Abusive supervision and turnover intention: Mediating effects of psychological empowerment of nurses

Objective: This study aims to determine the mediating effects of psychological empowerment on abusive supervision and turnover intention as perceived by nurses to provide information to change the status of nurse turnover.Methods: A cross-sectional survey (a questionnaire examining perceptions of abusive supervision,measurement of psychological empowerment,and questionnaire for turnover intention) was used to collect data.A total of 1127 clinical nurses,who were recruited through convenience sampling,participated in the survey.Results: Nurses' average perceived abusive supervision,psychological empowerment,and turnover intention scores were 1.62 ± 0.95,3.24 ± 0.83,and 14.17 ± 3.78,respectively.Psychological empowerment was found to mediate the relationship between abusive supervision and turnover intention (P< 0.01).Turnover intention tends to be stronger and psychological empowerment reduced when nurse managers adopt an abusive leadership style.Conclusions: Nurses' psychological empowerment is an intermediary variable that predicts the relationship between abusive supervision and turnover intention.Nurse managers should manage abusive supervision to increase nurses' psychological empowerment and decrease turnover intention.

A study of the relationship between nurses'experience,structural empowerment,and attitudes toward computer use

Objective:This study examined the relationship between structural empowerment and nurses’experience and attitudes toward computer use.Methods:This study was conducted using a cross-sectional quantitative design.A total of 184 registered nurses from four hospitals in Jordan participated in the current study.Data were collected using a demographics questionnaire,the Conditions for Work Effectiveness Questionnaire-II(CWEQ-II),and the Pretest for Attitudes toward Computers in Healthcare(PATCH).Results:The median of experience in years among nurses was 5.0,ranging from one to 26 years.The mean score for the attitudes toward computer use was 61.90±11.38.Almost half of the participants,45.11%,were in the category of“feel comfortable using user-friendly computers.”The participants’mean average of the total structural empowerment was 12.40±2.43,and the values for its four subscales were:opportunity 3.57±0.87,resources 2.83±0.85,information 3.06±0.79,and support 2.95±0.86.The frequencies analysis revealed that most participants had a moderate level of empowerment(n¼127,69.02%).The bivariate correlation between nurses’experience and attitudes toward computer use was significant(r¼0.17,P<0.05).The relationship between the total structural empowerment score and attitudes toward computer use was positive but weak(r¼0.20,P<0.01).Conclusion:The results indicated that more experienced nurses are more reluctant toward computer use.However,creating an empowering work environment can facilitate nurses’attitudes toward computer use.

Gender and managerial competence:a comparison of male and female first-line nurse managers in Indonesia

Objective:First-line nurse managers are more likely to work according to gender beliefs and stereotypes,which may affect their managerial competence.This study is aimed at comparing managerial competence of male and female first-line nurse managers in public hospitals in Indonesia.Methods:This study employed a descriptive comparative approach with a cross-sectional survey with a total of 256 participants selected from 18 public hospitals.To measure managerial competence,the managerial competence scale for Indonesian first-line nurse managers was used.Data were analyzed using descriptive analyses using mean,standard deviation,and Independent t-test.Results:Managerial competence of male and female first-line nurse managers was not significantly different(P=0.555).Female nurse managers descriptively reported/received higher ranking in facilitating spiritual nursing care,managing self,staffing and professional development,utilizing informatics,and applying quality care improvement.Male nurse managers repor ted higher in leadership and financial management.Conclusions:Female and male first-line nurse managers should be treated equally for leadership and managerial development.

The challenges that head nurses confront on financial management today:A qualitative study

Aim: To explore challenges that Chinese head nurses confront on financial management from the perspective of different levels of nursing and non-nursing managers and to provide contemporary nurse managers with suitable supports.Methods: Eighteen nursing leaders in different levels were divided into two groups: Junior Leadership Group (head nurses) and Senior Leadership Group (nurse coordinator, nurse executive, and vice-president of the hospital). All the subjects were invited to participate in a semi-structured interview. The interviews were audio-taped and transcribed, and data were analyzed using a comparative content approach. Results: The four following challenges that head nurses confront on financial management practice were identified from the research findings: 1) lack of intrinsic motivation;2) insufficient training and edu-cation on financial management and nursing economics;3) desires for cross-uniting communication and cooperation;4) insufficient reference managerial tool. Conclusions: The confusion confronted by head nurses in Changsha include three aspects: managerial roles, managerial training, and managerial tools. Cooperative management model, evidence-based management training, and data-driven tools will contribute to improving the financial management capacity of nurse managers.

