QUARTERLY JOURNAL OF NURSING MANAGEMENT
Year:2020 | Volume:9 | Issue:1|Papers Count:7

Introduction: The rapid global emergence of the novel coronavirus SARS-CoV-2, the cause of COVID-19, could potentially result in life-threatening pneumonia, especially among susceptible popualtions, including pregnantwomen. However, little is known about COVID-19 during perganacy and its transmission to the neonates. The present study was aimed to review the literature to examine wether the COVID-19 could result in higher mortality rate among pregnant women. The vertical transmission of the disease to the fetus was also evaluated. Methods: The principal electronic databases including, Google scholar, Web of Science, PubMed, Science Direct and Scopus were searched carefully using appropriate English terms between the January and March 2020 to identify related articles. A number of 317 intial articles were found which after filtering based on the inclusion criteria only 20 were found to be eligble and reviewd in this study. Results: The results showed that pregnant women are more prone to the COVID-19. Premature birth was the most common complication of pregnancy among these cases. The RT-PCR tests were negative for amniotic fluid, breast milk, placental and umbilical cord blood, as well as vaginal fluid in pregnant women with COVID-19, even among those women whose babies tested positive for coronavirus. No evidence of vertical transmission potential of COVID-19 pneumonia was found. Neonatal infection with COVID-19 was observed only for a limited number of pregnant women who were positive for the disease. Conclusions: Based on the fidings, no vertical intrauterine transmission was found among pregnant women positive for COVI-19. Pregnant women who tested postove for COVID-19 at their late trimester may experience no complications. However, further studies should be conducted on the impact of COVID-19 on the fetal development in positive pregnant cases.

Introduction: Job satisfaction of employees is critical for every type of organizations, including health systems. There are several reports indicating lack of job satisfaction amongst nurses could impact their work quality and commitment. Thus, the present study aimed to investigate the job satisfaction status among a group of nurses who work at Ava Salamat Entrepreneurs Institute, in Iran. Methods: This study is a descriptive-cross-sectional survey was conducted in 2019. The participants were 533 randomly selected nurses of Ava Salamat Entrepreneurs Institute, in Iran. The data on job satisfaction was collected by using well designed questionaries. Spss v22 software and descriptive statistical tests were used to analyze the data. Results: According to the results, 62% of the nurses were satisfied of their job security after being employed in the institute. 77% of nurses were satisfied in terms of the general conditions of their job compared to the past years. 63% were satisfied with the timely payment of their salaries and over 72% of nurses had satisfaction about the payment of insurance premiums by the institute. However, 64% of nurses had complains about the lack of proportionality between their salaries and workload. Furthermore, 54 of the participants were complained of the biases in the salaries. Conclusions: Based on the findings, the main complain of the nurses was about the disproportionality between their workload and salaries. Therefore increasing the salaries or improving welfare facilities of employees could enhance their satisfaction and commitment.

Introduction: It has been shown that the mental wellbeing of nurses could positively influence their work engagement and quality of care. Therefore, the present study want to examine the effect of managers' computational behaviors, as an example of social support, on the nurses' work engagement and psychological distress. Methods: This study is a descriptive-correlational survey was conducted in 2017 based on the structural modeling. The study population was 72 nurses of intensive care unit in Afshar Hospital of Yazd, Iran. The data were collected using four standard questionnaires and analyzed using both descriptive and inferential statistics by SPSS16 and LISREL8. 8. Results: The results showed that positive communicational behaviors of the supervisors and managers could significantly enhance the nurses' work engagement (P<0. 05). Moreover, we found that the psychological distress of the nurses significantly decreased by positive communicational behaviors of their supervisors (P<0. 05). Conclusions: According to the results, the positive behaviors of the supervisors plays critical role in the mental wellbeing of nurses and could remarkably affect their work engagement and quality. Therefore, special attentions should be paid to the communicational behaviors of managers at work place.

