Objectives: This study aimed to determine the relationship between self-assessed environmental factors, organizational commitment, and turnover intention among frontline nurse managers of internationally accredited private hospitals in Metro Manila from February to March 2024. Methods: A descriptive correlational study among frontline nurse managers of internationally accredited private hospitals in Metro Manila utilizing total enumeration sampling was employed. Data were obtained using three adopted instruments namely: Nurse Leader Environmental Support Survey (NLESS), Three-Component Model (TCM) Employee Commitment Survey, and the Expanded Multidimensional Turnover Intention Scale (EMTIS). Data analysis was done using descriptive and inferential methods. Results: A total of 195 frontline nurse manager respondents participated in this study with a response rate of 97%. The study reported environmental factors overall mean score of 7.41 generally interpreted as “Always Supportive” and organizational commitment mean score of 3.45 inferred that frontline nurse managers have “Strong Commitment” to their organization. On the other hand, frontline nurse managers reported “Low Turnover Intention” to their organization, with an overall mean score of 2.52. Furthermore, multiple regression analysis revealed that environmental factors and organizational commitment collectively predicted 34.2% of the variance in turnover intention (R² = 0.342, F = 50.0, p = < 0.001). The environmental factors emerged as a very influential predictor of turnover intention as indicated by β = 0.545, p= < 0.001. Conclusion The results of the study found a strong positive correlation between environmental factors, organizational commitment, and turnover intention. Higher levels of both environmental factors and organizational commitment were linked to reduced turnover intention. Furthermore, multiple linear regression analysis showed that both environmental factors and organizational commitment were significant predictors of turnover intention.
nurse manager ; nurse administrators

OBJECTIVES

This study aimed to determine the relationship between self-assessed environmental factors, organizational commitment, and turnover intention among frontline nurse managers of internationally accredited private hospitals in Metro Manila from February to March 2024.

A descriptive correlational study among frontline nurse managers of internationally accredited private hospitals in Metro Manila utilizing total enumeration sampling was employed. Data were obtained using three adopted instruments namely: Nurse Leader Environmental Support Survey (NLESS), Three-Component Model (TCM) Employee Commitment Survey, and the Expanded Multidimensional Turnover Intention Scale (EMTIS). Data analysis was done using descriptive and inferential methods.

A total of 195 frontline nurse manager respondents participated in this study with a response rate of 97%. The study reported environmental factors overall mean score of 7.41 generally interpreted as “Always Supportive” and organizational commitment mean score of 3.45 inferred that frontline nurse managers have “Strong Commitment” to their organization. On the other hand, frontline nurse managers reported “Low Turnover Intention” to their organization, with an overall mean score of 2.52. Furthermore, multiple regression analysis revealed that environmental factors and organizational commitment collectively predicted 34.2% of the variance in turnover intention (R²=0.342, F=50.0, p=CONCLUSION

The results of the study found a strong positive correlation between environmental factors, organizational commitment, and turnover intention. Higher levels of both environmental factors and organizational commitment were linked to reduced turnover intention. Furthermore, multiple linear regression analysis showed that both environmental factors and organizational commitment were significant predictors of turnover intention.

PURPOSE: The purpose of this study was to investigate the relationship between nurse managers' facilitative communication as perceived by nurses and nurses' self-esteem. METHODS: The subjects were 256 staff nurses at B hospital of C University in Kyeonggi-do. The data were collected between December 1, 2009 and January 12, 2010. The collected data were analyzed using the SAS program through t-test, ANOVA, Scheffe test, Pearson's correlation coefficients. RESULTS: Nurses' self-esteem was higher when nurse managers perceived them as facilitative communicators in empathic understanding and genuineness subgroup of facilitative communication (p<.05). There was a positive correlation between nurse managers' facilitative communication and nurses' self-esteem(r=.15, p=.015). Also there was a positive correlation among the nurse managers' facilitative communication subgroups, empathic understanding; genuineness; concreteness(r=0.18, p=.004; r=0.18, p=.003; r=0.19, p=.002) and nurses' self-esteem. CONCLUSION: Nurse managers are in need of facilitative communication. Therefore, job education and training for improving nurse managers' communication skills particularly related to empathic understanding, genuineness and concreteness are required.
Humans ; Nurse Administrators ; Phenothiazines