Nursing administration in the geriatric department in the epidemic of COVID‑19

In order to strengthen the prevention and management in the geriatric department during the pandemic of COVID‑19 and to explore how to implement nursing measures to control the spread of COVID‑19 to elderly patients,our geriatric department established a leading group for epidemic prevention to train the medical staffs,the patients and caregivers and implemented a set of measures such as controlling the source of infection,cutting off the transmission route,and rehabilitation nursing of Chinese medicine,thus achieved zero infection of medical staff and elderly patients.

Methodology for Developing a Nursing Administration Analysis System

Nursing administration requires a large volume of wide-ranging information, and nurse administrators are limited in their ability to compile and analyze information for nursing administration. The purpose of this study is to create methodology for developing a nursing administration analysis system to aid nurse administrators in performing outcome analysis. In this methodology, information required for nursing administration in the PSYCHOMS? (Psychiatric Outcome Management System, registered trademark) database is analyzed according to the individual needs of nurse administrators. It features a combination of a classification method and an extraction method for obtaining quantitative and qualitative data as information required for nursing administration, and enables nurse administrators to easily obtain analysis results that they directly need. This methodology converts the time required nurse administrators to collect and organize information into time for making considerations in order to devise strategies for improving the quality of nursing care services, and can improve the quality and efficiency of nursing administration. This may lead to an increase of the quality of nursing care services at psychiatric hospitals. This methodology is highly versatile as it can be applied in information management, not only for nursing, but for the entire psychiatric hospital.

Reliability Verification and Practical Effectiveness Evaluation of the Nursing Administration Analysis Formulae Based on PSYCHOMS^(■)

In psychiatric hospitals, the ratios between patients versus physician and patients versus nurse are low as compared to those in general hospitals. Furthermore, usages of electronic medical records are also low so that nurse administrators are limited in their ability to compile, analyze, and generate patient care staffing information for their administrative use. Psychiatric nurse administrators anticipate the development of a nursing administration analysis system that could perform personnel data simulation, manage information on nursing staff, and manage ward/ practice operations. Responding to this situation, the authors developed a nursing administration analysis system utilizing formulae from the Psychiatric Outcome Management System, PSYCHOMS&reg;to aid nurse administrators. Such formulae are awaiting patent approval. The purpose of this study was to examine the validity of the formulae and the Structured Query Language (SQL) statement, and its practical effectiveness of analyzing data. The study findings showed that two kinds of computation expressions—a classification and extraction were able to display required information desired by nurse administrators. Moreover, significant information critical to assigning staff was validated to ensure high quality of nursing care according to the function and characteristic of the hospital ward.

Succession Plan for Nursing Academic Program Administrators

Leadership succession in nursing academic programs poses a significant challenge, primarily due to the limited availability of professionals with the competencies required for effective leadership [1]. This study aims to address this gap by investigating the critical factors in succession planning for nursing program administrators. The research objectives include identifying the competencies necessary for academic administrators, assessing the experience of current administrators, and developing a comprehensive succession plan framework. The research uses qualitative methods, including literature review, interviews with nursing administrators, and analysis of existing succession models. Results highlight the importance of integrating strategic planning into succession processes to ensure smooth transitions and organizational stability. Conclusions suggest that a formalized succession plan, incorporating mentorship and leadership development, can mitigate leadership gaps in nursing academia [2].

Contingency management strategies of the Nursing Department in centralized rescue of patients with coronavirus disease 2019

Objectives:This article aims to summarize a series of contingency management strategies of the Nursing Department in the centralized treatment of patients with coronavirus disease 2019(COVID-19).Methods:The strategies of the Nursing Department included an early warning for prevention and control,taking functions of vertically commanding and horizontally coordinating,and reasonably allocating nursing workforce,to facilitate centralized treatment work in the in-hospital fever clinic,isolation wards and ICU,and referral and admission of critical patients.Five special groups were established in charge of training and examination,management and supervision,psychological support,logistical support,and reporting and publicity,respectively.Results:It was achieved that no deaths from critical patients and no medical staff,no other patients were infected.Conclusion:Through the implementation of these strategies,safe and efficient centralized treatment was ensured timely,orderly and sustainably.

