Nursing competency and organizational climate as perceived by staff nurses in a Chinese university hospital

Ying, Liu; Kunaviktikul, Wipada; Tonmukayakal, Ouyporn

doi:10.1111/j.1442-2018.2007.00324.x

Cited by 35 publications

(32 citation statements)

References 19 publications

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“…In Mertojaet al, 17 Ying et al, 18 and Bahraini et al, 14 studies, most of the nurses reported their competence as good, which is not consistent with the results of the present study.…”

Section: Discussioncontrasting

confidence: 86%

Clinical Competence and Its Related Factors of Nurses in Neonatal Intensive Care Units

Mirlashari¹,

Qommi²,

Nariman

et al. 2016

J Caring Sci

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Introduction: Clinical competence of nurses working in the neonatal intensive care units together with advancements in medical science and technology increased the survival rate of newborns that need specialized care. To ensure the quality of care and provide the safety of patients, evaluating the clinical competence of nurses seems necessary. This study aimed to evaluate the clinical competence of nurses in the neonatal intensive care units. Methods: In this cross-sectional study, 117 nurses working in the neonatal intensive care units of the hospitals affiliated to Tehran University of Medical Sciences were selected by census method. The research tool was Development of Competency Inventory for Registered Nurses questionnaire which completed by self-assessment. The mean clinical competence scores of participants categorized into 3 levels: weak: <225, moderate: 225-273 and good: >273. Data were analyzed by SPSS version 13 using the Pearson correlation coefficient, t-test and Chi-square test. Results: The highest levels of competence were related to critical thinking and research attitude and interpersonal relationships, and the lowest level was related to training and mentoring. There was a direct statistically significant relationship between marital status, employment status, level of interest in working in the neonatal intensive-care units and the clinical competence of nurses. Conclusion: Since the clinical competence of nurses in the Neonatal Intensive Care Units is vital, some variables such as interest in the nursing profession, employment status, the neonatal intensive theoretical and practical training courses and the amount of overtime working hours should be taken into consideration.

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“…In Mertojaet al, 17 Ying et al, 18 and Bahraini et al, 14 studies, most of the nurses reported their competence as good, which is not consistent with the results of the present study.…”

Section: Discussioncontrasting

confidence: 86%

Clinical Competence and Its Related Factors of Nurses in Neonatal Intensive Care Units

Mirlashari¹,

Qommi²,

Nariman

et al. 2016

J Caring Sci

View full text Add to dashboard Cite

show abstract

“…This is in the same vein of Abd El-Megeed and Ahmed [27] who concluded that the good spirits and relationships, and human treatment between nurses are indicators of open and positive climate. Also, previous researchers found that organizational support, cooperative work environments and fair rewarding were indicators of organizational climate perception [28,29,30].…”

Section: Discussionmentioning

confidence: 99%

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Mohamed¹,

Gaballah²

2018

AJNR

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Background: Competent nurses' performance and typical work climate are targets that challenge hospital administrators to achieve likely results for success. A positive work climate leads to and sustains nurses' motivation and high performance. Aim: This study aimed to explore the relationship between organizational climate and nurses' performance. Material and methods: A quantitative descriptive correlational research design was utilized. A sample of 110 nurses was recruited from all inpatients' department of the Main Mansoura University Hospital. Tools of data collection: Personal and job characteristics of the participants, organizational climate questionnaire and nurses' performance evaluation. Results: The study findings highlighted that 51% of the nurses had positive work climate with a higher mean score (12.15±2.39) for customer service while the lowest mean score (5.65±3.1) for compensation. And 30.9 % of nurses had competent performance level with a higher mean score for hospital behavioral expectations domain (75.51±10.41), while the lowest mean score was for education domain (6.91±1.42). A significant relationship was found only between nurses' performance and age (8.44) and educational level (8.42). Conclusion: The study concluded that a statistically significant positive association was also identified between nurses' perception of work climate and job performance (.049). So, hospital administrators must push nurses' performance forward to a high level of competency through creating an exemplary work climate which values nurses, and allows them to share ideas, team spirit and creativity.

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“…Financial-analysis education for nurses has been reported to lead to effective reallocations of nursing resources, and thus, to reduced costs and increase profits (Finkler et al, 2007;Ying et al, 2007). According to the leadership competency model of the Moses Cone Health System, financial competency is the most important competency expected of future nurse leaders.…”

Section: Discussionmentioning

confidence: 97%

Key components of financial‐analysis education for clinical nurses

Lim

Noh

2015

Nursing & Health Sciences

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In this study, we identified key components of financial-analysis education for clinical nurses. We used a literature review, focus group discussions, and a content validity index survey to develop key components of financial-analysis education. First, a wide range of references were reviewed, and 55 financial-analysis education components were gathered. Second, two focus group discussions were performed; the participants were 11 nurses who had worked for more than 3 years in a hospital, and nine components were agreed upon. Third, 12 professionals, including professors, nurse executive, nurse managers, and an accountant, participated in the content validity index. Finally, six key components of financial-analysis education were selected. These key components were as follows: understanding the need for financial analysis, introduction to financial analysis, reading and implementing balance sheets, reading and implementing income statements, understanding the concepts of financial ratios, and interpretation and practice of financial ratio analysis. The results of this study will be used to develop an education program to increase financial-management competency among clinical nurses.

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Nursing competency and organizational climate as perceived by staff nurses in a Chinese university hospital

Cited by 35 publications

References 19 publications

Clinical Competence and Its Related Factors of Nurses in Neonatal Intensive Care Units

Clinical Competence and Its Related Factors of Nurses in Neonatal Intensive Care Units

Study of the Relationship between Organizational Climate and Nurses' Performance: A University Hospital Case

Key components of financial‐analysis education for clinical nurses

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