Communication Problems and Expectations Between Nurses and Patients: A Qualitative Study

Aim: The aim of this research is to determine the ways of communication between nurses and patients, the relevant problems, and expectations. Method: The research was carried out within the scope of qualitative research model and using the case study design. Observation and semi-structured interview methods were used in the study. In this context, interviews and observations were made with five nurses working in a university hospital clinic and five inpatients in December 2019. In the analysis of qualitative data obtained from observations and interviews, themes were created using the content analysis method. Results: The research was presented as findings on semi-structured interviews and observations together with introductory features. Findings obtained as a result of the interviews were analyzed as two main themes, three subthemes and codes under each subtheme. Conclusion: To establish a better communication as a result of the research; significant findings were obtained related to the issues of establishing mutual empathy, increasing the level of education, taking patient complaints seriously, increasing the number of employees by improving the technological equipment of institutions, ensuring coordination by creating an atmosphere of trust, nurses’ doing their job lovingly, gaining therapeutic communication skills, and especially explaining medical terms in a comprehensible manner.

Validity and Reliability of The Turkish Version of The Solid Waste Management Scale in Health Institutions

Aim: This research was conducted with the aim to determine the validity and reliability of the Turkish version of the Solid Waste Management Scale in health institutions. Method: The study population consisted of nurses working in two different hospitals (918 + 939 = 1857 nurses). The samples were selected from the universe using the improbable sampling method. The data were collected by a Personal Information Form and the Solid Waste Management Scale in Healthcare Institutions. The data were analyzed based on the computations of descriptive statistics including mean, standard deviation, frequencies, percentages, Cronbach’s alpha reliability coefficient, Pearson Product Moments Correlation, Factor Analysis, Bartlett’s Test, and Kaiser-Meyer-Olkin Test. Results: The content validity index of the scale was found to be 0.98. The Cronbach’s alpha reliability coefficients of the scale ranged between 0.59, and 0.73, while the item factor loads between 0.31, and 0.94, and the item-total correlation values between 0.21, and 0.77. The factorial structure of the scale was confirmed as a result of the Exploratory and Confirmatory Factor Analyses. Conclusion: The Turkish version of the Solid Waste Management Scale in Health Institutions showed that it is a valid and reliable tool for determining the level of knowledge and attitudes of nurses working in health institutions about solid waste management. This scale, whose validity and reliability has been tested, can be used to determine the attitudes and knowledge levels of nurses working in health institutions on solid waste management.

Examining the Relationship Between Organizational Cynicism and Organizational Commitment Levels of Nurses

Aim: This research was conducted to determine the relationship between organizational cynicism and organizational commitment of the nurses Method: This study was conducted in a descriptive -correlational design. “Personal Information Form, Organizational Cynicism Scale (OCS) and Organizational Commitment Questionnaire (OCQ)” were used as the data collection tools. The research was conducted by the researcher by applying a questionnaire to 280 nurses working in state hospitals. Data were analysed using SPSS 23.0 package program, independent Student’s t-test, One-Way ANOVA, Mann- Whitney U, Kruskal- Wallis, Pearson and Spearman correlation tests. Results: It was determined that there was a significant difference as a result of the comparisons made with the variables of nurses’ feeling comfortable in their workplaces, the unit in which they were working and their feeling of belonging to their workplace (p<,05). The mean total score of the Organizational Cynicism scale was 37.98±10.71, and the Organizational Commitment scale was 52.60±8.40. A relationship was determined between the organizational cynicism scale total score and affective, continuance and normative commitment subdimensiions in the organizational commitment scale. Conclusion: The results of the study revealed that nurses who were feeling comfortable in their workplaces and had feeling of belonging to their workplaces had lower levels of organizational cynicism, while nurses who were working in the intensive care units had higher levels of organizational cynicism. The organizational commitment levels of the nurses working in the operating room, feeling comfortable in their workplaces, and feeling of belonging to their workplaces were relatively higher. A negative relationship was found between the organizational cynicism scale total score and affective and continuance commitment subscales. On the other hand, a weak positive relationship was found between the organizational cynicism scale total score and normative commitment.

