Exploring Mentoring Skills to Assist New Nurses: Mentors’ and Mentees’ Perspectives

Studies on Western context have reported on the mentor skills needed such as the role of interpersonal comfort in mentoring relationships as well as the role of age in mentoring relationships. There are limited studies in exploring the effectiveness on the most relevant skills needed by mentors in assisting the new nurses toward becoming an effective healthcare provider in the Malaysian public hospital context. The mentors’ roles can be summarized into the general and specific role on the basis of the goal and the purpose of the mentoring. Mentor roles can be very broad and almost include everything under the sky of learning contract, therefore, the need to be more specific and clear direction in order to have clear understanding between the mentor, mentee and the organization. Data were collected from four pairs of mentors and mentees (eight informants) working in a public hospital in Sarawak, Malaysia, using openended questionnaires and analysed using content analysis. Findings revealed that the required skills of the mentors to better assist new nurses at the workplace can be captured through the acronym S.K.I.L.L.S. Hence, the nurses’ -management training and development programme related to S.K.I.L.L. acronym is relevant to be conducted among the new nurses. This strategy suggested because too many and unspecified roles may bring negative experiences for both mentor and mentee which may result in dysfunctional mentorin

The relationship between traditional postnatal care (TPC) and sociodemographic of postnatal mothers in Kota Kinabalu, Sabah, Malaysia

Background: Traditional Postnatal Care (TPC) is derived from traditional medicines as health practices. The approaches of knowledge and beliefs incorporating plant and manual techniques are applied singularly or in combination to prevent illnesses and maintain well-being. TPC is used widely among the postnatal mother as a self-care for the healing process, both physically and mentally. As part of the nursing management in a community health setting, understanding the different health and wellness approaches and their benefits is part of the early knowledge and skills when delivering care to postnatal mothers. This study aimed to assess the relationship between TPC and sociodemographic data of postnatal mothers in selected study settings to understand more about the types of common TPC practiced within the study setting. Methods: Participants were among the postnatal mothers within one week after delivery and selected purposely based on inclusion criteria. A cross-sectional survey from November 2021 to February 2022 with 178 postnatal mothers completed the distributed questionnaires. The researcher used SPSS version 28.0 to analyse the data. Results:The result showed that the educational background (p=0.001, p<0.05) and household income per month (p=0.001, p<0.05) demonstrated a significant effect concerning postnatal mothers practising and non-practising TPC. Conclusion: This study identified the significant variables of sociodemographic, namely household income and education level. This study’s result is the starting point for the researcher to begin a broader analysis of this title

Work -Nonwork Boundary Management Preferences and Well - Being Among Nurses : Family-Supportive Supervisor Behavior as a Moderator

The issue of managing the balance between the context of work and life among nurses is an evident fact in Malaysia, which potentially was due to the job nature of nurses and one’s own personal commitments. Boundary management is a method in which people use to address their work-life balance condition leading to better wellbeing. Furthermore, family supportive supervisor behavior pose to be a moderator in which helps to support nurses in successfully manging their boundaries. Deriving from the intention to obtain a more concrete finding on whether supportive supervisor behaviour can help nurses attain better boundary management, the aim of the study focuses on examining the moderating effect of family-supportive supervisor behavior on the relationship between work-nonwork boundary management preferences and well-being among nurses. Questionnaires were administered to registered nurses in a private hospital in Kuching, Sarawak with 67 responses collected and the data was being analysed using IBM SPSS 25. Results revealed there is no significant relationship between work-nonwork boundary preferences and well-being. Family-supportive supervisor behavior was positively related to well-being among nurses. The result revealed that family-supportive supervisor behavior moderates the relationship between work-nonwork boundary management preferences and well-being among nurses. Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between work-nonwork boundary preferences and well-being. This study suggests that, family-supportive supervision is a trainable resource that organizations should facilitate to improve employee well-being in healthcare settings

Work - Nonwork Boundary Management Preferences and Well - Being Among Nurses: Family-Supportive Supervisor Behavior as a Moderator

The issue of managing the balance between the context of work and life among nurses is an evident fact in Malaysia, which potentially was due to the job nature of nurses and one’s own personal commitments. Boundary management is a method in which people use to address their work-life balance condition leading to better wellbeing. Furthermore, family supportive supervisor behavior pose to be a moderator in which helps to support nurses in successfully manging their boundaries. Deriving from the intention to obtain a more concrete finding on whether a supportive supervisor behaviour can help nurses attain better boundary management, the aim of the study focuses on examining the moderating effect of family-supportive supervisor behavior on the relationship between work-nonwork boundary management preferences and well-being among nurses. Questionnaires were administered to registered nurses in a private hospital in Kuching, Sarawak with 67 responses collected and the data was being analysed using IBM SPSS version 25. Results revealed there is no significant relationship between work-nonwork boundary preferences and well-being. Family-supportive supervisor behavior was positively related to well-being among nurses. The result revealed that family-supportive supervisor behavior moderates the relationship between work-nonwork boundary management preferences and well-being among nurses. Based on our findings, family-supportive supervision is a plausible boundary condition for the relationship between work-nonwork boundary preferences and well-being. This study suggests that, family-supportive supervision is a trainable resource that organizations should facilitate to improve employee well-being in healthcare settings

Lifetime trauma exposure, gender, and DSM-5 PTSD symptoms among adolescents in Malaysia

Adolescents who have multiple traumatic experiences may suffer from posttraumatic stress disorder (PTSD) or other mental health problems later in life. Study of trauma exposure and PTSD among adolescents is very limited in Malaysia. This study explored the prevalence of lifetime trauma, demographic risk factors, and PTSD symptoms among Malaysian adolescents. This cross-sectional study recruited 1,016 adolescents aged 13 to 17 (Mage = 14.9 years). Results showed that 83% participants had at least 1 traumatic exposure (TE), whereas prevalence of PTSD symptoms was 11.7%. Adolescents with multiple TEs and those with violent and self-inflicted TE were at significantly higher risk to develop PTSD symptoms. Findings suggest that a large proportion of Malaysian adolescents are exposed to a variety of traumatic events since childhood. Trauma exposure should be included as an important component in our adolescent mental health assessment, allowing early psychological intervention to be provided to those affected. © 2016 American Psychological Association

The Relationship Between Innovative Work Behaviors and Subjective Career Success Among Employees in Selected Private Organization in Sarawak

Studies on career success within Malaysia context have been mostly associated on women and academicians. However, there is a paucity of information regarding the relationship between innovative work behaviours and subjective career success despite of the necessity for organisations and HRD practitioners to study the linkages between innovative work behaviours and career success. Thus, the purpose of this study is to examine the relationship between innovative work behaviours; opportunity exploration, idea generation, idea promotion, idea realisation and reflection and subjective career success among employees in selected private organisation at Kuching, Sarawak. A quantitative research design was utilised for this study. The data was obtained through online self-administered questionnaire among 123 construction’s employees whoare currently working at private’s construction company in Kuching, Sarawak. The findings of this study were analysed using Pearson’s correlation analysis and multiple linear regression (Stepwise). The result revealed that innovative work behaviours (IWB) have a positive and moderate effect on subjective career success, which is significantly indicating the important role played by IWB in increasing career success of employees. Another result showed that idea realisation, reflection and opportunity exploration are the significant predictors toward subjective career success. This study suggest for HRD practitioners to provide an environment that support innovation in order to enable employees generating and apply innovative ideas and methods to practice in order to make the greater experience of subjective career success