Search

Aim: The present study aimed to examine the effects of a learning programme for nurse managers on connecting learning with their own experiences and fostering competence. Background: In Japan, second‐level programmes for certified nurse administrators represent the main opportunity for formal training for nurse managers. However, it is difficult for nurse managers to transfer second‐level programme learning to their workplace. Methods: This quasi‐experimental study used a two‐group pretest–posttest design with purposive sampling and non‐random assignment of 29 consenting Japanese nurse managers who were participating in a second‐level programme through a prefectural nursing association. The programme provided reflection papers and feedback from a researcher, as well as reflective group sessions. The outcome measure was the Japanese First‐Line Nurse Managers Competence Inventory (JNMCI) score. Results: The intervention group showed significant improvement in JNMCI scores after participating in the programme. A significant difference in JNMCI scores was also observed between the intervention and comparison groups. Conclusion: This learning programme led to improved competency among nurse managers. Implications for Nursing Management: Nurse manager development programmes should include reflection papers and feedback, as well as reflective group sessions, to improve competency among nurse managers. [ABSTRACT FROM AUTHOR]

Aims. To examine the association between job satisfaction and the intention to leave and explore the factors associated with job satisfaction or the intention to leave among foreign-educated nurses in Japan. Design. A cross-sectional design was used, and data were collected through an online survey of nurses who were born and received their basic nursing education outside of Japan but are currently working as registered nurses in Japan. Data were analyzed across two phases: the first explored the related factors with intention to leave and job satisfaction using bivariate analysis and regression through IBM SPSS; the second examined the theoretical framework model using a structural equation model through IBM Amos. Results. Data from 180 participants (effective response rate: 87.4%) were analyzed. Overall, foreign-educated nurses reported moderate job satisfaction level in Japan. The final model showed good fit indices, indicating that higher workplace discrimination, lower Japanese language satisfaction, and not receiving orientation were predictors of foreign-educated nurses' lower job satisfaction. Lower job satisfaction, fewer years of nursing practice in Japan, single status, and higher language satisfaction predicted a higher intention to leave. Conclusion. This study provides incremental evidence of a negative relationship between job satisfaction and intention to leave among foreign-educated nurses in Japan. Workplace discrimination was the main predictor of nurses' job dissatisfaction and indirectly correlated with their intention to leave, as mediated by job satisfaction. Implications. Our study suggests that managers should provide a supportive and equal work environment, including implementing policies to reduce workplace discrimination and providing adequate support programs to enhance foreign-educated nurses' job satisfaction and reduce their turnover intention. [ABSTRACT FROM AUTHOR]

Aims: To investigate the number of bed transfers (patient transfers within the same ward) and their reasons in acute care wards of mid‐sized hospitals with multibed and private rooms. Background: Bed transfers, even when necessary, are burdensome for patients; however, the reasons for bed transfers in various types of rooms remain unclear. Methods: An observational study was conducted in seven wards in three hospitals in Japan. Nurses completed a questionnaire regarding each bed transfer, which elicited the reasons for the transfer. We classified transfer patterns based on the functions of the patients' rooms and the number of beds in each room and analysed scores. Results: Overall, 560 responses were analysed. The average number of bed transfers per day was 2.7. In total, 43% of bed transfers were conducted for patients aged over 70. The most frequent bed transfer pattern was 'transfer between patient rooms with the same number of beds', and the most frequent reason was 'patient did not need that bed'. Conclusions: Unnecessary bed transfers could be reduced by ward designs that reflect nurses' clinical judgement. Implications for nursing management: Monitoring data for the reason regarding bed transfer contributes to hospital planning and decreases unnecessary bed transfers. [ABSTRACT FROM AUTHOR]

