فصلنامه مدیریت پرستاری
سال دوم شماره 2 (پیاپی 6، تابستان 1392)

All nurses need to continually learn and self-development. Identifying factors affect learning and development activities are important because they show that the addition of people، contexts or situations can facilitate the self-development.

The main purpose of this study was to assessing the relationship between individual and organizational factors with self – development behavior of the nurses.

This research is a descriptive-survey study that was done in Tehran large public hospitals in 2012. In this study، cluster sampling was used with proportional allocation and finally were selected 949 clinical nurses with random sampling method and answered to standardized questionnaires with Likert scale; Self-development attitude، Career commitment، Islamic attitude toward the work، Intention for self-development، Organization’s support، Supervisor’s support، and Self – development behavior. The Cronbach’s alpha was used to determine reliability that was obtained as follows: 0. 85، 0. 92، 0. 74، 0. 77، 0. 81، 0. 74، and 0. 70. Finally، Data was analyzed by use of Spearman and Path analyze tests through SPSS 17 and Lisrel 8. 72 soft wares.

There are a significant correlation between the Individual factors; Islamic attitude toward the work (β=0. 30)، Career commitment (β=0. 11)، Person’s Intentions (β=0. 09) and Organizational factors; Organization’s support (β=0. 23)، Supervisor’s support (β=0. 23) with Self – development behavior of the nurses (p<0. 05).

Islamic attitude toward the work is a key factor in creating self-development behavior while organizational factors have an important role in increasing the tendency to perform self - development. Managers by having the belief in the value of developing، supporting evidence and clear and strengthening religious teachings can lead to increase nurses’ intention for self-development.

In regarding to differences of organizational culture among different college courses and complexity of the role of college managers and with the integration of traditional management with transformational and effectiveness leadership in universities، identifying these factors by nursing colleges’ managers is necessary.

This research was done to developing a model for explaining relationships between organizational culture، job satisfaction and leadership effectiveness in nursing colleges at Islamic Azad University.

This analytical and descriptive study was done in 2012، 184 nursing full time faculty members in Islamic Azad University selected by using cluster sampling method from 35 units. In order to examine organizational culture، Cameron and Queen (2006) Organization Culture Assessment Questionnaire (OCAQ)، Specter’s Job Satisfaction Survey (JSS) for job satisfaction and researcher made questionnaire for the evaluation of leadership effectiveness were used. Their reliability of the leadership effectiveness questionnaire was assessed by using of test-retest that Person correlational coefficient was % 85 and for validity was used content validity. Also، reliability assessment of job satisfaction tool and organizational culture was done by Chronbach alpha that were in order % 91 and % 82. Data was analyzed by of AMOs software and statistics tests such as factor analysis، structural equation and correlational tests.

Data analysis showed that organizational culture had direct relationship with job satisfaction and %36 of job satisfaction variance was explained by organizational culture. In addition، organizational culture had a direct relationship with leadership effectiveness and% 87 of leadership effectiveness variance was explained by organizational culture. Furthermore، job satisfaction had direct relationship with leadership effectiveness and %26 of leadership effectiveness variance was explained by job satisfaction.

For effective leadership managers of nursing collages must be pay attention to organizational culture and job satisfaction، and also، they must be promote their knowledge and skills in organizational culture.

This study conducted for investigation of role strain and its related factors among nursing teachers of schools of nursing and midwifery in the country. This descriptive cross-sectional study was conducted on 302 nursing teachers in Schools of Nursing and Midwifery in the country in 2012. Survey populations Selected by clustered- Stratified sampling. Data collection scale was psychometrical version of the original Role Strain Scale as a self- report questionnaire. It’s had content and construct validity and internal consistency reliability (Cronbach’s alpha) was 0. 92% and test-retest reliability. Data were analyzed by description and variance analysis، t- test and Pearson correlation by SPSS18. The findings showed، the severity of role strain in most of nursing teachers (43%) was moderate to high level [3. 48 (0. 23)] Among of the subscales، role overload and role incongruity score higher than the rest of subscales[3. 28 (0. 72)] [3. 20 (0. 76)]. The most، moderate and least of role strain related to items of” I feel that at the end of the working day I am emotionally depleted” “Receiving insufficient recognition for my teaching performance” and “I’m worried about not having enough clinical expertise”. Additionally، in this study there were significant relationship between role Strain and variables of age، sex، married status، and work experienced of the participants p<0. 05. It is necessary that educational managers and health policy maker to implicate protective strategy for reduce of the work load and tension on nursing teachers would contribute to the elimination of role strain.

