International Journal of Africa Nursing Sciences最新文献

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

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

In many countries, the necessary support for bystanders is not provided. Despite the problems and complications caused by participation with the help of bystanders, psychological motivations and internal drivers will help them participate. The present study was conducted in order to identify the psychological motivators of bystanders to help in traffic accidents.

Methods

This qualitative study is part of a larger study, a doctoral dissertation in nursing. study was conducted using the qualitative description method in Iran in 2022. Sampling was purposeful and then theoretical. Data was collected through semi-structured interviews with 15 participants, including 10 male and 5 female participants. The data was analyzed using a conventional content analysis approach and constant comparison simultaneously, as recommended by Corbin and Strauss (2015). Using these two approaches at the same time helps to code the data, determine subcategories and categories, identify patterns and themes, understand the complexity of the human experience, develop new hypotheses and theories, enhance validity and reliability, and facilitate communication and collaboration with colleagues, stakeholders, and non-experts. MAXQDA 2010 software was used to assist in data analysis.

Results

Six concepts—feeling of responsibility, spiritual beliefs, feeling of pity, self-sacrificing, prevention of guilty conscience, and the feeling of becoming a hero—were identified as the subcategory of psychological motivators and the most important psychological motivators among the bystanders.

Conclusion

Bystanders will not help until they feel responsible. A feeling of responsibility can cause bystanders to self-sacrifice to prevent a guilty conscience. Having spiritual beliefs, a feeling of responsibility, and a sense of heroism can increase the feeling of responsibility and motivation of bystanders to help. It is suggested that ways of increasing the feeling of responsibility and other psychological motivators and the role of education, skill, experience, and legal obstacles in bystanders should be investigated in future studies.

Background

The treatment options for children with childhood cancers have expanded to not only surgery, chemotherapy, radiotherapy, and biotherapy, but also hematopoietic stem cell transplantation (HSCT). There are many challenges linked to this type of treatment. One of the challenges is the insight into how the stem cell team members perceive the treatment of the children.

Objective

To explore the insights of a paediatric stem cell transplantation team.

Design and methods

A qualitative study method was employed. Data were collected using face-to-face personal interviews with sixteen (16) eligible participants. Non-probability sampling method was used to select participants. Thematic analysis and coding were used to transcribe data. The setting was a private and public hospital in the Western Cape where hematopoietic stem cell transplantations were performed.

Results

The team was positive about this treatment option for childhood cancers. Selected members of the team experienced psychological encounters to practice in a hematological setting, especially with sick children. However, certain members could disconnect psychologically from the patients.

Conclusions

The management of hematopoietic stem cell transplant patients is complex, and the multi-disciplinary team must have a suitable approach towards these patients. Training of team members should include hematopoietic stem cell transplantation for children. Haematology practitioners must be well-informed about stem cell research in children. Health education in the community regarding stem cell transplantations should be conducted to create awareness.

Background

No comprehensive nationwide evidence exists regarding neonatal jaundice in Ethiopia. Hence, this study aimed to determine the pooled prevalence of neonatal jaundice and explore its relationship with sepsis, birth trauma, and prolonged labor in Ethiopia.

Methods

The systematic review and meta-analysis adhered to the Preferred Reporting Items for Systematic Review and Meta-Analysis (PRISMA) guidelines. It encompassed both published and grey literature, identified through suitable keywords across various databases: PubMed, Cochrane Library, PsycINFO, Hinari, and Google Scholar. Data extraction was conducted using Microsoft Excel, and meta-analysis was performed using STATA/MP 16. To assess heterogeneity and publication bias, I² and Egger test statistics were employed, respectively. Sensitivity analysis and subgroup analysis were also carried out.

Results

This systematic review and meta-analysis comprised nine articles involving a collective participant count of 6282. The pooled prevalence of neonatal jaundice in Ethiopia was determined to be 31.59 % [95 % CI: 20.02, 43.17]. Notably, the presence of neonatal sepsis [AOR = 1.91, 95 % CI: 1.24–2.96)] and prolonged labor [AOR = 2.03, 95 % CI: 1.29–3.20] exhibited significant associations with neonatal jaundice.

Conclusions

The prevalence of neonatal jaundice in Ethiopia surpassed studies conducted outside the country. Notably, neonatal sepsis and prolonged labor showed significant associations with neonatal jaundice. Consequently, stakeholders such as the government and healthcare providers should prioritize interventions aimed at reducing the incidence of neonatal sepsis within routine healthcare services. Additionally, healthcare professionals need to remain vigilant for prompt management of prolonged labor and timely treatment of neonatal sepsis, especially if the issue has already emerged.

Background

Cultural competency (CC) is imperative in Ghana where a growing multicultural society prevails. Despite Ghana’s increasing multicultural society, cultural competency is poorly understood or appreciated.

Purpose

The study aimed to determine the self-assessed CC of nurses from the Western and Ashanti Regions’ using the validated Central Vancouver Island Multicultural Society’s Cultural Competence checklist.

Method

From October to December 2022, an institutional-based cross-sectional study in eight hospitals involving nurses was conducted using a two-stage sampling technique. Simple random sampling and stratified proportional sampling techniques were deployed to select the study hospitals and 759 participants respectively. Data were entered into a spreadsheet and exported to S.P.S.S version 23. Binary and multivariable logistic regressions were used to establish the associations between dependent and independent variables. Outcome variables with a P-value < 0.05 were deemed statistically significant.

Results

A majority of respondents were females (61.4 %; n = 466). The levels of the constructs for CC ranged from high to very high except for Cultural Encounters which was moderate: Cultural Awareness (Mean = 3.43 SD = 0.56), Cultural Skills Mean = 3.65 SD = 0.65), Cultural Knowledge (Mean = 3.53 SD = 0.54), Cultural Encounters (Mean = 3.35 SD = 0.68), Cultural Desire (Mean = 3.49 SD = 0.68), and overall CC score (Mean = 3.49 SD = 0.46). Nurses’ Cultural Skills were inversely associated with traveling outside of Ghana.

Conclusion

Nurses self-rated overall cultural competence as high. However, moderate Cultural Encounters are concerning as Cultural Encounters are the pivotal construct of CC that provides the foundation for the nurses’ journey toward cultural competency. Modification in training is urgently required to increase opportunities for nurses to experience Cultural Encounters.

Workplace sexual harassment is a pervasive issue with profound consequences for individuals' psychological wellbeing. This study investigates the impact of exposure to sexual harassment on nurses’ psychological wellbeing. The study further examines the role of resilience and conflict resolution climate in the exposure to sexual harassment – nurses’ psychological wellbeing relationship. A sample of 343 employed individuals completed measures of sexual harassment experiences, psychological wellbeing, resilience, and conflict resolution climate. Results revealed that sexual harassment was significantly and negatively associated with psychological wellbeing. Additionally, resilience mediated the relationship between sexual harassment and psychological wellbeing. However, contrary to expectations, the conflict resolution climate did not moderate the relationship between sexual harassment and psychological wellbeing. The study contributes to the literature by providing insights into the mechanisms through which sexual harassment affects individuals' wellbeing and emphasizes the significance of resilience as a protective factor. Practical implications are discussed in terms of supporting individuals who experience sexual harassment and promoting healthier work environments.