Nursing Management
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- ItemTHE CONFLICT STYLES OF NURSE LEADERS AND THE INFLUENCE OF THESE STYLES ON DISRUPTIVE(Al-Quds University, 2024-05-23) Sawsan Kamal Mahmoud Abu-Shanab; سوسن كمال محمود أبو شنبIntroduction: Healthcare organizations have a wide range of departments, specializations, and service lines, as well as intricate relationships between them. Numerous factors might lead to conflict, which ultimately affects behavior. Leaders in the healthcare industry need to figure out how to handle disagreement while still fostering a cooperative, fun work environment. In the healthcare sector, intimidation and disruptive behavior can compromise patient care, lead to staff discontent, and result in professional attrition. These actions have been connected to problems with patient safety, nurse satisfaction, nurse retention, and poor teamwork and communication. Study aim: The purpose of this study was to examine the perceptions of intimidation and disruptive behaviors in the health care setting and the nurse leader's conflict management style as well as explore the relationship between the perceptions of intimidation and disruptive behaviors in the health care setting and the nurse leader's conflict management style by demographic variables. Methods: A quantitative cross-sectional study design with a convenience sample of nurses employed in five hospital settings in the northern area of Palestine was used for this study. Two studies were conducted: a smaller pilot research with 20 participants and a larger convenience survey with 311 participants. This satisfied the requirement of the power analysis for at least 98 members of the sample. A Type II error will be less likely with this sample size. Results: The findings indicated that while an integrated conflict style predicted dangerous and incorrect disruptive activity by others (such as a pharmacist, nurse, or supervisor), it also revealed a hazardous and improper disruptive behavior by doctors or prescribers. This study also contributed to the corpus of research on the relationship between disruptive conduct and job title, disruptive behavior and leader years of experience, and disruptive behavior and work unit and conflict style. Conclusion: nurses have distinct perspectives on the world. Their emphasis for their patients is different, as is the way they were taught. But by accepting what each profession has to offer, nurses and doctors may learn a great deal from one another. The dynamics of the nursing profession will alter if physician-nurse cooperation becomes the norm. Instead of feeling subordinate, nurses will view themselves as change makers with important ideas to share. Collaboration between physicians and nurses to identify the most effective patient care strategy can benefit health care organizations. In the future, patient safety and successful outcomes will take precedence over intimidation and disruptive actions in the healthcare environment.
- ItemPatient safety culture: assessment of nurses’ perceptions in Palestinian Hospitals(Al-Quds University, 2024-05-23) Deya Faraj Mahmoud Bani Odeh; ضياء فرج محمود بني عودةPatient safety in healthcare organizations attracted international attention following the publication of the Institute of Medicine's seminal study, "To Err Is Human: Building a Safer Health System,". Where it was estimated that medical mistakes cause 44,000–98,000 patient deaths in US hospitals each year. Comparable rates of mistake and preventable injury have been shown in several research investigations conducted in numerous contemporary health systems worldwide. "Safety Culture" has been recognized as a critical component of healthcare organizations' capacity to learn from mistakes and lessen patients' avoidable injury as a result of receiving medical care. There is increasing interest in evaluating safety culture in healthcare organizations due to the belief that it improves patient safety and has an effect on patient outcomes. One of the most often used techniques for evaluating safety culture is the use of safety climate surveys. These surveys are intended to aid in gauging the opinions of healthcare professionals about the general safety culture, or "safety climate," in their workplaces. This thesis looked on patient safety climate in Palestinian hospitals since no valid nor trustworthy survey tools nor safety climate surveys have been done at public hospitals in the state. Study aim: To assess nurses perception toward patient safety culture in Palestinian hospitals, as well as the factors of its adoption of a positive patient safety culture from the perspective of nurses. Methods: a cross-sectional study of 318 nurses from different Palestinian hospitals using a convenience sampling method was carried out to achieve the objectives of the study. In terms of usability, applicability, and reliability qualities, the Hospital Survey on Patient Safety Culture (HSOPSC) was determined to be the most suitable for this study. It underwent a little amount of adjustment throughout its pilot testing. Results: Out of 42 questions, 9 have been found to have an impact on nurses' views of safety; these items had an average of ≥70% favorable replies. Of the forty-two questions, 32 had average favorable answers of > 50%, indicating that there is an area for improvement in this area of the instruction. The remaining item scored less than 50% or below average for positive responses, and so were considered areas for improvement. In general, all Patient Safety Culture (HSOPSC) domains were identified as areas in need of improvement. Conclusions: It is recommended that future studies of patient safety culture and climate combine quantitative and qualitative methods as well as take a system-wide approach to inform safety climate theory and questionnaire development in order to strengthen the frameworks guiding safety culture research and practice.
