QUARTERLY JOURNAL OF NURSING MANAGEMENT
Year:2015 | Volume:4 | Issue:3|Papers Count:7

Introduction: clinical decision-making one of the most important processes that nurses used for patients care. Factors involved in this process are not well known. So, identifying them would be help nurse managers that improve clinical decision making among nurses.Aim: The study was done for assessing barriers and facilitators in clinical decision making among nurses in hospitals affiliated to Bushehr University of Medical Sciences.Methods and Materials: This was a cross-sectional study that was done in (2014). Samples were (150) nurses and practical nurses who are working in hospitals affiliated to Bushehr University of Medical Sciences. They were selected by census method. Data collection tool was questionnaire that designed by researchers and consisting of two parts: demographic information and factors that effect on clinical decision making. Its' validity and reliability was used content validity and a- Chronbach (0.91). Data were analyzed by SPSS version 19 and Chi-Square test and descriptive statistics.Results: The results showed that (organizational 76.66%) and equipment factors (64%) were barriers to clinical decision-making. And, clinical experience (84%), knowledge (60%) and personal factors (%81.32) were facilitators for clinical decision making among nurses. There was no significant relationship between demographic characteristics of nurses' viewpoints (p>0.05).Conclusion: Nurse managers would be provide opportunities for obtaining useful experiences, in-services education about nursing care etc. and also policy making in nursing system, they would be improved positive factors and inhibited barriers for nurses decision making.

Introduction: Nurses are susceptible to develop kinds of conflict and job stress that must be directed and controlled. Emotional quotient as an advantageous, effective and factual method is known to resolve the conflict and job stress.Aim: This descriptive study was done for assessing relationship between emotional quotient and conflict and job stress management in Zabol hospitals' nurses.Methods & materials: This was a descriptive-correlation study and its population was all nurses working in Zabol hospitals that (182) of them randomly selected by stratified sampling. They completed questionnaires; Emotional Quotient Nwokah & Ahiauzu (2009), Vickers Conflict Management (1994) and Ellison Job Stres Management (1997) in April 2015. The reliability of the questionnaires for dimensions' Emotional Quotient were as follow: self-awareness (0.635), self-regulation (0.666), social-awareness (0.629), relational management (0.637). And it was for Job Stress Management (0.639), and for Conflict Management was (0.739). The data were analyzed by Pearson correlation analysis and multiple regression tests with using SPSS 21 software.Results: The correlation coefficient of self-awareness, self-regulation, social awareness and relational management, Emotional Quotient with Conflict Management were respectively: 0.673, 0.613, 0.67, 0.676, 0.808 (p<0.01). Based on regression results %43.9 Conflict Management changes can be explained based on self-awareness, social awareness, and relational management (p<0.01). The correltion coefficient of self-awareness, self-regulation, social awareness and relational management, Emotional Quotient with Job Stress Management was respectively: 0.636, 0.585, 0.648, 0.633, and 0.769 (p<0.01). Based on regression results %60.1 Job Stress Management changes can be explained based on self-awareness, social awareness and relational management (p<0.01).Conclusion: According to ability to developing and predicting stress and conflict, Emotional Quotient training workshops is recommended for nurses.

Introduction: It is important for health care organizations that they knowing about effective factors on improving newly nurses' competencies. Improving their clinical competencies and highly supportive to them are basic newly nurses' needs and also, it is one of the important nurse managers' duties.Aim: The aim of this study was determine of relationship between head nurses' technical-clinical competency and organization competency and newly nurses' clinical competencies.Methods and Materials: This study was cohort study that was done in teaching hospitals of Mashhad University of Medical Sciences in 2014-2015. In this study 37 head nurses, 72 newly nurses by census method and, 283 non-newly nurses participated. Head nurses' technical-clinical and organization competencies; who supervised newly nurses, evaluated by staff nurses (non-newly). Newly nurses, clinical competency evaluate in three stages, beginning of the study, two and four months after that. For data gathering head nurses' competencies was used modified questionnaire; Empowerment of Nurse Leader (Ezeukwu 2012) and for clinical competencies newly nurses was used (Meretoja 2004). Data were analyzed using SPSS11.5 by Chi-Square, Fisher Exact, ANOVA, Kruscal -Wallise, Repeated measurement, Pearson linear correlation tests and calculation of Relative Risk.Results: Average score (mean) of newly nurses' clinical competencies based on their head nurses in second and third evaluation stages were different significantly (P<0.05). Relative Risk of clinical competency in newly nurses based on head nurses' competencies (technical) in third stages with (RR=1.47, P>0.001) and in (organization competency) with (RR=1.82, P>0.001) was significantly different.Conclusion: based on findings suggested that nurse managers' stress on in-service education for head nurses strongly, for improving their managerial competencies.

