Showing 6 results for Hospitals
Ali Reza Yusefi, Zahra Ebrahim, Sanaz Zargar Balaye Jame, Peivand Bastani,
Volume 16, Issue 1 (1-2019)
Abstract
Introduction: Workload is one of the most important occupational factors of anxiety. The present study aimed to investigate workload and its associated factors among nurses working in teaching hospitals of Shiraz University of Medical Sciences in Iran.
Methods: This cross-sectional descriptive-analytic study was conducted in 2017. A total of 340 nurses from the hospitals were selected using the stratified random sampling method, and finally 312 individuals were recruited in this study. The data collection instrument included the National Aeronautics and Space Administration Task Load Index. The data were also analyzed through descriptive indices as well as t-test, analysis of variance, Pearson’s correlation coefficient, and multiple linear regression. SPSS Software, Version 16, was used to analyze the data at a significance level of 0.05 (α=0.05).
Results: The mean score of workload was 73.47±21.81. The mean scores of the effort rate (79.09±21.81) and frustration and failure level (59.51±30.76) also received the highest and the lowest values, respectively. Moreover, statistically significant relationships were observed between level of education (p=0.03), employment relationships (p=0.001), number of patients under the nurses’ monitoring per work shift, and the mean score assigned to workload among nurses (p=0.04, r=0.117).
Conclusion: The workload among nurses examined in this study was reported at a high level. Therefore, managers should implement programs such as motivational incentives and welfare services to moderate the workload in nursing.
Parisa Mohammadi, Seyede Fatemeh Gheiasi, Kourosh Amini,
Volume 20, Issue 1 (4-2023)
Abstract
Background: Retaining skilled nurses is paramount in providing quality nursing care for patients and thus improving their satisfaction. This study aimed to determine the intention to stay (ITS) in the profession of nurses and its related factors.
Methods: This multicenter cross-sectional study was conducted on 263 nurses working in teaching hospitals affiliated with Zanjan University of Medical Sciences, Iran, from September 2020 to February 2021. Participants were selected by simple randomization. A researcher-made ITS questionnaire was used to collect data, which were then analyzed using descriptive statistics, independent t test, analysis of variance (ANOVA), and Pearson correlation via SPSS version 16.
Results: The findings revealed that 109 participants (41.45%) of the nurses intended to stay in their profession. The total mean ± SD score of ITS for the nursing profession was 60.44±12.39 out of 100. From the participants' perspective, 5 factors of high responsibility and commitment (86.01±13.71), professional competence (77.95±13.66), feeling useful in nursing (77.79±18.23), the importance of being employed for me (74.83±20.01), and the possibility of learning skills and acquiring new information by continuing nursing (74.30±18.22) had the highest average score. There was a statistically significant relationship between ITS and the demographic variables of education level, job position, marital status, working shift, age, and the number of children of participants (P < 0.05).
Conclusion: The frequency of nurses with ITS in the profession is a cause of concern, sounding the alarm for the Iranian nursing system. The findings of this study could be useful for health care policymakers to increase nurses' intention to stay in the profession and, as a result, improve retention rates.
Iswa Ramadhansyah Purnomo, Mudatsir Mudatsir, Marthoenis Marthoenis,
Volume 21, Issue 1 (4-2024)
Abstract
Background: Nurses constitute a significant portion of the health care workforce, playing a crucial role in enhancing the quality of hospital services, particularly in the context of nursing documentation to ensure the precise recording of patient information in accordance with established standards. This study examines the factors associated with implementing nursing documentation in a psychiatric hospital.
Methods: This cross-sectional study was conducted in June 2023 in a psychiatric hospital in Indonesia. A convenience sampling method was employed to recruit 144 nurses working in the hospital. Data collection methods encompassed supervision questionnaires, Unified Motive Scales (UMS), and observation sheets used for recording nursing care activities. Data analysis involved the chi-square test and multiple logistic regression. Data analysis was performed with a significance level set at 0.05 and a CI of 95%, utilizing STATA 13.
Results: We found significant associations between nursing documentation and supervision techniques (p = 0.01), need for power (p = 0.001), and need for affiliation (p = 0.002). Notably, the need for power emerged as the most influential factor in nursing documentation (odds ratio [OR] = 8.46; 95% CI, 3.53-20.28).
Conclusion: These findings underscore the importance of supervision techniques, power needs, and affiliated needs in the context of nursing documentation. The statistically significant associations between these factors emphasize their role in ensuring accurate and comprehensive record-keeping within health care settings. Particularly noteworthy is the substantial influence of the need for power, with a high OR, suggesting that addressing power dynamics may be an essential strategy for improving nursing care documentation practices.
Dominika Kohanová, Andrea Solgajová , Daniela Bartoníčková,
Volume 21, Issue 2 (6-2024)
Abstract
Background: The phenomenon of rationed nursing care represents a global problem that jeopardizes the provision of quality and safe care. To date, there are a limited number of studies that focus on the occurrence of this phenomenon in the private care setting.
Objectives: To explore the frequency and patterns of rationed nursing care and the factors that contribute to its frequency in selected private hospitals in Slovakia.
Methods: This descriptive cross-sectional study was conducted between November 2022 and January 2023. Data collection was carried out using the Basel Extent Rationing of Nursing Care – Revised. The study sample consisted of 174 nurses working in three selected Slovak private hospitals. In data analysis, we used descriptive statistics for the evaluation of the instrument and the sample characteristics. Additionally, differences in the frequency of rationed nursing care based on selected variables were analyzed using nonparametric tests (Mann-Whitney U test; Kruskal-Wallis test). For numerical variables the Spearman correlation coefficient (r) was used. The results were tested at a significance level of p <0.05.
