فصلنامه مدیریت پرستاری
سال دهم شماره 3 (پیاپی 37، پاییز 1400)

Patient satisfaction with nursing care is a criterion for evaluating the quality of care. Patient satisfaction can be improved by recognizing nurses' care deficiencies and trying to eliminate them. This study aimed to investigate the relationship between nurses' care behaviors and patients' satisfaction in Kashan's public hospitals in 2020.

This cross-sectional descriptive study was performed on 400 patients admitted to public hospitals in Kashan, who were selected by simple random sampling method. Data collection tools included: Demographic Information Questionnaire, Patient Satisfaction (PSI), and Care Behavior Index (CBI). Data were analyzed using SPSS software version 16 using independent t-test, analysis of variance, and Pearson correlation coefficient. 

The mean age of patients was 20.77 years. Among the patients participating in the study, 43.5% were female and 56.5% were male. The majority of the patients (89.3%) reported a good level of satisfaction. The mean score of nurses' care behaviors was 226.50±34.24. The highest scores were related to "knowledge and professional skills," and the lowest score was attributed to "respect for another." Pearson correlation coefficient showed a significant relationship between the mean scores of patients satisfaction and nurses' care behaviors index (r = 0.71, P = 0.001).

Despite most patients being satisfied with nurses' care behaviors, there is still a need to increase the quality of nursing care in ethical issues such as respect for the patient and effective communication with the patient. Nursing managers can help nurses in this important matter with the supervision and support of nurses.

Organizational ethical climate is typically an organizational climate, comprising interpersonal relationships amongst treatment personnel as well as personnel’s rapport with patients and their families. Nowadays, health service providers have found a lot of complexity, various advanced equipment and the many people present in these organizations have an impact on the ethical climate of organizations. Ethical climate is considered as the  personality  of  the  organization.

This research is an exploratory cross-sectional study. The research environment of units of selected hospitals of Tehran University of Medical Sciences and the research population includes nurses working in intensive care units and General hospitalization. The number of samples was determined using the Morgan table, and according to the number of members of the research community, 340 were determined. Among eligible nurses in the research community, samples were selected through  relative stratified random sampling method. The tool used in the present study include Olson's Ethics Climate Questionnaire (1998). Content validity  questionnaire was confirmed by content validity method based on the view of 10 faculty members in the field of critical care nursing and nursing management. Cronbach's alpha coefficient for Olson's Ethics Climate Questionnaire(0.89) was measured. Data were analyzed using descriptive analysis and inferential tests such as Mann-Whitney U and kruskal wallis using SPSS -16 software.

The result showed; 57.1% of nurses had passed the issues of professional ethics. Mostly 5.2% had more than working hours in one or more hospitals, 62.2% had executive responsibilities, most of them with 42.4% in the role of executive staff or second nurse, and most of them had work experience. With 42.6% was between 1 and 9 years. The test showed that the overall ethical climate with mean(3.58) was relatively positive. The most favorable climate was found among the peers and manager with means 4/143 and 3/918. Patient, hospital and physicians have relativly desirable.The results of statistical tests showed that there is a significant direct relation between the ethical climate variable with hospital characteristics and demographic characteristics (P ˂ 0.05).

The positive and desirable ethical climate in the peers in this research is a valuable strength that should be considered by nursing managers in the hospitals. On the other hand, due to the low mean ethical climate of patients, hospital and physicians, it is necessary for the relevant authorities to find the causes and effective factors in this field and take appropriate policies to eliminate it. The results of this study can be a guide for nursing managers in all levels of management in hospitals  and by developing guidelines and strategic plans and consequently see an improvement in the level of care services.

Nurses are the largest group of care providers in the health care system. Therefore, the study of Responsibility among nurses has become one of the major issues for managers.

