International Journal of Africa Nursing Sciences最新文献

The present study examined the effect of workplace bullying on employee wellbeing, and the moderating effects of psychological capital and emotional intelligence in the workplace bullying and employee wellbeing relationship. Data was collected from 224 nurses in a teaching hospital in Ghana. The results of the analysis showed that workplace bullying has a negative effect on the psychological wellbeing of employees. Furthermore, the results showed that psychological capital and emotional intelligence moderated workplace bullying and psychological wellbeing relationship. The present study makes some contributions to theory and practice. Theoretically, the study extends the literature on the JD-R by highlighting the significant effect of personal resources in mitigating the effects of workplace bullying on employee wellbeing.

Background

Achieving the recommended low-density lipoprotein cholesterol goal is vital for managing cardiovascular risk. However, research on low-density lipoprotein cholesterol goal achievement and associated factors in Sub-Saharan Africa, particularly in Ethiopia, is limited. While global rates vary from 18% to 73%, there is a need for further investigation in this region to better understand and address the factors influencing low-density lipoprotein cholesterol goal attainment.

The objective was to assess low-density lipoprotein cholesterol goal achievement and associated factors among type 2 diabetes patients.

Methods

Institution based quantitative cross-sectional study design was conducted among type II diabetes patients at Tikur Anbessa Specialized Hospital in Addis Ababa, Ethiopia.

Systematic random sampling technique was used to select patient records. Data was collected by using a structured and pretested checklist and some variables were also collected from the chart review, structured questionnaire and analyzed using Epi info version 7.2 and SPSS version 25. Bivariate and multivariable logistic regressions were performed to examine the association between variables. Adjusted odds ratios (AOR) with 95 % confidence intervals were calculated, and a p-value of ≤ 0.05 was considered statistically significant for associations between independent and outcome variables.

Result

The LDL goal achievement among type II diabetes patients is 58.9 %.Total triglyceride level (AOR = 0.19, 95 %CI, 0.12, 0.54, P= <0.0001), history of smoking (AOR = 0.198, 95 %CI, 1.06, 1.10, P < 0.0001), 40–65 years of age (AOR = 0.21, 95 %CI, 0.05, 0.87, P = 0.03), BMI (AOR = 0.19, 95 %CI, 0.12, 0.54, P= <0.0001)., were found to be statistically significant independent predictors for LDL Goal Achievement in type II Diabetes patients.

Conclusion

In the current study, significant proportions of type II DM patients fail to attain acceptable levels of LDL cholesterol. Factors like total triglyceride levels, smoking history, older age, and increased BMI influenced low-density lipoprotein cholesterol goal achievement. Advanced in age, increase in BMI, smoking, and higher levels of triglyceride were determinants of LDL cholesterol goal achievement. Patient education on life style modification mainly cessation of smoking diet and exercise may be recommended to achieve the LDL cholesterol goal.

Purpose

This study investigates the impact of workplace bullying on nurses' psychological distress and the quality of care as well as the impact of resilience in mitigating the negative effect of workplace bullying.

Design

A cross-sectional survey design was employed to study the phenomenon among a purposive sample of 326 nurses in the Ghanaian healthcare sector with self-administered questionnaires for data collection. Data was analyzed using IBM’s Statistical Package for Social Sciences (SPSS) version 27.0 and Process Macro Version.

Results

The study found evidence that bullied nurses in hospitals often suffer from psychological distress. Results also demonstrate a negative link between workplace bullying and the quality of care delivered by nurses. Furthermore, the study found that resilience moderated the workplace bullying and nurses' psychological distress relationship, however, resilience is not a significant moderator in the workplace bullying and quality of care relationship.

Originality

The study advances our understanding of workplace bullying's consequences for nurses in the Ghanaian healthcare sector. It underscores the importance of addressing workplace bullying, offering practical recommendations for healthcare administrators and managers. Fostering personal resources like resilience is crucial to empower nurses in facing the challenges of their workplace environment effectively.

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

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.

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.