- ItemORGANIZATIONAL CLIMATE AND NURSES’ PROFESSIONAL COMMITMENT IN JERUSALEM HOSPITALS(Al-Quds University, 2024-05-28) Mohammad Shaker Saad; محمد شاكر محمد سعدPrevious research has indicated that favorable workplace climate are associated with increased levels of organizational commitment, a crucial concept concerning employee perception. Similarly, perceived organizational performance is thought to be reflective of actual performance. These are crucial factors to take into account in healthcare settings since patients receive comprehensive treatment from healthcare professionals. Study aim: The primary goal of this study was to evaluate the correlation between Palestinian hospitals' organizational climate and nurses' professional commitment. Methods: A cross-sectional design with a convenience sample of 382 nurses were given questionnaires to complete for the study, and it was determined that the respondents were eligible for analysis. Quantitative research techniques are used in a correlational research design. The methodology employed in this study was quantitative in nature. The nurses working at Palestinian hospitals in Jerusalem were the study's target group. Out of all the Palestinian hospitals in Jerusalem, 234 nurses were chosen. Results: The study's findings show a strong positive correlation between organizational atmosphere and nurses' dedication to their jobs. Depending on their level of work experience, nurses' levels of professional dedication varied significantly. The collected data was analyzed using linear regression and correlation analysis. The study's findings show a substantial correlation (r = 0.362, N = 234, P>0.001) between organizational climate and nurses' professional commitment measures. The results of a linear regression analysis showed that all dependent and independent variables had normal distributions and that the organizational environment strongly affects nurses' degree of professional dedication. The analysis of variance (ANOVA) iv results on the variation in nurses' commitment to their profession according to years of experience revealed that there is a substantial difference in commitment throughout nursing. Conclusion: According to this study, the organizational climate is seen to be the most important element in the company since it helps nursing practitioners feel more satisfied with their jobs and ties them to a higher commitment level. The organizational climate is seen as the most significant component of the organization, as it fosters greater job satisfaction and increases nursing's level of commitment
- ItemAssessmant of job performance and quality of care Among nurses who work aDouble job in AL-makassed Hospital(Al-Quds University, 2023-12-28) Manal Khaleel Mohammad Hasan; منال خليل محمد حسنNurses are an important component in the industry of healthcare, and they are the first healthcare staff to interact with patients and, at times, the sole medical practitioner a patient encounters. Nurses provide care, support, and treatment for patients and their families. Therefore, a lot of emphasis is directed towards the quality of care they provide. The present study aimed at assessing the levels of job performance and quality of care of nurses who worked double jobs, one of them at AL-Makassed Hospital, compared with nurses who had only one job in the same hospital. A cross-sectional study was conducted using self-administered questionnaires that were developed by the researcher after reading previous literature. A Consent sample of 253 nurses was recruited for the purpose of data collection. The results of the study showed that 153 out of 253 nurses (60.5%) at Al-Makassed Hospital did not work double jobs, while 100 (39.5%) worked double jobs. Of the 100 nurses who worked a double job, 39.5 percent worked as nurses, 30% as clinical instructors, 13% worked in business, and 6% worked in building fields. More than half of the nurses were male (53%), while 47% were female. More than two-thirds (69.2%) of the participants were nurses aged between 20 and 39 years old, and 66.8% held a Bachelor’s Degree. The results also showed that 84.3% of single-job nurses reported a high level of job performance, compared with 49% of those who worked double jobs. Additionally, 86.3% of single-job nurses reported a high level of quality of care delivered to patients, compared with 54% of nurses who work double jobs. Male nurses were more affected than female nurses, revealing that the majority (93%) experienced a moderate impact, with only 5% reporting a lower impact and 2% reporting a higher impact. Furthermore, nurses who held a Diploma (M = 3.43) reported lower job performance levels than those who held a Bachelor’s degree ( M = 3.43; M=3.87) respectively. Nurses who worked double shifts reported lower job performance than those who worked single shifts. In addition, female nurses reported higher quality of care scores than male nurses (M = 4.02; M=3.85, respectively). Nurses who held a Diploma reported lower quality of care than those who held a Bachelor’s (M=3.53; M=3.97) respectively. This study examined the perspectives of both nurses with duble jobs and with those single jobs toward job performance and the quality of nursing care. The current study has revealed noteworthy findings, as nurses working single jobs reported higher job iv performance and quality of care levels than those working double jobs. The prevalence of double jobs at Al-Makassed Hospital was high, with 39% of nurses reporting working double jobs. Male nurses are particularly more affected than female nurses. Nurses who held a Diploma reported lower quality of care than those who held a Bachelor's degree. Based on these results, policymakers and nurse managers should regularly monitor the working hours and conditions of nurses to minimize the negative impact of double jobs on the quality of care. Understanding these dynamics is crucial for healthcare institutions to ensure the well-being of their nursing staff and the quality of care delivered to patients. In conclusion, the researcher believes that the performance of nurses at Makassed Hospital is affected by several factors. The Israeli occupation and the lack of equipment at the hospital both impact the job performance of nurses and the quality of nursing care. The researcher also believes that Makassed nurses are dedicated and committed to protecting the hospital from collapse. They are the foundation of the institution's continued existence. Further research and interventions may be needed to address the challenges faced by nurses with double jobs and the factors that contribute to their occurrence and improve their working conditions and patient care outcomes.
