QUARTERLY JOURNAL OF NURSING MANAGEMENT
Year:2014 | Volume:3 | Issue:2|Papers Count:7

Structural equation modeling (SEM) and related techniques such as confirmatory factor analysis (CFA) and path analysis are referred to a family of powerful statistical processes that are used to test of the complex relationships among human related variables. This set if techniques are used to test the hypothesized relationships among variables through empirical models and to construction and psychometric evaluation of the measurement instruments. The researchers follow variety of steps to conduct these types of the studies. Therefore it is important for researchers to concisely report their own study as a scientific paper. The report is supposed to encompasses all important information so that the study could be evaluated and replicated as well. Therefore variety of guidelines has already designed to guide reporting the various parts of this kind of studies. Nevertheless there is no single agreed guideline yet; so various journals and people may follow different structures that may lead the readers to be confused. Therefore the present paper aimed to briefly introduce some critical notes about the report of the results of SEM and related studies compatible with common scientific writing structures consisted of background and objectives, methods, results and discussion.

Introduction: The concept of social responsibility is a key issue in health management system, which a comprehensive survey of it, needs to identify so many variables. Essential challenge for nurse managers in planning is reorganization the main variable which is important effect on nurses’ organizational behavior. Professional ethics and spirituality at work are among variables which are effective on social responsibility.Aim: The aim of study was examination of structural modeling of relationship between professional ethics and spirituality at work with social responsibility among nurses in the public hospitals of Kermanshah city.Method: The study was descriptive-correlation. The population of the study was all staff nurses in two public hospitals (N=386) of Kermanshah city in 2013. According to the Morgan table (157) of them were selected randomly. Three standard questionnaires were used: Professional Ethics questionnaire (Cadozier, 2002); Spirituality at work (Milliman & et al, 2003) and Social Responsibility (Apaydin& Ercan, 2010). Their reliabilities by a- chronbach were (0.79, 0.80 & 0.70) respectively. For data analysis, structural equation modeling was used through Lisrel 8.72 software.Results: The findings showed that there is a significant positive relationship between professional ethics and spirituality (t=2.55, P<0.05), and between spirituality and social responsibility at work (t=2.28, P<0.05).Also, spirituality played a mediator role, in relationship between ethics and social responsibility; this mean is professional ethics have indirect and significant positive effect on nurses’ social responsibility at work.Conclusion: Nurse managers and hospitals administrators must be prepared context and work environment for nurses which they feel valuable, effective and useful and eventually promote their responsibility towards patients, organization and society.

Introduction: Spiritual connection is one of the most important phenomenon for nurses and patients. But, how nurse managers use it for nurses’ spiritual wellbeing; they need reorganization other factors.Aim: The purpose of this study was to determine the relationship between spiritual connection with psychological capital and spiritual well- being among nurses.Method: This study was cross- sectional descriptive study that was done in one hospital in Isfahan in 2012. Nurses (145) were selected simple randomly. Data gathered by three questionnaires; Spiritual Connection (Kinjerski & Skrypnek 2006), Psychological Capital (Mac Gee 2011) and spiritual well-being (Golparvar 2013). The Cronbach’s alpha was used to determine reliability that was obtained as follows: 72%, .92% and 95% respectively. Data were analyzed using structural equation modeling by AMOS 16 software.Results: findings showed that spiritual connection and psychological capital had positive correlation with spiritual well- being (p<0.01).Results of structural equation modeling and mediation analysis revealed that psychological capital is a partial mediator variable in the relationship between spiritual connection and nurses’ spiritual well- being. So, spiritual connection could be improve indirectly (improvement psychological capital) and directly spiritual wellbeing.Also, spiritual connection clarified (32%) variance of psychological capital and both of them (spiritual connection and psychological capital) could be clarified (55%) variance spiritual well- being in nurses.Conclusion: It is necessary that nurse managers provide nurses’ psychological capital improvement by promotion programme for their hope, self-efficacy, optimism and flexibility. They must be planning in-service educations in these subjects for them; it is result to attain psychological empower for spiritual connection (coping in meaning, aim and values in themselves life).

Introduction: Dynamic organizations expect their employees to behave beyond their defined roles; behaviors that employees promote their performance. Since organizational citizenship behavior nurses effect on quality of nursing care; so, assessing factors that influence their organizational citizenship behavior would be increased quality of nursing care.Aim: This main purpose of this study was to assessing the relationship between lifestyle and organizational citizenship behavior the clinical nurses with emphasis on intermediate role of organizational commitment.Method: This study was a descriptive-survey that was done in North Khorasan public hospitals in 2013. In this study, cluster sampling was used with proportional allocation and finally, 420 nurses were selected randomly. They answered to standardized questionnaires with Likert scale; Organization commitment; Allen & Myer (1990), Lifestyle; Katler (2000), and citizenship organizational behavior; Oregan (2000). The Cronbach’s alpha was used to determine reliability that was obtained as follows: 82.6%, .85.8% and 87.4%.Finally, data was analyzed by use Spearman and Path Analyze tests through SPSS18 and Lisrel 8.72 soft wares.Results: There are a significant correlation between the lifestyle factors; activity (b=28%) interests (b=40%), opinion (b=36%), property population (b=49%), and organization alcommitment factors; affective commitment (b=47%), continuous commitment (b=28%), normative commitment (b=44%) with citizenship organizational behavior of the nurses. The direct effect nurses’ life style on their citizenship organizational behavior is more than its effect with organizational commitment as a mediator (p<0.000).Conclusion: In order to findings suggested that nurse managers planning for changing factors that effect on nurses’ life style and their organizational commitment for improving nurses’ citizenship behavior.

