Workplace Assertiveness of Filipino Hospital Staff Nurses: A Cross-sectional Study

Background: Several studies have demonstrated the significance of assertiveness in the nursing profession. However, there is a lacuna in the literature regarding the level of workplace assertiveness of Filipino nurses.Purpose: This study determined the workplace assertiveness towards nursing colleagues, nursing management personnel, medical doctors, and other members of the health team among hospital staff nurses.Methods: The data in this cross-sectional study were collected from randomly selected staff nurses (n=223) involving two tertiary hospitals in the Philippines using the Workplace Assertive Behavior Questionnaire. Descriptive statistics and tests for differences were used to analyze the data.Results: Results showed that staff nurses had moderate workplace assertiveness. They were less assertive towards the nursing management personnel, and were less likely to provide constructive criticisms and say no to requests. Assertiveness significantly varied based on employment status (p=.001), age (p=.046), years of nursing work experience (p=.037), and years in the present organization (p=.022). A sense of responsibility to patients was the main facilitator while reprimand and fear of repercussions from the nursing management personnel were the major barriers to assertive behaviors.Conclusion: Personal and work environmental factors can inhibit or support assertiveness. This study highlighted some gaps in Filipino staff nurses’ assertiveness at work. Nursing management plays a pivotal role in nurses’ assertiveness. Efforts should be made to address the barriers and improve the assertiveness of staff nurses.

Satisfaction among hospital staff nurses on nurse staffing calculation-performance-oriented calculation based on Indonesian National Nurses Association (INNA) on information system

Background: The Indonesian National Nurses Association (INNA) has a method and tool for staffing calculation-performance-oriented calculation based on information systemPurpose: To identify of satisfaction among hospital staff nurses on nurse staffing calculation-performance-oriented calculation based on Indonesian National Nurses Association (INNA) on information systemMethod: The technique of determining the sample using the Cohen effect size (d) formula, the total sample is 30 nurses, divided by two groups, each group comprise 15 nurses the as control group and intervention group 15. The pre-post test done for both groups. The training given to participants for two days and following by measured to identify of satisfaction among hospital staff nurses twice to control and intervention groups using a questionnaire.Results: The Kolmogorov Smirnov normality test and finding the data had abnormally distributed (p <0.05), and following by the Mann Whitney test. The results showed that all the participants showed an increase in nurse satisfaction on nurse staffing calculation-performance-oriented calculation based on Indonesian National Nurses Association (INNA)Conclusion: There is a difference in the level of satisfaction between a control group and an intervention with a range of 4.66 points. Using nurse staffing calculation-performance-oriented calculation based on Indonesian National Nurses Association (INNA) on information system, it applicable and reasonable to nurses to calculate nurse staffing in the hospital.

Trust in leader as a pathway between ethical leadership and safety compliance

Purpose Although a great number of studies have established the important role of leadership in workplace safety, it appears researchers are yet to consider the role that trust in leaders could play between ethical leadership and safety compliance within healthcare. To address that imbalance, this study aims to investigate the relationship between ethical leadership and safety compliance, with trust in the leader as the mediator. Design/methodology/approach Data were collected in three time periods from 237 hospital staff nurses (76.8 per cent women and 23.2 per cent men). Ordinary least squares regression-based path analysis using PROCESS for statistical package for the social sciences (SPSS) macro was used to test the hypotheses. Findings Results showed that ethical leadership was positively related to trust in a leader but was not related to safety compliance. In addition, trust in leader was positively related to safety compliance and also mediated the positive relationship between ethical leadership and safety compliance. Research limitations/implications The data were collected within healthcare organisations in a few localities in Nigeria, making it difficult to generalise the findings beyond the current sample let alone the entire country or even continent. Practical implications The findings imply that ethical leadership may not be directly effective in improving the safety compliance of subordinate nurses unless such a leader first develops a trust-based relationship with the subordinates. Originality/value The current study builds on and extends the burgeoning research in the area of leadership and employee outcome by investigating not only the direct relationship between ethical leadership and safety compliance but also incorporating trust in a leader as a mediator of this relationship.

Improving Nurse Productivity Through Professionalism Self-Concept

Nurses are the biggest proportion of hospital staff. Nurses interact directly with patients in the services. Therefore, it directly affects quality of patient care and satisfaction as well as productivity and improvement of the hospital's image. Nurses believe that they have primary responsibility in the care and welfare of their patients. Some problem of nurses in the self-concept is the lack of communication nurses with the public and the invisible nurses in the media. The nurse's negative self-concept is partly due to the nurse himself. The positive self-concept of professional nurses can improve nurse self-confidence in appropriate nursing interventions to improve patient health status thereby increasing hospital productivity.

Association of the Nurse Work Environment, Collective Efficacy, and Missed Care

Missed nursing care is a significant threat to quality patient care. Promoting collective efficacy within nurse work environments could decrease missed care. The purpose was to understand how missed care is associated with nurse work environments and collective efficacy of hospital staff nurses. A cross-sectional, convenience sample was obtained through online surveys from registered nurses working at five southwestern U.S. hospitals. Descriptive, correlational, regression, and path analyses were conducted ( N = 233). The percentage of nurses who reported that at least one care activity was missed frequently or always was 94%. Mouth care (36.0% of nurses) and ambulation (35.3%) were missed frequently or always. Nurse work environments and collective efficacy were moderately, positively correlated. Nurse work environments and collective efficacy were associated with less missed care (χ2 = 10.714, p = .0054). Fostering collective efficacy in the nurse work environment could reduce missed care and improve patient outcomes.

VIOLENCE EXPERIENCED BY NURSES WORKING IN ACUTE CARE PSYCHIATRIC WARDS AT A GAUTENG HOSPITAL

Of all hospital staff, nurses are the most exposed to violence in the workplace that can cause long-term negative effects. The purpose of this study is to increase the understanding of violence against nurses in acute care psychiatric wards in a Gauteng hospital to promote the nurses’ mental health. A qualitative, explorative, descriptive and contextual research design was used by purposively sampling nurses who had experienced violence. Semi-structured individual interviews were conducted. Nurses had experienced physical, sexual and psychological violence and perceived the risk factors of violence to be mental health care user-related. They described the physical and emotional effects of the violence they experienced. Recommendations are made to prevent violence and manage incidents after their occurrence to promote nurses mental health.