Nurse manager perspective of staff participation in unit level shared governance

Sullivan, Sheila Cox; Norris, Mitzi; Brown, Lana M.; Scott, Karen J.

doi:10.1111/jonm.12500

Cited by 17 publications

(21 citation statements)

References 17 publications

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“…In summary, the key difference lies in the higher specific levels of intrinsic motivation and amotivation observed among nurses relative to the higher specific levels of identified regulation observed among managers, hospital workers, and physiotherapists. These findings are aligned with prior research suggesting that amotivation tends to be more frequent among nurses due to their constant exposition to a range of administrative duties (Sullivan, Norris, Brown, & Scott, 2017). This Self-Driven Hedonist profile shares similarity with the Hedonist profile identified by Litalien, Gillet, Gagn e, Ratelle, and Morin (2019) among undergraduate university students.…”

Section: Employees' Work Motivation Profilessupporting

confidence: 90%

A test of work motivation profile similarity across four distinct samples of employees

Gillet

Morin

Ndiaye

et al. 2020

J Occupat & Organ Psyc

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The present study examines how the different forms of behavioural regulation proposed by self‐determination theory combine within different profiles of workers and the extent to which these configurations are replicated among four samples of workers from distinct occupational groups (managers, nurses, physiotherapists, and hospital employees). In addition, this research investigates the role of workload (as a job demand), as well as perceived organizational, supervisor, and colleagues support (as job resources) in the prediction of profile membership. Finally, this research also documents the relation between motivation profiles and a series of adaptive (work performance) and maladaptive (presenteeism, turnover intentions, and absenteeism) work outcomes. Latent profile analyses revealed six similar motivation profiles among the four samples (n = 291 managers, 249 hospital employees, 237 nurses, and 373 physiotherapists). The results also showed the highest levels of presenteeism and turnover intentions, and the lowest levels of work performance to be associated with the Externally Driven profile. Moreover, workload predicted a higher likelihood of membership into the Self‐Driven Introjected and Externally Driven profiles relative to the Moderately Intrinsically Motivated, Highly Intrinsically Motivated, and Self‐Driven Hedonist profiles. Finally, perceived colleagues support predicted a decreased likelihood of membership into the Externally Driven profile relative to the five other profiles, whereas higher levels of perceived organizational support predicted an increased likelihood of membership into the Self‐Driven Introjected, Highly Intrinsically Motivated, and Value‐Reward Self‐Driven profiles relative to the Externally Driven and Self‐Driven Hedonist ones. Practitioner points Employees’ profiles characterized by low levels of self‐determined work motivation were associated with the worst outcomes. By decreasing employees’ workload or by helping to make it more manageable, organizations may increase employees’ likelihood of displaying more desirable, and self‐determined, motivational profiles. By improving colleagues support, organizations may also be able to increase employees’ likelihood of displaying more desirable, and self‐determined, motivational profiles.

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Section: Employees' Work Motivation Profilessupporting

confidence: 90%

A test of work motivation profile similarity across four distinct samples of employees

Gillet

Morin

Ndiaye

et al. 2020

J Occupat & Organ Psyc

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“…Autonomy, which corresponds to an outcome variable in the theory, is associated with control over nursing practice that is one of subscales of professional governance (Clavelle et al, 2013). Nurse managers have also reported improvements in nurses' empowerment and autonomy through implementation of shared governance activities in teams (Cox Sullivan, Norris, Brown, & Scott, 2017). Job satisfaction, which corresponds to an outcome variable in the theory, is known to be closely associated with structural empowerment, organizational commitment (Yang et al, 2014) and professional governance (Joseph & Bogue, 2016).…”

mentioning

confidence: 99%

Effects of structural empowerment and professional governance on autonomy and job satisfaction of the Korean nurses

Choi

Kim

2019

J Nurs Manag

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Aim To investigate the relationships among structural empowerment, professional governance, autonomy and job satisfaction in the Korean nurses and to provide a more in‐depth explanation of the nature of professional governance as a process. Background Professional governance in nursing is a key component in the Magnet Recognition Program. However, little is known about professional governance in the Korean nursing. Methods A sequential, explanatory, mixed‐method study with the Korean nurses (n = 208). Results The quantitative findings showed that decision‐making among the Korean nurses fell on a continuum of professional governance directed by managers. The mediating effects of professional governance on the relationships between structural empowerment and autonomy and between structural empowerment and job satisfaction were significant. The qualitative findings described the inhibitors and facilitators of professional governance. Conclusion The findings of this study highlight the significance of professional governance in providing nurses with more control over nursing practice and patient care and in encouraging nurses’ involvement in organizational decision‐making. Implications for Nursing Management Health care organizations should establish internal policies that give nurses the power to voice their opinions on inpatient care, encourage unit managers to create a positive nursing work environment through support and recognition and have nurses set council activity goals based on their needs.

