Ethical Values in the Nursing Profession as Perceived by Head Nurses and Staff Nurses in Public Hospitals, Banda Aceh, Indonesia: a Comparison Study

Purpose: Identify the levels of importance of ethical values in the nursing profession as perceived by the head nurses and the staff nurses, and compare the levels of importance of ethical values in the nursing profession as perceived by head nurses and those as perceived by staff nurses in public hospitals, Banda Aceh, Indonesia.Methods: Data collected from79 head nurses and 280 staff nurses were analyzed by using descriptive statistics and Mann-Whitney U test.Results: The total mean score of the importance of ethical values in the nursing profession perceived by head nurses and staff nurses are at a high level. The top 3 mean scores of the importance of ethical values in the nursing profession perceived by head nurses included caring, autonomy, and confidentiality. Meanwhile, the top 3 mean scores of the importance of ethical values in the nursing profession perceived by staff nurses included caring, confidentiality, and non maleficence. The Mann-Whitney U test showed that head nurses perceived accountability as significantly statistically different from staff nurses. Conclusion: Although head nurses and staff nurses mostly perceived the importance of ethical values in the nursing profession at high levels, it is still need to promote some ethical values of head nurses and staff nurses

Turnover rate of staff nurses

Thesis (M.S.)--Boston Universit

Nursing knowledge and the expansion of day surgery in the United Kingdom

Background: The amount of surgery undertaken within United Kingdom Day Surgery Units has risen considerably over the past 15–20 years. Throughout this pioneering era, nursing roles and responsibilities within the modern surgical environment have developed although have largely shadowed medical advances. Evidence based nursing knowledge appears to have contributed very little to the recent success of day surgery. This may be due, in part, to the lack of attention given to modern surgical practices within current pre-registration nurse education programmes of study. Aim: The aim of this educational audit was to evaluate the consideration given to modern surgical practices in the programmes of study of recently qualified staff nurses employed within Day Surgery Units in the United Kingdom in order to gauge the extent of the challenge. Method: A postal audit was designed and sent to n = 247 Day Surgery Units. The audit was intended to elicit information from the staff nurses regarding their experiences of modern, elective day surgery during their nurse education programmes of study. Results: Two hundred and seventy seven staff nurses responded revealing that the level of attention to day surgery practices within pre-registration programmes was extremely low. The professions’ actual and potential theoretical contribution to modern surgical practices was virtually nil. Their experience of pre-operative nursing intervention appeared mainly to involve the teaching of traditional surgical in-patients nursing skills. The inclusion of modern surgical practices into the theoretical assignments within the programmes of study was very limited. Once qualified, the vast majority of staff nurses experienced no additional formal education for their new role. Conclusions: The results are discussed in relation to the re-focusing of pre-registration nurse education, changing clinical roles and the future of nursing within the modern surgical arena

Knowledge of Pharmacology of Analgesics Among Nurses in a Tertiary Centre

Objectives: To evaluate the knowledge of nurses about the analgesics they administer in our hospital. Methodology: A total of 102 nurses completed the questionnaire which included 20 multiple choice questions based on the dosage forms, mechanism of action, route of administration, adverse effects of the commonly administered analgesics, the nurses’ educational qualifications and their working experience. Frequency, percentage, mean, Kruskal Wallis test and Mann Whitneys test were used to analyse data. Answers were given a score out of 20(100%). Results: The sample comprised of 17(16.6%) senior staff nurses, 38(37%) junior staff nurses and 47(46%) student nurses. Of the staff, 10.8 % were BSc and MSc nurses, 43.1 were GNM staff. The mean knowledge score of BSc & MSc staff was 12.18, GNM staff was 11.7 and of student nurses was 13.38. None of the groups scored more than 15, suggesting their knowledge was inadequate. There was a correlation between knowledge and experience in the staff nurses. Conclusion: The result of this study suggests that the knowledge of pharmacology of analgesics among nurses is inadequate, and thus supports the need for supplementary pharmacology education for nurses in clinical settings, focusing on common drugs they administer and help prevent medical errors

A Comparative Study to Assess the Emotional Quotient of Staff Nurses Working in a Private and a Government Hospital of New Delhi

Introduction: A comparative study to assess the emotional quotient (EQ) of staff nurses working in a private and a government hospital of New Delhi. The objectives of the study were: To assess the emotional quotient of staff nurses working in a government hospital; to assess the emotional quotient of staff nurses working in a private hospital and To compare the emotional quotient of staff nurses working in government and private hospitals.Method: A quantitative approach with a descriptive comparative survey design was adopted for the study. The study was conducted in Safdarjung Hospital, New Delhi, and HAHC Hospital, New Delhi. The population of the study consisted of staff nurses working in a government hospital and a private hospital. 50 samples were selected from the private hospital and 50 from the government hospital by using convenient sampling technique to assess the emotional quotient. The tool used for data collection was rating scale to assess the emotional quotient.Results: The finding showed that the mean score of private hospital staff nurses was (63.34%) which was higher than mean score (55.94%) of government hospital staff nurses. The findings also revealed that in government hospital majority of staff nurses had average emotional quotient, i.e., 21(42%) while, 18(36%) had low emotional quotient and 11(22%) belonged to high emotional quotient category. Same were the findings in private hospital which showed that a majority of staff nurses had average emotional quotient, i.e., 23(46%), 18(36%) had high emotional quotient and 9(18%) had low emotional quotient.Conclusion: The finding of the present study suggested that emotional quotient was high in private hospital staff nurses as compared to government hospital staff nurses and majority of staff nurses in both the hospitals had average emotional quotient

