To see the other types of publications on this topic, follow the link: Nursing services Nurses. Nursing.
Dissertations / Theses on the topic 'Nursing services Nurses. Nursing'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'Nursing services Nurses. Nursing.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Loyd, Roylin F. "Mentoring potential of oncology nurses." Virtual Press, 1995. http://liblink.bsu.edu/uhtbin/catkey/941369.
Full textAbstract:
Nurses in management and clinical positions in all areas of the country are experiencing role changes due to restructuring within the health care industry. Nurses have an opportunity to embrace and enhance these changes as the trend toward Patient Focused Care continues which entails a restructuring of care delivery at all levels.Oncology nurses are specifically encouraged by the Oncology Nursing Society to mentor other nurses. The purpose of this study was to examine the concept of mentoring as related to oncology nurses who have experienced role changes due to redesigns in the health care delivery systems. The theoretical framework used in this study was Benner's "From Novice to Expert."A convenience sample of 88 oncology nurses were surveyed. The Darling Measuring Mentoring Potential Scale (MMP), a demographic questionnaire, and a cover letter were mailed. Respondent confidentiality was maintained and the procedures for protection of human subjects were followed. A descriptive correlational design was used. The research questions were analyzed using Pearson's correlation coefficient and multiple regression analysis. Means and standard deviation of mentoring characteristics were also obtained on the clustered scores. Findings of the study indicated a small, but significant difference between levels of education, role changes and mentoring potential. Levels of education and role changes accounted for 15% of the differences in mentoring potential scores. However, the mean scores for both the clustered basic and supporting mentoring characteristics were below the suggested scores as suggested for a substantial mentoring relationship.Conclusions from the study were that the concept of mentoring is still not prevalent among oncology nurses and does not play an important role in the professional lives of the respondents. The concept of mentoring needs to be formally addressed in nursing education as well as in hospital staff education and leadership programs. There needs to be continuing research regarding the concept of mentoring within the nursing profession in order to promote the benefits of this concept so that nurses may join with those in other professions to enjoy the products of mentoring.School of Nursing
2
Thomas, Lois Helene. "A comparison of the work of qualified nurses and nursing auxiliaries in primary, team and functional nursing wards." Thesis, University of Newcastle Upon Tyne, 1992. http://hdl.handle.net/10443/285.
Full textAbstract:
Despite the large scale utilisation of nursing auxiliaries (NAs) within the health service, there is a paucity of research evaluating their effectiveness. This study aimed to compare the contribution to patient care of NAs with that of qualified nurses (QNs) using a qualitative indicator, nurse-patient verbal interaction. Different grades were also compared in terms of activities performed and perceptions of their work environment. The organisation of nursing work also has major implications for the roles of QNs and NAs. The study therefore also sought to evaluate the effect of three organisational modes, primary, team and functional nursing, on the work and work perceptions of both grades. A questionnaire was developed which discriminated between organisational modes. This was used to select three wards from each mode (nine in total) for participation in the study. Within each ward, four QNs and four NAs were chosen randomly for inclusion. Data were collected by direct observation and semi-structured interviews. Each subject also completed a Work Environment Scale. The most important differences were found across organisational mode, with QNs and NAs within modes engaging in similar patterns of work, verbal interactions with patients and regarding their work environment similarly. This suggests a culture exists within each organisational mode which permeates the work of both grades of staff. Primary wards were generally found to differ from team and functional wards, with both QNs and NAs regarding their work more positively and working in more therapeutic ways. The study has important implications for the debate about which grade of staff is most suited to caring for elderly patients. It is argued NAs are capable of providing therapeutic care for elderly patients within a pattern of ward organisation which facilitates sustained nursing staff-patient allocation and appropriate supervision and direction in the form of QNs working with NAs.
3
DeLorey, Robin. "Nursing and the computerized age." Thesis, McGill University, 2000. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=30790.
Full textAbstract:
This thesis provides the rationale for the necessity of a redefining of the holistic back into nursing after the consequences of technological restructuring. This study revealed that the impact of modern technology-based, prescriptive changes on professional nursing practice in Canada has resulted in an increasing alienation of labour for nurses, including direct interference with patient-based nursing care, authority, necessity for broader knowledge systems, stability and fragility in job security. The implications of this examination have demonstrated that this shift has not been the result of mechanical technologies alone, but the science-based management philosophies and communicative nature of technologies as well.This project has verified that more importantly than the advancing technological shift itself the danger for professional nursing has been in what these systems are actively replacing. Namely, prescriptive technologies work to establish a managerial or 'expert' presence and authority within the practice of nursing serving to change professional understandings for nurses as well as to decrease value in the judgement and holistic care skills of registered nurses.
4
Larichiuta, Inez S. "What are the issues and challenges for the nursing profession with regard to HIV/AIDS?" Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1991. http://www.kutztown.edu/library/services/remote_access.asp.
Full textAbstract:
Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1991.Source: Masters Abstracts International, Volume: 45-06, page: 2948. Abstract precedes thesis as 6 preliminary leaves. Typescript. Includes bibliographical references.
5
Birdsall, Carole Anne. "Self-reported and patient-reported nonverbal communication and empathy levels of nurses /." Access Digital Full Text version, 1991. http://pocketknowledge.tc.columbia.edu/home.php/bybib/1116833x.
Full textAbstract:
Thesis (Ed.D.) -- Teachers College, Columbia University, 1991.Typescript; issued also on microfilm. Sponsor: Elizabeth M. Maloney. Dissertation Committee: Richard M. Wolf. Includes bibliographical references (leaves 129-143).
6
George, Janet C. "Nurses' perceived autonomy in a shared governance setting." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1036188.