Nowadays، organizations need empower and committed employees that promote performance، productivity and effectiveness in organization. Such commitment in nurses lead to the improvement of their performance and good nursing cares. Of course various factors can influence on organizational commitment. The aim of this study was to investigate the rate of organizational commitment in clinical nurses. This descriptive study was done in 2012. Two hundred and sixty nurses in nine teaching hospitals (small، medium and large size) in Isfahan University of Medical Sciences were selected randomly based on cluster sampling. For data gathering، Meyer and Allen’s organizational commitment questionnaire was used. Internal coherence of it was (α = 0. 87) and its reliability was (r = 0. 93). The analysis of data was done by Pearson and Spearman’s correlation coefficient and regression Tests by SPSS software (19th version). The findings showed that the level of organizational commitment of 53. 5% of nurses was at the middle level (mean was 64. 70±14. 57). The average of obligatory commitment (22. 33%) of nurses was more than their continuous (21. 07±6. 39) and emotional commitments (21. 30±6. 80). Regarding the medium level of organizational commitment of clinical nurses; it is necessary that nurse managers increase the sense of attachment and organizational commitment of them by clarifying responsibilities and appraisal their performance effectively، these interventions would be promote quality of care.

The improvement of nursing care quality and the presentation of nursing care with a good quality have an effective role on desirable care، prevention illness return، decrease of hospitalization and decrease of cost hospital، family an community. The aim of this study is to investigate the effect of mentoring program on the quality of presented nursing care recording The present research is a quasi-experimental study in two hospital of Sanandaj city، which was carried out after non-randomized sampling. In the study 10 nurses participated and for each nurses 5 profiles of patients were assigned to experimental and control group. For supervisors mentoring program designed (education، support، faciliator، feedback) was implemented within two months. For data collection، nursing care quality questionnaire was used. The results of U-Mann Whitney test before intervention and before and after operation، revealed that the quality of nursing care recording is weak (P=0. 501 & Z=0. 663)، but after intervention results in experimental group was intermediate and significant (P=0. 000 & Z=-8. 078). According to the results، mentoring program brings about improvement of nursing care in patients with surgical operation. Therefore، it is suggested that regarding the percentage of success of the program، in different wards it can be implemented

Control over nursing practice processes in order to create an effective and satisfying work environment. Clearly، the perception of managers on the implementation and impact of their actions is important.

To describe Nursing governors ’Recognition of Control over Nursing Practice.

This study is a descriptive study that was conducted in 2011. The study sample consisted of 86 nurse governors (metron، supervisor and headnurse) to Tabriz health centers were selected by census method. The data gathering tool here is the demographic questionnaire and Index of Professional Nursing Governance، the IPNG Which was built in 1998 by Hess (15) contained 86 questions in the Following six sub-scales: Professional Control، Organizational Influence، Organizational recognition، Facilitating structures، Liaison، Alignment organization. Validity of the method for determining the content validity and The reliability of the questionnaire was analyzed through Kronbach correlation coefficient which was 0. 88. The data obtained through this study was analyzed on the inferential statistics (t test، ANOVA، and correlation Pierson test) in the 0. 05 level of significance، using SPSS. 17 s/w.

The results showed nurse governors‘ perception of having control over nursing care is moderate. Rated control over the size of the control over the performance of nursing care، including access to information about the organization’s activities، and lowest points related to the ability to set and negotiate goals، including providing management solutions to resolve conflicts in the organization.

The results of the study necessary to increase control over nursing care، nurse governors measures be considered.

Any organization such as health centers have a specific organizational climate which is considered as the almost constant characteristics of its internal climate and among one of the distinguishing factor of two similar climates. Implementation model of excellence in health care centers، Causing improve their organizational climate and have had valuable role in order to maintain of nurses and improve the quality of service provided to patients. The main objective of this present study was conducted to determine and compare the organizational climate in hospitals which operate organization’s excellence model and other hospitals of the Tehran University of Medical Sciences in nurses’ perspective. This is a local research conducted based on descriptive-comparative approach in 2013. The study population of this work include all nurses employed in hospitals operating the excellence model and other hospitals associated to the Tehran University of Medical Sciences. In this research، 248 nurses were selected through random stratified sampling method. The tool used in this research had consists of two parts: demographic information and Munn organizational climate questionnaire. After collecting the requireddata، they were analyzed through SPSS17 software using the descriptive statistical criteria (frequency and mean) and inferential statistics (independent t-test). The results showed that the mean and Standard deviation organizational climate score of the hospitals operating the excellence model and the other hospitals were as 19. 31 ± 65. 28 and 2. 36 ± 56. 42 respectively. Besides، the analyses indicated that the excellence organizations had a more preferred climate. The results of independent t-test indicated a significant difference in organizational climate scores (p = 0. 001). Based on findings of this research، although organizational climate in operating hospitals of excellence model was more suitable as compared to the other hospitals، only 12. 2 % and 9. 28 % of them had Respectively Excellent and good climate. Accordingly، the managers are required to make an effort for applying novel managerial strategies to provide a more favorable organizational climatefor offering services with higher quality.