The research method was descriptive-analytical cross-section with structural equation modeling approach. The statistical population of the study consisted of 146 female nurses of Asalian Hospital in Khorramabad. According to Cochran's formula, 108 people were selected as a sample by simple random sampling.To collect data, standard questionnaires of person-organization fit, organizational responsibility and organizational socialization were used,that content validity, convergent and divergent validity, and its reliability was confirmed in terms of Cronbach's alpha and combined reliability. Structural equation modeling was used to analyze the data using SPSS23 and Smart Pls3.5 software.

The results of research hypotheses showed that the person-organization fit with the amount of test statistics (6.389) and path coefficient (0.557) has a positive and significant effect on organizational sociability of nurses. The person-organization fit with the amount of test statistics (0.311) and path coefficient (0.045) has no significant effect on nurses' responsibility. Organizational socialization of nurses with the amount of test statistics (4.134) and path coefficient (0.458) has a positive and significant effect on nurses' responsibility. Also, the mediating variable of organizational sociability increases the effect of person-organization fit on nurses' responsibility by (0.255). According to Goodness of Fitness (GOF) index, the quality of the final research model was 0.350.

Findings showed that the person-organization fit through organizational socialization affects the responsibility of nurses in Asalian Hospital. Therefore, it is suggested that the managers of Asalian Hospital in Khorramabad, while paying more attention to the fit of the person-organization when hiring nursing staff, increase the responsibility of nurses by formulating and implementing formal and purposeful organizational socialization programs.

The subject of human resource architecture is the employment relationship of individuals with the organization and then the formation and implementation of human resource management based on this type of relationship in the organization. Employment relationships are formed based on the level of knowledge and strategic value of individuals for the organization, which is very important in organizations. Accordingly, this study has designed organizational learning networks based on the knowledge-based human resource architecture model in the Social Security Organization.
This study was based on quantitative studies in three stages and through three questionnaires using survey method with the participation of 288 people among managers, deputies and selected staff of the central headquarters of the Social Security Organization.
In order to review the data, three architectural questionnaires, measuring the characteristics of the learning network, and human resource functions were provided to selected managers, deputies, and employees. The data obtained from quantitative studies (questionnaire) were tested through inferential analysis using a sample t (student t) that structural equation modeling analysis was used.
The results show that knowledge-based jobs have high density and moderate homogeneity, but have high intra-group and extra-group trust. Job-oriented jobs have high density, homogeneity and trust within the group, and allied jobs have low density and homogeneity and high extra-group trust. In addition to human resource architecture in organizations, it is necessary for managers to recognize the characteristics of each type of architecture to plan more consciously for their employees and to facilitate reciprocity in their organization to use human resource management methods specific to different types of networks.

Nurses in the intensive care unit experience job conflicts due to the poor condition of patients and the complexity of the work environment. If these conflicts are not identified and managed, they can lead to problems, violence in the workplace, reduced motivation, and quality of nursing care and thus harm to patients.

The study was a descriptive- analytical research. The study population included nurses of intensive care units of educational and medical centers and social security hospitals in Ardabil, from which 240 people who were eligible to enter the study were selected. The data collection tools were demographic data form and Dubrin conflict levels and Robbins conflict management strategies questionnaires. Data were analyzed by SPSS v.23 using descriptive (frequency, mean and standard deviation) and inferential statistics (Pearson correlation coefficient, t-test and ANOVA).

According to the results, most nurses (84.2%) experienced moderate levels of conflict. Nurses were using conflict management styles of avoiding (44.92±11.52), solution-oriented (38.27±11.72) and control (30.44±8.53) respectively. There was a significant relationship between nurses' job conflict with hospital (P=0.01) and workplace ward (P=0.025). Also, the relationship between conflict management strategies with age, sex, employment status and workplace of nurses was significant (P<0.05).

Most nurses experienced moderate levels of conflict and they used the avoidance strategy to manage conflicts. Therefore, it is recommended that nursing managers, by adopting appropriate methods for resolving conflicts, help reduce them in the workplace and thus improve the quality of nursing care.

Changing family sociodemographic factors, increased life expectancy for people, deinstitutionalization, and policy prioritization of the family as the principal care provider present new challenges to care sustainability. Home health care nurses should have the competency of family care capacity management.