Full textAbstract:
The basic philosophy of shared governance includes the right for staff nurses to practice in an environment that allows participation in the decision making process at all levels of the organization. Autonomy and responsibility support shared governance. The purpose of this study was to examine nurses’ perceptions of autonomy in a well established shared governance setting. The Neuman Systems Model served as the theoretical framework.A convenience sample of 83 (42%) staff nurses at Saint Joseph’s Hospital of Atlanta, Georgia completed the Schutzenhofer Professional Nursing Autonomy Scale. Three open ended questions were included in the questionnaire to further explore staff nurses’ perceptions of the professional practice environment. Demographic data were also collected.Findings in this study revealed no significant correlations between selected demographic variables and autonomy. More than between selected demographic variables and autonomy. More than half (65.1%) ranked in the higher level of professional autonomy, 34.9% (29) ranked in the mid level and none in the lower level. Qualitative data revealed that nurses working in a well established shared governance setting perceived control over the nursing care of patients and appreciated and the ability to make decisions regarding patient care. Respondents overwhelmingly indicated that nurses should be compensated for participation in governance activities.Conclusions from this study were that implementation of professional practice models such as shared governance improve nurses’ perceptions of autonomy and create an atmosphere in which nurses can practice the art of nursing while clearly articulating a vision for the future. Consistent and appropriate decision making by nurses facilitates the interdisciplinary plan of care and encourages trusting relationships among professional disciplines.Nurse managers are in an ideal position to create a vision by designing structures that promote staff involvement. Managers must build formal recognition programs into shared governance systems and provide nurses with the time to attend meetings. Today’s nursing leaders must be ready to create a vision, facilitate change, mentor, nurture, coach and advise staff.School of Nursing
7
Peoples, Paula Beth. "Pay-per-visit for Home Health Agency nurses." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1410.
Full text
8
Schoonover, Heather Diane. "Barriers to research utilization among registered nurses working in a community hospital." Online access for everyone, 2006. http://www.dissertations.wsu.edu/Thesis/Spring2006/H%5FSchoonover%5F033106.pdf.
Full text
9
Pollock, L. C. "Community psychiatric nursing explained : An analysis of the views of parents, carers and nurses." Thesis, University of Edinburgh, 1987. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.381405.
Full text
10
Crouse, Marlene. "Satisfaction and importance of job communication and interpersonal relationships among nurses and first-line supervisors." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1036195.
Full textAbstract:
Job-communication satisfaction and its importance to nursing staff and first-line supervisors is important because people in complex health care delivery systems tend to dehumanize communication (Duldt, 1989, 1990b). The purpose of the study is to determine the level of satisfaction first-line supervisors and staff nurses have of job-communication and interpersonal relationships, and the degree of importance staff members and first-line supervisors place on job-communication and interpersonal relationships within a mid-sized acute care facility in an urban area. The theoretical framework is Duldt's Humanistic Nursing Communication Theory (Hersey & Duldt, 1989).The population was all staff nurses and first-line supervisors employed in inpatient services at a midwest hospital. The sample was comprised of about 231 registered nurses and 61% first-line supervisors who volunteered to answer the Job-Communication Satisfaction Importance Questionnaire (JCSI). The JCSI was developed by B. W. Duldt (1990) based on the work of Downs, Hazen, and Thiry as cited in Duldt (1990a). The procedures for the protection of human subjects were followed.Findings revealed that supervisors and staff nurses were satisfied with aspects of job-communication. Supervisors and staff nurses rated six of the eight topics on the JCSI as important aspects of job-communication. Aspects of job-communication and interpersonal relationships were important to supervisors and staff nurses in the facility studied.The conclusions from the study were: (a) satisfaction with job-communication and interpersonal relationships can be improved, (b) aspects of job-communication and interpersonal relationships identified in the study were important to supervisors and staff nurses. Nursing supervisors are in key positions to influence job -communication satisfaction. Organizations undergoing rapid changes need to develop and maintain communication which is satisfactory to human beings working in the organization.School of Nursing
11
Hughes, Attracta Teresa. "District nurses, occupational theories and family carers : aspects of everyday nursing practice in Northern Ireland." Thesis, University of Ulster, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.390157.
Full text
12
Mitchell, Duncan. "'No claim to be called sick nurses at all' : an historical study of learning disability nursing." Thesis, London South Bank University, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271810.
Full text
13
Nelson, Mira Kirk. "Relationship of home health nurses' attitudes toward the elderly and nursing care effectiveness /." Access abstract and link to full text, 1985. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/8510837.
Full text
14
Ngala, Lapani Chisi. "Nurses' practice of the integration of family planning and HIV prevention services in Ntcheu District, Malawi." Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/28056.
Full textAbstract:
Nurses in Malawi are in the forefront of service provision for HIV prevention and family planning. However, not much is known about how nurses actually practice the integration of family planning and HIV prevention services as prescribed by the President's Emergency Plan for AIDS Relief in Malawi. There is recognition that integration of HIV and reproductive health service delivery is needed to support women's and men's reproductive health needs, and to push the HIV epidemic back, with the goal of achieving an HIV-free generation and to meet several of the Millennium Development Goals (UNAIDS, 2010:21). The purpose of the study is to explore and describe nurses' practice in the integration of family planning and HIV prevention services in Ntcheu district, Malawi. The research question was 'How do nurses' practice the integration of family planning and HIV prevention services in Malawi, Ntcheu district?'. Use was made of Cabana et al.'s (1999) modified model of assessing facilitators and barriers to knowledge use as the theoretical framework that guided the study. A descriptive qualitative case study design was deemed appropriate to answer the research question. Semi-structured interviews and field notes were used to collect data. The sample consisted of 10 nurses who had undergone training in both family planning and HIV prevention services. Purposive sampling techniques were used for selection of participants. The five steps for carrying out interpretative content analysis outlined by Blanche, Durrheim and Painter (2006) were used. These include familiarisation and immersion, coding, induction of themes, elaboration, and interpretation and checking. This yielded eight themes related to family planning and HIV prevention integration practice, namely: facilitation of access and acceptability of comprehensive integration of family planning and HIV prevention services; educating and counselling clients; early detection of HIV among women of childbearing age; personal and professional benefits of integrating family planning and HIV prevention services (positive attitude); resentment of integration of family planning and HIV prevention services (negative attitude); policy-related barriers; human resource-related barriers; and competence-related barriers. The nurses at Ntcheu District Hospital, Malawi, practice the integration of HIV and family planning services effectively according to integration of family planning and HIV prevention guidelines, despite challenges such as inadequate human resources and lack of policies and guidelines at the clinic. It is therefore recommended that Ntcheu hospital management team adopts and implements task shifting of certain nursing duties to volunteers, in order to promote integration of family planning and HIV prevention services. This recommendation is based on the example of Tanzania, where Pathfinder International worked with district health management teams and health facility staff to recruit and train a volunteer cadre that initially provided only home-based HIV care and testing services (Banzi et al., 2011). It is therefore recommended that refresher courses and mentorship programmes be developed and implemented in order to improve nurses' competencies in the integration of family planning and HIV prevention services in Ntcheu district, Malawi. A large-scale quantitative study is recommended in order to generate data that will be representative of all family planning clinics in Malawi.
