Construction of a new model of job engagement, psychological empowerment and perceived work environment among Chinese registered nurses at four large university hospitals: implications for nurse managers seeking to enhance nursing retention and quality of

2016 ◽  
Vol 24 (5) ◽  
pp. 646-655 ◽  
Author(s):  
Yuying Fan ◽  
Qiulan Zheng ◽  
Shiqing Liu ◽  
Qiujie Li
Keyword(s):  
Registered Nurses ◽  
Work Environment ◽  
Nurse Managers ◽  
Psychological Empowerment ◽  
Job Engagement ◽  
University Hospitals ◽  
Nursing Retention ◽  
New Model

scholarly journals Impact of Job Engagement on the Quality of Nursing Services: The Effect of Person-Centered Nursing in South Korean Nurses

Healthcare ◽  
2021 ◽  
Vol 9 (7) ◽  
pp. 826
Author(s):  
Hyesun Kim ◽  
Kawoun Seo
Keyword(s):  
Hierarchical Regression ◽  
Job Engagement ◽  
Mediating Effects ◽  
University Hospitals ◽  
Nursing Service ◽  
Nursing Services ◽  
The Impact ◽  
The Relationship ◽  
Quality Of Nursing

Nurses’ job engagement could help improve the quality of nursing services, and person-centered nursing is expected to play an important role in this relationship. However, little is known about the role of person-centered nursing in the association between job engagement and quality of nursing services. This study examines the moderating and mediating effects of person-centered nursing on the relationship between the job engagement and the quality of nursing services in Korean nurses. In October 2020, 200 hospital nurses were surveyed at three university hospitals. The moderating and mediating effects of person-centered nursing were determined using hierarchical regression analysis. There was a significant positive correlation between job engagement, person-centered nursing, and quality of nursing services. Person-centered nursing was found to have a mediating and moderating role in the relationship between job engagement and quality of nursing service. In conclusion, in the impact of job engagement on the quality of nursing service, it plays a buffering role, and the job engagement of nurses improves the quality of nursing services through improvement of person-centered nursing. Therefore, this study recommends the development and implementation of an educational program to foster person-centered nursing in order to improve the quality of nursing services.

The mediating effect of job engagement on the relationship between psychological empowerment and social enterprise sustainability

2019 ◽  
Vol 118 (8) ◽  
pp. 347-355
Author(s):  
Hye- RimPark ◽  
Yen-Yoo You
Keyword(s):  
Human Resources ◽  
Social Enterprise ◽  
Psychological Empowerment ◽  
Social Enterprises ◽  
Mediating Effect ◽  
Limited Resources ◽  
Job Engagement ◽  
Non Profit ◽  
The Poor ◽  
The Relationship

Unlike non-profit organizations, social enterprises must be sustainable through profit-making activities in order to pursue social purposes.However, the most important of the poor limited resources is also human resources, and for the efficient use of human resources, empowerment should be given to members. This study proves whether job engagement mediates the effect on sustainability when psychological empowerment is given to employees in social enterprises.

scholarly journals Examining the Determinants of Healthcare Workers’ Performance: A Configurational Analysis during COVID-19 Times

2021 ◽  
Vol 18 (11) ◽  
pp. 5671
Author(s):  
Benito Yáñez-Araque ◽  
Sagrario Gómez-Cantarino ◽  
Santiago Gutiérrez-Broncano ◽  
Víctor-Raúl López-Ruiz
Keyword(s):  
Job Performance ◽  
Work Environment ◽  
Health Professionals ◽  
Work Performance ◽  
Qualitative Comparative Analysis ◽  
Good Level ◽  
Configurational Analysis ◽  
Key Variables ◽  
The Times

