نشریه پرستاری و مامایی ارومیه
سال بیستم شماره 9 (پیاپی 158، آذر 1401)

Mothers of children with leukemia are affected by mostly negative outcomes of the disease. But these negative situations can also act as a stimulus for mental growth. Considering the prevalence of childhood leukemia, it is necessary to describe the factors that can improve mothers’ mental states. Therefore, the present study aimed to describe post-traumatic growth in mothers of hospitalized children with leukemia.

This descriptive cross-sectional study was conducted in Tabriz Children's Hospital in 2021. Mothers who had a hospitalized child under 14 years old with leukemia were included in the study. Data were collected using a demographic questionnaire as well as a post-traumatic growth (PTG) questionnaire. Data analysis was done with descriptive and inferential statistics by SPSS software version 25. Statistical significance was considered at p<0.05.

One hundred twenty-two mothers were included in the study. The results showed that the mean score of post-traumatic growth (71.90±14.40) and the mean score of all subscales were above moderate. The highest growth was in the appreciation of life, and the lowest growth was in the new possibilities.

The results showed that the mothers of children with leukemia achieved good levels of growth. This positive change as a result of a negative event could be considered as a strong point for mothers as the main caregivers of children. Focusing on individual growth and making mothers aware of its dimensions can improve their disease management. Also, considering that the lowest growth was related to the new possibilities, it is necessary to solve the existing deficiencies by examining the mothers' available facilities.

Recognizing workplace violence, especially in midwifery centers, is one of the serious issues worldwide. So, providing background information on violence against midwives is necessary for proper planning and policy-making. This study aimed to determine the status of verbal and physical violence against midwives working in public hospitals in Tehran in 2021.

Methods & Materials: 

This cross-sectional study was performed on 370 midwives working in public hospitals from February 2021 to July 2021 in Tehran. After 2-stage cluster sampling in selection of the hospitals, ten teaching hospitals with obstetrics and gynecology wards were included in the study and midwives working in the obstetrics and gynecology wards were included based on convenience sampling and according to the inclusion criteria. The data was collected using the workplace violence questionnaire of Rahmani and colleagues which its reliability and validity were also evaluated and confirmed in this study. Data were analyzed in SPSS software version 22 using an independent t-test.

Overall, 41.4 percent of midwives reported experiencing verbal violence and 7.3 percent reported physical violence at work in the last 12 months. Physical and verbal violence were mostly committed by patients (70.4 percent) and then by their companions (52.9 percent), respectively.

Verbal violence is the most dominant violence perpetrated by patients and their companions in midwifery workplaces. Therefore, establishing a formal violence reporting system and teaching how to deal with occupational violence by hospital officials is essential.

Exposure to violence in workplace is considered a risk factor that threatens employees' health. Nurses are also exposed to various types of violence due to their presence and activity in medical centers, direct contact with patients, and multiple tensions. Therefore, this study was conducted to investigate the frequency of violence against nurses and the factors affecting it in the personnel working in hospitals of Abadan, Iran.

This study is a descriptive cross-sectional research in which all 489 nursing staff working in Abadan hospitals during the research. In this study, the research sample was the same community selected through census sampling. The data was collected by two questionnaires: The first was a demographics questionnaire and the second was a questionnaire called “workplace violence in the health sector.” After collection of the data, it was analyzed in SPSS statistical software. In the analysis, descriptive statistics and t-test and chi-square test were used in inferential statistics.

The mean age of the participants was 30.8 ± 8.3 years, and the mean work experience was 12.77 ± 8.33. Most of the participants (77%) were women. 52% of nurses had experienced verbal violence, 15.6 racial (ethnic) violence, and 12% physical violence. Companions of the patients were caused the most physical violence (80.6%) and verbal violence (57.1%). Demographic characteristics, including age, gender, work experience, and education level, had a significant relationship with verbal and physical violence. In this study, according to the opinion of the nursing personnel and in most cases, the lack of security facilities, the absence of restrictive laws and regulations, and the lack of awareness of the people about the duties of nurses were among the factors that caused workplace violence.

