Displaying publications 1 - 20 of 60 in total

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  1. D'Souza B, Rao SS, Muthana CG, Bhageerathy R, Apuri N, Chandrasekaran V, et al.
    Health Informatics J, 2021 4 10;27(2):14604582211001426.
    PMID: 33832325 DOI: 10.1177/14604582211001426
    The nursing schedule generation is an important activity that takes a considerable amount of time for managers to prepare and amend. It involves the optimal allocation of nurses to shifts, factoring various constraints like shift timings, holidays, leaves, and emergencies. This paper provides the design and development details for an automated nurse scheduling system called "ROTA," implemented for a 2032 bed multi-specialty tertiary teaching hospital, having 1800 staff nurses and 98 wards. The system generates daily, weekly, monthly schedules, nurse face sheets, duty allocation charts, swapping schedules, and training details for nurses. The system improved managerial control and saved a considerable amount of time for nurses to prepare the schedule. A survey conducted to gauge the system's satisfaction level showed that 91% of nurses were satisfied with ROTA. Overall, the system saved 78% of nurse scheduling time, resulting in a 3% cost reduction for the hospital.
    Matched MeSH terms: Nursing Staff, Hospital*
  2. Suryani L, Perdani AL, Dioso RI, Hoon LS
    Enferm Clin, 2020 06;30 Suppl 5:221-223.
    PMID: 32713575 DOI: 10.1016/j.enfcli.2019.11.059
    OBJECTIVE: This study aimed was to describe related factors of nurse practice in preventing fall risk in an inpatient ward at X General Local Hospital.

    METHOD: A descriptive, analytical quantitative with a cross-sectional approach was used in this study. The total of 95 nurses agreed to participate by using random sampling. Data collection using a structured questionnaire and observational form. The statistical model with a chi-square analysis was used in this study.

    RESULTS: The result showed a correlation between knowledge and nurse practice with OR 3.257 (1.375-7.715; p=0.012), attitude and nurse practice with OR 4.286 (1.775-10.345; p=0.002) training and nurse practicewith OR value 5.455 (2.233-13.322; p=0.000).

    CONCLUSIONS: Local authority in the hospital must apply patient safety standards to reduce injury rates, both nurses and patients. Nurses need to follow the current trend of nursing science focusing on patient safety.

    Matched MeSH terms: Nursing Staff, Hospital*
  3. Nahasaram ST, Ramoo V, Lee WL
    J Nurs Manag, 2021 Sep;29(6):1848-1856.
    PMID: 33544403 DOI: 10.1111/jonm.13281
    AIM: To determine the occurrence, factors and outcome of missed nursing care from the perspective of Malaysian nurses.

    BACKGROUND: Missed nursing care is an important issue in the global health care sector. However, little is known on the extent of missed nursing care in the Malaysian context and its contributing factors.

    METHODS: A cross-sectional design was adopted for data collection using the MISSCARE Survey instrument. Participants comprised 364 nurses from medical and surgical wards of a large teaching hospital. Data were analysed using descriptive, binomial logistic and hierarchical regression analyses.

    RESULTS: The overall occurrence of missed nursing care was 1.88 (on a scale of 1.00-5.00), which differed across 24 nursing care elements. Basic nursing care and communication-related care were the most frequently missed elements. Types of ward and labour resources were identified as contributing factors to missed nursing care (p  .05).

    CONCLUSION: The occurrence of missed nursing care was noted to be low.

    IMPLICATIONS FOR NURSING MANAGEMENT: Practical strategies such as an acuity-based staffing system, close monitoring of rendered care and strengthening of teamwork are recommended to minimize missed nursing care.

    Matched MeSH terms: Nursing Staff, Hospital*
  4. Ohue T, Aryamuang S, Bourdeanu L, Church JN, Hassan H, Kownaklai J, et al.
    Nurs Open, 2021 09;8(5):2439-2451.
    PMID: 34310070 DOI: 10.1002/nop2.1002
    AIM: To examine factors of a hypothetical model related to stressors, burnout and turnover in nurses from developed and developing countries-Canada, Japan, the United States, Malaysia and Thailand.

