Nurse physician work-related relationship as perceived by both of them

Elhanafy, Elham Youssef

doi:10.4103/enj.enj_42_17

Cited by 11 publications

(1 citation statement)

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“…The third finding indicated that lack of early socialisation experiences, absence of role models and shortage of qualified nurses are barriers to effective CL. The literature noted that shortage of nurses jeopardised patient safety, fewer nurses and a high admission rate have a higher death rate 27 and absence of role models inhibits creativity and originality. 28 on May 25, 2024 by guest.…”

Section: Discussionmentioning

confidence: 99%

Effective clinical nursing leadership in hospitals: barriers from the perspectives of nurse managers

Algunmeeyn

Mrayyan

Suliman

et al. 2023

leader

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AimThe purpose of this study was to identify barriers to effective clinical nursing leadership in Jordanian hospitals from the perspectives of nurse managers (NMs).BackgroundClinical leadership is about expertise in specialised fields and involving professionals in clinical care. Even though leadership terminology has been used in nursing and healthcare business literature, clinical leadership is still misunderstood, including its barriers.MethodThis study adopted a qualitative narrative approach and recruited a purposive sample of 19 NMs and two associate executive directors of nursing from two hospitals. Data were collected through two focus group discussions and in-depth interviews and were analysed using content analysis. The study was guided by the ‘Consolidated Criteria for Reporting Qualitative Research’.ResultFour themes emerged regarding barriers to effective clinical nursing leadership: (1) power differential, (2) inconsistent connectedness with physicians, (3) lack of early socialisation experiences and (4) clinical practice reform is a mutual responsibility.Conclusion and relevance to clinical practiceBarriers are detrimental to effective clinical leadership; they are associated with interdisciplinary and professional socialisation factors. Managers and academicians at all levels should immediately consider these barriers as a priority. Innovative clinical leaders should identify barriers to effective clinical leadership at the early stages. Thus, innovative clinical leadership programmes are warranted.

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Section: Discussionmentioning

confidence: 99%

Effective clinical nursing leadership in hospitals: barriers from the perspectives of nurse managers

Algunmeeyn

Mrayyan

Suliman

et al. 2023

leader

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Effect of nurses’ perception to workplace civility climate on nurse–physician collaboration

Hossny

Sabra

2020

Nursing Open

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Aims To assess the effect of nurses’ perception to workplace civility climate on nurse–physician collaboration and determine whether the largest contributor to changing the climate of the workplace are the employees or top management. Design This study used non‐experimental descriptive cross‐sectional study design, which using purposive sample (139 nurses) working at Health Insurance Hospital. Method The current study data were collected by using self‐administered questionnaires including three tools: (a) a structured interview questionnaire includes personal data; (b) perceived workplace civility climate scale (15 items); and (c) Nurse Physician Collaboration Scale (27 items). Results Main result of this study reveals that there was a positive statistically significant correlation between workplace civility climate and collaboration (0.208 * ). Studied nurses were perceived top management with the high score (87.5) than employees (65.2). Conclusion Workplace civility climate was demanded for well collaboration between nurses and physicians to provide high‐quality services; when nurses and physicians have increase chance to work in civility climate, combining with response to incivility and low intolerance for it, they will be more collaborated. Recommendation: Policies and procedures are very important in healthcare settings to address uncivil actions and establish a civilized climate.

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The attitudes of healthcare professionals towards nurse–physician collaboration

Hossny

Sabra

2020

Nursing Open

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Aims The current study aims to examine the attitudes of healthcare professionals towards nurse–physician collaboration and to explore the level of satisfaction concerning the quality of collaboration among them. Design A descriptive comparative study design was used to demonstrate attitudes of 338 participants (158 internship nurses, 139 nurses and 41 physicians) working in intensive care units, surgical department and medical department. Methods Two instruments were used, socio‐demographic data sheet and Jefferson scale of attitude towards nurse–physician collaboration (JSANPC), it consisted of 15 items under 4 dimensions. Results The internship nurses have the high score (38.6%) in poor level of satisfaction regarding quality of collaboration between nurses and physicians comparing to staff nurses and physicians. Physicians are satisfied (61%) with the level of collaboration between them and nurses. Staff nurses have the high positive attitude (48.45 (4.03)) towards collaboration between nurses and physicians comparing to physicians and internship nurses. Conclusion Internship nurses were not satisfied with the level of collaboration between nurses and physicians.

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Nurse physician work-related relationship as perceived by both of them

Cited by 11 publications

References 0 publications

Effective clinical nursing leadership in hospitals: barriers from the perspectives of nurse managers

Effective clinical nursing leadership in hospitals: barriers from the perspectives of nurse managers

Effect of nurses’ perception to workplace civility climate on nurse–physician collaboration

The attitudes of healthcare professionals towards nurse–physician collaboration

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