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Intent to stay is a helpful indicator in predicting the turnover rate of nursing faculty members in academia. This descriptive, cross-sectional study aimed to identify the factors influencing nursing faculty members' intent to stay. The sample consisted of 350 nursing faculty members randomly selected from 53 nursing and midwifery training schools in Myanmar. Data were collected between June and October 2021. The eight instruments used showed satisfactory (0.80-1.00) for validity and (0.86-0.96) for reliability. Data were analyzed by descriptive statistics and structural equation modeling (SEM). The final modified model of intent to stay fit the empirical data and explained 81.30% of total variance for intent to stay. SEM revealed that job satisfaction and organizational commitment directly affected intent to stay; transformational leadership, job autonomy, and perceived organizational support indirectly affected intent to stay; and workload, age, and job stress, directly and indirectly, affected intent to stay. These results suggest nursing administrators and nursing leaders to develop appropriate strategies or design interventions for enhancing nursing faculty members' intent to stay., (© 2024 John Wiley & Sons Australia, Ltd.)

Background and Purpose: Factors influencing work-life balance of regional hospital nurses are different from other professions. This study aimed to develop an instrument to measure work-life balance, and examine its psychometric properties. Methods: Psychometric properties were tested with content validity, construct validity using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA), and reliability with 598 professional nurses recruited using multi-stage sampling. Results: The Nurses' Work-life Balance Scale (NWLBS) had 38 items and seven components, explaining 64.46% of total variance. Content Validity Index was 0.94. CFA results indicated good fit with empirical data. Cronbach's alpha ranged from 0.53 to 0.94 for the seven subscales in 30 professional nurses. Conclusions: NWLBS demonstrated good content validity, construct validity, and reliability for assessing nurses' work-life balance., (© Copyright 2023 Springer Publishing Company, LLC.)

Objectives: A surgical safety checklist has been a globally implemented and mandated adoption in several countries. However, its use is not mandatory in Thailand. This study aimed to evaluate the perceptions of surgical personnel on surgical complications and safety and to examine the satisfaction and barriers of surgical safety checklist implementation., Methods: A survey study was performed between November 2013 and February 2015 in 61 Thai hospitals. A questionnaire capturing demographics, perceptions related to surgical complications and safety, and the satisfaction and barriers of surgical safety checklist implementation was distributed to surgical personnel., Results: A total of 2024 surgical personnel were recruited. Nearly all of them reported experience or knowledge of an adverse surgical event (99.6%). Most thought that it could be preventable (98.2%) and quality care improvement could help reduce the occurrence of adverse events (97.7%). Overall, respondents reported a high level of satisfaction with the checklist (mean [SD] = 3.79 [0.71]). The three areas of highest satisfaction were benefit to the patient (mean [SD] = 4.11 [0.69]), benefit to the organization (mean [SD] = 4.05 [0.68]), and reduction in adverse events (mean [SD] = 4.02 [0.69]). Overall, the barrier for implementation of the checklist was rated as moderate (mean [SD] = 2.52 [0.99]). However, the means of barriers in each period, sign in, time out, and sign out, were rated as low (means [SD] = 2.41 [1.07], 2.50 [1.03], and 2.34 [1.01], respectively)., Conclusions: The data document that the satisfaction with the checklist are fairly high. However, some barriers were identified. Efforts to increase understanding through more rigorous policy enforcement and strategic support may lead to improving the checklist implementation., Competing Interests: The authors disclose no conflict of interest., (Copyright © 2017 Wolters Kluwer Health, Inc. All rights reserved.)

Background: In-depth information on the success and failure of implementing the World Health Organization surgical safety checklist (SSC) has been questioned in non-native English-speaking countries. This study explored the experiences of SSC implementation and documented barriers and strategies to improve SSC implementation., Methods: A qualitative study was performed in 33 Thai hospitals. The information from focus group discussions with 39 nurses and face-to-face, in-depth interviews with 50 surgical personnel was analyzed using content analysis., Results: Major barriers were an unclear policy, inadequate personnel, refusals and resistance from the surgical team, English/electronic SSC, and foreign patients. The key strategies to improve SSC implementation were found to be policy management, training using role-play and station-based deconstruction, adapting SSC implementation suitable for the hospital's context, building self-awareness, and patient involvement., Conclusion: The barriers of SSC were related to infrastructure and patients. Effective policy management, teamwork and individual improvement, and patient involvement may be the keys to successful SSC implementation., (Copyright © 2018 Association for Professionals in Infection Control and Epidemiology, Inc. Published by Elsevier Inc. All rights reserved.)

Universities can make a significant contribution to improve population health through encouraging faculty members and universities to focus on health promotion, using a health-promoting framework. This qualitative study explored factors influencing the development of a health-promoting nursing faculty in a Thai university. Data were collected via in-depth interviews of 15 nursing academics and four academic support staff, and fieldwork observations. Data were analyzed using Spradley's ethnographic approach. Findings included informants perceiving that the achievement of a health-promoting educational organization is dependent on a number of contexts, including the presence of the national health policy regarding health promotion, the policies and actions of a university, faculty administrative contexts, organizational culture, ThaiHealth actions and support, profession-related factors, time limitations, the physical environment, and personal factors. Moreover, the development of health-promoting faculty within nursing should be based on the existing support in a university and faculty. Factors impeding such development must determine whether health promotion and well-being are to be achieved as a foundation for faculty work, and the mission of a university within a healthy settings approach., (© 2011 Blackwell Publishing Asia Pty Ltd.)