Today nursing need for emotional intelligence: Integrative review of literature‏

Introduction: Emotional intelligence capabilities play a key role in determining an individual’s success in health care organizations. These skills enable individuals to think properly in difficult conditions and prevent wasting emotions such as anger, anxiety and fear and thus calm themselves and open new gateways for insight and self reflection and creative ideas. Therefore, considering the undeniable role of emotional intelligence in the success of nurses is very important. Aim:The purpose of this study is that emotional intelligence and nursing response What is the use? Method: This study is a systematic review, with using key words education, emotional intelligence and nursing, among about 100 research and review papers in Persian and English in the field of nursing and health, has been used electronic databases CINAHL ،science direct ،Ovid ،Scopus ، SID ، Magiran ،Pubmed , Google scholar and 30 article assessed finally. This study has been in 15- year period from 1997 to 2012. Finally, 30 articles in Persian and English, include keywords, which were peer review published in ISI journals, were selected and assessed. Results: The results of this study show that emotional intelligence training is considered as a revolution and vital need in nursing, because it creates a sustainable guideline for developing creativity in the nurse-client relationship and widens personal and professional limits and leads to the wise control of relationships between the nurse and the patient, and causes the nurse to have a human viewpoint about the patient, Hence, emotional intelligence training should be incorporated in nursing programs. Conclusion: : Analysis of results of studies indicate that emotional intelligence to gain skills, with a tremendous impact in improving services to patients, families and entire communities will not only prevent loss of financial resources But fundamental changes in perspective and attitude of nurses towards patients, and their jobs as a professional skill, creates, can also promote and enhance the profession. Therefore, to gain emotional intelligence skills for nurses, is need for nowadays nursing and requirements of today’s professional activities related to nursing personnel and other employees in the health system. Nursing managers obtain EQ skills, with a tremendous impact in improving the services provided to patients, families and the entire community will not only prevent the waste of financial and human resources professionals is improving

Damaged professional identity as a barrier to Iranian nursing students’ clinical learning: a qualitative study

زمینه و هدف: هویت حرفه ای خدشه دار باعث نارضایتی دانشجویان پرستاری از محیط یادگیری می شود و پیامدهای رفتاری آن عملکرد مراقبتی ضعیف در بالین، کاهش انگیزه، تلاش کمتر برای یادگیری مراقبت پرستاری و شادمانی کم در محیط یادگیری را در پی دارد و بر کیفیت مراقبت از بیمار و اثربخشی نظام آموزشی تأثیرگذار است. این مطالعه با هدف تبیین اثرات هویت حرفه ای بر یادگیری مراقبت های پرستاری در دانشجویان انجام شده است. روش بررسی: در این مطالعه توصیفی- تحلیلی از نوع کیفی، 25 دانشجوی پرستاری در مقطع لیسانس به صورت نمونه گیری مبتنی بر هدف از دانشکده های پرستاری مامایی تهران و شهید بهشتی انتخاب شدند. از مصاحبه های نیمه ساختار یافته برای جمع آوری اطلاعات استفاده شد. روش آنالیز محتوی قراردادی، برای تجزیه و تحلیل داده ها و تعیین الگوهای مرتبط مورد استفاده قرار گرفت. یافته ها: از تحلیل مصاحبه ها یک الگو با عنوان هویت حرفه ای خدشه دار به دست آمد. این الگو شامل دو طبقه پایمال شدن شأن و منزلت فردی- اجتماعی و بی صدایی پرستاران بود. نتیجه گیری: استفاده از الگوی هویت حرفه ای خدشه دار طراحی شده در این مطالعه در فرآیند یادگیری می تواند به مربیان و مدیران آموزشی کمک کند تا استراتژی هایی را برای تقویت هویت حرفه ای مثبت در دانشجویان پرستاری و به دنبال آن ارتقاء یادگیری آن ها به کار گیرند

Investigating and explaining the relationship between inter-organizational factors and organizational agility by using structural equation modeling method

This study investigates the inter-organizational factors influencing organizational agility. In this study, factors such as organizational agility, information technology, organizational structure and organizational culture are mentioned. The research methodology of data collection is descriptive-survey which is considered as an applied research. Questionnaire (as primary sources) and also books, articles, theses and databases as secondary sources are used to collect the data needed to investigate the research hypotheses. The data collected from the questionnaire is initially entered into SPSS software for descriptive statistics and PLS software is used for inferential statistics and extraction of confirmatory factor analysis model and structural model. The research population is consisted of managers of the development of a Mapna company and due to the limited population the census method is used. This study is done with the expression of the general problem of inter-organizational factors influencing organizational agility. The data analysis results confirm the positive and direct impact of components. Since the t-values ​​obtained for each of these components is a positive value, it could be clearly claimed that the impact of each of these components has a positive impact

Investigating and explaining the relationship between inter-organizational factors and organizational agility by using structural equation modeling method