15
Morgan, Michelle S. "Beliefs and behavior of nurses providing healthcare services for gay and lesbian individuals." Case Western Reserve University Doctor of Nursing Practice / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=casednp1459169522.
Full text
16
Roziers, Reinette. "Newly qualified nurses lived experience of role transition from student nurse to community service nurse a phenomenological study Reinette Roziers." Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/2962.
Full textAbstract:
Includes abstract.Includes bibliographical references.
The phenomenological study explored the experience of role transition of newly qualified nurses undertaking compulsory community service in health service facilities in the Western Cape in 2011.
17
Hedberg, Berith. "Decision making and communication in nursing practice : aspects of nursing competence /." Göteborg : Acta Universitatis Gothoburgensis, 2005. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=013341214&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
Full text
18
Wahlberg, Anna Carin. "Telephone advice nursing : callers' perceptions, nurses' experience of problems and basis for assessments /." Stockholm, 2004. http://diss.kib.ki.se/2004/91-7349-620-0/.
Full text
19
Josefsson, Karin. "Municipal elderly care : implications of registered nurses' work situation, education, and competence /." Doctoral thesis, Stockholm, 2006. http://diss.kib.ki.se/2006/91-7140-668-9/.
Full text
20
Ryan, Marilyn E. "Relationships among entry level preparation, experience, and leadership effectiveness styles of head nurses." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/450104.
Full textAbstract:
Nurses are being promoted to head nurse positions without adequate preparation in leadership and management. One reason this problem exists is because nursing managers are being selected from different levels of basic nursing education programs. Only baccalaureate education has a curriculum designed to develop professional nurse leaders.The purpose of the study was to determine the relationship of leadership effectiveness styles of head nurses drawn from a stratified random sample of hospitals in the state of Indiana, to type of basic nursing education program, and experience in a head nurse position.Data were collected from 204 out of 343 head nurses practicing in hospitals in the state of Indiana accredited by the Joint Commission on Accreditation. A Leader Effectiveness and Adaptability Description Instrument measuring four styles of leadership effectiveness as formalized by Hersey and Blanchard, and a Demographic Data Sheet were utilized for data collection.Decisions about three null hypotheses were made at the 0.05 level by use of step-wise multiple regression analysis, and chi square procedures.Major findings include:1. The magnitude and/or direction of the relationship between entry-level preparation and leadership effectiveness styles of head nurses did not vary with years of experience in a head nurse position.2. There was no significant relationship between entry-level preparation and leadership effectiveness when experience was controlled.3. There was no significant relationship between experience and leadership effectiveness when entry-level preparation was controlled.4. Other data concerning major and alternate styles utilized by head nurses, and the number of style used were reported. The predominant major style of head nurses was High Task/ High Relationship. The predominant alternate style was Low Task/High Relationship...5. Head nurses used all four styles.6. All effectiveness style scores for head nurses were in the effective range.Conclusions1. Leadership effectiveness styles of head nurses do not depend on entry-level preparation and experience.2. Leadership effectiveness styles of head nurses do not depend on the type of basic nursing education program with experience controlled.3. Leadership effectiveness styles of head nurses do not depend on years of experience with entry-level controlled. 4. Head nurses predominantly use two styles of leadership: High Task/High Relationship, and Low Task/Low Relationship.5. Head nurses are able to vary leadership styles to meet the needs of the situation.6. Head nurses have effective styles.
21
Clibbens, Nicola. "Registered nurses' and services users' expert views about therapeutic nursing on acute mental health wards." Thesis, University of Sheffield, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.531209.
Full text
22
Clevenger, Pamela L. "Managerial leadership behaviors and nurse retention." Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/699.
Full text
23
Norris, Margaret Kathleen. "Contextual factors that enable or disable nurses' professional practice." Thesis, University of Sussex, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.341515.
Full textAbstract:
This study explored the complex world of nursing at a time of humungous change in the delivery of health care services. The initial focus of the research was registered nurses' use of knowledge in professional practice; however this was largely displaced by contextual issues, which emerged from the data. Eraut's (1992,1994) concepts of professional knowledge informed the data generation and the analysis. A broadly qualitative approach drawing on grounded theory and constructivism provided the methodological framework and the research methods involved observation and interview. The sample comprised registered nurses undertaking a four-year part-time degree in nursing studies. Twenty-seven were observed in a variety of clinical settings: sixteen of this group were subsequently interviewed. Six of their managers were then interviewed. Data analysis followed a pattern of literal, interpretive and reflective coding and revealed a number of key issues for registered nurses working in the United Kingdom at the time of the research. The nurses fell into three categories, the survivors, the battle weary and the battle hardened; the largest group being the battle weary. The key causes of the weariness originated from organizational constraints such as low staffing levels, poor teamwork and an inability to give appropriate care to their patients. The effects of battle weariness included low morale, which affected their motivation, tearfulness and a general fatigue. The 'survivors' (a minority) were characterized by a sense of purpose and a fulfillment from their work. The contexts in which the battle weary worked were likened to a war zone with a clearly defined battlefield. Significant changes to the traditional role of the ward sister/charge nurse have left the majority of nurses in this study feeling unsupported and with a lack of clinical leadership. The nurses, often only working at 'D' or 'E' grade, frequently found themselves trying to cope with conflicts in practice with nursing colleagues, with patients and with doctors.Professional knowledge used in practice included communication and interpersonal skills, teamwork, delivering 'hands on' care to patients and coping with the ever changing demands on the nursing time. A number of recommendations are made and include an 'enabling curriculum' for educating nurses at initial and post registration level, a return of the clinical leadership role for ward sisters and charge nurses and a renewal of the focus of nursing practice.
24
Hilton, Paula Evangeline. "The influence of verbal abuse on intention to leave an organization among registered nurses." CSUSB ScholarWorks, 1989. https://scholarworks.lib.csusb.edu/etd-project/548.
Full text
25
Adams, Bridget. "A description of the self-perceived roles of registered nurses in student health services in selected tertiary institutions in South Africa." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/2967.
Full text
26
Costello, Joanne Fawcett. "Roles and strategies of nurses facilitating diabetes support groups : an exploratory study /." View online ; access limited to URI, 2007. http://0-digitalcommons.uri.edu.helin.uri.edu/dissertations/AAI3276978.
Full text
27
Moss, Rita J. "The relationship of staff nurse job satisfaction and head nurse management style." Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/935941.