The evaluation of the work performance of health professionals has focused the interest of scientific research in recent decades as a basis for improving the quality of health services. The global COVID-19 pandemic has pushed countries’ health systems to the limit and had previously unknown consequences on the job performance of health professionals. In this context, what are the determinants of performance? There are numerous studies that link job performance with other variables that directly affect it, such as leadership, job satisfaction, organizational commitment, and work environment. However, there are no studies that jointly relate all these variables, and even less in the field of health. The main objective of this work is to analyse how these variables are configured together to generate a good level of performance of health professionals during the times of COVID-19. To do this, a fuzzy set qualitative comparative analysis (fsQCA) is carried out, an appropriate method that will allow finding the joint causal effects of key variables in human resources to ensure a good level of job performance in health organizations. The study reveals that leadership and commitment are the two key drivers of performance. The data confirm that the “recipe” to achieve a good level of performance consists of the combination of leadership, commitment, and a good work environment. Additionally, in the case of less satisfied workers, linking leadership and commitment is a sufficient condition.

scholarly journals 964 Telemedicine: Speedy Triage Tool or Clinical Record?

2021 ◽  
Vol 108 (Supplement_2) ◽  
Author(s):  
A Ghareib ◽  
Z Vinnicombe ◽  
G Visser ◽  
A Ra ◽  
M Mantella ◽  
...  
Keyword(s):  
Plastic Surgery ◽  
Compliance Rate ◽  
Clinical Record ◽  
Portal System ◽  
Clinical Documentation ◽  
University Hospitals ◽  
Record Keeping ◽  
Clinical Document ◽  
National Guidance

Abstract Introduction St. George’s University Hospitals NHS Foundation Trust is a tertiary plastic surgery centre serving a population of 3.5 million in and around South West London. Telemedicine Referral Image Portal System (TRIPS) is integral to our service, allowing triage of patients in remote locations. During Covid, TRIPS helped in reducing footfall and streamlining out of hospital referrals to reduce unnecessary transfer. The aim of this project was to assess the quality of clinical documentation for emergency referrals to plastic surgery via TRIPS. Method We performed a retrospective review of all patients referred to plastic surgery via TRIPS during April 2020. Documentation standards were determined from national guidance. After introduction of a condensed guide, a second review was performed four months later. Results In April, 131 referrals were recorded on TRIPS. Only 22.9% of records met the standard. The most common omission was treatment advice. Following introduction of guidance, 215 TRIPS records were reviewed. The quality of clinical documentation improved in all aspects with a compliance rate of 89%. Conclusions Although TRIPS remains a useful tool for triage, it is a clinical document and must meet the standards of clinical record keeping. Introduction of clear guidelines improves overall compliance.

scholarly journals New Model for Measuring Job Quality: Developing an European Intrinsic Job Quality Index (EIJQI)

2021 ◽  
Author(s):  
María Cascales Mira
Keyword(s):  
Quality Index ◽  
Relevant Information ◽  
Job Quality ◽  
Quantitative Methodology ◽  
New Model ◽  
Measurement Models ◽  
European Working ◽  
European Working Conditions Survey ◽  
Indicator Systems

AbstractThis article deals with the development of a new model for measuring job quality based on the intrinsic components of work, an European Intrinsic Job Quality Index. The objective is measure job quality on the basis of the characteristics inherent to the labour activity itself, and not from its financial rewards. First, we review the existing literature on current measurement models and justify the need for an index of this nature. Secondly, we explain the fundamental methodological decisions adopted for the construction of the index, and present the descriptive model, the indicators that make up each dimension, and the empirical model. Finally, we present the index scores by European Union countries within the framework of institutional theories. In this work, we have used a quantitative methodology, based on social indicator systems, and it has been carried out mainly with data from the European Working Conditions Survey (2015). The fundamental contribution of this article is the construction of a new model for measuring the quality of work, robust, valid and reliable, which will allow us to monitor the intrinsic job quality of the member countries, and thus provide relevant information that contributes to the framework of public policies.