Introduction: Spiritual leaders by using cohesive performances’ employees to their internal human values resulted to increased their commitment, motivation and organizational citizenship behaviors. Staffs commitment has powerful sense to their organization and its effects on increasing their performance. This behavioral phenomenon in health care organizations is valuable because quantity and quality of care is important in there.Aim: This main purpose of this study was to assessing the relationship between dimensions of perceived spiritual leadership (vision, faith / hope and altruism) with organizational outcomes (commitment, organizational citizenship behavior and performance) in clinical nurses.Method: It was cross-sectional and descriptive study that was done in 2012.All of the nurses in Noshahr city were study population that (192) of them selected simple randomly. Data were gathered by four questionnaires; Spiritual Leadership Questionnaire (Fry 2005), it’s reliability coefficient (92.4), Organizational Citizenship Behavior (Bell& Mengass 2002) it’s reliability coefficient (87.6), Organizational Commitment Questionnaire and Questionnaire for Organizational Performance (Fry 2011) with reliability coefficients (76.1, 84.7) respectively.Data analysis with use SPSS 18 and AMOS 20 software and structural equation modeling method was done.Results: The findings showed that the nurses’ perception of spiritual leadership had relationship with organizational commitment and citizenship behavior. So, nurses’ performance effected directly (b=0.87) in faith / hope domain in spiritual leadership and also, indirect relationship (0.60) in citizenship behavior effected their performance. Nurses’ citizenship behavior (β=0.83) and organizational commitment (b=0.88) had more effect from altruism domain of spiritual leadership. Overall of model fitness showed c2/df equal with 1.65.Conclusion: Nurse managers and hospital administrators must be try for improving nurses’ performance and organizational commitment. At first in planning with clarified goals (vision) and human relationship (altruism) improved nurses’ perception in spiritual leadership. Because by this way they could facilitate organizational citizenship behaviors and also, delivery nursing care with high quality.

Introduction: Always clinical nurses are in healthy risk, because of their work identity. Nurses who are not healthy in physical and psychological domains; they could not delivery nursing care to patients.Aim: This study was done to identify factors associated with depression and quality of life nurses who worked in Ilam city hospitals.Method: This was a cross-sectional study that was done for all nurses who were working in Ilam city hospitals in 2011. Data gathering was done by BDI=Beck Depression Inventory, Short form-QOL12 and demographic questionnaire. Path analysis as a statistical method was used to test the causal model. For path analysis depression and quality of life, a hypothetical causal model designed, so was used of regression multivariate analysis and was obtained final model of the depression and quality of life. In this study depression variable was independent variable and the others were independent variables and also, SPSS18 software used for data analysis.Results: According to path analysis, important related variables with depression were respectively, mental domain QOL (28%), married status (25%), physical domain QOL (24%), shift working (18%), age (16%), and overtime hours working (12%), that direct effect of these variables were more than indirect effect; through of mental and physical domains of nurses’ QOL on their depression. Also, in this model; depression variables and QOL could be predicted (48%) variance depression to other variables.Conclusion: Nurse managers must be planning to increase nurses’ mental health, attention to variety aspects of family such as marriage, decrease and distribution of times working especially in night shift could be increased quality of life in nurses and decreased their depression.

Introduction: Because of technology in health and treatment domain is changing rapidly; so, it is resulted that nurses increase and update their skills, continually. Since, one of the effective factors in job behavior is motivation; it is obvious that reorganization effective factors on motivation would be useful for nurses’ self – development behaviors.Aim: The aim of this study was assessing the relationship between the nurses’ self – development behavior, job motivation and factors influencing on their motivation.Method: This study was a descriptive-survey which (949) nurses who worked in hospitals in Tehran city were selected randomly in (2012). Cluster sampling was used with proportional allocation and Morgan method used for sample size estimating. For data gathering standards questioners were used; job motivation (London 1983), self-development behavior (Xu 2007), need for achievement (Williams& Hurtz 2009), self–efficacy, organizational and supervisor support (Maurer & et., al 2003).Their reliability were between (70%-80%). Data was analyzed by use of Path-Analyze through Lisrel 8.5 software.Results: There is a positive and direct relationship between the job motivation and factors such as need for achievement (b=0.24, t=2.47), self–efficacy (b=0.11, t=2.22), organizational support (b=0.19, t=2.31) and supervisory support (b=0.10, t=1.97). Moreover, there is a direct relationship between the nurses’ self–development behavior and factors self–efficacy (b=0.31, t=3.26), job motivation (β=0.64, t=3.89) and supervisor support (b=0.26, t=3.03). But there is no significant relationship (p>0.05) between their self–development behavior and factors need for achievement (b=0.15, t=1.74) and organizational support (b=0.05, t=0.64). Also, 44% changes in self development define with self efficacy, organizational and supervisor supports. So, the model had fitness.Conclusion: Self-efficacy, job motivation and supervisor support leads to improve nurses self-development behavior while need to chievement, self-efficacy, organizational support and supervisor support to provide motivation for self-development. managers and supervisors seem to provide the time, information, support, feedback, resources and rewards can play avital role in nurses learning and development.