Full textAbstract:
America's health care industry is in a state of crisis. Nursing administrators are in the position to facilitate change in institutions. One aspect of nursing which has remained constant is high turnover rates. The high turnover rates have been linked to job dissatisfaction. One method of reducing turnover is to provide greater job satisfaction to staff nurses. Job satisfaction has been connected with management style (Lucas, 1991; Price & Mueller, 1981; Volk & Lucas, 1991).This study described the impact of head nurse management style on staff nurse job satisfaction. Likert's (1967) System 4 management theory was utilized as the framework in the study. All staff nurses and head nurses from three Central Indiana hospitals were given the opportunity to participate in the study. Participants completed two questionnaires, one from Price and Mueller's (1981) work on turnover to determine job satisfaction and one from Likert and Likert's (1976) work to determine management style.Data analysis was conducted to describe any variations between staff nurse experience of head nurse management style and staff nurse job satisfaction. Differences between head nurse and staff nurse description of management style were also examined. There were no identified risks as participation was voluntary and did not affect the employment status of any individual.Results of the study demonstrated agreement with previous research findings. When management style is closer to participative (system 4), greater job satisfaction is expressed. Recommendations are to provide management training and training in communication and self-awareness for head nurses, and to form unit based committees designed to achieve greater staff input in decisions affecting the unit functioning.Benefits of the study include identification of the management style which leads to improved staff nurse job satisfaction. Equipping nurse administrators with information regarding desirable management style to employ for staff nurses to experience greater job satisfaction, and training present managers in that management style are also possible benefits from the study.School of Nursing
28
Baker, Kay Stouffer. "Home care clients' perceptions of nursing invasiveness, territorial control, and satisfaction with nursing care." Thesis, The University of Arizona, 1987. http://hdl.handle.net/10150/276586.
Full textAbstract:
This descriptive correlational study describes the relationships among 30 home care clients' perceptions of nursing invasiveness, territorial control, and satisfaction with nursing care. The self-report data were collected using a Nursing Invasiveness Scale (NIS), Index of Patient Territorial Control Perceptions (IPTCP), and Patient Satisfaction Instrument (PSI). The subjects were males and females, aged 23 to 93 years, who were receiving home care nursing. Analysis of the data suggests that the subjects perceived a low level of invasiveness by home care nurses, "much control" within their homes (their primary territories), and were highly satisfied with their nursing care. There was a significant negative correlation (r = -0.79) between perceptions of nursing invasiveness and satisfaction with nursing care. The relationships between perceptions of nursing invasiveness and territorial control (r = -0.02) and between perceived territorial control and satisfaction with nursing care (r = 0.14) were not significant.
29
Haines, Fiona Imelda. "Error management in nursing amongst registered nurses working in a tertiary hospital in Saudi Arabia." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80226.
Full textAbstract:
Thesis (MCurr)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Healthcare organizations have implemented numerous safety initiatives to address errors due to the impact on the patient, families, healthcare provider and the organization as highlighted in the Institute of Medicine report. However, error identification, reporting and management remain a challenge. Nurses have been identified as the healthcare provider with the greatest potential for errors. Supportive work environments are needed to provide optimal care to the nurse who makes an error; which may be minor to severe repercussions. The patient is identified as the first victim and the nurse who makes the error as the second victim. How nurse errors are reported, managed and disclosed is dependent on the response of leaders and peers which may be in a shame and blame or just culture approach. The aim of the study was to assess error management in nursing amongst registered nurses working in a tertiary hospital in Saudi Arabia. The objectives were to identify the occurrence of nursing related errors, determine the current process of reporting nursing errors, describe the management of nursing errors and explore the factors impacting on the management of nursing errors. The research methodology for this study was a descriptive, quantitative approach which is applicable when exploring the unknown. Ethical approval was obtained from the Ethics Board, University of Stellenbosch and the Institutional Review Board, King Faisal Specialist Hospital and Research Centre (General Organization) -Jeddah (KFSH&RC-J). The population was registered nurses working in KFSH&RC-J and assigned to the job descriptions of Staff Nurse 1&2, Clinical Nurse Coordinators and Assistant/Head nurses. Sample was selected using proportional allocation for nationality and simple random selection for nursing specialty; 215 RNs from these three groups. Data was collected using a questionnaire developed by the researcher and analysis completed using SPSS and regression analysis to identify factors which influences the reporting and management of errors. Data was presented in the form of frequency tables and graphs using the EXCEL program to analyze the data. The main findings of the study; there was significant difference in nurse leaders and professional nurses ability to identify nursing errors; questioning of the practice of peers, views of a non-punitive environment and the ability to differentiate between error and negligence. The nurse executive was positively associated with the average positive responses received. RNs of Middle Eastern nationality and the Adult nursing division were found to be slightly more negative in their perceptions about error reporting and management than other respondents. Improvements are needed in the processes of error reporting and management which include education; leadership development, underreporting of errors, feedback and communication, nurse manager support and disclosure of errors. Recommendations are the implementation of the Just Culture principles within the organization and leadership development to address error reporting and management. The need to develop a national database for error reporting in Saudi Arabia is recommended. Nursing errors occurred in one tertiary hospital in Saudi Arabia and an on-line system is available to report errors. However, nurses do not report errors as they fear being blamed and shamed. The process of error management within the organization has not been clearly defined.