    DESIGN: A cross-sectional questionnaire-based study.

    METHODS: Conducted between April 2016 and October 2017, the Maslach Burnout Inventory, Intention to Leave Scale, and Nursing Stress Scale collected data from acute care hospital nurses in Canada (n = 309), Japan (n = 319), Malaysia (n = 242), Thailand (n = 211) and the United States (n = 194).

    RESULTS: Compared to other countries, burnout "exhaustion" was the highest in Japan and "cynicism" and intention to leave the job were the highest in Malaysia. Thailand had lower burnouts and turnover than other countries and higher professional efficacy than Japan and Malaysia. In all countries, reducing stressors is important for reducing burnout and intention to leave jobs, especially as they relate to "lack of support."

    Matched MeSH terms: Nursing Staff, Hospital*
  5. Pahlevan Sharif S, Bolt EET, Ahadzadeh AS, Turner JJ, Sharif Nia H
    Nurs Open, 2021 11;8(6):3606-3615.
    PMID: 33979031 DOI: 10.1002/nop2.911
    AIM: The current study aims to examine the moderating role of psychological ownership in the process that translates organisational support into nurses' turnover intentions through job satisfaction.

    DESIGN: A cross-sectional research design was used to test the hypotheses.

    METHOD: Using a purposive sampling 341 self-completed survey data were collected from nurses working in two public hospitals in Iran. Structural equation modelling was used to analyse the data.

    RESULT: The research revealed that organisational support and job satisfaction were negatively related to a healthcare professionals' turnover intention. Moreover, job satisfaction mediated the negative relationship between organisational support and turnover intention. The research also revealed that psychological ownership strengthened the positive relationship between organisational support and job satisfaction.

    Matched MeSH terms: Nursing Staff, Hospital*
  6. Pahlevan Sharif S, She L, Liu L, Naghavi N, Lola GK, Sharif Nia H, et al.
    Nurs Open, 2023 Jan;10(1):123-134.
    PMID: 35906871 DOI: 10.1002/nop2.1286
    AIM: There has been growing concern about the nurses' turnover intention as well as life satisfaction during COVID-19 pandemic in Iran. The past research has provided evidence on the effect of organizational support on nurses' job satisfaction and turnover intention. However, little is known about the underlying mechanism behind these associations.

    DESIGN: A cross-sectional survey was undertaken.

    METHODS: An online survey was conducted in Iran from May to June 2020 through Google Docs Forms. In total, 305 nurses were participated and completed the online survey. Data were analysed using structural equation modelling through (AMOS). This study was checked with the STROBE checklist.

    RESULT: The results showed that nurses' perception of organizational support was positively related to their job satisfaction which in turn decreases the turnover intention. Likewise, the job satisfaction partially mediated the relationship between organizational support and nurses' life satisfaction.

    Matched MeSH terms: Nursing Staff, Hospital*
  7. Goh CF, Chen TL, Chien LY
    J Nurs Manag, 2020 Apr;28(3):577-585.
    PMID: 31958352 DOI: 10.1111/jonm.12959
    AIM: To develop a hospital-based nursing human capital model for Taiwan.

    BACKGROUND: Effective nursing management only becomes possible when nurse managers are able to manage and maintain the right equilibrium among human capital components.

    METHOD: We developed an analytic hierarchy process (AHP) model with 8 dimensions and 31 indicators based on extensive literature review and experts' perceptual assessment. We used expert and purposive sampling and invited 82 nursing professionals to rate the importance of these dimensions and indicators. The AHP process was performed to identify the weightage and prioritize the dimensions and indicators of the nursing human capital.

    RESULTS: Our analysis showed that, for nursing human capital, health was the most important factor (weight: 34.8%), followed by employee protection (20.4%), work attitude (13.7%), employee stability (10.8%), general nursing training (6.3%), competencies (5.8%), advanced nursing training (4.3%) and clinical nursing experience (3.9%).

