护士长职场极性管理教育干预对辅导行为的影响

IF 2.2 Q1 NURSING NURSING FORUM Pub Date : 2023-10-19 DOI:10.1155/2023/5954857
Marwa Samir Sorour, Eman Kamel Hossny, Nadia Taha Mohamed, Abeer Mohamed Abdelkader, Hammad S. Alotaibi, Heba Kamal Obied
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引用次数: 0

摘要

目的。为了保持患者护理的质量,护士长面临着各种矛盾的问题,需要有能力管理两极分化,并关注指导行为,如探索情况,建立联盟,保持与护士的沟通。本研究旨在探讨职场极性管理教育干预对HNs教练行为的影响。设计。采用准实验(前-后测试)研究设计。方法。本研究在坦塔国际教学医院对12名护士和300名护士进行了研究,使用了三种工具:(1)极性管理知识问卷;(二)极性图评价观测清单;(三)护士对护士教练领导行为的感知问卷。使用的统计检验如下:Kolmogorov-Smirnov检验,所得结果在5%水平下判断显著性;边际齐性检验、重复测量方差分析、Wilcoxon符号秩检验和Friedman检验。该研究于2021年底至2022年初进行。教育干预包括3个环节:极性管理及其管理要点、极性图(稳定与变化)、护士长在极性管理中的角色及其对其指导领导行为的影响。HNs实践极性管理的能力根据分界点分为三个等级:高>75%,中等60-75%,低<60%。结果。干预前(66.7%)和(100%)护士长知识差和实践低,干预3个月后分别为58.3%和41.7%。干预前和干预后3个月,分别有70.0%和33.7%的护士认为护士长的辅导水平较低和中等。70.0%的在职护士报告在教育干预前注意到护士长的指导行为较低,但在教育干预后3个月,这一比例下降了一半。结论。对护士长实施职场极性管理教育干预与护士长对导师指导行为的感知显著相关。
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Effect of Head Nurses’ Workplace Polarity Management Educational Intervention on Their Coaching Behavior
Purpose. To maintain the quality of patients care, head nurses (HNs) are confronting various contradicting issues that require the ability to manage polarities and concern coaching behaviors as exploring situations, building alliances, and maintaining communication with nurses. This study aimed to explore the effect of HNs’ workplace polarity management educational intervention on their coaching behaviors. Design. A quasiexperimental (pre-posttest) research design was used. Method. This study was conducted at Tanta International Teaching Hospital, on 12 HNs and 300 nurses using three tools: (I) a polarity management knowledge questionnaire; (II) a polarity map evaluation observational checklist; and (III) a nurses’ perception of the HNs’ coaching leadership behaviors questionnaire. The statistical tests used were as follows: the Kolmogorov-Smirnov test, the significance of the obtained results was judged at the 5% level; the marginal homogeneity test, ANOVA with repeated measures, the Wilcoxon signed ranks test, and the Friedman test. The study was conducted between end of 2021 and beginning of 2022. The educational intervention included 3 sessions: polarity management and the keys to manage it, polarity map (stability versus change), and head nurses’ role in managing polarity and how it reflects on their coaching leadership behavior. HNs’ ability to practice polarity management was classified into levels according to cutoff points: high >75%, moderate 60–75%, and low <60%. Results. Before intervention (66.7%, 100%) of head nurses had poor knowledge and low practice that changed after 3 months of intervention to be 58.3% and 41.7%, respectively. Before and 3 months after the intervention (70.0%, 33.7%) of nurses perceived that head nurses had a low and a moderate level of coaching, respectively. 70.0% of working nurses reported that they noticed that head nurses' coaching behaviors were low before the educational intervention, but the percentage decreased by half three months after the educational intervention. Conclusion. Implementing the educational intervention for head nurses about workplace polarity management significantly correlated with the nurses’ perception of their HNs’ coaching behaviors.
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来源期刊
NURSING FORUM
NURSING FORUM NURSING-
CiteScore
4.90
自引率
4.20%
发文量
151
期刊介绍: Nursing Forum is a peer-reviewed quarterly journal that invites original manuscripts that explore, explicate or report issues, ideas, trends and innovations that shape the nursing profession. Research manuscripts should emphasize the implications rather than the methods or analysis. Quality improvement manuscripts should emphasize the outcomes and follow the SQUIRE Guidelines in creating the manuscript. Evidence-based manuscripts should emphasize the findings and implications for practice and follow PICOT format. Concept analysis manuscripts should emphasize the evidence for support of the concept and follow an accepted format for such analyses.
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