فصلنامه مدیریت پرستاری
سال سوم شماره 1 (پیاپی 9، بهار 1393)

The public image of the profession of nursing is one of challenges in the long term. So، recognition sources of shaping this image would be enabling nurse managers and leaders that accurate planning for confronting to this challenge. The aim of this study was to compare the perspective of nurses who worked in teaching hospitals and general public in Mashhad city to resources that shaping the public image of nursing and their importance. This study descriptive cross sectional was done in 2012 in the city of Mashhad and Mashhad University of Medical Sciences hospitals. The sample size for the urban population was (1،100) people who selected cluster randomly and (520) nurses who worked in teaching hospitals and they selected non-random sampling method stratified. Data collection tool was questionnaire including demographic information and eight shaping the public image resources for nursing. Its reliability by using Alpha-Chronbach was (0. 86). Data were analyzed using SPSS، version 11. 5 by the Man-Whitney test. Data showed that (78. 3%) of the nurses were female and (21. 7 %) of them were males; and also (50. 3%) people in public were women and (49. 7%) of them were male. Mann-Whitney test results showed that the most important resources in shaping the public image of nursing were hospitalization (as the patients)، the kin of patients، television series and movies، respectively. There was no significant difference between the views of nurses'' and people in public in importance of these resources. But resources such as the employment of relatives، stories، news and newspapers were low importance in general public views. And there was difference between their views and nurses'' views significantly (p<0. 001). Based on finding nurse managers must be accurate planning for effective role nurses in clinical setting and also، effective interaction with the media group would be prevent distorted and unreal image of nursing in video production.

the ethical climate of a space or an organizational culture that not only the ethical dimension of the employees، but will also affect their work efficiency. In health care organization، ethical climate promotion would be changed staff nurses'' reaction to ethical tension and the other factors that they resulted to job dissatisfaction and in the end retention to their work. The purpose of this study was to determine the relationship between ethical climate and nurses'' tendency to remain in their work in hospitals which affiliated to Social Security Organization in Golestan province in 2013. This was a descriptive - correlational study. Fields research were hospitals which affiliated to Social Security Organization in Gorgan and Gonbad in Golestan province. By census sampling method (165) nurse were assessed. Three questionnaires were used for data collection; demographic information، ethical climate''s Kalen (1988) and tendency to remain with Hanshow''s (1985) Anticipated Turnover Scale (ATS). Data analysis by using t-test and linear regression tests and by Spss16. The ethical climate with mean (93. 2 ± 11. 2) was at the desired level، and mean of the tendency to remaining on the job (33. 7 ± 6. 8) was the average level. The statistics test showed that they were different significantly. And also، linear regression test showed that there is direct and meaningful correlation between them. That is with one point increase in ethical climate، tendency to remaining on the job was improved to (0. 12) [p=0. 008، OR=0. 12]. In order to results، nurse managers could be improving the ethical climate of the workplace for decrease intention to turn over staff nurses.

Studies in recent years indicate that social support is one of the important factors influencing burnout. However، only few studies have investigated predictors of burnout on perceived social support. The present study was examined the relationship between perceived social support components and components of burnout and the predictors for that was assessed among nurses. The study was descriptive – correlation. The population in this study included all women nurses who working in teaching hospitals of Khorramabad in 2013. They were selected stratified randomly. For data gathering were used Perceived Social Support Questionnaires Zimet and et.، al (1988) and the Maslach Burnout (1996). The reliability of the questionnaire; perceived social support was 0. 62، and the internal reliability coefficient alpha for Burnout Inventory were between 0. 71 – 0. 90. The data collected were analyzed with correlation coefficient and regression analysis by using SPSS16 software. Multiple regression results showed that 29% of the variance of burnout could be predict by perceived social support; family member and friends had a vital role in burnout as social support resources. In fact، these resources had significant contribution to predict burnout، but another social support resource; «significant other»، had no significant contribution to the prediction of staff nurse burnout. In regarding to social support impact on reducing staff nurse burnout is inevitable; so creating strong support systems in occupational environments and outside of it as an effective way to prevent burnout is considered.

Usually، due to some job sensitivities; staff nurses'' job satisfaction is an important issue. So، assessment of its relationships with other organizational variables would be important for nursing managers. the main purpose of this study was assessment of rate and relationships between social capitals، organizational citizenship behavior and job satisfaction among female nurses in teaching hospitals of University of Medical Sciences'' Hormozgan. this is a descriptive- analytical study that performed in 2013 by using Podsakoff’s (1998) citizenship behavior questionnaire، Nahapiet’s (2000) social capital questionnaire and Job Descriptive Index (JDI). Their face validity assessed and reliabilities of them according to Alpha Chronbach test were in order (0. 82، 0. 74 and 0. 85). Sampling was done stratified randomly and by using SSC software sample size was identified (382) that female nurses selected only. Data in SPSS 16. 0 and by using statistical tests; ANOVA، T-student and Pearson analyzed. the mean of organizational citizenship behavior، social capital and job satisfaction among female nurses were 3. 20، 2. 95 and 2. 20 accordingly. Nurse'' units and their educational levels had important impact on social capitals، organizational citizenship behavior and job satisfaction (P<0. 05). Between social capitals، organizational citizenship behavior and job satisfaction was a direct and significant relationship (P<0. 01). due to significant correlation between these three issues، nurse managers could be improving one of them that resulted to promotion organizational nurses'' behaviors. Building team works، group decision makings، continuous surveys in staff views'' and notice to organizational justice would be growth of these three issues.