AFRIKAANSE OPSOMMING: Gesondheidsorganisasies het talle veiligheids inisiatiewe geïmplementeer om foute aan te spreek weens die invloed wat dit het op die pasiënt, families, die gesondheidsverskaffer en die organisasie soos uitgelig in die Mediese Verslag van die Instituut. Nietemin, die identifisering van foute, verslaggewing en bestuur bly ’n uitdaging. Verpleegsters is geïdentifiseer as die gesondheidsverskaffers wat oor die grootste potensiaal beskik om foute te begaan. Ondersteunende werkomgewings word benodig om optimale sorg aan die verpleegster te verskaf wat ’n fout van ’n mindere aard tot die met ernstige gevolge begaan. Die pasiënt word geïdentifiseer as die eerste slagoffer en die verpleegster wat die fout begaan as die tweede slagoffer. Die manier hoedat verpleegfoute gerapporteer, bestuur en openbaar gemaak word, is afhanklik van die reaksies van leiers en portuurgroepe wat ’n skaamte- en blameerbenadering of “just culture”-benadering kan wees. Die doel van die studie was om die hantering van verpleegfoute tussen geregistreerde vepleegkundiges wat in n tersiêre hospital in Saudi werk te ondersoek. Die doelwitte is om die voorkoms van verpleegverwante foute te identifiseer, die huidige proses van verslaggewing van verpleegfoute te bepaal, die bestuur van verpleegfoute te beskryf en die faktore te ondersoek wat ’n impak het op die bestuur van verpleegfoute. Die navorsingsmetodologie vir hierdie studie is ’n beskrywende, kwantitatiewe benadering wat van toepassing is wanneer die onbekende ondersoek word. Etiese goedkeuring is verkry van die Etiese Raad aan die Universiteit Stellenbosch en die Institusionele Beoordelingsraad, King Faisal Specialist Hospitaal en Navorsingssentrum (Algemene Organisasie) – Jeddah (KFSH & RC-J). Die teikengroep is geregistreerde verpleegsters wat werk in KFSH & RC-J aan wie die posbeskrywing van stafverpleegster 1 & 2 toegeken is, Kliniese Verpleegkoördineerders en Assistent/Hoofverpleegsters. Die steekproef is geselekteer deur gebruik te maak van proporsionele toekenning vir nasionaliteit en ’n eenvoudige ewekansige steekproef vir verpleegspesialiteit; 215 geregistreerde verpleegsters van hierdie drie groepe. Data is gekollekteer deur gebruik te maak van ’n vraelys wat deur die navorser ontwikkel is en die analise is voltooi deur gebruik te maak van SPSS en regressie-analise om faktore te identifiseer wat verslaggewing en bestuur van foute beïnvloed. Data is aangebied in die vorm van frekwensie-tabelle en grafieke deur gebruik te maak van die EXCEL-program om die data te analiseer. Die vernaamste bevindinge van die studie is dat daar beduidende verskille tussen verpleegleiers en professionele verpleegsters se vermoë is om verpleegfoute te identifiseer; bevraagtekening van die praktyke van portuurgroepe; beskouinge van nie-strafgerigte omgewing en die vermoë om te onderskei tussen foute en nalatigheid. Die verpleegeksekuteur is positief geassosieer met die gemiddelde positiewe response wat ontvang is. Geregistreerde verpleegsters van Midde-Oostelike nasionaliteit en die Volwasse Verpleegafdeling is gevind om effens meer negatief te wees in hulle persepsies van fouteverslaggewing en bestuur, as ander respondente. Verbeterings is nodig in die prosesse van verslaggewing van foute en bestuur daarvan wat opvoeding daarvan insluit; leierskapontwikkeling, onderverslaggewing van foute, terugvoer en kommunikasie, ondersteuning van verpleegbestuur en bekendmaking van foute. Aanbevelings is die implementering van die “Just”-kultuur beginsels binne die organisasie en leierskap ontwikkeling om die verslag van foute en bestuur aan te spreek. Die behoefte om ’n nasionale databasis te ontwikkel vir die verslag van foute in Saoedi-Arabië word aanbeveel. Verpleegfoute het in een tersiêre hospitaal in Saoedi-Arabië plaasgevind en ’n aanlyn sisteem is beskikbaar gestel om foute te rapporteer. Nietemin, verpleegsters rapporteer nie foute nie, want hulle vrees om geblameer te word en beskaamd te staan. Hierdie proses van foutebestuur binne die organisasie is nog nie duidelik gedefinieer nie.
30
Thompson, June D. Grimes Richard M. "Factors determining the use of universal precautions by emergency department nurses /." See options below, 1994. http://proquest.umi.com/pqdweb?did=741486321&sid=1&Fmt=2&clientId=68716&RQT=309&VName=PQD.
Full text
31
Sheikh, Ahmad Md Khadzir. "Morbidity study among staff nurses in the hospital services : a comparison between the United Kingdom and Malaysia." Thesis, University of Birmingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391023.
Full text
32
Esmail, Dinez Diamond. "Development of a Graduate Nurse Residency Program in Women's Services." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4138.
Full textAbstract:
Graduate nurses' transition from school to the work place is challenging and often leads to burnout. There was no graduate nurse residency program in women's services at the practicum facility. As a result, this facility had been unable to recruit or hire graduate nurses in the women's services unit. The purpose of this project was to develop a nurse residency program in women's services to address the lack of formal orientation for new graduate nurses at this facility. A graduate nurse residency program will provide further training for nurses to care for a more complicated population of pregnant women. Theoretical support for this project was Duchscher's, theory of transition, which suggests that allowing graduates time to adjust within a context of support allows them to develop their thinking and practice and helps them move through the stages of professional role transition. The project included a review of literature, development of a nurse residency plan, all materials needed to operationalize the program in the institution, and plans for implementing and evaluating the program over time within the context of institutional challenges, goals, and strengths. Collaboration with institutional stakeholders helped to ensure the contextual relevance of the program and ongoing administrative ownership to provide momentum for the program to move forward following delivery of the products of the DNP project to the institution. In sum, the products of this project comprise a turn-key solution to the institutional need for a graduate nurse residency program in women's services. Social change implications include possible improvement in the recruitment and retention of graduate nurses as well as the consistent development of competent and safe practitioners who will improve maternal and newborn outcomes at the facility.
33
Sekatane, Patricia Thato. "A protocol for professional nurses regarding the management of nurse initiated management of antiretroviral therapy (NIMART) in the Ehlanzeni District, Mphumalanga Province, South Africa." Thesis, University of Limpopo, 2014. http://hdl.handle.net/10386/1377.
Full textAbstract:
Thesis (M.Cur.) -- University of Limpopo, 2014The purpose of the study was to develop protocol for professional nurses regarding NIMART management that is based on data and specific challenges that are faced in the Ehlanzeni district by professional nurses. A quantitative, descriptive and cross-sectional research design was used for this study. The population consisted of all professional nurses who are NIMART trained, managing and initiating patients on ARV’s at primary health care clinics. Systematic random sampling method was used to select 135 respondents. Data was collected through the self-developed questionnaire. The questionnaire was pre tested. Reliability was ensured through self-administered questionnaire and with the guide of literature review. The questionnaire was also pre tested by conducting a pilot study. Validity was ensured through undertaking extensive literature review, giving operational definitions of concepts, questionnaires were given to supervisors, questions constructed according to the objectives of the study and congruence was ensured between research questions, objectives, findings and recommendations. Data analysis was done through descriptive studies, using SPSS statistics 21.0 programme of data analysis with the assistance of the statistician. The findings indicate that challenges faced by professional nurses regarding nurse initiated and management of antiretroviral therapy are be lack of professional nurses, fear of infecting themselves while treating HIV positive patients, patients do not come on their return dates, encountering problems when they trace defaulters and shortage of retroviral drugs. The study recommends that staff shortage should be addressed, medicine supply should be monitored, a competent HIV trained doctor should be appointed and dedicated outreach team should be appointed. Keywords: NIM-ART, HIV/AIDS, Professional nurse
34
Weeks, John Luther. "A procedure to measure the effects of covert death anxiety on the physiological and affective responses of student nurses." W&M ScholarWorks, 1990. https://scholarworks.wm.edu/etd/1539618313.