Background

This study focuses on enhancing the knowledge of maternal healthcare services among the Hausa community, recognizing the community's unique characteristics that may act as barriers to accessing such services.

Methods

Employing a quasi-experimental design with pre-test and post-test measurements, the study randomly assigned 166 participants into intervention and control groups. Data were collected through semi-structured interviews and teaching guides used as intervention tools. Statistical analyses using SPSS version 22 included Independent T tests, and results were presented through frequencies, percentages, and bar charts.

Results

The post-test results in the intervention group demonstrated a significant increase in awareness of maternal healthcare services, with 96.3 % of participants being aware compared to 55.4 % in the pre-test. The mean knowledge score also exhibited improvement, rising from 2.1±2.1 in the pre-test to 5.4±1.6 in the post-test. In the control group, knowledge increased from 57.8 % pre-intervention to 63.0 %, but a significant portion (61.4 %) scored below the 50th percentile, indicating poor knowledge.

Conclusion

The study concludes that health education effectively improved understanding and awareness of maternal healthcare services among participants. These findings underscore the potential of targeted interventions to address knowledge gaps and improve access to maternal healthcare services within the Hausa community.

Objectives

Limited studies have examined the factors associated with utilisation of long acting reversible contraceptive (LARC) in Malawi. The purpose of this study was to assess prevalence and determinants of LARC utilisation among women of reproductive age at Balaka district hospital, Malawi.

Study design

Facility based cross-sectional study was conducted from 4th July to 28th September 2022. A total of 216 women of reproductive age were selected by a systematic random sampling technique. Data collection was done through face-to-face interviews using a structured and pre-tested questionnaire. Bivariate and multivariate logistic regressions were performed to examine the association between independent variables and utilisation of LARCs. Results were presented as adjusted odds ratios (AOR) with statistical precision at p ≤ 0.05 and 95 % confidence interval (CI).

Results

The prevalence of LARC utilisation at the study site was 26.4 %. Couple discussion (AOR = 7.169;95 % CI:1.872–27.453), partner approval (AOR = 11.157; 95 % CI:3.039–40.960), history of unplanned pregnancy (AOR = 3.099; 95 % CI: 1.114–8.622), fear of unplanned pregnancy (AOR = 3.605;95 % CI:1.286–10.107), counselling on LARCs (AOR = 3.829; 95 % CI: 1.070–13.654), number of children (AOR = 1.504; 95 % CI:1.044–2.167) and waiting time at clinic (AOR = 0.315;95 % CI: 0.174–0.571) were identified as the determinants of LARC utilisation.

Conclusion

The study found low overall utilisation of LARCs. Strategies to increase LARCs utilisation should consider promoting men’s involvement in family planning (FP) activities and address health system related factors including long waiting time at clinic and strengthening counselling on LARC methods.

Purpose

To explore factors that influence the quality of work life (QWL) as perceived by Heads of Nursing Departments (HoDs) at South African universities.

Background

Quality of life includes work life as an important subdivision. Quality of work life has sequalae of (and, in turn, influences) other aspects of a person’s life. By addressing factors that influence the QWL in nursing departments, nursing students are potentially provided with quality teaching and learning experiences.

Nursing HoDs have an intimate and extensive knowledge of the current QWL at their universities. Their experience and knowledge contribute to the understanding of faculty, provincial, governmental and professional body processes on aspects which might influence the prevailing QWL in nursing departments. These processes include budgeting and managing work processes.

Design and methods

A qualitative, descriptive research design was employed with data generated by in-depth interviews. Thematic analysis was performed on the transcribed data, first by familiarisation and immersion, followed by the development of codes, generation and revision of the final themes of the HODs’ understanding of QWL regarding their personal, home and family situations, departmental (work) situations, finances, and the effect of #FeesMustFall.

Results

HoDs indicate that the relationships with, and the amount of support received from different parties involved with teaching and student learning, as well as home, family and work-related issues, availability of finances and the drive for transformation in higher education facilitate the QWL in the department.

Conclusion

To improve the QWL in nursing departments towards higher education transformation, nursing departments need good human resources (HR) management practices.