Today، the extent of nursing roles increases the need to continuing education and review of nursing functions and competencies. DACUM approach is a method that all of duties and tasks of a specific job assessed and then all of activities in those duties for educational needs focused. The aim of this study was to identify the main and sub-main tasks of nursing job to determine necessary nurses'' competencies to perform these tasks and their educational needs in those competencies'' in Tehran central hospital affiliated Oil Company. This study was carried out in two stages using by DACUM method. In the first stage، 12 qualified and experienced nurses in the hospital were selected purposefully and participated in the DACUM initial workshop. After describing and explaining the aims of workshop and the DACUM process، the participants with agreement of all members identified the main and sub-main tasks and assignments of nursing job. Then، based on extracted task and activities; a questionnaire containing with (59) questions based on the three components of knowledge، attitude and skill was designed in two dimensions of current situation and the desirable situation that (127) nurses completed it. This sample size had been determined using Cochran''s sampling formula and they were randomly selected answered the questionnaire، in the second stage. The content validity and Cronbach''s alpha was computed for its reliability. Data analysis was done using dependent two-sample T2 test.. The results showed that all of the nurses at hospital require training in all their job task and duties. Based on these results and considering the mean difference between the status quo and the desirable situation، in knowledge competencies; «the knowledge about planning and organizing principles for achieving greater productivity» with a mean of (2. 02)، at skill competencies; «management of cost - benefit، assessment and choosing the best solution with different timing horizon» as well as «monitoring and measuring the performance of oneself، others or the organization for improvement or corrective action» with a mean difference of (1. 25)، and in attitude competencies، «high motivation in order to provide better services» with a mean difference of (0. 67) are considered as the most important educational needs of the nurses. From these findings can be used to develop training courses for nurses in this hospital and other hospital that similar with it. Also، the educational need assessment method (DACUM) that presented in this study can be used for educational need assessment of other organizational levels in the hospital and other health care organization

Because of work environmental circumstances and special kind s of patients that nurses who work in psychiatrics and critical units; they expose burnout and threat to general health problems more than other general nurses. So، assessment the effects of these work environments on general health nurses'' are noticeable for nurse managers. The main aim of this study was comparison psychiatrics nurses'' burnout and general health with critical care (ICU) nurses in (2012). This study was descriptive- analytical that nurse staff who worked in ICU (n= 67) selected randomly and all of the nurses who worked in psychiatrics units (n= 20) in teaching hospitals in Hamadan city were participated in (2012). Data gathered by General Health Questionnaire Goldberg (1972) and (MBI): Maslach''s Job Burnout Inventory (1985). For assessing their reliability both of them the Alpha- Chronbach was computed (0. 85%). Data analyzed by Spss19 with paired t-test and Spearman correlation. Results showed that mean burnout in psychiatrics nurses'' was (52. 85) and for critical nurses was (53. 18); that they were similar. But the mean of general health in psychiatrics nurses'' was (29. 25) and for critical nurses was (26. 52). Independent t- test showed that there isn''t difference between burnout (p=0. 935) and general health (0. 386) in two units significantly. Although there is significantly correlation between burnout and general health in critical units، (p=0. 002). But، these is correlation between burnout and general health in psychiatrics units (p=0. 192). In order to findings، nurse managers must be aware that nursing job burnout always threat to staff nurses'' general health. So، they would be empowering nurses'' in different planning considerably; so that they could select effective individual and organizational strategies for maintenance their-selves general health.

Scientist knows job rotation as a helping tool for attaining variety competencies، extended nurses'' vision and a technique for decreasing job burnout. While، it is accompanied to many problems at the glance، that''s why it shows in-effective in action. The purpose of this study was to explore the experiences of clinical nurses about job rotation techniques in teaching hospitals in Golestan provenience. This qualitative study was content analysis that it explored the experiences of nurses about rotating in different units in the teaching hospitals; for achieving the aim of study، by purposive sampling (15) clinician nurses selected and semi-structured interviews were done. All of interviews were recorded، transcribed and analyzed by constant comparison analysis in conventional of content analysis method. The main theme emerged was «challenges of job rotation». The participants were experienced the current job rotation system as «translate a simple nurse to multi-dimensional nurse» and vice versa; «change a qualified nurse to novice nurse». Participants experienced job rotation as a factor for professional growth، but also their conceptions in its methods of implementation was in-effective. In order to results suggest to nurse managers decide for implementation job rotation strategies were carefully. Also، they would be used effective communication ways that nurses'' conception about their aims of rotation are the same and nurses have not conflict with them about their decisions about it.