    CONCLUSION AND IMPLICATION FOR NURSING MANAGEMENT: The model would be most useful for nurse administrators in long-range strategic management. Specifically, the model can be used as a reference to form a rating system to analyse nursing human capital. Health promotion programs and employee protection measures targeting nurses could improve nursing human capital in hospitals.

    Matched MeSH terms: Nursing Staff, Hospital/psychology; Nursing Staff, Hospital/standards*; Nursing Staff, Hospital/trends
  8. Mohamed Z, Newton JM, McKenna L
    Int Nurs Rev, 2014 Mar;61(1):124-30.
    PMID: 24512262 DOI: 10.1111/inr.12078
    The need to belong has been proposed as the most basic need for human psychological well-being. Lack of belongingness has been associated with stress, anxiety and lack of esteem. Social and psychological functioning in the workplace has been linked to nurses' interconnection with others and their perceptions of belongingness.
    Matched MeSH terms: Nursing Staff, Hospital/psychology*
  9. Syamsiah N, Rahma M, Hassan HC
    Enferm Clin, 2020 06;30 Suppl 5:196-201.
    PMID: 32713568 DOI: 10.1016/j.enfcli.2019.11.053
    OBJECTIVE: This study aims to determine the relationship of nurses' knowledge and attitudes with nurses' behavior in providing spiritual nursing care in the inpatient room at Citra Sari Husada Hospital, Karawang.

    METHOD: This study used an analytic descriptive design with a cross-sectional approach with a population of 115 and the sample used was 85 people. Data were collected by distributing questionnaires. Questionnaires were used assess about nurses' knowledge, nurses' attitudes, and nurses' behavior in providing spiritual nursing care.

    RESULTS: The results of bivariate analysis found a relationship between knowledge and behavior of nurses in the provision of spiritual nursing care with p value 0.010 (α=0.05). But there is no relationship between attitudes with nurses' behavior in providing spiritual nursing care with p value 1.000 (α=0.05).

    CONCLUSION: Nurses' knowledge of nursing care can influence nurses' behavior in providing spiritual nursing care to patients.

    Matched MeSH terms: Nursing Staff, Hospital*
  10. Bibi S, Rasmussen P, McLiesh P
    Int J Orthop Trauma Nurs, 2018 Aug;30:31-38.
    PMID: 29934253 DOI: 10.1016/j.ijotn.2018.05.002
    BACKGROUND: Nurses are involved in delivering care for patients following acute traumatic spinal cord injury throughout the entire care journey. An injury of this type is significant for the individual and their family and can be challenging for nurses delivering care for patients with life changing injuries, especially for nurses new to this setting. There is a lack of research that examines the experience of nurses caring for these patients in the acute setting.

    METHOD: A hermeneutic phenomenological approach was used to understand the experience of nurses caring for patients in the acute setting who had sustained a traumatic spinal injury with associated neurological deficit. Using the phenomenological approach guided by the insight of Gadamer and Max Van Manen, participants with a broad range of experience were recruited and interviewed. The responses were transcribed into a text and subjected to hermeneutic analysis. Burnard's (1991) 14-step process and the hermeneutic approach were used to interpret and understand the phenomenon of interest.

    CONCLUSION: The study highlights the experience and challenges of providing care to these individuals. Although patients had significant physical disabilities and were often dependent physically, the nurses' concerns were directed more towards fulfilling their psychological needs. Nurses identified grieving patients and felt their role was to provide realistic hope to motivate them. They felt an internal tension regarding desensitisation towards their patients, but this was often an internal protective mechanism to deal with the significance of the events surrounding these patients. Nurses new to this setting took time to learn the routines and manage the unique challenges effectively. Caring for these patients gave the nurses the opportunity to understand their patients and their families, and appreciate that both groups will fluctuate in their behavior throughout the acute process, as they adjust to grief and loss.

    Matched MeSH terms: Nursing Staff, Hospital*
  11. Ying LY, Ramoo V, Ling LW, Nahasaram ST, Lei CP, Leong LK, et al.
    Nurs Crit Care, 2021 11;26(6):432-440.
    PMID: 32929840 DOI: 10.1111/nicc.12551
    BACKGROUND: Retaining experienced critical care nurses (CCNs) remains a challenge for health care organizations. Nursing practice environment and resilience are both seen as modifiable factors in ameliorating the impact on CCNs' intention to leave and have not yet been explored in Malaysia.