The results showed that the most common types of violence against nursing personnel were verbal, and the patient's companions were the main perpetrators of violence in these cases. It seems that more appropriate control of patients and their companions, training of hospital security personnel, and increasing people's awareness of the duties of nursing personnel can reduce workplace violence.

Nurses, as the pioneers of community health, experience various types of injuries and tensions. So, career resilience is known as one of the most basic capacities to deal with stressful situations among nurses. Therefore, due to the Covid-19 crisis and the increase of nurses' conflict with corona patients, their career resilience has been affected and it has created challenges for them in the field of work and family. Accordingly, this study was conducted with the aim of investigating the structural relationships of career resilience of nurses with work-family conflict and fear of Covid-19 in Tabriz, Iran.

The research method was survey and type of the study was descriptive-correlation. The statistical population included nurses from medical training centers affiliated to Tabriz University of Medical Sciences which 351 of them were selected using share-based stratified sampling method. The data were collected after taking written consent from the nurses from summer to fall 2011 using a questionnaire and analyzed by SPSS and Lisrel softwares by using Pearson correlation test, student t-test, and structural equations.

According to the results, the level of career resilience of nurses on a scale of 0-100 was 56.4, work-family conflict was 57.6, and fear of Covid-19 was 66.7. The level of career resilience among nurses in the hospitals accepting Corona patients was less than the others. The results of structural relationships also showed that work-family conflict directly and with a coefficient of -0.20, fear of Covid-19 indirectly (through work-family conflict) with a coefficient of -0.05, work experience directly and indirectly with a total coefficient of 0.21, and the service hospital directly and indirectly with a total coefficient of 0.19 had a significant overall effect on nurses' career resilience.

According to the results, work-family conflict and fear of Covid-19 play important roles in nurses' career resilience. Therefore, it is possible to use support methods such as changing work shifts, flexible working hours, reducing household roles by taking care of children and creating kindergartens for their children, empowering and increasing the knowledge of nurses in the field of Covid-19 by holding workshops, and increasing protective facilities in order to reduce fear of Covid-19 to increase career resilience of the nurses.

Organizational power and its perception is a factor affecting organizational progress, proper performance of tasks, and increase in job satisfaction in the nursing profession. Correct understanding of nurses from these points can accelerate their access to them. This study aimed to determine the relationship between perception of organizational power with the level of job satisfaction of nurses working in medical centers in Urmia in 2020.

The present study was a descriptive-analytical study in which 200 nurses working in teaching hospitals affiliated to Urmia University of Medical Sciences were randomly selected in 2020. Inclusion criteria include willingness to collaborate in the study, having clinical work experience more than 6 months, no managerial experience, and not working in two hospitals simultaneously. Data were collected using the King Model Organizational Power Questionnaire and Minnesota Job Satisfaction. The collected data were analyzed in SPSS software version 16 using Pearson correlation test.

The results showed that the mean and standard deviation of participants' organizational power score was 101.6 ± 36.73. Also, the mean and standard deviation of job satisfaction score of participants was 62.30 ± 16.99. According to Pearson correlation test, there was no statistically significant relationship between organizational power and job satisfaction of participants in the study (r = -0/038, P = 0.590).

In the present study, it was found that job satisfaction and perceived organizational power of most nurses were moderate. Regarding the relationship between organizational power and job satisfaction of the participants, no significant relationship was found in the research, which needs further investigation. Regarding the results of this study, it is suggested that measures such as the establishment of a principled and integrated system of distribution of patients between treatment centers, recruitment, maintenance and return of specialist staff, culture building in the society to form reasonable expectations from nurses should be done by relevant nursing managers in order to reduce the level of dissatisfaction and increase the organizational power of nurses. This may lead to improving the quality of care and increasing the health of society.

Workplace violence is one of the occupational hazards that are increasingly growing worldwide. Long shifts, intense stress, isolated and uncontrolled environments, direct contact with anxious patients, and the nature of work, all put emergency medical staff at risk of workplace violence. This study was conducted to determine the prevalence of workplace violence, the ways of encounter it and its consequences on emergency medical staff of West Azerbaijan province, Iran.