This study investigates the inter-organizational factors influencing organizational agility. In this study, factors such as organizational agility, information technology, organizational structure and organizational culture are mentioned. The research methodology of data collection is descriptive-survey which is considered as an applied research. Questionnaire (as primary sources) and also books, articles, theses and databases as secondary sources are used to collect the data needed to investigate the research hypotheses. The data collected from the questionnaire is initially entered into SPSS software for descriptive statistics and PLS software is used for inferential statistics and extraction of confirmatory factor analysis model and structural model. The research population is consisted of managers of the development of a Mapna company and due to the limited population the census method is used. This study is done with the expression of the general problem of inter-organizational factors influencing organizational agility. The data analysis results confirm the positive and direct impact of components. Since the t-values ​​obtained for each of these components is a positive value, it could be clearly claimed that the impact of each of these components has a positive impact

Fluid flow and heat transfer of nanofluids in microchannel heat sink with V-type inlet/outlet arrangement

AbstractThe fluid flow and heat transfer characteristics of laminar nanofluid flow in microchannel heat sink (MCHS) with V-Type inlet/outlet arrangement are numerically studied. A constant heat flux boundary condition is applied on the base plate of MCHS and all the other surfaces of MCHS are insulated. Four different kinds of nanofluids are utilized as working fluids which are SiO2, Al2O3, ZnO and CuO dispersed in pure water as a base fluid. Three different volume fractions of 1%, 1.5% and 2% and three distinctive nanoparticle diameters of 30nm, 40nm and 60nm were employed. The results specify that the SiO2 nanofluid has the uppermost heat transfer rate compared to other tested nanofluids. Increasing the nanoparticles volume fraction together with decreasing the nanoparticles diameter enhances the Nusselt number value. The pressure drop coefficient did not change significantly by using nanofluid with various volume fractions and varied nanoparticle diameters. Moreover, the results indicate that nanofluid can enhance the performance of MCHS with V-shaped inlet/outlet arrangement

A multi-attribute framework for the selection of high-performance work systems: the hybrid DEMATEL-MABAC model

Research in strategic human resource management indicates that high performance work systems (HPWS) have a positive impact on the overall performance of an organization as a result of better human resource (HR) outcomes. Regarding the multi-dimensional and complex nature of these factors, common statistical models are not useful for examining the performance of HPWS. Using the capabilities of multi-attribute decision-making (MADM) methods to deal with various criteria that may be contradictory, this study proposes a MADM-based framework that provides the opportunity to prioritize HR practices. Based on this framework, high-performance HR practices and their related HR outcomes were identified after studying the theoretical literature and ascertaining the views of decision-makers and HR experts. Then, after looking at the interactions among HR outcomes, the weights of the criteria were calculated using the method of the decision making trial and evaluation laboratory (DEMATEL). Then, the alternatives were ranked using the multi-attributive border approximation area comparison (MABAC) method. Finally, the designed framework was implemented in an organization active in the banking industry. This framework can be used to improve employees’ performance and, consequently, the performance of the organization. Accordingly, taking into account the resource constraints organizations face, the priorities presented can be helpful in budgeting human-resource-management (HRM) improvement projects and making an appropriate resource allocation for this

Decline of Self-efficacy: the Consequence of Nursing Work-family Conflict

Introduction: Work–family Conflict (WFC) is described as a two-sided incompatibility between the demands of work and family roles. This means that, participation in work roles due to participation in family roles, or vice versa, is difficult. WFC has been reported in various jobs, including nursing with several outcomes. Therefore, this study is designed to explain the experiences of nurses from the consequences of WFC. Method: This study was conducted based on the qualitative analysis approach. In this study 16 nurses were selected by purposeful sampling. The data was collected through deep and unstructured interviews. The method of data analysis was inductive content analysis approach. Results: Of the total 16 participants 12 were female and 4 male. All participants had a bachelor's degree, and work experience between 4 to 28 years and the average of 14.9 years. The research findings showed that main category (theme) was decline of self-efficacy with the following subcategories: 1-failure in family affairs 2-inadvertent negligence in patient care 3- ignoring themselves. Conclusion: The findings of the current research showed that nurses under certain conditions, such as lack of work and family support, double pressure of work due to shortage of nurses and excessive work and family demands, experience a reduction in their ability to manage work and family affairs and a decline in their self-efficacy. Decline in self-efficacy increases interaction between work and family duties therefore, the WFC becomes more severe. In fact a defective cycle is formed, the results of which are negative outcomes in both work and family domains. Therefore, in order to prevent the negative consequences of WFC, which are sometimes irreparable, it is recommended that nurses become familiar with scientific management of WFC, and be supported comprehensively by their family and hospital. Thus, they will have more freedom and flexibility, and minimum interference possible in their work and family programs. Keywords: Work–family conflict, Nursing, Consequence, Self-efficacy, Qualitative study, Iran.