فهرست مطالب

Advances in Nursing & Midwifery
Volume:32 Issue: 2, Summer 2023

  • تاریخ انتشار: 1403/03/01
  • تعداد عناوین: 3
|
  • Rahman Sheikhi Ghalehsardi, Alireza Heidari, Parviz Asgari, Zahra Eftekhar Saadi Pages 1-6
    Introduction

    Organizations attempt to retain and grow their employees while improving organizational performance by improving their quality of working life. The present study aimed to investigate the relationship between perceived organizational justice and quality of working life mediated by job involvement among the Iranian Red Crescent Society staff.

    Methods

    This descriptive-correlational study employed structural equation modeling to investigate the relationship between variables. The statistical population consisted of all staff of the Red Crescent Society of Yazd Province in 2022-2023. In this study, 304 people were selected as participants through convenience sampling. The participants were asked to fill out the research measurement tools (i.e., quality of working life questionnaire, perceived organizational justice questionnaire, and job involvement scale). The proposed model was evaluated using structural equation modeling. The bootstrap test was used to test indirect relationships between the research variables.

    Results

    The analysis of demographic data showed that the mean age of participants was 32.52±4.16 years. Moreover, 265 (87.17%) participants were male and 39 (12.83%) were female. The results demonstrated a significant relationship of perceived organizational justice with quality of working life and job involvement (P<0.001). A significant relationship also existed between job involvement and quality of working life among the Iranian Red Crescent Society staff (P=0.002). The results also demonstrated the significant relationship of perceived organizational justice with the quality of working life mediated by job involvement (P=0.014).

    Conclusions

    Perceived organizational justice and job involvement had a positive, significant relationship with the quality of working life. Hence, organizational managers are advised to pay more attention to perceived organizational justice and job attachment.

    Keywords: Quality of life, Job involvement, Justice Red crescent
  • Javad Dehghannezhad, Farzad Ebrahimzadeh, Abbas Dadashzadeh, Mansour Ghafourifard, Azad Rahmani, Hadi Hassankhani, Mozhgan Behshid, Fariba Valizadeh Pages 7-12
    Introduction

    Nurses are the largest group of health care professionals in health care systems. One of the main challenges of health care systems is the shortage of qualified nurses and Nurses’ intention to leave the profession is one of the key issues in nursing all over the world. The aim of this study was to investigate the factors affecting nurses' turnover in Iran.

    Methods

    This descriptive cross-sectional study was conducted in the School of Nursing and Midwifery, Tabriz, Iran, in 2018. In this study, 500 nurses were selected Convenience sampling method was used for recruitments of samples. Data were collected using Anticipated Turnover Scale (ATC) and Measurement of the intention to leave the profession in nurses and were analyzed using SPSS (version 16).

    Results

    The results showed that the overall score of the Anticipated Turnover Scale was 4.04 ± 0.53. Factors affecting nurses intention to leave included organizational (3.42 ± 0.66), professional (3.05 ± 0.55), faily-work conflict (3.52 ± 0.82) and economic (3.82 ± 0.80) factors. The results showed a significant differences between the mean score of turnover intention and the variables of nurses gender (P= 0.006, T=2.75) and work experience (P= 0.001, F=5.54).

    Conclusions

    Reduction of economic problems and conflict between family and work makenurses stay in the health care system. Also, nurse managers should consider the needs of nurses based on age, gender, work experience and cultural and social differences.

    Keywords: Turnover, Intention to Leave, Cross-Sectional Studies, Nurse
  • Mahsima Baanei Heravan Pages 13-19
    Introduction

    Childbirth is a multidimensional process with physical, social, and psychological dimensions. Considering the increase in the cesarean rate in the country, the present study was conducted to determine the relationship of childbirth self-efficacy with attitudes toward vaginal delivery in nulliparous women.

    Methods

    This study is a descriptive-correlational study that is done over 323 nulliparous pregnant women attending the health centers in the city of Zahedan in 2021–2022. Sampling was done by multi-stage method (stratified, clustered and convenient). Data were collected by participants’ demographic checklist, questionnaires of childbirth self‑efficacy questionnaire of Lowe, and attitude towards childbirth questionnaire of Harmen. The data were analyzed using Spearman’s correlation coefficient test, linear regression model, and multiple regression in SPSS software version 22. P < 0.05 was considered statistically significant.

    Results

    The results of the Spearman test showed that there is a significant inverse linear relationship between childbirth self-efficacy and attitude toward childbirth (P=0.015), and between attitude toward childbirth and expected self-efficacy (p=0.010) and expected outcome (P=0.03). Also, based on the general linear regression model, attitude towards childbirth is predicted childbirth self-efficacy (P=0.018).

    Conclusions

    The use of appropriate strategies should be considered to increase the belief of pregnant mothers towards the ability to perform vaginal delivery and to increase the positive attitude towards vaginal delivery in prenatal education, which can be an effective step in improving the health of mother and newborn, reducing cases of elective cesarean section, and finally the health of the society.

    Keywords: Attitude, Delivery, Nulliparity, Pregnant Women, Self-Efficacy