Search

First-line nurse managers are more likely to work according to gender beliefs and stereotypes, which may affect their managerial competence. This study is aimed at comparing managerial competence of male and female first-line nurse managers in public hospitals in Indonesia.

The purpose of this study was to design and test the usability of a computer-mediated smoking cessation program for inner-city women. Design and content were developed consistent with principles of user-centered design. Formative and summative evaluation strategies were utilized in its testing. The summative evaluation was designed to test usability in a naturalistic environment. A sample of 100 women who receive care at an inner-city community health center participated in the study. Average time for completing the computer program was 13.9 minutes. Participants reported a high level of satisfaction with usability of the program. Standardized instruments to measure cognitive processes of change related to smoking were completed at baseline and at 1 week. Participants reported a decrease in favorable attitudes toward smoking (P = 0.014) and an increase in cognitive change processes at follow-up (P = 0.037). These results indicate that interactive computer technology is acceptable to, and potentially useful for, promoting smoking cessation in low-income women. (Contains 2 tables.)

ABSTRACT Attempts to compare graduate student performances before and after introducing new curricula are rare; yet faculties need outcome measures to justify program costs and demonstrate effectiveness. Boyatzis and Kolb's [...]

Aim: This study aimed to develop and psychometrically test a competence‐based human resource management scale to improve managerial competence of first‐line nurse managers in public hospitals. Background: To ensure the high competence of the first‐line nurse managers, the competence‐based human resource management should be evaluated using the best‐fit instrument. However, no instrument has been identified in the hospital setting. Methods: This methodological study consists of three main steps: (1) generating scale items based on literature review and expert interviews, (2) pilot testing of face and content validity and (3) evaluating psychometric properties with 300 first‐line nurse managers from 16 public hospitals in Indonesia selected using a multistage sampling. Data were collected from May to December 2017. Principal component analysis and Cronbach's α were used for construct validity and internal consistency reliability. Results: The final scale consists of 30 items in five dimensions, which explained 65.48% of the total variance. The dimensions include 'training and evaluation, career planning and development, rewards scheme, recruitment and selection, and appraisal system'. Cronbach's α for the scale was.89, with a range of.85 to.88. Conclusion: The competence‐based human resource management scale is reliable and valid to use in public hospital settings. Summary statement: What is already known about this topic? The concept of competence‐based human resource management has been applied worldwide in every organization, and it is applicable to use for developing managerial competence of first‐line nurse managers. Therefore, the effectiveness of this management system should be assessed via a valid and reliable instrument.Several instruments to measure competence‐based human resource management have been developed, but no instrument has been identified to measure competence‐based human resource management specifically in hospital settings. What this paper adds? This study developed a scale designed to measure competence‐based human resource management to support improvement of first‐line nurse managers' managerial competence in public hospitals.The scale demonstrated sound psychometric properties with acceptable internal consistency reliability, content validity and construct validity.The scale consists of 30 items in five dimensions: training and evaluation, career planning and development, rewards scheme, recruitment and selection, and appraisal system. The implications of this paper: This study expands the basic knowledge of competence‐based human resource management as a concept with five dimensions that can be used in nursing organizations, and it can be used in quality assurance systems in public hospitals settings in Indonesia.The scale can be used as a feedback for first‐line nurse managers to see the impact of competence‐based human resource management framework on their competence and helps to identify which dimension of human resource management needs further improvement.With further research, the scale may be of use in other countries and settings. [ABSTRACT FROM AUTHOR]

Abstract Background Tobacco dependence is a chronic, relapsing condition that typically requires multiple quit attempts and extended treatment. When offered the opportunity, relapsed smokers are interested in recycling back into treatment for a new, assisted quit attempt. This manuscript presents the results of a randomized controlled trial testing the efficacy of interactive voice response (IVR) in recycling low income smokers who had previously used quitline (QL) support back to QL support for a new quit attempt. Methods A sample of 2985 previous QL callers were randomized to either receive IVR screening for current smoking (control group) or IVR screening plus an IVR intervention. The IVR intervention consists of automated questions to identify and address barriers to re-cycling in QL support, followed by an offer to be transferred to the QL and reinitiate treatment. Re-enrollment in QL services for both groups was documented. Results The IVR system successfully reached 715 (23.9%) former QL participants. Of those, 27% (194/715) reported to the IVR system that they had quit smoking and were therefore excluded from the study and analysis. The trial’s final sample was composed of 521 current smokers. The re-enrollment rate was 3.3% for the control group and 28.2% for the intervention group (p Conclusion Proactive IVR outreach is a promising tool to engage low income, relapsed smokers back into a new cycle of treatment. Integration of IVR intervention for recycling smokers with previous QL treatment has the potential to decrease tobacco-related disparities. Trial registration ClinicalTrials.gov Identifier: NCT01260597

Background: Much research provides evidence that four age groups or generations of nurse managers exist, and it is assumed that they work and act differently according to each generation's characteristics and attitudes, which may influence their managerial competence. Aims: To compare first-line nurse managers' managerial competence according to generational analysis across public hospitals in Indonesia. Methods: This study employed a cross-sectional survey in 18 public hospitals in Indonesia with 254 first-line nurse managers selected using simple random sampling. The Indonesian First-Line Nurse Managers Managerial Competence Scale (IFLNMMCS) was used to measure managerial competence. Data were analysed using descriptive analyses using means, standard deviations and independent t -test. Results: There was no significant difference in the total score of managerial competence of Generation X and Millennial first-line nurse managers (p = 0.077). Of five dimensions of managerial competence, only applying quality care improvement (p = 0.028) and financial management (p = 0.013) were significantly different, while leadership (p = 0.142), facilitating spiritual nursing care (p = 0.353), self-management (p = 0.130), staffing and professional development (p = 0.068) and utilizing informatics (p = 0.304) were not significantly different. Conclusion: This study serves as a foundation for better human resource management, education and professional development for first-line nurse managers among public hospitals in Indonesia. [ABSTRACT FROM AUTHOR]