- ItemCompassion Fatigue in Relation to Debriefing among Intensive Care Unit Nurses: The Palestinian Case(Al-Quds University, 2023-08-26) Walaa Salim Abdallah Jafare; ولاء سالم عبدالله جعفريBackground: Critical care nurses derive happiness from providing empathetic care to patients and their families, but they also face the risk of becoming overwhelmed. Professional quality of life involves maintaining a balance between fulfillment and fatigue , So manager or administrative must play role in preventing or intervening in cases of fatigue . Study Problem and Justifications: Healthcare professionals are under significant pressure to display compassion when patients are in crisis. Critical care nurses face challenges in dealing with life-threatening situations, poor communication, and long working hours, leading to compassion fatigue (CF). Nurses often experience moral discomfort when providing end-of-life care or when care is no longer effective. A comprehensive literature review identified ten studies on CF among critical care nurses, highlighting age and experience as risk factors. However, none of these studies were conducted in the East Mediterranean region. Aim and Objectives: This study aimed to determine the levels of compassion fatigue among Palestinian ICU nurses in relation to debriefing in their work environment. Methodology: A cross-sectional design study was employed to answer the study questions and a convenience sample of 245 nurses was selected from 8 Palestinian hospitals ,the researcher adopted a questionnaire based on the study's model, incorporating insights from previous studies, relevant scientific research, dimensions, variables, and expert opinions. The validated Arabic version of the questionnaire was used for data collection. Statistical Analysis: Data collection utilized the Statistical Package for Social Science (SPSS) Version (26), with answers converted to numeric values using a scoring manual. The data was checked for outliers or errors, followed by descriptive and inferential statistical analysis. Descriptive statistics (frequency, percentages, mean score) were employed to describe study variables, while inferential statistics included independent t-tests, One-Way ANOVA, chi-square tests, and binary logistic regression to assess differences among demographic variables in terms of compassion fatigue (CF), secondary traumatic stress (STS), and compassion satisfaction (CS). Ethical Considerations: The study received approval from Al-Quds University's research committee and the Ethical Research committee (REC). Consent forms were used to ensure participants' agreement, with a full explanation of confidentiality, privacy, and their right to withdraw. Results: The study examined demographic and professional characteristics, revealing a diverse distribution among hospitals and working hours. Most nurses resided in Hebron (54.3%), with 49.8% having 1-5 years of experience. The majority fell in the 20 to 29 years old range (57.1%), with various working hours and patient care load. Gender distribution was balanced, and 57.1% were married. Educational levels varied, with most holding a Bachelor's degree. Nurses reported workplace stress (73.5%), with employer support (55.9%) and frequent debriefing sessions (60.2%). Formal debriefing guidelines were considered "extremely important" by 43.3% . The study has determined that the impact of debriefing sessions as predictors for the categories of ProQoL domains was found to be insignificant (p-value > 0.05) . Conclusion: This study provides insights into compassion fatigue among Palestinian ICU nurses, with significant considerations for the work environment, and demographic factors. The findings underscore the need for comprehensive strategies to address nurses' emotional well-being, and healthcare institutions can utilize evidence-based interventions to promote a supportive and sustainable work environment. This study contributes to the existing knowledge, reinforcing the importance of these issues in the healthcare profession.