    AIMS AND OBJECTIVES: To assess the association between perceived nursing practice environment, resilience, and intention to leave among CCNs and to determine the effect of resilience on intention to leave after controlling for other independent variables.

    DESIGN: This was a cross-sectional survey.

    METHODS: The universal sampling method was used to recruit nurses from adult and paediatric (including neonatal) critical care units of a large public university hospital in Malaysia. Descriptive analysis and χ2 and hierarchical logistic regression tests were used to analyse the data.

    RESULTS: A total of 229 CCNs completed the self-administrated questionnaire. Of the nurses, 76.4% perceived their practice environment as being favourable, 54.1% were moderately resilient, and only 20% were intending to leave. The logistic regression model explained 13.1% of variance in intention to leave and suggested that being single, an unfavourable practice environment, and increasing resilience were significant predictors of nurses' intention to leave.

    CONCLUSION: This study found that an unfavourable practice environment is a strong predictor of intention to leave; however, further exploration is needed to explain the higher likelihood of expressing intention to leave among CCNs when their resilience level increases.

    RELEVANCE TO CLINICAL PRACTICE: Looking into staff allocation and equality of workload assignments may improve the perception of the work environment and help minimize intention to leave among nurses.

    Matched MeSH terms: Nursing Staff, Hospital*
  12. Mat Rifin H, Danaee M
    Int J Environ Res Public Health, 2022 Aug 14;19(16).
    PMID: 36011652 DOI: 10.3390/ijerph191610017
    Employee turnover could affect the organisation's performance. Job dissatisfaction and burnout have been identified as factors influencing the intention to leave. Thus, this study aimed to determine the level of intent to leave, and predictors associated with intention to leave among medical researchers in Malaysia. A cross-sectional, stratified random sampling study was conducted among researchers in a research organisation under the Ministry of Health. Respondents answered an online questionnaire that included sociodemographic information, job dissatisfaction, burnout, and intention to leave. A total of 133 researchers participated. More than one-third (41.4%) of the researchers had a moderate and high level of intention to leave. Burnout and job dissatisfaction were identified as significant predictors. Burnout was noted to have a positive relationship with the intent to leave (β = 0.289, 95% CI (B): 0.287, 1.096). Meanwhile, job satisfaction was found to have a negative relationship with the intention to leave (β = -0.348, 95% CI (B): -0.768, -0.273). Burnout among researchers is quite worrisome as more than two-thirds of the researchers experienced moderate to high burnout. Reducing burnout and job dissatisfaction would increase work performance and produce high-quality research output, hence decreasing the turnover rate.
    Matched MeSH terms: Nursing Staff, Hospital*
  13. Alzoubi MM, Ks H, Am R, Al-Zoubi KM, Al-Mugheed K, Alsenany SA, et al.
    Medicine (Baltimore), 2023 Oct 06;102(40):e35390.
    PMID: 37800832 DOI: 10.1097/MD.0000000000035390
    BACKGROUND: The purpose of this study is to design, implement, and evaluate the impact of a total quality management intervention on job performance and commitment among Jordanian nurses working in government hospitals.

    METHODS: A quasi-experimental multiple time series was conducted starting in September 2017 and ending in June 2018. 140 nurses were sampled using the proportionate stratified random sampling technique; 132 were completed the study 67 the intervention group, while 65 in the control group.

    RESULTS: There were no significant differences in nurses' job performance or commitment between the 2 groups (control and intervention). A repeated measure MANOVA test for both groups revealed that the interaction between group and time was statistically significant (F (4, 127) = 144.841; P = .001; Wilk's Λ = 0.180; η2 = .820), indicating that groups had a significantly different pattern of job performance and commitment over time. A repeated test The MANCOVA test for both groups across time revealed significant differences in nurses' job performance and nurses' commitment at a less than 0.05 significance level (F (2127) = 320.724; P = .001; Wilk's Λ = 0.165; η2 = 0.835), and the overall effect of time was significant for all dependent variables (F (4125) = 36.879; P = .001; Wilk's Λ = 0.459; η2 = 0.541).

