Journal of Nursing Management最新文献

Aim. This study investigated the role of cultural, organizational, and managerial support, workplace fun, affective commitment, innovative behavior with innovative output, and also the mediating role of innovative behavior in the framework of a causal model. Background. Innovation is the driving force of development in hospitals, and the quality of healthcare is closely related to hospital innovation. Today, nurses with innovative behaviors are the biggest asset of any hospital because they are involved in any improvement and progress. Methods. This descriptive cross-sectional correlational study was conducted using causal modeling methods, including path analysis and structural equation modeling. Using the proportional stratified sampling method, 321 nurses from Ardabil teaching hospitals were included in the study. Data were collected by standard demographic characteristics, innovative behaviors, innovative support, workplace fun, and affective commitment questionnaires. Partial least square structural equation modeling (PLS-SEM) was used to test the conceptual model using PLS-SMART 2 software. Results. Cultural support had a positive and significant effect on innovative behavior by affecting organizational support and then managerial support. In addition, workplace fun had a positive and significant effect on innovative behavior directly and indirectly through the mediating role of affective commitment. Finally, innovative behavior also had a positive and significant effect on nurses’ innovative output. Conclusion. Supervisors and managers can adopt the organizational and managerial support approach to improve the nurses’ innovative behaviors. Workplace fun will also improve nurses’ innovative behaviors and affective commitment, thereby increasing their innovative output. Implications for Nursing Management. By adopting organizational and managerial support for nurses’ innovative behaviors, managers should take measures that promote workplace fun and affective commitment to improve nurses’ innovative output by encouraging innovative behaviors.

Background. Nurse protection is a multifaceted concept that has become increasingly relevant in recent years. Despite its importance in effectively managing pandemics, there is still a gap in knowledge about how nurses achieve protection in hospitals. Objective. To describe the process of seeking protection among nurses during the COVID-19 pandemic. Methods. A grounded theory approach from 2020 to 2022, employing purposive and theoretical sampling. Face-to-face and online interviews were conducted with 25 participants, resulting in 29 interviews. Data analysis was carried out using Corbin and Strauss’s method (2015). Results. The analysis revealed that nurses encountered numerous obstacles related to patients, nurses themselves, organizations, and the passage of time during the COVID-19 pandemic. These challenges were intertwined with three key concepts: transformations, inequalities, and emotional challenges, highlighting the multifaceted nature of nurses’ protection concerns. In response, nurses employed a protective strategy bolstered by catalysts to address these challenges. This strategy encompassed both optimistic outlooks (“Bright horizon”) and somber reflections (“Unpleasant reflection”). Ultimately, seeking protection in the heart of the storm emerged as the core concept, representing the multifaceted process through which nurses navigate and seek protection amidst the unique challenges posed by the pandemic. Conclusions. This study presents a comprehensive theory that explicitly explains the multifaceted process of seeking protection among hospital-employed nurses during a pandemic. The theory captures the interconnectedness of challenges faced by nurses and the protective strategies they employ while acknowledging the nuanced balance between hopeful prospects and sobering reflections. Implications for Nursing Management. Policymakers, managers, and educators can utilize the findings to improve nursing management and support systems. By increasing awareness, addressing challenges, and providing robust support, they can enhance the well-being and effectiveness of nurses during healthcare crises, ultimately improving patient care quality.

Background. New evidence on the digital competencies of healthcare leaders can provide essential knowledge for building training for the leaders to ensure high-quality patient care. Objective. The aim of this mixed-methods systematic review was to identify the current best evidence from qualitative, quantitative, and mixed-methods studies on healthcare leaders’ digital competence experiences and perceptions and factors associated with it. Methods. A mixed-methods systematic review was conducted following the Joanna Briggs Institute guidelines for mixed-methods systematic reviews by including original qualitative and quantitative observational studies and mixed-methods studies published in English or Finnish between January 2012 and January 2024. The studies were retrieved from four databases (CINAHL, PubMed, Scopus, and Medic). In total, 4470 articles were screened, 122 were eligible for full-text screening, and 19 articles were included in the review according to the established inclusion and exclusion criteria. Data Extraction and Synthesis. Data tabulation and narrative synthesis for quantitative studies and content analysis for qualitative studies. Results. The synthesis of qualitative data identified five main categories that describe healthcare leaders’ experiences with digital competencies: (1) the need for developing leader’s own, professionals’, and patients’ competence in the digitalisation of healthcare, (2) the need for expertise in the health IT implementation process, (3) positive perceptions towards technology, (4) negative perceptions towards technology, and (5) ability to act as an advocate to implement technology into practice. Data from the selected quantitative studies presents that factors associated with the digital competence of healthcare leaders include individual characteristics, career characteristics, training, and other factors. Conclusion. This review suggests that developing and supporting healthcare leaders’ digital competencies should be considered in healthcare organizations, research, and education to make their digital competencies meet the demands of increasingly digitalising healthcare development work.

