2003), structural empowerment was measured by Conditions of Work Effectiveness Questionnaire-II (2001) and Workplace Incivility Scale (2001) was applied. As for reliability, Cronbach’s alphas were calculated 0.88, 0.92 and 0.92 for these questionnaires respectively. Data were analyzed in SPSS 16.0 using descriptive statistics, as well as inferential statistics including Pearson correlation coefficient, independent t-test, one-way ANOVA, and multiple regression at the significant level of p<0.05.Results: For the whole sample, the overall mean for the Iranian version of the CWEQ-II, UWES, and WIS were 16.21 (SD=3.29), 64.09 (SD=19.19), and 1.95 (SD=0.76) respectively, indicating moderate levels of structural empowerment and work engagement and a low incidence of incivility experienced by nurses. A significant positive correlation was found between nurses’ work engagement and their perceived levels of structural empowerment (r=0.37; p<0.05). However, there was not a significant association between work engagement and the incivility experienced by nurses (p>0.05). Also, levels of perceived structural empowerment among participants significantly correlated with their experienced workplace incivility (r=0.26; p<0.05). In total, structural empowerment, sex, marital status and age explained (19%) of variance of wok engagement.Conclusion: Nurse managers must consider strategies aimed to increase nurses’ work engagement and for decreasing workplace incivility perception by improvement structural empowerment within the organization.

Introduction: Any persons who want to services to others as a leader could be had a positive effects on them. Always, there is a relationship between staff dissatisfaction and their poor quality performance with poor leadership. But, is this relationship in health care organization.Aim: This study assessing the relationship between head nurses’servant leadership style and nurses' job satisfaction.Method: This is an analytic-descriptive study which was done in (2014) on (304) nurses who worked in Hamadan educational hospitals. They were selected based on stratified proportional random sampling. Data were collected by Employing Servant Leadership (2009) and Spector Job Satisfaction (1991) questionnaires. Their reliability by (a Chronbach) were (0.95 and 0.82) respectively.Using descriptive statistics and inferential statistics (Pearson Correlation Coefficient and Stepwise Multiple Regression) data were analyzed by SPSS 16 software (a=0.05).Results: Findings showed that job satisfaction nurses moderately were satisfied. There was a significant and positive correlation between head nurses' servant leadership style and nurses' job satisfaction (r=.62, p<0.001). Servant leadership dimensions such as humility, providing service and trusty predicted 39% of variance in nurses’ job satisfaction.Conclusion: These domains of head nurses' servant leadership style; humility, providing service and trusty were significant predictors of nurses' job satisfaction, and so, more attention to these by head nurses can improve nurses' job satisfaction.

Introduction: The prevalence of poor hand hygiene compliance will lead to increase morbidity and mortality and costs. Effective hand hygiene can reduce health care infections. Clinical audit is one of the strategies in quality improvement that could be effect on this issue.Aim: This study was done for evaluation nurses' hand hygiene by clinical audit process.Method: This study was pre and post interventional by using clinical audit process that was conducted for (9) months in surgery and internal units in a selective general hospital in Tabriz province in 2013-2014. The target sample was nurses on all shifts. The team who were infection controller, educational supervisor, clinical governance staff and health care management staff were do clinical audit process. It was done in six steps; identifying problem, finding standards in order to problem, assessment status que, (pre-audit), comparing status que with standards, generation solutions and implemented and re- auditing (post).Checklists that are designed based on WHO and health minister protocols used. Its validity (CVR=0.85 and CVI=0.80) and reliability (a Chronbach=0.75) assessed. Data were analyzed and by Excel software presented.Results: Findings showed that total number of situations of preintervention was (126) that it increased to (168) situations after clinical audit (post intervention). The total rate of compliance the hand hygiene with standards in pre-intervention was (71.1%) and after the implementation improved (73.59 %.).Conclusion: Process clinical audit have important role to improving hand hygiene standards and for facilitating implementation must be made a steering committee that is consist of all involved staff in its process.