Full textAbstract:
The purpose of this study was to develop and test a procedure to measure the effects of covert death anxiety on the physiological and affective responses of student nurses. The author also hoped to demonstrate the feasibility of the utilization of a personal computer as a tachistoscope for the purpose of presenting subliminal death stimuli; evaluate the use of heart rate change as a physiological measure and the State scale of the STAI as the affective measure of the momentary response to the death stimuli, with the Templer Death Anxiety Scale as the trait measure.;The subjects of the study were 44 student nurses enrolled in an associate degree program at J. Sargeant Reynolds Community College in Richmond, Virginia. The overall design of this study was a counterbalanced two-treatment random assignment contrast group experimental paradigm.;It was hypothesized that (1) there would be a significant difference at the.05 level between the response to death word stimuli presented subliminally versus supraliminally as measured by heart rate changes and the State Anxiety Scale; and (2) there would be a significant correlation at the.05 level between the Templer Death Anxiety Scale and the heart rate change for the presentation of death stimuli.;Although the results were not significant at the.05 level, there was a large difference in the means of the two treatment groups (p {dollar}>{dollar}.07) for heart rate change. The large difference in the means of the two groups suggests that a study utilizing more potent death stimuli such as personalized death imagery or personalized death picture symbols may produce significant results for the procedure employed in the present study.
35
Manona, Wellman Wela. "Causative factors of turnover among public sector registered nurses." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51645.
Full textAbstract:
Thesis (MPA)--Stellenbosch University, 2000.Full text to be digitised and attached to bibliographic record.
ENGLISH ABSTRACT: Managing human resources is crucial to the efficient and effective delivery of quality health care. However, turnover of nurses constitutes a major factor in the shortages of staff which are being experienced by the nursing profession in the Republic of South Africa. Shortages of trained nurses with experience, particularly in public sector hospitals, have adverse effects on the provision of efficient and effective quality health care to the consumers of this service. The aim of the study was to provide an understanding of and insight into those inherent problems in the health sector that propel nurses to leave public sector institutions. The overall objective was to investigate and identify some of the factors which exercised an influence on the turnover of registered nurses in public sector hospitals, so as to be able to provide suggestions to hospital managers on the more effective management of human resources, in order to retain nursing personnel. Theresearch was based on a model of nursing turnover which regarded voluntary withdrawal as a process in which feelings of satisfaction with pay, on the one hand, and the opportunity of obtaining alternative jobs in the labour market, on the other, were proposed as the primary causative factors of turnover behaviour. In addition the propositions, made in literature reviewed, that age, tenure, kinship responsibility, general training, education, professionalism, marital status, lintent to stay', job satisfaction, routinization, job autonomy and responsibility, instrumental communication, promotional opportunity, integration, supervisory relationships, distributive justice, work-load, and local kin acted as predictors of turnover, were also investigated. The research was conducted with a sample of 123 nurses in one hospital, Groote Schuur, situated in the Western Cape Province of the Republic of South Africa. The sample included registered nurses, senior professional (registered) nurses, and chief professional (registered) nurses. The data was gathered from respondents by means of a selfadministered questionnaire. In addition, data was gathered by means of semi-structured, open-ended discussions with nursing management. The hypothesised interactions between variables influencing nursing turnover were explored by means of basic statistics, which made it possible to assess the effects of both independent and dependent variables. The results of data analysis provided some support for the proposition contained in the hypothesis. The determinants whose increase produced a greater degree of turnover were firstly, the many jobs available outside the hospital and secondly, professionalism. The determinants whose increase resulted in reductions in turnover were "intent to stay" (which the researcher views as a dimension of commitment), the existence of local kin (kinship responsibilities), participation in making job-related decisions (job autonomy), the receipt of sufficient work-related information (instrumental communication and good supervisory relationships), and tenure. The determinants whose decreaseresulted in increased turnover werepromotional opportunities, distributive justice, pay satisfaction, job satisfaction, integration, opportunity for self-development,age and tenure. Turnover of nurses has serious ramifications for employers, patients, and the nursing profession itself. Effective management of employee turnover is of critical importance to health care providers, employees, and patients. Better control of turnover can improve the quality of patient care, reduce labour costs, and improve employee morale.