    CONCLUSION: The educational intervention was effective in improving nursing job performance among the study sample. The improved commitment of respondents in the intervention group was attributed to the improvement in job performance.

    Matched MeSH terms: Nursing Staff, Hospital*
  14. Nasurdin AM, Tan CL, Khan SN
    Asia Pac J Public Health, 2020 11;32(8):430-435.
    PMID: 33084355 DOI: 10.1177/1010539520965026
    Motivation is exceptionally crucial in influencing the quality of health care work outcomes. In view of the mounting challenges and stressful work environment faced by nurses, social support has been identified as an essential resource that helps promote their work motivation. The central aim of this study is to explore three forms of social support (perceived organizational support, perceived supervisory support, and perceived peer support) on nurses' motivation. Cross-sectional data were collected via questionnaires from a sample of 354 nurses working in Malaysian public hospitals. The hypothesized model was tested using partial least squares method. Our results disclosed that all forms of social support have positive effects on motivation.
    Matched MeSH terms: Nursing Staff, Hospital/psychology*; Nursing Staff, Hospital/statistics & numerical data
  15. Eskandari F, Abdullah KL, Zainal NZ, Wong LP
    J Clin Nurs, 2017 Dec;26(23-24):4479-4488.
    PMID: 28233363 DOI: 10.1111/jocn.13778
    AIMS AND OBJECTIVES: To investigate the knowledge, attitude, intention and practice of nurses towards physical restraint and factors influencing these variables.

    BACKGROUND: A literature review showed a lack of studies focused on the intention of nurses regarding physical restraint throughout the world. Considering that very little research on physical restraint use has been carried out in Malaysia, assessment of nurses' knowledge, attitude, intention and practice is necessary before developing a minimising programme in hospitals.

    DESIGN: A cross-sectional study was used.

    METHODS: A questionnaire to assess the knowledge, attitude, intention and practice was completed by all nurses (n = 309) in twelve wards of a teaching hospital in Kuala Lumpur.

    RESULTS: Moderate knowledge and attitude with strong intention to use physical restraint were found among the nurses. Less than half of nurses considered alternatives to physical restraint and most of them did not understand the reasons for the physical restraint. Nurses' academic qualification, read any information source during past year and nurses' work unit showed a significant association with nurses' knowledge. Multiple linear regression analysis found knowledge, attitude and intention were significantly associated with nurses' practice to use physical restraint.

    CONCLUSION: This study showed some important misunderstandings of nurses about using physical restraint and strong intention regarding using physical restraint. Findings of this study serve as a supporting reason for importance of educating nurses about the use of physical restraint.

    RELEVANCE TO CLINICAL PRACTICE: Exploring the knowledge, attitude, intention and current practice of nurses towards physical restraint is important so that an effective strategy can be formulated to minimise the use of physical restraints in hospitals.