Aim. To examine the effectiveness of mobile health application-based interventions on mortality, hospitalization rate, self-care, and quality of life in people with heart failure. Background. Mobile health application-based interventions are reported to potentially help people with heart failure improve health-related clinical outcomes. However, evidence on the effects of mobile health application-based interventions on mortality, hospitalization, self-care, and quality of life remains inconclusive and limited. Methods. A systematic literature search was conducted in six databases (MEDLINE, CINAHL Plus with Full Text, PsycINFO, Web of Science, EMBASE, and CENTRAL) to identify relevant studies from inception to 21 October 2023. Two authors independently extracted the data and assessed the risk of bias using the Cochrane risk-of-bias tool. The meta-analysis was conducted in Review Manager (version 5.4) and the statistical software R 4.3.3. Sensitivity analysis and subgroup analysis were also performed. The certainty of the evidence was evaluated by the GRADE approach. Results. Twenty-four studies involving 2886 participants were identified in this review. The pooled analysis showed that mobile health application-based interventions had statistically significant beneficial effects on reducing heart failure-related hospitalization (RR = 0.72, 95% CI 0.57 to 0.91, p = 0.01) and improving quality of life (SMD = 0.46, 95% CI 0.09 to 0.83, p = 0.02), but had no statistically significant effects on all-cause mortality (RR = 0.90, 95% CI 0.66 to 1.25, p = 0.47), cardiovascular mortality (RR = 0.87, 95% CI 0.59 to 1.26, p = 0.24), all-cause hospitalization (RR = 0.74, 95% CI 0.39 to 1.42, p = 0.29), or self-care (MD = −2.42, 95% CI −15.07 to 10.24, p = 0.64). Subgroup analyses indicated that intervention duration and monitoring frequency may influence the effects of mobile health application-based interventions on quality of life. Conclusions. Mobile health application-based interventions were effective at reducing heart failure-related hospitalization and improving quality of life in people with heart failure. More well-designed randomized controlled trials are needed to strengthen the evidence. Implications for Nursing Management. Mobile health application-based interventions may have benefits for improving heart failure-related hospitalization and quality of life. More rigorous studies are warranted to confirm the effects of mobile health application-based interventions for people with heart failure.

Background. Emergency nurses may experience various fatiguing duties and suffer more pressure, so it is necessary to promote their professional or work-related quality of life, especially during tough periods. Aim. To describe the development of the multidimensional narrative support system and explore its effectiveness and feasibility among emergency nurses. Design. An action research was conducted in Shanghai, China, from 2022 to 2023. Methods. Two cycles of action research were adopted in the emergency departments of two tertiary general hospitals in Shanghai, China. A total of 20 and 13 emergency nurses from different posts participated in each cycle. Multiple methods and tools, such as validated instruments, self-designed questionnaires, and individual and focus group interviews, were used to collect short- and long-term data. The EQUATOR guidelines on reporting action research were used as the guideline for this study. Results. The multidimensional narrative support system was gradually modified to promote its feasibility. Involved emergency nurses actively participated in different activities and proposed relatively positive and satisfying remarks. Quantitative data showed the significantly instant or long-lasting improvements in emergency nurses’ professional and work-related quality of life, as well as their self-compassion, and perceived social support. Various categories were summarized about the participants’ experiences, perceived long-term effects, and suggestions on the multidimensional narrative support system. Conclusion. The multidimensional narrative support system integrates narrative methods and psychological activities and provides multidimensional support for emergency nurses. In spite of various challenges, the system shows good feasibility and significant influences on emergency nurses’ well-being and quality of life. Implications for Nursing Management. The multidimensional narrative support system may action as a novel intervention for the overall improvements of clinical emergency nurses, which can be recommended to other populations with targeted modifications and training, so as to achieve good generalization in different departments.