This descriptive cross-sectional study was conducted in West Azerbaijan province, Iran .in 2022. Four hundred medical emergency staff were enrolled in the study through convenience sampling method. The data were collected using a standard electronical questionnaire about workplace violence in the health department. The collected data were analyzed using IBM SPSS Statistics, version 26. Descriptive statistics (absolute frequency, mean, standard deviation, and Average percentage) were used to analyze the data.

The results showed that 61% of emergency medical staff had experienced workplace violence in the past year, which was 54.3% verbal violence, 19.3% physical violence, 18% ethnic violence, and 10% sexual violence. In response to all types of workplace violence experienced, emergency medical staff often invited the attacker to calm down, and the reason for not reporting the incident from their viewpoint was the futility of reporting. Also, most were very dissatisfied with how the reported incidents were handled.

Emergency medical staff are exposed to high levels of violence. Therefore, it is necessary to have the essential fields to reduce and prevent violence in the workplace and increase the security of these employees, such as training the general public in the profession of emergency medicine and stressful working conditions, developing a system for reporting and handling violent incidents, and explanation of the support systems for the victims should be provided.

Hospitalization of a premature infant immediately after the birth is unavoidable and due to the need for special care is very stressful. Failure to pay attention to the emotional and psychological stress of mothers has caused insufficient attachment to their babies, which increases the vulnerability of the mothers of these babies. The present study was conducted with the aim of determining the effect of the implementation of supportive-educational intervention on the stress of mothers of premature babies hospitalized in the neonatal intensive care unit.

This is a semi-experimental study, and 70 mothers of premature infants hospitalized in the Neonatal Intensive Care Unit of Maragheh Shahid Beheshti hospital were selected and allocated to two intervention and control groups of 35 infants. The parental stress questionnaire was completed before and after the intervention. The intervention group received the educational support program during 6 sessions. After collecting the data, it was analyzed by SPSS version 16 software using descriptive and analytical statistics.

Before the supportive-educational intervention, there was no statistically significant difference between the mean stress score of the two groups (p=0.09). After the intervention, the stress decreased in the intervention group compared to the control group, which was statistically significant. (p<0.0001). Regarding the dimensions of stress, the mean score of the relationship with the baby and the role of the mother, the stressful factors of the ward environment and the appearance, and behavior of the baby between the two intervention and control groups after the implementation of the supportive-educational intervention, there was a statistically significant difference (p<0.0001).

The supportive educational program reduced stress on the mothers. Therefore, it is recommended that healthcare providers and nurses in the neonatal ward included supportive-educational intervention in their work priorities.

Hospitals, as the most important medical institutions, must have sufficient preparation before accidents to guarantee a quick response to the incident when faced with crises. This study aimed to determine the level of preparedness of medical education centers of Urmia University of Medical Sciences in the face of accidents and disasters.

This study was a descriptive study that was carried out in the medical education centers of Urmia, Iran. For this purpose, the level of preparedness of all 5 medical education hospitals of Urmia University of Medical Sciences in 10 areas was measured by an observational checklist of 210 questions, whose validity, content, form, and reliability were measured in a previous study. The data was analyzed using SPSS v.17 software.

Based on the results, support, management and command, emergency, security, communication, and human resources were the highest among the other goals with the score of%74.28, %73.63, %68.33, %66.25, and%62.85 scored, respectively, and so were in good state of readiness to deal with accidents and disasters. The overall level of preparedness of affiliated hospitals of Urmia university of Medical Sciences was considered to be at a good level with a score of%62.24.

Based on the results obtained in this research, it was determined that the level of preparedness of the hospitals is at a good level, however, due to the importance of the role of hospitals in the crisis and according to the history of disasters in the country, it seems that the managers and officials should pay more attention to educational planning to deal with disasters, and strengthening hospitals and holding training exercises will play an influential role in increasing the readiness of hospitals.