Introduction: Health care organizations cannot achieve success without effective workforce; one of the variables that can affect the efficiency of nurses is job involvement. So, the assessment of individual and organizational variables affecting the job involvement is important.Aim: The aim was to assess of simple and multiple relationships between individual and organizational variables and job involvement among nurses.Methods and Materials: This study was a correlational studies that for the implementation among nurses of Ahvaz general hospitals a sample of (313) subjects (214) female nurses and (27) male nurses was selected using Cochran formula and those who met the inclusion criteria, stratified random sampling method systematically in 2014. Samples were evaluated using Niehoff and Moorman' s organizational justice inventory (1993), NEO (1992) five-factor inventory (NEO-PI-R) and Edwardes & Killpatric’s occupational stress (1984) inventory. For all questionnaires internal consistency reliability (Cronbsch’salpha) were in range 0.62 to 0.81. The data were analyzed using linear regression analysis with enter method and path analysis by SPSS19 and AMOS20.Results: The findings showed that, dimensions of organizational justice, extraversion and conscientiousness are able to predict job involvement. Among the dimensions of organizational justice, procedural justice is only able to predict the factor of extraversion and distributive justice and procedural justice was able to predict the conscientiousness of nurses. The findings showed that (32%) of the variance in job involvement can be subject to the individual characteristics of extraversion and conscientiousness and explain the organizational justice.Conclusion: It is suggested to nurse managers for providing organizational justice and also focusing on the individual characteristics of extraversion and conscientiousness can increase job involvement and consequently to improve their performance and patient satisfaction may be considered.

Introduction: Over the past two decades, this thought that the health system is not safe enough and need to improve, has been studied globally. So, assessing the views' of medical staff would be beneficial for improving health safety programs.Aim: This study was done to determine patient safety culture from the perspective of the medical staff in Khorramabad teaching hospitals.Methods and Materials: A cross-sectional study was done in (2015) that (280) medical staff who selected by convenience sampling by using stratified sampling then quota sampling participated. Data were gathered by questionnaires; Hospital Survey on Patient Safety Culture (HSOPSC) that printed in Quality & Research in Health in USA and demographic questionnaire. All data analyzed by SPSS16 and findings with (p<0.05) presented.Results: findings showed that the safety culture at the university hospitals of Khoramabad in staff view point is not desirable and among twelve patient safety culture dimensions, the most important dimensions need to address includes; organizational learning, continuous improvement, non-punitive response to errors, frequency of adverse event reporting, communication openness, management support for patient safety, feedback and communication about error.Conclusion: It is suggested to nurse managers that planned change in hospitals for improving safety culture for decreasing errors and increasing reporting them.

Introduction: Nurses' commitment to ethics principles, in addition to improve quality of nursing care, is an effective factor to enhance patient satisfaction. Since nurses ethical performance is greatly influenced by the conceptual and moral criteria such as moral intelligence.Aim: This study was investigated relationship between moral intelligence in nurses and patients satisfaction of nursing care.Methods and materials: This was a descriptive -correlational study which was performed on (163) nurses and (489) patients who received nursing care in five educational and clinical centers of Hamada University of Medical Sciences in (2014). Nurses were selected based on stratified proportional random sampling and patients were selected based on simple random sampling from different parts clinical centers, respectively. Using Lennick and Kiel’s moral intelligence (2005) and Biering’s patient satisfaction from nursing care (2006) questionnaires data were collected. Using Cronbach’s alpha, reliability of both questionnaires were measured. The alpha coefficient for moral intelligence was (0.86) and for patient satisfaction was (0.71) respectively. Applying descriptive statistics (mean and standard deviation) and inferential statistics (Pearson moment correlation coefficient and stepwise multiple regression analysis) data were analyzed by SPSS16.Results: Mean score for nurses moral intelligent was (76.68, SD=6.55) which based on the questionnaire’s standard was at a good level. Mean score for patient satisfaction was (98.27, SD=9.3) which was at a moderate level. There was a significant and positive correlation between nurses' moral intelligent and patients’ satisfaction (r=0.75, p<0.01). Based on stepwise regression analysis, integrity and responsibility as dimensions of moral intelligence accounted for (71%) of variance in patient satisfaction.Conclusion: It is recommended to nurse managers to provide facilities such as educational workshop to create possibility of enhancing nurses’ moral intelligent; because it is would be improve their responsibility to patients.

Introduction: Developing communication in hospitals based on trust, would be improves nurses’ quality work life. Alongside this, if the organizational leaders' behaviors would be in regard to work spirituality and team work quality improvement, it will be bring up organizational trust in hospitals environments.Aim: This study was conducted to analyzing relationship between spiritual leadership, team work and organizational trust among hospitals nurses who affiliated with Sanandaj University of Medical Sciences in 2014.Methods and Materials: This study was a descriptive-correlational that nurses (n=111) who worked in hospitals affiliated to the university of medical sciences in Sanandaj city, were selected through available sampling. Data collection tools were three questionnaires; spiritual leadership, team work and organizational trust whose reliability and validity were approved. Reliability by a- Chronbach were 0.74, 0.85 and 0.80 respectively. Data analysis was done through SPSS software by Pearson correlation test as well as path analysis.Results: There was a positive and significantly relationship among spiritual leadership, team work and organizational trust in clinical nurse (p<.01). Feedback and following spiritual leadership dimensions, were the direct predictions of organizational trust (p<.01). Also, the two dimensions of team work; relationship and communication had intermediary role in performance feedback and membership with organizational trust.Conclusion: Based on the findings, nurse managers would be improve organizational trust among nurses by creating altruistic behaviors, providing proper performance feedback, improving sense of belonging and valuing. Also increasing solidarity and improving communications can help this purpose.