Background. Registered Practical Nurses (RPNs) are considered a critical component of high functioning nursing and interprofessional care teams. Therefore, it is important to ensure that RPNs feel valued within their roles within acute care settings. High acute care demands in tandem with unsupported workplace environments can lead to increased levels of job dissatisfaction, burnout, and ultimately impact retention. Identifying and examining the barriers and facilitators that enable RPNs to be optimally equipped within acute care are critical towards ensuring success in their role. In this study, we explore the experiences of RPNs and perspectives of nurse leaders on RPN integration into an acute care setting. Methods. A mixed method study among RPNs (n = 10) and nurse leaders (n = 10) was conducted. This included administration of the Assessment for Collaborative Environments (ACE-15) tool to measure interprofessional integration, collaboration, and teamwork. Semi-structured interviews were also held with all participants to explore both the lived experiences of RPNs in the acute care environment and the perspectives of nurse leaders who had supported the onboarding and integration of RPNs. Results. Our inductive content analysis identified 5 themes: preintegration process, nursing team dynamics, RPN role clarity, challenges to RPN integration, and benefits to RPN integration. ACE-15 data showed no significant differences in the level of teamness and internal disagreement between RPNs and nurse leaders (t (17) = 0.37 and p = 4.60). RPNs reporting a higher level of teamness described a more positive integration experience than those who reported a lower level of teamness. Conclusion. The integration of a new role to existing teams brings both benefits and challenges which are experienced uniquely by RPNs and nurse leaders. Nurse leaders can utilize findings of this study to better prepare their staff and units for the integration of new roles into their models of care.

Background. Emotional responses and the ability to regulate emotions among nurses, especially first-line nurse managers, can influence various workplace dynamics. However, there is a knowledge gap regarding emotional intelligence, job satisfaction, and organizational commitment among nurses in Qatar, particularly first-line nurse managers. Objectives. The primary aim of this study is to determine if there is a significant relationship between emotional intelligence, job satisfaction, and organizational commitment among first-line nurse managers (FLNMs) in Qatar. Design. This is a descriptive cross-sectional correlational study. Settings. The research took place at Hamad Medical Corporation in Qatar. Participants. A total of 203 first-line nurse managers participated in the study. Methods. Participants were recruited using a convenience sample method. Data were collected using the Genos Emotional Intelligence Inventory—Concise, the three-component model Employee Commitment Survey, and the short-form Minnesota Satisfaction Questionnaire (MSQ). Results. The findings showed that participants had average levels of emotional intelligence, job satisfaction, and organizational commitment. Notably, a significant, moderately positive relationship was observed between emotional intelligence and organizational commitment, as well as between job satisfaction and organizational commitment. A weak positive relationship was identified between emotional intelligence and job satisfaction. Differences in emotional intelligence were observed based on variables such as gender, age, and unit specialty. Organizational commitment varied based on the current position and hospital type, while job satisfaction differed based on the current position and education level. Conclusions. The findings suggest that enhancing the emotional intelligence of first-line nurse managers can potentially improve organizational commitment, job satisfaction, and, subsequently, healthcare outcomes. There is a need for further research to delve deeper into these factors and devise strategies aiming to boost the emotional intelligence and job satisfaction of first-line nurse managers. Implications for Nursing Management. The study provides empirical data from Qatar’s healthcare system, shedding light on FLNMs’ emotional intelligence, job satisfaction, and organizational commitment.