A Study To Assess Knowldege And Attitude Regarding Bio-Medical Waste Management Among The Staff Nurses Working In Selected Hospital Of Kheda District, Gujarat

The BMW waste produced in health care activities can be a high risk for infection and injury in compare to any other type of waste so, it is very important to have safe and reliable method to handle. It can be serious public health consequence and a significant impact on the environment if handle practice in inappropriate and inadequately.1 It has seen that management of bio medical waste is still very poor all over the world. Lack of awareness about the health hazards and its improper management of biomedical wastes were seen which is due to insufficient financial and human resources and poor control of waste disposal health care is vital for our life and health.2  METHOD AND MATERIAL: A quantitative research approach through descriptive research design was adopted, non-probability convenient sampling method was used to enroll 80 staff nurses at Nadiad, Kheda District. The data were collected structured knowledge questionnaires and Likert scale used for Attitude on Bio medical waste management. Data was done by descriptive infernal statics. RESULT: The study Show that frequency and percentage distribution of samples according to the knowledge score of Staff Nurses regarding biomedical waste management. It reveals that 0% of Staff nurses had inadequate knowledge, 48.75% of Staff Nurses had moderate level of knowledge, and 51.25% of paramedical workers had adequate knowledge. And also, Study shows that frequency and percentage distribution of samples according to the Attitude score of Staff nurses regarding biomedical waste management. It reveals that of, 44% of Staff nurses had good level of Attitude, and 56.25 % of paramedical workers had adequate Attitude, none of the Staff nurses had poor level of Attitude score of Staff nurses regarding biomedical waste management. It reveals that of, 44% of Staff nurses score of Staff nurses regarding biomedical waste management. It reveals that of, 44% of Staff nurses had good level of Attitude, and 56.25 % of paramedical workers had adequate Attitude, none of the Staff nurses had poor level of Attitude

Organizational Support as Perceived by Staff Nurses and Its Relation to Their Autonomy

Context: Nurses need support at all levels in the organization. When staff nurses perceive organizational support, this can promote their sense of well-being, raise positive work behaviors and enhance their autonomy in patient care and unit operational decisions through having the right to make decisions and do their best to increase productivity and achieve organizational goals.Aim: The current study aimed to assess organizational support perceived by staff nurses and its relation to their autonomy. Methods: A descriptive cross-sectional analytical research design was utilized to achieve the aim of the current study. This study was conducted in all units of Benha University Hospital. Study subjects were301 out of 1224 staff nurses; their selection was based on a simple random sample. Two tools were used for data collection: the perceived organizational support questionnaire and staff nurses' autonomy scale. Results: The study results yield that more than two-thirds (73.3%) of the studied staff nurses had low perception levels regarding organizational support. In comparison, less than half (45.8%) of them had moderate autonomy levels. Also, there was a highly statistically significant positive correlation (p-value <0.001) between organizational support as perceived by studied staff nurses and their autonomy. Conclusions: The study concluded that a positive, highly statistically significant correlation was found between organizational support as perceived by studied staff nurses and their autonomy. The study recommended that the hospital clarify available organizational support types for staff nurses and encourage them to express their needs, and put strategies to increase needed support. Hospital administrators should enhance staff nurses’ autonomy regarding patients' care and the unit's operational decisions. A training program should be provided for staff nurses to be more autonomous to make independent, wise decisions. Future research is suggested regarding a broader cross-section replication of this study for diverse nurses from all over the country that may yield a generalization of the results. Also, further research is needed to explore barriers that staff nurses face in autonomous decision-making and how to promote them in participation in unit operational decisions

The Relationship Between Leadership Styles of Nurse Managers and Staff Nurse Job Satisfaction in Hospital Settings

The purpose of this study was to examine the relationship between leadership styles of nurse managers and job satisfaction of registered staff nurses in hospital settings in an Appalachian state. Names and addresses of 7,190 registered staff nurses were obtained from the state Board of Examiners for Registered Professional Nurses and 200 subjects were selected using simple random sampling. The Multifactor Leadership Questionnaire was used to measure leadership style of nurse managers as perceived by staff nurses. The Work Quality Index was used to measure job satisfaction of registered staff nurses. A positive, moderate correlation was found between job satisfaction of registered staff nurses and transformational leadership of nurse managers (r = .38, p = .001). An inverse, weak relationship was found between job satisfaction of registered staff nurses and transactional leadership of nurse managers (r = -.25, p = .03). The findings supported a positive relationship between transformational leadership styles and registered staff nurse job satisfaction