The present study is a content analysis qualitative that was conducted in home health care centers in Tehran in 2020. With purposive sampling to data saturation, 15 home health care nurses were selected and data were collected using semi-structured individual and in-depth interviews, and then, the analysis was performed by the method of conventional content analysis in accordance with Zhang's (2009) approach.

Content analysis of the data led to the extraction of the 95 cods, 8 subcategories, 3 categories and one theme of the Family care capacity management that included categories: Assessing the family's ability to cooperate in care, Increase family care capacity, and Observance of ethical principles in dealing with the patient's family. In home health care, in order to increase the quality of care and to satisfy the patient and the family, the family needs to cooperate in caring for the patient, and for this cooperation, it is necessary to increase the family's ability and respect for family moral principles.  

The findings of the study provided one of the HHC nurses' competencies namely Family care capacity management, which contributes to practice HHC nurses can assess their professional activity and think over the aspects to be completed and refined, That the  result is to improve the quality of care and increase patient, family and nurse satisfaction. Also, there can be a basis for educational curriculum development.

The 2019 Corona Virus Disease (COVID-19) outbreak has been declared an international public health emergency on January 30, 2020 by the World Health Organization (WHO) as the disease. Along with its high infectivity and fatality rates, the 2019 Corona Virus Disease (COVID-19) has caused psychiatric manifestations across the different strata of the society. Therefore, the aim of this study was to investigate the Effectiveness of Intensive Short-Term Dynamic Psychotherapy (ISTDP) in symptoms depression, anxiety, posttraumatic stress and guilt felling in Bereaved people from the disease COVID-19.

The current study was a quasi-experimental with pre-test، post-test and follow-up design. The sample of this study was 30 bereaved people due to Covid 19 disease in Agahesh Clinic in Karaj who were selected by the center psychiatrist and structured interview..Patients were selected by an experienced psychiatrist and Structured Clinical Interview. Patients were randomly assigned either experimental (n=15) or control groups (n=15). Participants completed the BDI-II, BAI, Mississippi PTSD Scale and Guilty felling Scale in the pre-test، post-test and follow-up. The experimental group received the Intensive Short-Term Dynamic Psychotherapy (ISTDP) for fifteen 90-minute sessions. Data were analyzed by analysis of variance with repeated measurements.

The findings of this study showed that Intensive Short-Term Dynamic Psychotherapy (ISTDP) after 15 sessions had significant effects in symptoms depression, anxiety, posttraumatic stress and guilt felling of the experimental group compared to the control group.

The results of the current study showed that Intensive Short-Term Dynamic Psychotherapy (ISTDP) was an effective strategy to improve the in symptoms depression, anxiety, posttraumatic stress and guilt felling in Bereaved people from the disease COVID-19 and can be used as an effective therapeutic approach.

 Pregnancy is one of the most important and influential periods of a mother's life. The physical health and mental state of the mother have a significant impact on the growth and development of the fetus and the future health of the mother and child. The aim of this study was to evaluate the effectiveness of Stuart Cognitive Behavioral Family Therapy on reducing mental weakness and emotional self-regulation of pregnant women in the obstetrics and neonatal ward of Imam Sajjad Hospital in Tabriz in the corona epidemic.

The research method was quasi-experimental pre-test and post-test with a control group. The statistical population of this project is pregnant mothers referring to the specialized gynecology and obstetrics clinic of Imam Sajjad Hospital in Tabriz during the third quarter of 1399. From a statistical population of 160 people, at least 24 pregnant women under 30 weeks of gestation were selected by purposive sampling and divided into two groups of experiments and control by lot. The first group was selected as the experimental group and the second group as the control group and answered the Mental Impairment Questionnaire (seventh scale of the MMPI questionnaire) and the Emotional Self-Regulation Questionnaire (Garnfsky et al., 2001). The reliability coefficient of the MMPI questionnaire was 0.84 and that Garanovsky et al. Mentioned good validity and validity for this scale.The alpha coefficient for the subscales of this questionnaire has been reported by Granfski et al. In the range of 0.71 to 0.81. Analysis of covariance was used to analyze the research data using SPSS software version 24.

