Dilek Ekici; Tugba Mert
Abstract
Background: Better healthcare outcomes in health services are obtainable from frequently observing ongoing healthcare activities, gathering data, and assessing outcomes. Objectives: This study aimed to establish the basic principles of nursing care standards and practices in wards, develop a nursing ...
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Background: Better healthcare outcomes in health services are obtainable from frequently observing ongoing healthcare activities, gathering data, and assessing outcomes. Objectives: This study aimed to establish the basic principles of nursing care standards and practices in wards, develop a nursing audit tool for periodically monitoring and controlling ongoing nursing activities, and evaluate nursing care quality. Methods: A methodological investigation of field visit data gathered between November 2017 and April 2019 was conducted. A nursing service audit tool was used to collect data. Based on the literature and expert consideration, a conceptual structure of the nursing audit criteria containing 63 items and four factors (patient care, indirect care, unit criteria, and head nurse) was developed. The hospital supervisors visited all the wards and evaluated all the items of the tool accordingly. Nursing outcomes of units were used for determine the predictive validity of the tool. Two supervising nurses collected the data using the tool during their shifts. Supervisors were trained on the use of the tool to avoid any differences between evaluators. Each supervisor collected 309 tools. A total of 618 data were collected. Results: The level of validity and reliability of the tool is within acceptable limits; thus, it can be regarded as a valid and reliable tool for monitoring nursing care processes in the general wards of the hospital. Conclusion: The developed tool will help nurse managers monitor the nursing care process in accordance with the quality standards.
Dilek Ekici; Kamuran Cerit; Tugba Mert
Abstract
Introduction: Nurses who have difficulty balancing their family role and responsibilities because of intense work pressure tend to leave their current jobs to work in organizations which offer better working conditions, lower workloads, and more managerial support. Objective: This study aimed to determine ...
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Introduction: Nurses who have difficulty balancing their family role and responsibilities because of intense work pressure tend to leave their current jobs to work in organizations which offer better working conditions, lower workloads, and more managerial support. Objective: This study aimed to determine nurses’ work-family conflict (WFC), job satisfaction, and intention to leave the job in a private hospital. Methods: This descriptive study is based on a methodological and causal research design. The population of the study included 98 nurses working in a private hospital. The research model is tested with structural equation modelling (SEM). Results: Nurses working changing shifts reported statistically higher levels of work-to-family conflict and workload than those consistently working daytime shifts. Managerial support and workload explained 48% of WFC. Work structure alone explained 44% of job satisfaction. Job satisfaction and WFC explained 17% of the variance in intention to leave. Conclusion: Nurses who have difficulty balancing their family roles and responsibilities because of intense work pressure tend to leave their current jobs to work in organizations which offer better working conditions, lower workload, and more managerial support. The work structure of nurses should be reorganized in order to enhance nurses’ job satisfaction.
Hanım Seyrek; Dilek Ekici
Abstract
Background: The ‘Organizational Justice’ concept is used in order to determine whether the administrator is fair to his personnel or not. It is said that those who get bullied are usually terrorized, annoyed, excluded, belittled, deprived of resources, isolated and prevented from claiming ...
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Background: The ‘Organizational Justice’ concept is used in order to determine whether the administrator is fair to his personnel or not. It is said that those who get bullied are usually terrorized, annoyed, excluded, belittled, deprived of resources, isolated and prevented from claiming rights. Objective: The purpose of this study is to determine nurses’ perception of organizational justice and its effect on the bullying behaviour they are exposed to. Methods: The cross-sectional study was conducted on nurses at a university hospital and a private hospital in Ankara. In this regard, 250 nurses who had been serving in their respective hospitals for 6 months participated in the study. The variables were measured under 2 categories: bullying and perception of organizational justice. A simple regression analysis was carried out in order to determine the bullying behaviour which causes the nurses’ justice perceptions. Results: According to the survey, the nurses are most likely to perceive injustice in the area of distributional justice. Results revealed that the ratio of nurses who were exposed to bullying in the workplace was 28%. There was a significant and negative relation between the nurses’ distributional justice perception and the bullying they were exposed to. Conclusion: The employees whose organizational justice perceptions are low, display a threatening and negative behaviour towards their colleagues and the institution. They feel themselves to be threatened when they think that they can’t communicate with upper management respectfully and also when they believe that their managers are unjust in performance assessment, in assessing salaries and promotion.
Zeynep Özsoy; Dilek Ekici
Abstract
Background: The organizational culture, justice, and ethical practices found in nursing services and health services have numerical superiority and a significant importance.Objective: This descriptive study aimed to determine the relationship among ethical behavior, organizational justice and culture ...
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Background: The organizational culture, justice, and ethical practices found in nursing services and health services have numerical superiority and a significant importance.Objective: This descriptive study aimed to determine the relationship among ethical behavior, organizational justice and culture in public and private hospitals.Methods: One hundred fifty-three nurses working for at least 6 months in a private or public hospital in Ankara participated in this study. The questionnaire used in this study consisted of three parts: participant demographic data, the ethical leadership scale, and organizational justice.Results: The perceptions regarding organizational culture and ethical behavior of nurses working in a private hospital were found to be greater than those of nurses working in a public hospital. A statistically significant relationship was found between the nurses’ perceptions of organizational culture and justice. A similar relationship between perceptions of nurses regarding organizational culture and ethical behavior was also noted. The results showed that organizational culture explained 30% of the ethical leadership behavior of managers and 35% of organizational justice.Conclusion: The perceptions of nurses regarding justice and ethical behaviors are significantly affected by their work culture exposed in the case of increasing of non-ethic and non-fair behaviours it was the nurses perceive more strength and role culture.