International Journal of Africa Nursing Sciences最新文献

The outcome of diabetes management depends on diabetes self-management practices, in which factors assisting or hindering self-care play an essential role. This study identified enablers and barriers to diabetes self-management in adults diagnosed with diabetes in Kenya. The adapted Kawa River model was applied to collect data during semi-structured group discussions (n = 6). Adults (n = 32) diagnosed with diabetes at two geographically distinct county hospitals were purposively selected. The integrated model of behaviour prediction formed the theoretical platform of the study, and data were deductively analysed according to the distal variables in the model. Thematic analysis identified specific categories as enablers and barriers to diabetes self-management. The duplicated categories are economic determinants, dietary factors, support networks, and emotional influences. Health and physical status were identified as additional barriers to diabetes self-management. Findings may be more widely applicable than the context of the presented study. Self-management in diabetes care plays a crucial role, more so due to the worldwide increase in the prevalence of diabetes.

Background

Nurse managers are expected to create an environment conducive to empowerment of nurses in mining primary healthcare clinics to improve patients’ outcomes. However, in a specific mining primary healthcare clinics there are seldom staff trainings and nurses has overwhelming working schedules.

Purpose

The aim of the study was to explore and describe the challenges of nurse managers in creating environment conducive to empowerment of nurses in mining primary healthcare clinics in South Africa.

Design and Methods

This study was underpinned by Winkler’s theoretical framework of leadership roles to create an environment conducive to empowerment. A qualitative, exploratory, descriptive and contextual research design was used to conduct this study in specific mining primary healthcare clinics in South Africa. Individual in-depth interviews were conducted to collect data from ten nurse managers, and Giorgi’s thematic analysis method was employed to analyse data. An independent qualitative coder confirmed the study’s findings. Trustworthiness was maintained, and ethical principles were also applied throughout the study.

Findings

Three themes emerged from the analysed data: (1) training budget challenges; (2) training needs in mining primary healthcare clinics; (3) Legislation, training and development.

Discussion and conclusions

There are training budget challenges in mining primary healthcare clinics but nurse managers are not hindered by these challenges in creating an environment conducive to empowerment of nurses.

Background

This study aims to evaluate the effectiveness of two methods commonly used to induce labor in women with an unfavorable cervix, which is Misoprostol and trans-cervical Foley catheterization.

Method

A total of 120 pregnant women who met the inclusion criteria and were scheduled for induction were recruited for this study. Group 1 comprised 60 women who received the Foley catheter, and Group 2 comprised 60 women who received Misoprostol. The data analysis was done using SPSS version 25, and the student’s independent t-test and chi-square analysis were used to compare the means and proportions of continuous and categorical variables, respectively. The level of statistical significance was set at P < 0.05.

Results

The results showed that 41 (68.3 %) participants in the Foley catheter group and 49 (81.7 %) participants in the Misoprostol group had a favorable cervix within 24 h. The mean time interval from the start of ripening to a favorable cervix was shorter in the Misoprostol group (10.27 + 2.506) than in the Foley catheter group (11.78 + 2.151). The successful outcome of the induction was 33 (80.5 %) in the Foley catheter group and 35 (71.4 %) in the Misoprostol group.

Conclusion and recommendation: misoprostol was a more effective method of cervical ripening than the Foley catheter, resulting in a higher rate of favorable cervix in a shorter time frame. Further research is recommended with different study designs and larger sample sizes.

Background

Aim

Methods

Results

Conclusion

Background

This study assessed the prevalence and associated factors of needle sticks and sharp injuries among healthcare workers at the Bule Hora University Teaching Hospital, Southern Ethiopia from December 1 to 30, 2023.

Methods

A self-administered questionnaire was used to gather information on sociodemographic factors and exposure status. Epi-Data and SPSS were used to enter and analyze data. Binary and multivariate logistic regression analyses were used to identify risk factors. A P value less than 0.05 was considered statistical significance.

Results

In this study, the prevalence of at least one Needlesticks and sharp injuries in the last 12 months was 46.4 % (95 % CI: 39.3 %-53.6 %). Of most needlesticks and sharp injuries, 47.2 % were superficial skin injuries. The majority of injuries 45.8 % were due to the syringe needle. Factors such as needle recap (AOR=3.73, 95 % CI: 1.07–12.19), Recapping with two hands (AOR=2.78, 95 % CI: 1.36–10.02), working 40 h per week (AOR=2.18, 95 % CI: 0.98–6.86), lack of training in occupational safety practices (AOR=4.01, 95 % CI: 2.60–9.91), and lack of job satisfaction were factors significantly associated with the prevalence of needlesticks and sharp injuries.

Conclusion

This study found that nearly half of the respondents experienced a sharp needle poke and injury at least once in the previous year; however, the volume of NSSI remains high in the study area. Healthcare personnel should receive on-the-job training, and hospital executives should set aside time for discussions on how to solve the problem.

Background

Nurse motivation is a prerequisite for improved patient outcomes, performance and job satisfaction. There are studies discussed the factors influencing nurses’ motivation and the job performance however little research has been conducted on the factors influencing the career advancement of nurses to nursing management positions which can bridge the gap in this area.

Objectives

The aim of the study was to comprehend the intrinsic, extrinsic, and demographic motivation factors that influence nurses’ career advancement into nursing management positions.

Methods

This study employed a quantitative, cross sectional and descriptive design. A self-administered questionnaire was distributed among 158 nurses who were either planning to advance their career in nursing management in the future (131) or working in Saudi Arabian hospitals in nursing management positions (27) at the time of study. A preliminary study was also conducted prior to the main study. A self-administered questionnaire, measured using a 7-point Likert scale was used for the study. The study utilized SPSS-19 software pack and descriptive analysis for analyzing data.

