Nursing competency and organizational climate as perceived by staff nurses in a Chinese university hospital

2007 ◽  
Vol 9 (3) ◽  
pp. 221-227 ◽  
Author(s):  
Liu Ying ◽  
Wipada Kunaviktikul ◽  
Ouyporn Tonmukayakal
Keyword(s):  
Organizational Climate ◽  
Staff Nurses ◽  
University Hospital ◽  
Chinese University

scholarly journals Authentic leadership and behavioral integrity as drivers of staff nurses' commitment and work engagement

2021 ◽  
Vol 11 (6) ◽  
pp. 26
Author(s):  
Amal Refaat Gab Allah ◽  
Rehab Abd Allah Nassar
Keyword(s):  
Organizational Commitment ◽  
Work Engagement ◽  
Authentic Leadership ◽  
Significant Positive Correlation ◽  
Staff Nurses ◽  
University Hospital ◽  
Binary Logistic Regression Analysis ◽  
Affective Organizational Commitment ◽  
Behavioral Integrity ◽  
Positive Correlation

Background and aim: Authentic leadership is relatively a new paradigm that emphasizes leaders' credibility. It can serve the healthcare organization to build an organizational culture that reinforces the healthcare worker in being committed and engaged in work. This study aimed to examine the effect of authentic leadership on staff nurses' affective organizational commitment and work engagement through examining the mediating role of behavioral integrity.Methods: Study design: A descriptive correlational design was used in conducting this study. Setting: The study was conducted at two different hospitals, namely Menoufia University Hospital, and National Liver Institution, Egypt. Sampling: A Convenience sampling of two groups were selected; 64 front-line nurse managers and 320 staff nurses. Tools: Four instruments were used for collecting data; authentic leadership questionnaire, behavioral integrity scale, affective organizational commitment questionnaire, and Utrecht work engagement scale. Spearman correlation (r) and binary logistic regression analysis were used to achieve the study aim.Results: Total behavioral integrity (BI) score was significantly correlated with total authentic leadership (AL) and two of its subscales (internalized moral perspective and balanced processing). Moreover, a significant positive correlation was revealed between the enactment of espoused values at one hand and total authentic leadership and its subscales except for self-awareness. Correlation analysis between BI and organizational commitment revealed a significant positive correlation between the two variables. A significant positive correlation was also found between the BI total and its subscales with work engagement total and its subscales.Conclusions: This study supported the proposition that the relationship between authentic leadership and positive nurses’ outcomes including affective commitment and work engagement is mediated by behavioral integrity.

scholarly journals Applying a balanced score card approach and Multi-Rater feedback strategy to shift from appraising to managing head nurses’ performance at general surgical units-Main Mansoura University Hospital-Egypt

2017 ◽  
Vol 7 (8) ◽  
pp. 119 ◽  
Author(s):  
Nervana Abdel-Rahman Gheith
Keyword(s):  
Performance Appraisal ◽  
Staff Nurses ◽  
University Hospital ◽  
Balanced Score Card ◽  
Nursing Administration ◽  
Feedback Strategy ◽  
Personnel Decisions ◽  
Score Card ◽  
Surgical Units ◽  
Significant Difference

Background and objective: Traditionally, performance appraisal is used to measure behaviors, procedures or actions taken as in head nurse performance plans. Applying balanced score card measures at the nursing administration department level with participating the findings with all nursing staff and patients will help administrators to get all information needed to match head nurses performance plans with nursing administration department as well as hospital goals which help in drawing full shape of performance. The objective was to apply balanced scorecard approach with 360-degree feedback strategy to shift from appraising to managing head nurses’ performance at general surgical units -Main Mansoura University Hospital-Egypt.Methods: Subjects: All supervisors (n = 12), head nurses (n = 10), staff nurses (n = 96) working in general surgical units and all available patients admitted to these units at the time of study (n = 113) were included. Tools: Eight tools that were used for data collection involved feedback questionnaires for patients, head nurses, staff nurses and supervisors, observational checklist, activity analysis checklist, auditing performance appraisal form, and auditing personnel decisions form.Results: There was a statistically significant difference between head nurses, staff nurses and supervisors’ perspectives from one side and among patients’ perspectives from the other side regarding the performance of head nurses’ in general surgical units. In addition, nearly of third of head nurses’ time spent in unclassified activities. However, none of personnel decisions depended on performance appraisal outcomes.Conclusions: The results of the present study indicated that the methods used to measure head nurses’ performance in general surgical units at Main Mansoura University Hospital were not integrated or depend on clear work standards to develop and improve the performance of Head Nurses (HNs). 