AFRIKAANSE OPSOMMING: Die bestuur van menslike hulpbronne is die deurslaggewende omstandigheid ten einde die lewering van effektiewe en doeltreffende gesondheidsorg van gehalte. Nietemin, dra die omset van verpleegkundiges grotendeels by tot die personeeltekort wat tans deur die verpleegprofessie in Suid-Afrika ondervind word. Die tekort aan ervare, opgeleide verpleegkundiges, veral in die openbare sektor staatshospitale, het 'n nadelige uitwerking op die voorsiening van effektiewe en doeltreffende gesondheidsorg van gehalte aan die verbruikers van hierdie diens. Die doelwit van die studie was om 'n begrip te ontwikkel vir, en 'n insig te probeer kry in, daardie inherente probleme binne die gesondheidsektor wat verpleegkundiges dryf om die staatsinstellings te verlaat. Die oorkoepelende doel was die ondersoek en identifikasie van sommige faktore wat die omset van geregistreerde verpleegkundiges in staatshospitale beïnvloed. Die doel hiervan was om voorstelle aan hospitaal bestuurders te kan voorsien ten opsigte van die meer doeltreffende bestuur van menslike hulpbronne, in die strewe na behoud van verpleegpersoneel. Die navorsing is gebaseer op 'n model van verpleegomset wat vrywillige onttrekking as 'n proses beskou het waar gevoelens van salaristevredenheid, aan die een kant, en geleentheid tot alternatiewe betrekkings in die arbeidsmark, aan die ander, as die primêre veroorsakende faktore van omset-gedrag voorgestel is. Daarbenewens is die stellings vanuit die literatuurstudie dat die volgende dien as voorspellers van omset ook ondersoek: ouderdom, ampstermyn of dienstyd, verantwoordelikheid teenoor familie, algemene opleiding, opvoeding, professionalisme, huwelikstatus, 'voorneme om te bly', werksbevrediging, roetine, selfbestuur en verantwoordelikheid in die werksomgewing, bevorderlike kommunikasie, bevorderingsgeleenthede, integrasie, toesighoudende verhoudings, toedelende gereg, werkslading en plaaslike naasbestaandes. Die navorsing is uitgevoer met gebruik van 'n monster van 123 verpleegkundiges van een hospital, die Groote Schuur Hospital, geleë in die Wes-KaapProvinsie van die Republiek van Suid Afrika. Die monster het geregistreerde verpleegkundiges, senior geregistreerde verpleegkundiges en hoof geregistreerde verpleegkundiges ingesluit. Die data is verkry van respondente deur middel van 'n self-toegediende vraelys. Daarbenewens is data versamel deur half-gestruktureerde, niegeslote besprekings met van die verpleegbestuur. Die interaksie tussen veranderlikes ten opsigte van verpleegomset wat veronderstel is, is ondersoek deur middel van basiese statistiek, dus kon die uitwerking van afhanklike en onafhanklike veranderlikes bepaal word. Die uitslae van data-ontleding het wel ondersteuning verleen aan die voorstelling soos uiteengesit in die hipotese. Die determinante wie se toename 'n toename in die omsetkoers tot gevolg gehad het was, eerstens, meer werksgeleenthede buite die hospitaal en, tweedens, professionalisme. Die determinante wie se toename tot 'n vermindering in omset bygedra het was 'voorneme om te bly' (wat die navorser as binne die omvang van toewyding beskou), deelname aan werksverwante besluitneming (werks outonomie), die ontvangs van genoegsame werksverwante inligting (bevorderlike kommunikasie en goeie toesighoudende verhoudings), en ampsduur (dienstyd). Die determinante wat tot 'n vermindering in omset lei is bevorderingsgeleenthede, toedelende gereg, salaris bevrediging, geleenthede tot self-ontwikkeling, ouderdom en ampsduur. Die omset van verpleegkundiges het verreikende gevolge vir werkgewers, pasiënte en die verpleegsberoep self. Doeltreffende bestuur van werknemer-omsetis van kritiese belang vir gesondheidsorg voorsieners, werknemers en pasiënte. Die meer effektiewe beheer van omset kan die kwaliteit van pasiëntesorg verbeter, arbeidsonkoste verminder en die moraal van werknemers verbeter.
36
McGeorge, Sarah Jane. "Dynamic complexity, invisible nursing: the construction of age related complexity by registered nurses working in mental health services." Thesis, Teesside University, 2010. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.748551.
Full text
37
Williams, Pamela. "The experience of being new in the role of Charge Nurse a dissertation [thesis] presented in part fulfillment of the requirements for the Master of Health Science, Auckland University of Technology, 2004." Full thesis. Abstract, 2004.
Find full text
38
Kwandt, Joanne. "The use of humor to relieve stress in psychiatric nurses." W&M ScholarWorks, 1992. https://scholarworks.wm.edu/etd/1539618879.
Full textAbstract:
The purpose of this study was to investigate the effectiveness of humor as a coping mechanism to relieve work stress of psychiatric registered nurses (RNs).;The population was selected from 31 volunteer RNs who worked thirty-two to forty hours a week in psychiatric hospitals in the Norfolk-Tidewater-Williamsburg-Richmond areas of Virginia. The RNs completed three pretest self-report measurements on stress. The Social Readiness Rating Scale (SRRS) was given to assess preexisting life stress. The Work Environment Scale (WES), and the Psychiatric Nurses' Occupational Stress Scales (PNOSS) were given to measure for pre-treatment work stress.;The RNs were then randomly assigned to one of three workshop groups. The treatment groups had workshops on the use of humor or an alternative coping skill (progressive relaxation) to relieve environmental stress. The control group workshop was on the use of neurological assessment. Each workshop lasted three hours. The first segment taught the basic theory and introduced the skill. The second segment taught the RNs how to use what they learned. The third segment allowed the RNs to practice their new tool. All RNs in all the groups were encouraged to practice their new skills within the hospital environment. The progressive relaxation RNs had a relaxation tape and tape recorder available to use on breaks.;Six weeks after the workshops, the RNs were mailed a packet containing a certificate stating they attended the workshop and two self-report measurements on the WES and PNOSS which were completed and returned to the researcher.;The pretest and posttest measurements were scored by hand. Descriptive statistics were used to measure the central tendency or average and the amount of dispersion or spread. The hypotheses were analyzed by one-way analysis of covariance.;The findings were not significant to the p {dollar}>{dollar} =.05 confidence level. With the particular sample population and the groups, it was concluded that the treatment was not successful in reducing work stress or occupational stress or in changing attitudes in the workplace. However, the study indicates that with a greater sample size and more specificity concerning what work stress is to be measured, significant findings are possible.
39
Dungca, Consuelo Urtula. "The relationship between perceived middle manager leadership behavior style and first line manager job satisfaction /." Access Digital Full Text version, 1988. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10810316.
Full text
40
Frankson, Carol Marlene. "The charge nurse manager role a dissertation submitted to AUT University New Zealand in partial fulfilment of the requirements for Master of Health Science, 2009 /." Click here to access this resource online, 2008. http://hdl.handle.net/10292/729.
Full text
41
Terry, Julia Mary. "Talking about mental health nursing : a qualitative analysis of nurses' and service users' accounts." Thesis, Swansea University, 2018. https://cronfa.swan.ac.uk/Record/cronfa43230.