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“…Tata kelola perawat manajer dapat meningkatkan empowerment perawat, manajemen diri, memfasilitasi interprofesional dan kepuasan (Cox Sullivan, Norris, Brown, & Scott, 2017;Heale, Dickieson, Carter, & Wenghofer, 2014). Perawat manajer juga berperan mengembangkan kebijakan/pedoman dan pelatihan bagi perawat untuk dokumentasi yang efektif (Asamani, Amenorpe, Babanawo, & Ofei, 2014 (Min & Scott, 2016;Trettene et al, 2017).…”

Section: Pendahuluanunclassified

Analisis Ketidaksinambungan Dokumentasi Perencanaan Asuhan Keperawatan : Metode Ishikawa

Christina¹,

Indracahyani

Yatnikasaria

2019

jiks

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AbstrakPerencanaan asuhan keperawatan merupakan kunci dari continuity of care.Dokumentasi perencanaan asuhan keperawatan yang tidak saling berkesinambungan dalam rekam medis berdampak pada kualitas asuhan pasien. Tujuan studi ini adalah menganalisis penyebab fenomena ketidaksinambungan tersebut sehingga dapat memberikan rekomendasi untuk perbaikan bagi pelayanan asuhan keperawatan. Metode yang digunakan adalah studi kasus dengan pendekatan analisis gap antara kondisi yang terjadi dengan kondisi ideal. Studi ini menganalisis fenomena berdasarkan pendekatan fungsi manajemen keperawatan dan metode Ishikawa. Teknik pengumpulan datanya adalah dengan cara wawancara, observasi dan data sekunder dari studi dokumentasi data rumah sakit. Responden dipilih dengan cara tehnik purposive sampling sejumlah sembilan orang manajer keperawatan. Hasil analisis Ishikawa menemukan penyebab utama adalah lembar POC pada awalnya diberlakukan oleh pokja akreditasi rumah sakit sehingga setelah penilaian akreditasi selesai keberlanjutannya terhambat. Selain itu ditemukan juga masalah lain sepertipengetahuan perawat tentang metode penugasan perawat primer, ketenagaan dan supervisi rekam medis POC yang belum optimal. Kesimpulan dari analisis fungsi manajemen keperawatandiperoleh bahwa fungsi pengarahan dan fungsi pengendalian perlu ditingkatkan agar dokumentasi perencanaan asuhan keperawatan lebih optimal. Keyword: metode ishikawa, perencanaan keperawatan, fungsi manajemen. Analysis of Discontinuity of Nursing Care Planning Documentation: Ishikawa Method.AbstractPlanning nursing care is the key to continuity of care. Documentation of non-mutually sustainable nursing care planning in medical records has an impact on the qualities of patient care. The purpose of this study is to analyze the causes of the phenomenon of discontinuity so that it can give recommendations for improvement for nursing care services. The method used is a case study with a gap analysis approach between conditions that occur with ideal conditions. This study analyzes phenomena based on nursing management function approach and Ishikawa method. The data collection technique is by interview, observation and secondary data from hospital data documentation studies. Respondents are select by a purposive sampling technique with nine nursing managers. Ishikawa's analysis found that the main cause was that the POC sheet was initially applied by the hospital accreditation working group so that after the accreditation assessment finished the sustainability hampered. In addition, other problems were also found such as nurses' knowledge about the primary nurse assignment method, workforce and supervision of POC medical records that were not ideal. Conclusion of analysis of nursing management functions is that the directional function and control function need to improved so that the planning of nursing care is more ideal.Keyword: ishikawa analysis, management functions, nursing care plan.

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Nurse manager perspective of staff participation in unit level shared governance

Abstract: These findings reflect the need for nurse managers to promote and recognize staff participation in unit level shared governance.

Cited by 17 publications

References 17 publications

A test of work motivation profile similarity across four distinct samples of employees

A test of work motivation profile similarity across four distinct samples of employees

Effects of structural empowerment and professional governance on autonomy and job satisfaction of the Korean nurses

Analisis Ketidaksinambungan Dokumentasi Perencanaan Asuhan Keperawatan : Metode Ishikawa

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