Reliability and validation of the Arabic version of the Conditions for Workplace Effectiveness Questionnaire-Ⅱ

Objective:This study aimed to examine the psychometric properties of the Conditions for Workplace Effectiveness Questionnaire-Ⅱ-Arabic Version(CWEQ-Ⅱ-AV),which measures structural empowerment among nurses.To enhance the usability and credibility of the CWEQ-Ⅱ among researchers within Arabicspeaking countries,a valid and reliable Arabic version of the measure is necessary.Methods:A cross-sectional research design was used.From December 2018 to June 2019,275 nurses working in 4 hospitals participated in the study.Reliability was assessed by examining internal consistency and split-half reliability.A confirmatory factor analysis was performed to evaluate the factor structure of the CWEQ-Ⅱ-AV.Results:The psychometric properties of the CWEQ-Ⅱ-AV were excellent regarding the six-factor model(opportunity,information,resources,support,formal power,and informal power).The results showed the following fit indices meet the criteria set a priori:comparative fit index(CFI)=0.96,root mean square of error approximation(RMSEA)=0.06,andХ^(2)/df=2.08.Cronbach's a coefficient was 0.95 for the total questionnaire and ranged between 0.83 and 0.89 for the individual subscales.The split-half reliability was 0.91 for the total questionnaire and ranged from 0.83 to 0.87 for individual subscales.Conclusion:This study provides evidence that CWEQ-Ⅱ-AV is both a reliable and valid measure of structural empowerment among Arab nurses.

Multicenter application of a nursing workload measurement scale in adult hospitalization units

Objectives:The study aimed to the multicenter application of a nursing workload measurement scale in the internal medicine and surgery adults hospitalization units.Methods:The study design was a multicenter,observational,and descriptive study.A multicenter application of the MIDENF®nursing workload measurement scale was carried out,which consists of 21 items,and covers the four nursing functions(patient care items,teaching,manager,and researcher),in units of hospitalization of adults of internal medicine and surgery of four different hospitals.Each item contains one or more of the nursing interventions of Nursing Interventions Classification(NIC)and has an assigned time,after comparing the real time it takes to perform each intervention with the North American Nursing Diagnosis Association(NANDA)standardized time.The study was carried out during nine months of the year 2020,measuring two days each month in the three work shifts(morning,evening,and night)to all patients admitted on the days of measurement in the indicated units.Results:The descriptive and inferential analysis of 11,756 completed scales,5,695 in general surgery and 6,061 in internal medicine,showed a greater care load for the two units during the morning shift(227,034 min in general surgery,261,835 min in internal medicine),especially in the items of“self-care”,“medication”,“common invasive procedures”,“fluid therapy”,and“patient and family support”,while the managerial function was similar during the three work shifts in the two units studied,getting values between 57,348 and 62,901min.In the analysis by shift and unit,statistical significance was obtained both for the total workload and the four nursing functions(P<0.001).Conclusions:It is shown that the use of validated scales with the standardized language of nursing functions,adapted to the units,provides objective information to adjust the nursing staff to the real situation of care in any hospital and unit where it is applied,improving quality and patient safety.

Experiences of graduates in Massachusetts of the United States from a RN-to-BSN program

Objective:To generate an understanding of the lived experiences of a shared central phenomenon of RN-to-BSN graduates and determine their perceptions of the value of their BSN degree.Methods:The data collection procedure was open-ended,semi-structured,which was consisted of one-on-one interviews with 12 nurses who are licensed in Massachusetts and who are graduates of RN-to-BSN programs.Results:The findings identified seven major emerging themes,a)job requirement,b)promotion,c)professional growth,d)personal growth,e)family obligations,f)time and energy,and h)compensation.The themes were incomparable through all emerging themes.Conclusions:The research data analysis supports the need for the non-BSN RNs to continue their education to the BSN level should be central for nurse executives in hiring positions to help non-BSN staff RNs interested in these positions to meet the BSN requirement for applying for jobs that they may qualify for,but do not possess the BSN degree.There was a definite connection between job requirement and promotion from all the research study participants.

Telehealth utilization among Egyptian population and health institutional readiness:An exploratory study

Objective:This study aimed to assess the public’s perspectives and the health institutions’readiness for telehealth utilization in Egypt.Methods:A cross-sectional study design was employed,and data were collected from a convenient sample of 800 Egyptian citizens and 26 nursing administrators and information technology personnel from 16 governmental hospitals and 10 private hospitals between January and March 2022.The Egyptian community utilization of telehealth questionnaire and the telemedicine hospital readiness assessment were used to collect the data.Results:The results revealed that 35.1%of the general Egyptian population used telehealth services and 43%expressed willingness to use them in future.As perceived by the general Egyptian population,the most prevalent barriers to telehealth utilization were communication barriers(97.6%),lack of confidence in health professionals(77.6%),technological limitations(72.5%),the need for physical examination(25%),and privacy concerns(10%).Regarding hospital readiness,42%of governmental hospitals were not taking any initiative to implement telehealth services,and 15.4%were at the beginner level,meaning that some steps had been taken.However,the hospital was still far from being able to implement telehealth services.In contrast,private hospitals were either at the beginner or advanced level.Conclusion:Although the use of telehealth services in Egypt has increased,there is a need to address the barriers to public utilization and improve hospitals’readiness to implement telehealth services to enhance public usage.