Nurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital

Alfonso, Anna Liza R.; Hipona, Jocelyn B.; Quijencio, Wilfredo

doi:10.30994/jnp.v5i1.137

Cited by 4 publications

(5 citation statements)

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“…According to Bang and colleagues (2011), the foundation of professional development is the achievement of professional values [30]. The decision to stay in the nursing profession is influenced by excellent mentor experiences, and staff nurses' experiences of practice learning are greatly influenced by the mentor's support role [31]. For nurse leaders and managers, the environment in which the nurses work may offer a flexible way to cultivate nursing expertise and attract and retain nursing specialists [32].…”

Section: Discussionmentioning

confidence: 99%

Congruence of Effective Leadership Values between Nurse Leaders and Staff Nurses in a Multicultural Medical City in Saudi Arabia: A Sequential Mixed-Methods Study

et al. 2023

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This study explores the perceived congruence of effective values of nursing leadership between the nurse leaders and the staff nurses in a multicultural tertiary hospital. Methods: This is a descriptive sequential mixed-methods study conducted in a multicultural medical city in Saudi Arabia. Purposive sampling was used in the qualitative phase, while stratified sampling was used for the quantitative part. There were 70 participants in the qualitative phase, including 33 nurse leaders and 37 staff nurses. The quantitative phase had 571 participants, including 105 nurse leaders and 466 staff nurses. Results: Congruent values were categorised into six emerging themes: (1) cascading deference; (2) paragon of probity; (3) professional competence; (4) compassionate presence; (5) team diversity and inclusion; (6) calibrated communication. The quantitative survey confirmed that the values identified from the interviews were considered to be vital by both nurse leaders and staff nurses, and there were no statistically significant differences between staff nurses’ and nurse leaders’ perceptions, regardless of their nationality, as demonstrated by one-way ANOVA, with p-values less than 0.05 deemed to be statistically significant. Conclusion: Both nurse leaders and staff nurses in the multicultural institution have congruent leadership values that are perceived as essential to achieve institutional goals and, ultimately, safe and high-quality patient care.

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Section: Discussionmentioning

confidence: 99%

Congruence of Effective Leadership Values between Nurse Leaders and Staff Nurses in a Multicultural Medical City in Saudi Arabia: A Sequential Mixed-Methods Study

et al. 2023

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“…No âmbito das estratégias de desenvolvimento profissional destacam-se aquelas que pressuponham convívio entre gestores experientes e sucessores, para que assumam os cargos com maior segurança (21) . A relação de partilha que se estabelece traz muitos benefícios: os gestores são incitados a um melhor desem-penho e os sucessores constroem a sua confiança e competências na prática clínica (6,9,22) .…”

Section: Discussionunclassified

“…A mentoria, enquanto método organizado e integrativo destinado à orientação do sucessor (12,(22)(23) , implica uma aliança e compromisso entre o mentor e o mentorado (5,12) . Apesar dos benefícios descritos pelos participantes, a literatura aponta que a sua implementação nas instituições de saúde pode ser desafiante, onerosa, e ter vários obstáculos, incluindo a falta de tempo ou motivação dos gestores (12,23) .…”

Section: Discussionunclassified

The constructive path of the manager nurse: a grounded theory

Pestana,

Martins,

Rodrigues

2023

Rev Rene

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Objective: to understand how nurses experience the succession planning of manager nurses. Methods: qualitative study using grounded theory as a theoretical and methodological reference, with a sample of 20 nurses. Data collection took place through interviews, content analysis, and the conceptual model originated from the coding process. Results: the process of succession planning is informally implemented in the diagnosis of head nurses, but there are some gaps in the systematization of the process. The selection processes, the leadership profile, and experience stand out in the diagnosis, and a casual experience in management is relevant for the preparation of head nurses. Although this is necessary, there are still obstacles, such as the resistance of managers, the turnover of hospital administration councils, and the COVID-19 pandemic. Conclusion: nurses interviewed highlighted many benefits from the planning of succession, but find obstacles to its implementation, which contributes to the reluctance of head nurses to actively participate. Contributions to practice: the theoretical-conceptual model can contribute to change and systematically structure the constructive path of manager nurses, allowing the identification of conditions that promote or limit the diagnosis, education, and development of these professionals.

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“…Widespread uses of nurse mentoring have been employed to produce positive outcomes and decrease turnover and assess job satisfaction. It has been an effective strategy for nurturing nurses in the increasingly JNSBU stressful and challenging health care work environment, improve their self-confidence, understand moral and ethical issues and develop skills for nurses (Alfonso, et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

Effect of Mentoring Educational Program for Head Nurses on Nurses’ Work Engagement

Moustafa Abd Elsalam Hamouda,

Abd El-Fatah Abo Gad,

Ibrahim Mahmoud

2024

Journal of Nursing Science Benha University

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Background: In clinical practice, mentoring is a continuum of education required for leadership, development, and training of competent health care providers, as it offers a means of enhancing workforce performance and engagement of nurses. Aim of the study: To investigate the effect of mentoring educational program for head nurses on nurses' work engagement. Study design: A quasi-experimental design was utilized. Setting: The study was conducted at inpatient units of medical, surgical departments at Benha University Hospital. Study Subject: All available (60) head nurses during data collection period and a simple random sample of 200 nurses. Tools of data collection: Four tools were used; Tool (1) Mentoring knowledge assessment questionnaire, Tool (2) Mentoring skills observational checklist, Tool (3) Head nurses' Attitude toward mentoring questionnaire and Tool (4) Work engagement scale. Results: Nearly three quarters of head nurses (73.3%) had inadequate knowledge regarding mentoring at preprogram phase, which improved to be 98.3% and 86.7 % had adequate knowledge at immediate post and follow up phases, respectively. More than three quarters (78.5%) of nurses had low work engagement level at preprogram phase, and improved to 70.5% at immediate post and become moderate level (58.5%)at follow up phases had high work engagement. Conclusion: There was a positive statistically significant correlation between head nurses' total knowledge skills and attitude regarding mentoring and nurses' work engagement at immediate post program was found. Recommendation: Initiating in-service education and training programs in all departments for refreshing and increasing head nurses' knowledge and skills especially about mentoring which in turn increase nurses' engagement.

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Nurse Managers’ Responsive Coaching To Facilitate Staff Nurses’ Clinical Skills Development in Public Tertiary Hospital

Cited by 4 publications

References 0 publications

Congruence of Effective Leadership Values between Nurse Leaders and Staff Nurses in a Multicultural Medical City in Saudi Arabia: A Sequential Mixed-Methods Study

Congruence of Effective Leadership Values between Nurse Leaders and Staff Nurses in a Multicultural Medical City in Saudi Arabia: A Sequential Mixed-Methods Study

The constructive path of the manager nurse: a grounded theory

Effect of Mentoring Educational Program for Head Nurses on Nurses’ Work Engagement

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