Aim: To verify the reliability and validity of Multidimensional Measure of Leader–Member Exchange Japanese version (LMX‐MDM‐J) for staff nurses. Background: Staff nurses who have a high‐quality relationship with nurse managers tend to have low turnover intention. However, the validity and reliability of LMX‐MDM Japanese version have not been confirmed. Methods: Staff nurses (n = 870) working in wards of four Japanese hospitals were surveyed using self‐administered questionnaires. Reliability was tested by internal consistency. Validity was tested by the confirmatory factor analysis for construct validity and relationships with external criteria for criterion‐related validity. Results: There were 450 valid responses. Cronbach's α coefficients of the overall scale and each dimension were 0.97 and 0.86–0.95, respectively. The goodness‐of‐fit indices of the confirmatory factor analysis showed CFI = 0.981 and RMSEA = 0.076. Correlation coefficients with external criteria were 0.57 for job satisfaction, 0.80 for relationship satisfaction with the nurse manager and −0.36 for turnover intention (all p <.001). Conclusion: The reliability and validity of LMX‐MDM‐J were determined to be adequate for staff nurses. Implications for Nursing Management: LMX‐MDM‐J can accurately measure the quality of the dyadic relationship between nurse managers and staff nurses. This measurement indicates whether nurse managers are providing leadership. [ABSTRACT FROM AUTHOR]

Aim To evaluate the long-term effectiveness of modified brief assertiveness training (with cognitive techniques) for nurses. Background Most assertiveness training takes a long time to conduct; thus, briefer training is required for universal on-the-job training in the workplace. Methods In this single-group study, nurses received two 90-min training sessions with a 1-month interval between sessions. The degree of assertiveness was assessed by using the Rathus Assertiveness Schedule as the primary outcome, at four time points: pre- and post-training, 3-month follow-up and 6-month follow-up. Results A total of 33 nurses received the training, and the mean Rathus Assertiveness Schedule score improved from −14.2 ( SD = 16.5) pre-training to −10.5 ( SD = 18.0) post-training ( p < .05). These improvements were maintained until the 6-month follow-up. The pre-post effect size of 0.22 (indicating small effect) was larger than the effect sizes ranging from −0.56 to 0.17 (no effect) reported in previous studies that used brief training. Conclusions Modified brief assertiveness training seems feasible and may achieve long-term favourable outcomes in improving assertiveness among nurses. Implications for Nursing Management The ease of implementation of assertiveness training is important because creating an open environment for communication leads to improved job satisfaction, improved nursing care and increased patient safety. [ABSTRACT FROM AUTHOR]

Aim To test the psychometric properties of a boundary spanning measure by nurse managers. Background The health-care environment requires hospital units to coordinate efforts autonomously across their boundaries and to manage relationships with other professionals, units and departments. Boundary spanning has become increasingly important for first-line nurse managers as unit gatekeepers; however, the available measures are limited. Method The 30-item instrument was developed from a literature review. Survey participants were 4918 nurses at 231 hospital units. Statistical analyses of construct validity and internal consistency were performed. Furthermore, the correlation between nurses' scores on the Nurse Managers Boundary Spanning Scale and nurses' evaluations of their managers were examined. Results Three factors and 26 items were derived from factor analyses: connecting and mediating, informing and feedback utilisation, and resource acquisition. Cronbach's subscales' alpha coefficients were above 0.9. Correlation analysis indicated that the Nurse Managers Boundary Spanning Scale score correlated with nurses' positive perceptions of their managers. Conclusion This study demonstrates tentative support for the validity and reliability of the Nurse Managers Boundary Spanning Scale. Although further study is needed, the Nurse Managers Boundary Spanning Scale shows possibilities as a new measurement of nursing leadership. Implications This study underscores measures to build on nurse managers' roles by building on the limited research available. [ABSTRACT FROM AUTHOR]

Aim To investigate the factors affecting nurse health-related quality of life ( HRQOL) by considering the patient characteristics and ward characteristics. Background Nurse health-related quality of life is an important health outcome, and should be promoted for quality nursing care. Method This cross-sectional study was conducted on nurses who work in general acute care wards in three university hospitals in metropolitan Japan. Multilevel analysis was conducted to investigate possible factors related to nurse health-related quality of life. Result Nurses who worked at a ward had a significantly lower physical health score (β = −0.13, P < 0.01). These nurses had a higher ratio of patients who could not understand medical instructions, had cognitive disabilities, or required assistance with activities of daily living ( ADL). The number of beds was the only factor significantly related to mental health status of nurses (β = 0.19, P < 0.05). Conclusion Work conditions that sustain nurse health should take into account not only the number of nurses, but also patient characteristics. Further large-scale studies are needed in order to investigate the effect of hospital characteristics on nurse health-related quality of life. Implications for nursing management Increasing the number of nurses' aides and delegating assistance with ADL to them could support nurse health-related quality of life in the acute care setting. [ABSTRACT FROM AUTHOR]