scholarly journals A prospective study of the use of antibiotics in the Emergency Department of a Chinese University Hospital

2017 ◽  
Vol 25 (1) ◽  
pp. 89-92 ◽  
Author(s):  
Linan Zeng ◽  
Die Hu ◽  
Imti Choonara ◽  
Dezhi Mu ◽  
Lingli Zhang ◽  
...  
Keyword(s):  
Emergency Department ◽  
Prospective Study ◽  
University Hospital ◽  
Chinese University ◽  
A Prospective Study

Coexistence of blaOXA-23 with armA in quinolone-resistant Acinetobacter baumannii from a Chinese university hospital

2016 ◽  
Vol 84 (3) ◽  
pp. 230-231 ◽  
Author(s):  
Min Shen ◽  
Guangxin Luan ◽  
Yanhong Wang ◽  
Yaowen Chang ◽  
Chi Zhang ◽  
...  
Keyword(s):  
Acinetobacter Baumannii ◽  
University Hospital ◽  
Chinese University

scholarly journals Clima Organizacional em uma Unidade de Terapia Intensiva: percepções da equipe de enfermagem

2021 ◽  
Vol 20 (2) ◽  
pp. 390-425
Author(s):  
Flávia Barreto Tavares Chiavone ◽  
Claúdia Cristiane Filgueira Martins Rodrigues ◽  
Larissa De Lima Ferreira ◽  
Pétala Tuani Candido de Oliveira Salvador ◽  
Manaces Dos Santos Bezerril ◽  
...  
Keyword(s):  
Intensive Care Unit ◽  
Intensive Care ◽  
Organizational Climate ◽  
Cross Sectional Study ◽  
University Hospital ◽  
Bivariate Analysis ◽  
Cross Sectional ◽  
Nursing Team ◽  
Terapia Intensiva ◽  
Nursing Professionals

Objetivo: Medir el clima organizacional del equipo de enfermería en la unidad de cuidados intensivos. Método: Este es un estudio transversal, con enfoque cuantitativo, desarrollado en una unidad de cuidados intensivos de un hospital universitario en el noreste de Brasil. La recolección de datos se realizó en 2016, con la participación de 30 profesionales de enfermería. Se realizó el análisis de datos a partir de estadística descriptiva y análisis de datos bivariados. Resultados: Se encontró que los profesionales de enfermería perciben un clima organizacional bajo en el sector en que trabajan y el desarrollo profesional y los beneficios fueron el factor considerado más bajo entre los trabajadores. El análisis bivariado infiere significativamente que los profesionales que tienen hijos tienen una baja percepción del clima organizacional. Conclusión: La percepción del clima organizacional del equipo de enfermería investigado es baja. Objective: To measure the organizational climate of the nursing team in the intensive care unit. Method: This is a cross-sectional study, with a quantitative approach, developed in the intensive care unit of a university hospital in the Northeast of Brazil. Data collection was carried out in 2016, with the participation of 30 nursing professionals. Data analysis was carried out using descriptive statistics and a bivariate analysis of data. Results: It was found that nursing professionals perceive a low organizational climate score in the sector they work. The professional Development and the benefits were considered the lowest factor by the workers. The bivariate analysis significantly infers that the professionals who have children have a low perception of the organizational climate. Conclusion: The nursing team investigated is perceives the score of the organizational climate to be low. Objetivo: Mensurar o clima organizacional da equipe enfermagem na unidade de terapia intensiva. Método: trata-se de um estudo transversal, de abordagem quantitativa, desenvolvida em uma unidade de terapia intensiva em um hospital universitário no nordeste do Brasil. A coleta de dados foi realizada em 2016, com a participação de 30 profissionais de enfermagem. A análise dos dados se deu por estatística descritiva e análise bivariada dos dados. Resultados: Verificou-se que os profissionais de enfermagem percebem um baixo clima organizacional no setor que atuam e o Desenvolvimento profissional e benefícios foi o fator considerado mais baixo entre os trabalhadores. A análise bivariada infere de maneira significativa que os profissionais que possuem filhos têm uma baixa percepção do clima organizacional. Conclusão: A percepção do clima organizacional da equipe de enfermagem investigada é baixa.

Sign in / Sign up

Export Citation Format

Share Document