The results showed that family therapy has a significant effect on reducing the feeling of mental weakness in pregnant women (significance level 0.01). Also, family therapy sessions training has a positive effect on emotional self-regulation of pregnant women and Stewart cognitive-behavioral family therapy has an effect on the components of emotional self-regulation of pregnant women (significance level 0.01).

Stuart Cognitive Behavioral Family Therapy can be used to reduce mental weakness, increase emotional self-regulation and components among pregnant women.

With the increasing pace of change in today's world and the changing needs of individuals, the nursing profession needs to adapt to these changes and constantly rebuild in this area. Under these circumstances, nurses are expected to make decisions, reflect, and take responsibility for their decisions rather than just doing what is called ordering. Autonomy in the workplace is one of the strong predictors of nurses' retention in the profession and their job satisfaction, and reducing its levels will increase the decline in the nursing workforce. Autonomy is one of the most important components of self-motivation and its presence in the workplace promotes employee health. Gaining autonomy has been one of the main challenges of professionalism in nursing throughout history. The present study is a descriptive comparative study that was conducted with the aim of comparing the professional autonomy of nurses working in the intensive care unit and other departments in the selected hospital of Iran University of Medical Sciences in 2020.

The research environment includes intensive care units (6 wards) and normal wards (16 wards) of Hazrat Rasoul Akram Hospital (PBUH) affiliated to Iran University of Medical Sciences. The research community is working in special wards and inpatients. the study was done by census method,and 310 nurses participated in the study. In this study, the standard questionnaire of professional autonomy of Dempster 1990 nurses was used and its reliability was confirmed with Cronbach's alpha of 0.95. The criterion for entering the research is to have at least 6 months of work experience in the current department.

Findings showed that the professional independence score of the studied units in ICU was 107.78±13.18 and in CCU was 99.10 ± 11.26 which according to Pvalue = 0.079, there was a significant difference between There are no scores for the two groups. However, the mean score of professional independence score of the studied units in normal wards was significantly different due to P value <0.001 compared to ICU and CCU intensive care units. Nurses in ICU and CCU intensive care units had higher independence scores than nurses in other wards. Also, in the normal sections, the highest scores of professional independence are related to the mental section (mean= 81.45) and the lowest scores of professional independence are related to the internal section of men (mean=70).

Professional independence in the intensive care unit is at a medium level and in the normal sector is at a low level. Due to the direct impact of nurses 'professional independence on the level of quality of patient care and nurses' performance, therefore, measures should be taken to support managers and change the management structure and improve the ability of nurses.

Nurses' social responsibility has an effective role in improving the quality of services and achieving the desired goals of the health system. Given that social responsibility is context-based. The aim of this study was to determine the relationship between nurses' social responsibility and organizational culture in teaching hospitals of Kurdistan University of Medical Sciences.

This study was a descriptive-analytical study. The statistical population included all nurses working in three teaching hospitals affiliated to the Kurdistan University of Medical Sciences, including Kowsar, Beasat, and Tohid in Sanandaj in 2020. Using Cochran's formula, 317 people were determined as the sample size. And were selected by stratified random sampling method. The instruments used for data collection were four questionnaires of demographic and social responsibility Carroll (1991) and Robbin's organizational culture (1998). SPSS 23 software and Pearson and Manova correlation tests were used to analyze the data.

between the social responsibility of nurses and its components (legal, economic, legal, economic, ethical, altruistic) with the organizational culture of hospitals and their components (control, individual creativity, organizational communication, reward system, clarity of goals, manager support, There was a direct and significant relationship between risk-taking, organizational cohesion, organizational identity, and conflict resolution. (p = 0/05)

Providing the ground for changing the organizational culture to the desired situation can play a significant role in increasing and improving social responsibility in teaching hospitals affiliated with the University of Medical Sciences.