Introduction: Due to the higher workload, health care providers, especially nurses may experience higher pressure or fatigue. This can potentially change the lifestyle parameters among the nurses at put them at higher risk of health problems. The present study aimed to comprehensively examine the lifestyle factors among Iranian nurses and the strategies which can improve the quality of their lives. Methods: Major international and national databases including Google Scholar, PubMed Scopus, Science Direct, Cinahl, SID, Iranmedex, and Magiran were search completely to identify the articles published from 1999 to 2020 on the topic of interest among Iranian nurses. A number of 11 papers and 1 dissertation were found to be eligible and entered to this review. Results: Four main concepts including the lifestyle status of nurses and its dimensions, the organizational factors related to nurses' lifestyles, challenges and strategies to promote nurses' lifestyles and behavioral interventions to improve nurses' lifestyles. According to the findings, high, moderate and undesirable levels of lifestyle have been reported in 25, 25 and 8. 4% of the published studies, respectively. The remained 41. 6 % of the reviewed studies did not report any score on the nurses' lifestyles. There was a relationship between factors such as life quality, organizational behavior, job burnout and self-efficacy with the lifestyle parameters among nurses. The results also showed that behavioral, educational and psychological interventions could be helpful in improving the lifestyle of nurses. Conclusions: Based on the results, despite of their knowledge about lifestyle risk factors, Iranian nurses do not have desired lifestyles, which can affect their work quality. Therefore, behavioral interventions should be considered to modify the lifestyle parameters of Iranian nurses.

Introduction: Carpal tunnel syndrome (CTS) has been known as a common neuropathy leading to hand dysfunction. Although several diagnostic tools are available, but there is still a matter of debate on early diagnosis of CTS using Phalen's and carpal compression tests. Thus, the present study was conducted to comparatively examine the predictive values of the mentioned tests in diagnosis and management of the CTS patients based on the results of electrodiagnostic tests. Methods: A number of 45 patients with confirmed CTS and 33 healthy subjects who referred to Hazrat Rasul Akram and Firouzgar hospitals in Tehran city were enrolled in this study. All the participants were underwent Phalen's and compression tests. Furthermore, the clinical history of the patients was retrieved from institutional databases. The sensitivity, specificity, positive predictive value (PPV) and negative predictive value (NPV) were determined for each test. Data analysis was done using SPSS version 24. Results: Thirty-seven (82. 2%) out of 45 CTS patients were females and 8 (17. 8%) were males. The sensitivity, specificity, PPV and NPV for Phalen's test was determined 75. 6, 72. 7, 79. 1 and 68. 6%, and for carpal compression test was obtained to be 93. 3, 87. 9, 93. 1 and 90. 6 %. Moreover, the results showed that the median sensory nerve action potential delayed significantly (P < 0. 001) in patients who identified as CTS by Phalen's and compression tests compared to non-CTS individuals. Conclusions: According to the results, the carpal compression test has superior predictive values in diagnosis of CTS compared to Phalen's test. However, further studies should be adjusted for various confounders including the age, sex, comorbidities, grade of the CTS, and etc. to obtain clear and conclusive results.

Introduction: Organizational revenge has been known as one of the negative behaviors in professional life which can influence the performance of employees. This research was conducted to examine the factors influencing organizational revenge among working nurses in governmental hospitals of North Khorasan province. Methods: The present study is a qualitative– descriptive– analytical research was done in 2019. The participants were 18 subjects of nursing groups including supervisors, managers as well as nurses in governmental hospitals of North Khorasan province, Iran. The study sample was selected using the snowball sampling method and data was collected using semi-structured interviews. Herein, Lincoln & Guba's 1985 trustworthiness criteria and techniques were used for establishing reliability and validity. The content analyses were performed based on the conventional qualitative content analysis approach established by Graneheim & Lundman 2004. Results: After analyzing the interviews, 57 unique meaningful codes were identified, and classified into 12 main concepts or factors. The results showed that the perception of discrimination and injustice, incomplete understanding, ambiguous or incorrect information, non-acceptance of rules and regulations, personal and family problems and defects in the compensation service can result in the development of organizational revenge. The special circumstances of the nursing profession and the inappropriate behavior of patients and their companions are unique factors related to the nursing profession which can also lead to the organizational revenge. Other, but important factors including tense atmosphere at workplace, negative communicational behaviors of managers and supervisors, and systemic problems can further cause or worsen organizational revenge among nurses. Conclusions: Based on the results, development or levels of organizational revenge among nurses may result from different factors, especially the tense atmosphere at workplace. The findings of this study can help the decision makers to ease the organizational revenge among nurses in order to improve their work quality and commitment.