Evaluating the Performance of Nurses

Schwirian, Patricia M.

doi:10.1097/00006199-197811000-00004

Cited by 216 publications

(186 citation statements)

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“…Total scale Cronbach's alpha for the study sample was 0.82 -0.83. The second instrument, the Modified 6-D Scale of Nursing Performance, is a measure of quality of nursing performance that was developed by Schwirian (1978) and revised by Marshalleck (1997). It contains 61 items on a five-point Likert scale (0 = not applicable; 4 = very well) and includes seven subscales: critical care, interpersonal relations/communications, leadership, managing/outcomes, planning/evaluation, professional development, and teaching/collaboration (Cronbach's alpha for the study sample: total scale α = 0.95; subscales α = 0.71 -0.90).…”

Section: Methodsmentioning

confidence: 99%

Perceptions of Professional Practice and Work Environment of New Graduates in a Nurse Residency Program

Bratt

Felzer²

2011

J Contin Educ Nurs

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New nurses continue to face challenging work environments and high expectations for professional competence as they enter practice. Nurse residency programs are gaining prominence as a mechanism to ease new graduates’ transition to practice. This study examined new graduates’ perceptions of their professional practice competence and work environment throughout a yearlong nurse residency program. Employing a repeated measures design, data were collected at baseline, at 6 months, and at 12 months. Results showed that job satisfaction was significantly lowest at 6 months and highest at 12 months. Job stress was found to be lowest at 12 months and organizational commitment was highest at baseline. Of the variables related to professional practice, clinical decision-making was highest at 12 months and quality of nursing performance significantly increased at each measurement point. These data add to the growing evidence supporting the efficacy of nurse residency programs.

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Section: Methodsmentioning

confidence: 99%

Perceptions of Professional Practice and Work Environment of New Graduates in a Nurse Residency Program

Bratt

Felzer²

2011

J Contin Educ Nurs

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“…The questionnaire was designed in the years 1974-1977 by P. Schwirian. The intention of the researcher was an assessment of the performance of nursing graduates and nurses with the period of employment up to 2 years [2]. To-date, the SDNS has been applied not only to assess performance of the graduates of nursing, but also those with long-term professional experience.…”

Section: Resultsmentioning

confidence: 99%

“…Formerly, the instrument Six Dimension Scale of Nursing Performance consisted of 76 detailed criteria. The final version contains 52 detailed criteria, which have been ascribed to 6 main categories [2]: 1) leadership (5); 2) intensive / critical care (7);…”

Section: Resultsmentioning

confidence: 99%

Przegląd narzędzi badawczych do oceny wydajności pracy pielęgniarek

Szara

Ksykiewicz-Dorota

Klukow

2017

MBS

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S u m m a r yManagers willingly use performance as the key element in the motivation of employees, evaluation of their work, as well as an important indicator in the bonus system. The measurement of performance allows not only the explanation of the cause of the occurrence of a deviation in the efficiency of nurses' work, but also facilitates the implementation of actions improving the quality of performance of occupational activities.The objective of the study was analysis of literature concerning the structure and principles of the application of instruments used for the assessment of performance of nurses. The review of literature pertaining to the tools for the evaluation of efficiency of performance of nurses showed a large number of international reports; however, there is a total lack in the Polish literature. Analysis of literature allowed the formulation of the following conclusions: in Poland, there is a lack of studies concerning the measurement of performance of nurses. The performance of nurses should be measured by the tool which enables its evaluation in a multi-aspect context, and possesses a high reliability and validity. S t r e s z c z e n i eMenedżerowie chętnie stosują wydajność jako element kluczowy w motywowaniu pracowników, ocenie ich pracy, a także jako istotny wskaźnik w systemach premiowania. Pomiar wydajności pozwala nie tylko na objaśnienie przyczyny powstania odchylenia w wydajności pracy pielęgniarek, ale także ułatwia wprowadzenie działań poprawiających jakość realizacji czynności zawodowych.Celem pracy była analiza piśmiennictwa, dotycząca struktury oraz zasad stosowania narzędzi, używanych w pomiarze wydajności pracy pielęgniarek. Przegląd piś-miennictwa dotyczącego narzędzi do oceny wydajności pracy pielęgniarek wykazał ich dużą liczbę w piśmiennictwie zagranicznym oraz zupełny brak w piśmiennictwie polskim. Analiza piśmiennictwa pozwoliła na sformułowanie nastę-pujących wniosków: w Polsce brak jest badań dotyczących pomiaru wydajności pracy pielęgniarek. Pomiar wydajności pracy należy dokonać narzędziem, które umożliwia ocenę wydajności pracy w kontekście wieloaspektowym oraz posiada wysoki współczynnik rzetelności i trafności.

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“…The results varied with some authors reporting no difference between the internship group and a control group Ignatavicius, 1983) while others found improved performance in both selfreports by the participants in the internship and in peer reports (Blanzola et al, 2004;Clayton et al, 1989). Often performance was measured using the Schwirian Six-Dimension Scale of Nursing Performance, which is comprised of subscales measuring leadership, teaching/ collaboration, planning, interpersonal relationships/ communication, professional development and critical care (Schwirian, 1978). Using this scale, the aspects of nursing performance influenced by the interventions also vary.…”

Section: Interventions Supporting Newly Graduated Nursesmentioning

confidence: 99%

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

Cotton

2012

cjnl

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The difficulties new nurses experience when first entering acute care work environments have been recognized since Kramer"s seminal work in the 1970s. Despite the implementation of interventions designed to help ease the transition, the literature continues to report that new graduates undergo stress when beginning their careers as nurses. The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job stress, job satisfaction and intention to leave of new nurses.The conceptual framework used in the study was Karasek"s (1979) Job DemandsControl-Support (JDC-S) model. This model posits that job demands increase employee stress, but that increasing control can alleviate the negative effects of high demands. Social support and self-efficacy were included in this study as potential moderators of the relationships between demands and control and the outcome variables. This was an exploratory study that utilized a cross-sectional survey was used to gather data. Surveys were mailed to the homes of new nurses working in acute care hospitals across Ontario, Canada.Data were received from 232 new nurses, a response rate of 23.8%. Nurses in the sample had an average of 18.2 months of experience. Data were analyzed using separate hierarchical iii regression models for each dependent variable. The results showed that the main effects of job demands, social support and self-efficacy provided partial support for the JDC-S model when examining job stress, job satisfaction and intention to leave the job. Only self-efficacy was significantly related to intention to leave the profession. There was no evidence of moderating effects of social support or self-efficacy. An understanding of factors in the work environment that influence new nurses may assist in supporting them during the transition. By exploring the effects of demands, control, social support and self-efficacy on new graduates" job stress, job satisfaction and intention to leave, this study may provide direction to nursing leaders who are working new nurses in acute care.iv ACKNOWLEDGEMENTS

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Evaluating the Performance of Nurses

Cited by 216 publications

References 0 publications

Perceptions of Professional Practice and Work Environment of New Graduates in a Nurse Residency Program

Perceptions of Professional Practice and Work Environment of New Graduates in a Nurse Residency Program

Przegląd narzędzi badawczych do oceny wydajności pracy pielęgniarek

Prince Edward Island: Building Capacity – The Implementation of a Critical Care/Emergency Program

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