Results: The frequency of rationed nursing care was 49.3%. The most frequently withheld nursing care activity was increased supervision of confused patients and the need for their restraint (69.8%; 2.26 ± 1.09). Differences in the evaluation of rationed nursing care were identified based on the type of unit and the position of the job. The occurrence of rationed nursing care was influenced by nurse experience in the current position, evaluation of quality care, overall patient safety degree, number of patients/shifts, number of admitted ad discharged patients/shifts, job satisfaction, satisfaction with the current position, and satisfaction with teamwork in our study (p <0.05).
Conclusion: This study serves as a catalyst for nurse managers to take proactive steps in addressing rationed nursing care, fostering a culture of safety, and promoting excellence in patient-centered care delivery within private hospital settings in Slovakia. By embracing innovation, collaboration, and a commitment to continuous improvement, we can overcome the challenges posed by rationed care and uphold the principles of quality, safety, and compassion in nursing practice.
Shahrbanoo Kool , Ali Soheily , Jan Domaradzki , Reza Jahanshahi , Akram Sanagoo , Leila Jouybari ,
Volume 22, Issue 4 (12-2025)
Abstract
Background: Organizational climate strongly influences job performance and well-being in healthcare. An unfavorable climate may increase presenteeism, defined as attending work despite illness, symptoms, or reduced physical or mental capacity, often resulting in decreased productivity and potential risks to patient safety, particularly among nurses. This study examined the relationship between organizational climate and presenteeism in Iranian nurses.
Methods: A cross-sectional analytical study was conducted in 2025 among 327 nurses working in selected hospitals affiliated with Golestan University of Medical Sciences, recruited through convenience sampling. Data were collected using a demographic questionnaire, the Halpin and Croft Organizational Climate Questionnaire, and the Nursing Presenteeism Questionnaire. Descriptive statistics, Pearson’s correlation, and multivariable linear regression were applied. Model assumptions were examined, and a significance level of P < 0.05 was considered.
Results: The mean age of participants was 33.91 ± 6.75 years, with an average work experience of 9.56 ± 6.30 years. The mean ± SD scores of organizational climates and presenteeism were 99.21 ± 9.24 and 40.89 ± 7.32, respectively. Correlation analysis showed a significant negative correlation between organizational climate and presenteeism (R = -0.156, P = 0.005). Regression analysis (performed on log-transformed presenteeism scores to correct non-normality) indicated that organizational climate was a significant negative predictor of presenteeism (β = -0.220, P < 0.001), whereas older age was associated with higher presenteeism (β = 0.159, P = 0.008).
Conclusion: This study demonstrated that a more positive organizational climate is modestly correlated with reduced presenteeism among nurses; however, the effect size was small. These findings highlight the importance of organizational and managerial strategies, suggesting that improving the work climate may help reduce presenteeism and promote nurse well-being.
Michael Alaghi , Mohammad Aref Kor , Maryam Maleka , Ali Moradi , Hamideh Feghhi , Fatemeh Mehravar ,
Volume 23, Issue 1 (3-2026)
Abstract
Background: Nurses' perceptions of corporate social responsibility (CSR) in Iranian hospitals remain underexplored, particularly where formal CSR education is limited for academic nurses. Nurses' understanding of CSR-as conceptualized by Carroll's pyramid encompassing economic, legal, ethical, and philanthropic responsibilities-is crucial as they translate organizational commitments into patient care quality and safety. This study examined nurses’ perceptions of CSR and the associated factors.
Methods: This cross-sectional study was conducted in 2025 among 309 nurses from 12 hospitals affiliated with Golestan University of Medical Sciences, Iran. Participants were selected using stratified proportional sampling by hospital size with convenience sampling within strata. Organizational-level CSR was assessed using Carroll's CSR questionnaire (20 items; Cronbach's α=0.89; four dimensions; 5-point Likert scale, score range: 20-100). Associations between CSR scores and demographic factors (Age, gender, marital status, education, and ethnicity) and occupational factors (Work experience, clinical unit, and job title) were analyzed using SPSS version 26.0. Group differences were examined using one-way ANOVA, and multiple linear regression was used to identify factors independently associated with total CSR scores.
Results: The mean total CSR score was 72.39 ± 13.22 (Economic: 17.32 ± 3.67; legal: 18.68 ± 3.56; ethical: 18.35 ± 3.74; philanthropic: 18.04 ± 4.37). Significant associations were found with marital status (p=0.024, higher in single nurses), clinical unit (p=0.006, lowest in orthopedic, highest in dialysis/management units), and a weak negative correlation with age (r= -0.132, p=0.020) and work experience (r=-0.116, p=0.041). Multiple linear regression showed that marital status was independently associated with CSR scores (β = 0.120, p = 0.032). Compared with nurses in internal–surgical units, those working in orthopedic (β = -0.223, p < 0.001), emergency (β = -0.135, p = 0.040), and neonatal units (β = -0.113, p = 0.037) had significantly lower CSR scores. The model explained 12.1% of variance (adjusted R² = 0.121)
Conclusion: Nurses in hospitals demonstrated generally positive perceptions of corporate social responsibility. These perceptions were influenced more strongly by workplace factors-particularly the type of clinical unit-than by personal demographic characteristics. Improving organizational conditions and promoting ethical leadership may further enhance CSR awareness, professional performance, and the quality of patient care.