Full textAbstract:
This study explores talk about mental health nursing, in a policy and practice climate that promotes service user involvement in nursing processes. The intention of this study was to gain multiple perspectives about mental health nursing and service user involvement through in-depth research interviews and focus groups with mental health nurses, nursing students and mental health service users. Analysis centred on the meaning making of participants’ talk and how mental health nursing identities are accounted for and constructed. The opportunities for authentic service user involvement in nursing processes within mental health systems that include detention and a focus on compliance are under-explored. Historically mental health services have been linked with power and control, as treatments and interventions have often been coercive and at times involve forced assessment and treatment under mental health legislation. Challenges to power, control and coercion can be found in practices that promote service user involvement. However, a power imbalance in relationships between mental health service users and mental health practitioners is evident, with service users having partial agency and often limited involvement regarding their care and treatment. This study found that nurses and mental health service users talked about how nursing work was often task-focused, and made reference to nurses spending limited therapeutic time directly with service users, who then spoke of their dissatisfaction regarding engagements with nursing staff. Nursing students voiced limited knowledge and exposure to examples of how nurses engage in service user involvement activities in practice indicating they had little experience of this. Instead students said they felt compelled to go along with practices that appeared to work in opposition to involvement. Displays of understanding in participants’ talk about mental health nursing work indicated the existence of powerful professional cultures that included distance and separateness from service users and perpetuated limited involvement. It is important that mental health nurses consider imbalanced power relationships that exist in mental health environments and challenge cultures that discourage nurses from working more collaboratively with service users.
42
Chan, Sally Wai Chi. "Reform of nursing education in Hong Kong : a study of nurse leadership and policy development." Thesis, Oxford Brookes University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.340869.
Full text
43
White, Jill Fredryce. "The commodification of caring : a search for understanding of the impact of the New Zealand health reforms on nursing practice and the nursing profession : a journey of the heart /." Title page, table of contents and abstract only, 2004. http://web4.library.adelaide.edu.au/theses/09PH/09phw5822.pdf.
Full text
44
Cooper, Mark Alastair. "Diversity and effectiveness of emergency nurse practitioner services in Scotland." Thesis, University of Glasgow, 2003. http://theses.gla.ac.uk/2780/.
Full textAbstract:
ENPs are practising throughout the different types of A&E department in Scotland, but educational preparation, scope of practice, job titles and grading vary considerably. The modified NGT was found to be an effective method to develop the Documentation Audit Tool which had good inter-rater reliability and stability. The RCT of ENP-led care was sufficiently large to demonstrate higher levels of patient satisfaction and clinical documentation quality with ENP-led compared to SHO-led care. The methods and tools developed for use in this trial could be used in other A&E departments to measure the quality of NEP-led care. Missed injuries were relatively rare, however around a fifth of patients sought unplanned follow-up; most from GPs, a smaller proportion returned to A&E. Monitoring returns to A&E may be a useful procedure to assess the quality of minor injury care. In summary, ENPs can provide care to patients with minor injuries, which results in high levels of patient satisfaction. Their clinical documentation is of a higher quality an complications in terms of missed injuries are low. However, A&E departments should consider ensuring they have systems in place to identify patients who re-attend, or who attend another health-care provider for unplanned follow-up, in order to ensure that missed injuries can be effectively monitored.
45
Weman, Karin. "Co-operation with family members : a challenge for registered nurses in community elder care /." Stockholm, 2005. http://diss.kib.ki.se/2005/91-7140-473-2/.
Full text
46
Burns, Diane Sutton. "A financial analysis of a Southern California Coalition of Visiting Nurse Associations." CSUSB ScholarWorks, 1994. https://scholarworks.lib.csusb.edu/etd-project/922.
Full text
47
Edgar, Linda. "The relationship between the characteristics of nursing care delivery systems and work-motivation, satisfaction, and intent to leave." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ36974.pdf.
Full text
48
Brandon, Amy Ford Schuessler Jenny H. "The effects of an advanced practice nurse-led telephone-based intervention upon hospital readmissions, quality of life, and self-care behaviors of heart failure patients." Auburn, Ala, 2008. http://repo.lib.auburn.edu/EtdRoot/2008/SUMMER/Nursing/Thesis/Brandon_Amy_11.pdf.
Full text
49
Chang, Mei-Ying. "The impact on families who have children with mental retardation in Taipei City : implications for school nursing service." Thesis, Ulster University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.272190.
Full text
50
Abel, Sally. "Midwifery and maternity services in transition: An Examination of change following The Nurses Amendment Act 1990." Thesis, University of Auckland, 1997. http://hdl.handle.net/2292/1968.
Full textAbstract:
The Nurses Amendment Act 1990 enabled midwives in New Zealand/Aotearoa to care for women throughout normal childbirth on their own responsibility, without the supervision of a medical practitioner, as had previously been the case. The Act brought about significant changes to midwives' scope of practice, pay and status which had important implications for women's care, midwifery, the relationship between midwifery and medicine and the structure of maternity services. Three years after the passage of the Act, in July 1993, major restructuring of the health system along market principles began. From this time, consultation began for new maternity services arrangements, which fitted within the philosophy and structure of the new health system and which aimed to rectify some of the perceived problems resulting from the initial implementation of the 1990 Act. The consultation process was to take three years. This thesis describes and critically analyses changes to midwifery and maternity services, particularly in the greater Auckland region, in the six years from the passage of the Nurses Amendment Act in August 1990 until the official introduction of the new maternity structure in July 1996. This was a period in which midwifery was establishing itself in a medically-dominated domain while, simultaneously, a significant ideological shift was occurring in the philosophy and structure of the health system. Using an ethnographic approach, which included extensive key informant interviews and participant observation at a range of meetings over a period of three years I investigated in depth both the process of change and the relations of power between interest groups (consumer representatives, midwifery, medicine, hospital managers and regional health authorities) within local and national maternity services arenas. These findings were analysed using Foucault's later work on power and his concept of governmentality. A range of factors, including some of the trends occurring within the public sector, weakened the medical profession's control of normal childbirth and facilitated midwifery's entry as a competing provider of maternity care. Strategies used by midwifery representatives to maintain and develop the occupation's autonomous status were often effective, albeit constantly challenged. Despite ongoing conflict and some polarisation between medicine and midwifery, in general, relations of power between the various interest groups in both local and national settings were found to be complex and contestable with unstable alliances forming around particular issues. However, the fluidity of these power relations and the gains made by midwifery operated within constraints imposed by the influence of neo-liberal policies on the development of the new maternity structure. This gave the government's agents, the regional health authorities, the controlling influence on maternity services policy. Although the professed aim of the new structure was a more women-centred service, there were limits to consumer influence on maternity services policy and fiscal imperatives took precedence over some consumer interests. KEYWORDS: Midwifery; Maternity Services; Nurses Amendment Act 1990; Health Reforms; Power; Foucault; Professions; New Zealand; Aotearoa.