    Matched MeSH terms: Nursing Staff, Hospital/education*; Nursing Staff, Hospital/psychology
  16. Musa Mb, Harun-Or-Rashid MD, Sakamoto J
    BMC Med Ethics, 2011;12:23.
    PMID: 22085735 DOI: 10.1186/1472-6939-12-23
    Nurse managers have the burden of experiencing frequent ethical issues related to both their managerial and nursing care duties, according to previous international studies. However, no such study was published in Malaysia. The purpose of this study was to explore nurse managers' experience with ethical issues in six government hospitals in Malaysia including learning about the way they dealt with the issues.
    Matched MeSH terms: Nursing Staff, Hospital/organization & administration; Nursing Staff, Hospital/ethics
  17. Kazemipour F, Mohd Amin S
    J Nurs Manag, 2012 Dec;20(8):1039-48.
    PMID: 23151106 DOI: 10.1111/jonm.12025
    AIM: To investigate the relationship between workplace spirituality dimensions and organisational citizenship behaviour (OCB) among nurses through the mediating effect of affective organisational commitment.
    BACKGROUND: Nurses' OCB has been considered recently to improve the quality of services to patients and subsequently, their performance. As an influential attitude, affective organisational commitment has been recognized to influence OCB, and ultimately, organisational performance. Meanwhile, workplace spirituality is introduced as a new organisational behaviour concept to increase affective commitment influencing employees' OCB.
    METHODS: The cross-sectional study and the respective data were collected with a questionnaire-based survey. The questionnaires were distributed to 305 nurses employed in four public and general Iranian hospitals. To analyse the data, descriptive statistics, Pearson coefficient, simple regression, multiple regression and path analyses were also conducted.
    RESULTS: The results indicated that workplace spirituality dimensions including meaningful work, a sense of community and an alignment with organisational values have a significant positive relationship with OCB. Moreover, affective organisational commitment mediated the impact of workplace spirituality on OCB.
    CONCLUSION: The concept of workplace spirituality through its dimensions predicts nurses' OCB, and affective organisational commitment partially mediated the relationship between workplace spirituality and OCB.
    IMPLICATIONS FOR NURSING MANAGEMENT:
    Nurses' managers should consider the potentially positive influence of workplace spirituality on OCB and affective commitment among their nurses. With any plan to increase workplace spirituality, the respective managers can improve nurses' performance and would be of considerable importance in the healthcare system.
    Matched MeSH terms: Nursing Staff, Hospital/organization & administration*; Nursing Staff, Hospital/psychology
  18. Naing L, Nordin R, Musa R
    PMID: 11944730
    Increasing risk of HIV infections among health care workers has been a continuing concern. The study was designed to identify the compliance of glove utilization, and factors related to non-compliance. A sample of 150 staff nurses were recruited from the study population of 550 nurses in Hospital Universiti Sains Malaysia. Data were collected by using a structured self-administered questionnaires. The response rate was 98.4%. The study revealed a low compliance (13.5%) of glove utilization (for all 9 procedures), which varied among different procedures (27-97%). Younger nurses and those with shorter duration of working experience had better knowledge of Universal Precautions. Nurses in intensive care unit and operation theatre were better in both knowledge and compliance of glove utilization. The three commonest misconceptions were identified as "selective use of gloves for high risk groups and suspected cases", and "tendency to depend on HIV prevalence". Nurses reported practical problems including administrative and personal related such as "stock irregularity" (46%), "glove not available at the emergency sites" (44%), and "reduction of tactile sensation" (39%). It was concluded that poor knowledge and practical problems were possible responsible factors for the low compliance. A good training for nurses comprising principle and practice of Universal Precautions, updated knowledge of blood and body fluid borne infections and risk and its management, will probably improve the compliance.
    Matched MeSH terms: Nursing Staff, Hospital/psychology*; Nursing Staff, Hospital/statistics & numerical data
  19. Foo ML, Tang LY, Vimala R, Chui PL, Chong MC
    J Contin Educ Nurs, 2017 Aug 01;48(8):347-352.
    PMID: 28759691 DOI: 10.3928/00220124-20170712-05
    BACKGROUND: Because nurses need to handle a broad range of issues related to patients' health status, it is necessary to make reliable and sound clinical judgments for professional accountability and the patients' safety.

    METHOD: A quasi-experimental pre- and posttest design with a control group was used to study the effectiveness of an educational intervention on the clinical judgment skills of 80 RNs from two district hospitals. The change in clinical judgment skills during a 6-week period was evaluated using a complex case-based scenario after the completion of the educational intervention.

    RESULTS: The mean scores of clinical judgment skills of the experimental group had significantly improved from 24.15 ± 6.92 to 47.38 ± 7.20. (p < .001). However, only a slight change was seen in mean scores for the control group (23.80 ± 5.77 to 26.50 ± 6.53).

    CONCLUSION: The educational intervention was effective postintervention. Continuing nursing education using a traditional and case-based method is recommended to improve clinical judgment skills in clinical settings. J Contin Educ Nurs. 2017;48(8):347-352.

    Matched MeSH terms: Nursing Staff, Hospital/education*; Nursing Staff, Hospital/statistics & numerical data*
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