Introduction: Spirituality in organizations is as new phenomenon with ambiguity in its definition and models and culture contexts play effectively roles on it. Therefore, it is essential that nursing community in Islamic Iranian society should define this concept based on Islamic approach.Aim: The aim was exploration spiritual nursing management based on Islamic Iranian society for nursing community.Method: This study was interpretive phenomenology that 15 faculty member with past experiences in management and nursing in universities selected purposefully participated.Semi- structure interviews (30- 90 Min) were used for data collection.Data were analyzed according to Allen & Jayson (1990) method. For truth-worthiness, dependability, conformability, transformability and credibility were in mind.Results: Findings was shown that spiritual management in nursing consists of three themes: spiritual manager (servant, good model, pragmatism and pay attention to his/her staff), spiritual staff (spiritual promotion in personal level and emergent spiritual in organizational level). And spiritual organization (cost-effectiveness services delivery, psychological personal health and goal-attainment in spiritual nursing organization) were emerged.Conclusion: Nurse managers selected who sustainable spirituality in their selves (individual level) would be faciliated and motiviated attaining achievement in their staff and in order to created spiritual nursing organization.

Introduction: Nursing managers are deciding under uncertainty permanently because of their professional nature and confronting with critical conditions; so, their decisions are associated with a high risk that can cause serious harm to patients and profession. So, it would be important identifying effective factors on decreasing uncertainty in their decision-making.Aim: This study aimed to determine the amount of uncertainty in decision-making among nurse managers and its relationship with some their job characteristics in 2014 in hospitals in Dezful city.Method: This study was cross - sectional that it was done on nursing directors, supervisors and the head nurses. Method of sampling was census and (65) nurse managers participated in study.Data gathered by questionnaires; job characteristics and uncertainty in decision-making. Content validity was used and test-retest for assessing its reliability (0.95).Dِata analyzed under SPSS20 with descriptive and analytical statistics tests (Mann Whiteny, Pearson and Kroscal-Wallis).Results: Findings showed that uncertainty rate in most nursing directors (67.7 percent), was at its minimum rate, and a significant correlation was found between uncertainty rate in decision-making and managerial experiences negatively, (p=0.03, r=-0.241) while the there was no correlation between others’ characteristics of job.Conclusion: Regarding the relationship between uncertainty in decision- making and managerial experiences, it would be suggested for improving decision- making in uncertainty situations, young managers work with experienced managers together and also in-service education would be useful.

Introduction: Job stress in nursing staff is an effective factor that decrease job competency and resulted to nursing care deliver noneffectively.But, applying spiritual intelligence could be decreased job stress and resulted to job satisfaction.Aim: This study was done for determining effects spiritual intelligence training on nurses' job stress.Method: This study was one group pre and post experimental and control group design that was done 2014. Sample size was (94) nurses who worked in Vali- e- Aser Hospital in Birjand province. They were selected based on units and then allocated to two groups (case/ control) randomly. Data gathering was done by nurses stress scale' s Taft and Anderson (1981) (NSS). After twelve training workshops for case group for two months; data gathered immediately after the end of workshop and after one month in two groups' pre and post intervention. Data were analyzed by descriptive and inferential statistics tests (ANOVA one way, t- test, repeated measurement) in SPSS16.Results: Findings showed that two groups were matched and there was no significant difference between two groups before intervention (P=0.68) in their job stress. After intervention, the mean of job stress decreased in case group (p£0.05); so, before intervention mean of job stress was (44.91±11.22), and after intervention was (40.43±9.06). ANOVA test in control group showed that mean job stress before, after and one month after intervention no changed (p=0.67). But this repeated measurement test in case group showed that the mean of job stress were decreased significantly (p=0.02) along the time.Conclusion: Because of job stress is situational, it may be after long time changed and increased, and so, training must be continued all over time by nurse managers for spiritual intelligence behaviors.