Between being and doing - the nature of leadership of first-line nurse managers and registered nurses

2010 ◽  
Vol 19 (17-18) ◽  
pp. 2619-2628 ◽  
Author(s):  
Gunilla Johansson ◽  
Lars Andersson ◽  
Barbro Gustafsson ◽  
Christer Sandahl
Keyword(s):  
Registered Nurses ◽  
Nurse Managers ◽  
First Line

scholarly journals Relationship Between Teams’ Leader–Member Exchange Characteristics and Psychological Outcomes for Nurses and Nurse Managers: A Cross-Sectional Study in Japan

2021 ◽  
Vol 7 ◽  
pp. 237796082110259
Author(s):  
Saeka Kawaguchi ◽  
Yukie Takemura ◽  
Kimie Takehara ◽  
Keiko Kunie ◽  
Naoko Ichikawa ◽  
...  
Keyword(s):  
Social Exchange ◽  
Social Exchange Theory ◽  
Nurse Managers ◽  
Cross Sectional Study ◽  
Leader Member Exchange ◽  
Management Effectiveness ◽  
University Hospitals ◽  
Cross Sectional ◽  
Psychological States ◽  
Member Exchange

Introduction The Leader–Member Exchange (LMX) theory, based on the social exchange theory, relates to positive psychological states among nurses. However, the influence of various LMX qualities coexisting within a team on nurses or nurse managers is still uncleared. Objective This study examines the relationship of nurses and nurse managers’ psychological states with the average LMX and LMX dispersion among nurses in their units. Methods The study was conducted at two university hospitals in March 2017 using anonymous questionnaires. Nurses completed the LMX-7 scale and the subscales of job satisfaction, achievement, and growth from the Checklist on Commitments Related to Work. Nurse managers completed the subscales of management satisfaction, effectiveness, and extracting extra effort from the Multifactor Leadership Questionnaire. Both nurses and managers completed the Intention to Continue Working scale. The nurses’ data were analyzed using a multilevel analysis to clarify associations between nurses’ psychological states and LMX, average LMX, and LMX dispersion. Hierarchical multiple regression analysis tested to test the correlations of the psychological states of nurse managers with average LMX and LMX dispersion. Results Data from 586 nurses and 28 managers were analyzed. The LMX and average LMX of nurses were positively related to positive psychological states. Nurse managers displayed significant associations between high LMX dispersion and good psychological states. When average LMX was low, management effectiveness increased as LMX dispersion increased; when average LMX was high, management effectiveness was almost constant. Conclusion The unit’s LMX characteristics appear to be related to the psychological states of both nurses and nurse managers. Increasing the LMX of each nurse may lead to positive psychological states for not only that nurse but all nurses in the unit. When LMX with subordinates is low, increasing LMX with a portion of nurse managers should be a priority to improve their psychological states.

DISTRIBUTION INCENTIVE SYSTEM FOR ELECTRICAL COMPANIES

2021 ◽  
Vol 4 (5) ◽  
pp. 43-48
Author(s):  
Yu. V. NIKITOCHKINA ◽  
Keyword(s):  
Optimization Method ◽  
Incentive System ◽  
New Model ◽  
Incentive Model ◽  
Multi Stage ◽  
Commercial Enterprise ◽  
Product Image

This article proposes a new model for stimulating distributors – a multi-stage scale that compares the distributor's rating with the percentage level of discount for regional coverage and specialization. The list of indicators for calculating discounts by specialization and regional coverage includes a group of indicators to increase the motivation of the distributor to improve the quality of their work and a group of indicators to increase the motivation of the distributor to expand the scope of action. Using the method of index grouping of expert estimates, the weight values of each indicator were found. The task of calculating the evaluation of the results of the distribution was set as a multi-criteria task, in which the additive optimization method was used for the procedure of folding private criteria, which was preceded by checking all private criteria for addi-tive independence. The developed incentive model can be adapted for any commercial enterprise interested in promoting its product through regional coverage, as well as in supporting the product image, which, of course, contributes to stimulating demand and increasing sales.

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