Results

The results of the study indicated that the intrinsic motivation factors that influenced the nurses to advance the career into nursing management positions included joy and happiness (p = 0.002), sense of personal accomplishment (p = 0.025), independence in the job (p = 0.010), achievements in life (p = 0.000), freedom of doing the job effectively (p = 0.027), reassurance (p = 0.000), personal satisfaction (p = 0.007), self-esteem (p = 0.012), job discrimination at base-level positions (p = 0.001), responsibility (p = 0.000), and opportunities to use their abilities (p = 0.007). The extrinsic motivation factors that motivated the nurses included the provision of more educational opportunities (p = 0.006), more flexibility in family life (p = 0.001), more suitable for a healthy living (p = 0.022), and opening up more career prospects (p = 0.046), among others. Finally, the demographic factors that motivated nurses included sex (p = 0.001), marital status (p = 0.000), current nursing job (p = 0.025), and total years of nursing experience (p = 0.018).

Conclusions

The present study demonstrated that intrinsic, extrinsic and demographic factors motivated nurses to advance their careers into nursing management positions in the Kingdom of Saudi Arabia. Accordingly, the study renders important implications for the career development of nurses in relation to nursing management roles.

Introduction and background

Numerous multifaceted issues continue to pose a serious challenge to the success of nursing education and training worldwide. In South Africa, distinct situations, such as the transitioning of public nursing colleges to higher education to be part of a unified higher education system, amplify the problems faced by nursing education leaders. To unravel these complexities, an exploration of South Africa’s existing nursing education leadership strengths was undertaken.

Purpose

To describe the leadership competencies deemed as an existing leadership strength in a challenged and transforming South African nursing education context.

Method

As part of a larger study, embedded in social constructionism, an exploration of the country’s existing nursing education leadership strengths was conducted with the purposefully selected nursing education leadership experts. Qualitative, descriptive, and contextual data yielded by the ten participants were analysed using thematic analysis.

Findings

Four main themes emerged namely, leadership competencies; governance, leadership, legislation, and policy; staff development as well as community engagement.

Conclusion

The authors propose that the described leadership competencies offered by the nursing education leadership experts as the existing nursing education leadership strengths in the country be considered as a foundational basis to navigate emergent challenges in wider contexts.

Background

the desire to remain in the nursing field has become a serious problem across the globe, and a shortage of nurses shows gaps for the health care system in terms of cost, patients care cabability, and nursing care quality. The nursing profession is losing a lot of nurses. There is paucity of data on the degree and factors influencing intention to stay.

Objective

To asses the level of intent to stay in the nursing profession and associated factors among nurses employed at public hospitals of Eastern Ethiopia, a multi centere study.

Methods

A cross-sectional study was conducted among 413 nurses employed at public hospitals of eastern Ethiopia from March 1 to 30, 2020. Participants were chosen via simple random sampling methods, with a lottery method. Data were gathered using standardised self-administered questionnaires that had been pre-tested and supervised by an interviewer. EpiData Version 4.6 was used to enter the data, which was then exported to SPSS Version 20 for analysis. Bivariable and multivariable analyses were used. An adjusted odds ratio with a 95% confidence interval was used to determine the association between the dependant and independent variables. Finally, factors were deemed statistically significant, if their p-value was less than 0.05. The Hosmer-Lemeshow statistic, with 0.254, and the omnibus test, with < 0.001, were used to assess the goodness of fit.

Results

Percentage of nurses intended to remain in nursing profession was 49.3 % (95 %CI: 46–55.9). Having dependent family members (AOR = 1.908, 95 %CI:1. 142–3.188), job satisfaction (AOR = 6.54, 95 %CI, 2.774–15.41), organizational commitment (AOR=0.301, 95 %CI, 0.127–0.713) and normative commitment (AOR = 3.617,95 %CI, 1.879–6.963) were all substantially correlated with the intention to stay.

Conclusion

This study demonstrated that nurses had low level of intent to stay in their profession. Having dependent family members, job satisfaction, organizational commitment, and having a high normative commitment showed association with intent to stay. Such kind of unstability in profession altered quality nursing service. Therefore, strengthing nurses’ intent to stay requires enhancing their job happiness, autonomy, professional opportunity, and organizational commitment.

Background

Implementing a transformative nursing curriculum is strategic for a country’s population health outcomes. However, transforming a nursing curriculum is challenging due to the lack of investigation into cultural influences impacting such transformation.Therefore, in order to implement a transformative nursing curriculum, educators need support to explore what a culturally congruent framework would look like.

Purpose

To socially construct a framework for culturally congruent nursing curriculum transformation in Lesotho.

Methodological approach

This study used a descriptive, qualitative, multiple-method research approach. The transformative learning theory was the theoretical context within the social constructivism research paradigm. The Mmogo-Method^TMand the KAWA technique were methods used for data collection during the study’s two empirical phases. The Mmogo-Method^TM was used to describe cultural influences on curriculum implementation, while the KAWA technique was used to describe the congruency between culture and transformative curriculum implementation. Out of a population of 11, a convenience sample of seven midwifery educators was used for the Mmogo-Method^TM and a criterion purposive samplingselection of 14 nursing educatorsfrom a population of 64 for the KAWA technique. Additionally, a narrative literature review was systematically performed to establisha relationship between culture and transformative curriculum implementation.

Findings and interpretations

Empirical findings from the Mmogo-Method^TM, KAWA technique, and the narrative literature review confirmed that culture might well influence the implementation of a transformative nursing curriculum. The findings were used to draft a framework validated by nursing educators. The three emergent framework concepts were: transformative learning; educators; and students. These three concepts were inter-related throughout the learning process.