Job Stress in Mananger Nurses, Satisfaction with Working as Managers and Intention to Leave

Aim: This study was carried out to examine the job stress, job satisfaction and intention to leave the institution of the manager nurses. Method: This descriptive study was carried out with the participation of 100 manager nurses working in six different hospitals in a city center between June and July 2019. Data were collected using the Personal Information Form and the Perceived Job Stress Level Scale. “SPSS 20.0” statistical package program was used in the analysis of the data. Number, Percentage, Man Whitney-U, Kruskal Wallis, Cronbach Alpha Coefficient analysis methods were used in the evaluation of the data. Results: The mean job stress level score of the manager nurses participating in the study was found to be 2.40±0.51. It was determined that 48% of the manager nurses were satisfied with working as executive nurses and 72% of them did not consider leaving the institution. It was determined that the job stress levels of the manager nurses differed according to their satisfaction with working as a manager nurse and their intention to leave the institution (p<.005). Conclusion: It was found that the job stress levels of manager nurses were the most favorable stress level in terms of “D” group health and productivity, and those who had the intention of leaving the institution and who were not satisfied with working as manager nurses had higher job stress.

Cyberslacking Behaviors in Healthcare Professionals

Together with the use of the internet in working life, the communication activities of organizations and the services they provide have become more productive and faster. However, problems such as the use of the internet by employees for their special purposes outside work have also emerged. This condition is defined as cyberslacking behavior in the literature, which indicates personal use of the internet by employees outside their tasks in the workplace environment. Since the sensitivity and attention to be showed by medical personnel will directly affect human health when providing healthcare services, it is necessary to put emphasis on cyberslacking behavior of healthcare professionals, especially nurses who maintain the care of patients full time. Studies investigating cyberslacking behavior in health sector are not adequate in number. This study has compiled the results of studies giving information about cyberslacking behavior in healthcare professionals.

The Relationship Between Leadership Orientations and Learning Styles of Nursing Students

Aim: This research was conducted to determine the relationship between leadership orientations and learning styles of nursing students. Method: The study was a descriptive, and correlational research. The data were obtained from 140 students in the nursing department of an university who were volunteered to participate in the study. Personal Information Form, Leadership Orientation Scale and Kolb’s Learning Styles Inventory were used to collect data. The data were analyzed using descriptive statistics involving numerical values, percentages, mean and standard deviation, and Pearson correlation tests. Results: The nursing students obtained the highest scores in the human resources leadership and the lowest scores in the political leadership domain. It was determined that most of the students had diverger (38.6%) and assimilator (26.4%) type learning styles. A positive, significant and moderate relationship between students’ leadership orientations and learning styles was determined (r> 0.30, p <0.01). Conclusion: Results indicate that in order to prepare nursing students as leaders of the future, during arrangement of nursing training programs all learning styles including the learning styles of students have to be taken into account.

The Effect of Nurses’ Individual, Professional and Work Environment Characteristics on Their Perception of Quality of Nursing Care

Aim: The aim of this study is to examine the effect of nurses’ individual, professional and work environment characteristics on their perceptions of quality of care. Method: This cross-sectional study was conducted in a university hospital where 400 nurses were employed, and conducted with 154 nurses who have been working in this hospital for at least one year and volunteered to participate in the study. The data were collected with an online questionnaire consisting of three parts. The survey form contained questions about the personal, professional characteristics, and workplace environment of the nurses, and their satisfaction levels about their perceptions of quality of nursing care, the Practice Environment Scale of the Nursing Work Index. Descriptive statistics and logistic regression analysis were used in data analysis. Results: Nurses rated their perceptions of quality of nursing care (mean score: 7.53±1.85; range: 0-10). The mean score of nursing work environment scale was 2.77±0.54. In the logistic regression analysis, it was determined that nurses’ perception of quality of nursing care was affected by “provision of necessary funding sources for quality of nursing care, competency level, staffing and resource adequacy total professional experience, nurse participation in hospital affairs (Nagelkerke R2=58%, p<.05). Conclusion: The nurses’ perception of the quality of care is closely related with nursing work environment in the hospital, their perceived self-competence and duration of their professional experience. Support provided by the managers about participation in management processes, providing opportunities for employees to develop their competencies, as well as providing adequate human and other resources in the working environment, will contribute and increase the quality of care.