Aims. To test whether emotional intelligence plays a mediating role in the process by which moral sensitivity affects nurses’ ability to communicate with angry patients. Background. Hospital workplace violence is a global problem that disrupts the normal work order of healthcare, undermines trust between nurses and patients, and threatens the physical and mental health of nurses. Improving nurses’ ability to communicate with angry patients to identify and diffuse patients’ anger is critical to reducing the nurse-patient conflict and avoiding violence in the hospital workplace. Methods. The data were collected in China. A sample of 212 nurses completed measures of moral sensitivity, emotional intelligence, and the ability to communicate with angry patients. Structural equation modeling was used to test the study’ hypothesis. Results. Our results suggest that nurses’ emotional intelligence mediates the relationship between nurses’ moral sensitivity and nurses’ ability to communicate with angry patients, with a positive correlation between nurses’ moral sensitivity, emotional intelligence, and ability to communicate with angry patients. Conclusions. The findings showed that nurses’ moral sensitivity indirectly influenced nurses’ ability to communicate with angry patients by directly influencing emotional intelligence. This study provides a theoretical and methodological approach to mitigate nurse-patient conflict and reduce violence in the hospital workplace through a moral perspective. Implications for Nursing Management. Nursing managers should pay attention to the moral sensitivity and emotional intelligence of nurses and promote their moral development and emotional intelligence by strengthening moral education in hospitals, utilizing emotional intelligence training courses and narrative nursing, ultimately promoting nurses’ ability to communicate with angry patients, further contributing to the reduction of nurse-patient conflict, avoiding violence in the hospital workplace, building a safer hospital environment, promoting the overall development of nurses, and contributing to the development of global health and wellness.

Aim. This study was conducted to determine the association between knowledge management and social value among nurses working in hospitals of Tehran University of Medical Sciences. Background. Knowledge management plays a significant role in healthcare systems. Healthcare providers require knowledge in every aspect of their work, and they must be able to rely on a knowledge management system to access the newest research and practice to ensure the highest quality of care. One of the evident goals of knowledge management is creating value in organizations. Creating value does not necessarily mean creating economic value, but creating social value is a category proposed as a prerequisite for knowledge management. Methods. This research is a descriptive-analytical study conducted in Tehran in 2021 on two groups of nurses (N = 228) selected through a stratified random method. The data collection tools were Choi knowledge management questionnaire and a researcher-made questionnaire on social value validated in Iranian society. Results. There was a positive and significant correlation between the variables of knowledge management and social value in Bachelor of Science (BSc) nurses (P value ≤0.01, r = 0.43), and no significant correlation was observed in Master of Science (MSc) nurses (P value >0.05, r = 0.14). Conclusions. In the BSc nurses’ group, a direct and significant association was found between knowledge management and social value of BSc nurses so that by increasing the score of knowledge management in the nursing community, individuals feel more self-worth, resulting in achieving a favorable level of customer satisfaction. Implication for Nursing Management. It is suggested that an accurate program should be designed for all academic levels of nurses in hospitals, the principal elements of creating knowledge and learning and its provision should be assessed, and the necessary measures should be taken.

Background. Sleep is a crucial factor affecting an individual’s physical and mental health. Psychiatric nurses work under high stress and load, and it is necessary to understand the sleep quality of psychiatric nurses and the influencing factors. However, individual-centred studies of psychiatric nurses’ sleep are limited. Aims. To explore the heterogeneity in sleep quality among psychiatric nurses, to identify the factors influencing different subtypes, and to provide targeted strategies and measures to improve their sleep quality. Methods. From August to October 2022, 298 psychiatric nurses working in a mental health centre in Liaoning Province were selected as the participants. The study involved administering the following two questionnaires: the general information questionnaire and the Pittsburgh Sleep Quality Index (PSQI). Data analyses included latent profile analysis, Kruskal–Wallis H test, and multiple logistic regression. Results. The prevalence of poor sleep quality (PSQI >5) among psychiatric nurses was 54.7%. The sleep quality of psychiatric nurses could be classified into the following three distinct profiles: good sleep quality, moderate sleep quality, and poor sleep quality. Nurses who were over 40 years of age, unmarried/divorced/separated/widowed, worked more than 40 hours per week, experienced significant life events in the past year, had poor nurse-patient relationships, and had chronic diseases were more likely to have poorer sleep quality. Conclusions. There was significant heterogeneity in sleep quality among psychiatric nurses. Age, marital status, work schedule, total weekly working hours, night shifts, special life events, nurse-patient relationships, and chronic diseases were associated with their sleep quality. Implications. The heterogeneity and influencing factors of sleep quality in psychiatric nurses provided evidence for individualized interventions in the future. This trial is registered with ChiCTR2200062347.