This research endeavored to explore, describe and document the saga of experienced nurse administrators to come up with reflective learning in nursing leadership and management. A qualitative phenomenological approach was utilized, specifically descriptive and interpretative methods of Husserl and Heidegger. Purposive sampling and referral were employed to select eight participants from the three fields of nursing administration(academe, hospital, and community) within Luzon, Philippines. An in-depth interview about the participants' experiences in nursing and nursing administration, together with a review of historical narratives and personal accounts were engaged to generate data. The interviews were transcribed verbatim and were analyzed following hermeneutic interpretive phenomenology. An integrated analysis of literature showed parallel descriptions of participants' responses and the context of historical accounts and events in nursing in the Philippines. Four main themes have emerged in the saga of Seasoned Nurse Administrators (SNAs): 1) Nurse administrators' responses according to the need and context of nursing in their times; 2) Nursing foundations and training are geared towards the values of nursing as a service profession, 3) The pathways towards becoming a nurse administrator are marked with competence in the roles undertaken and living the passion for service; 4) SNAs facing challenges are towards the improvement of life conditions, excellence in their profession, and setting advocacies to elevate the nursing profession in the country in the 21st century. A conceptual model was formulated in understanding the paths towards a seasoned nurse administrator.
Nurse Administrators ; Learning

PURPOSE: The purpose of this study was to examine differences in the perceived importance and frequency of nurse role behaviors for medical and surgical nurses and to examine the relationship between perceived importance and frequency of nurse role behaviors in the two groups. METHOD: A descriptive design was used with convenience sampling of 351 medical and surgical nurses in the 40 hospitals with over 500 beds. Data were collected using a structured questionnaire. RESULTS: 1) The total score for perceived importance of nurse role behaviors was 4.09+/-.53 for medical nurses and 4.13+/-.53 for surgical nurses. 2) The total score for frequency was 3.15+/-.54 for medical nurses and 3.24+/-.56 for surgical nurses. 3) The perceived importance of nurse role behaviors was higher than the frequency, but the difference between two groups was not significant. 4) The perceived importance of nurse role behaviors was highly correlated with frequency (r=.579, p=.000) for the two groups. CONCLUSION: Medical and surgical nurses perceived the importance nurse role behavior but the frequency of the behavior is lower. Therefore, further research is needed to develop strategies to increase the frequency of nurse role behaviors.
Nurse's Role* ; Surveys and Questionnaires

Education, Medical ; Nurse Clinicians

INTRODUCTION: It is important to understand the nature of the identity through the live experiences of Home Care Nurse Practitioner(HCNP) because the role identity of a professional is constructed by continuous social interactions, This study aims to understand the construction of the role identity of HCNP. METHOD: Data was collected from 12 hospital based HCNPs. This study involved two focus group discussion sand four in-depth individual interviews. The main question was "what is the role of HCNP?" The debriefing notes and field notes were analyzed using consistent comparative data analysis method. RESULT: First, Home care (HC) is a small clinic. HCNP brings it to home to provide various services. Second, HC is the real nursing and HCNP is the 'genuine' nurse who actualizes the essence of nursing in practice. Third, HC is empowering activity to promote self-care ability of the patients and their caregivers. Forth, HC is like the dish-spinning required high-level mastery and HCNP is an expert who provides the most appropriate services to the patients. CONCLUSION: HCNPs have the role identity as a highly qualified professional who delivers services from hospital to home, actualizes the essence of nursing in practice, empowers the patients and their caregivers to have self-efficacy to recover, and offers the most appropriate nursing care.
*Nurse's Role ; *Nurse Practitioners ; Humans ; *Home Care Services ; Female ; Adult

INTRODUCTION: It is important to understand the nature of the identity through the live experiences of Home Care Nurse Practitioner(HCNP) because the role identity of a professional is constructed by continuous social interactions, This study aims to understand the construction of the role identity of HCNP. METHOD: Data was collected from 12 hospital based HCNPs. This study involved two focus group discussion sand four in-depth individual interviews. The main question was "what is the role of HCNP?" The debriefing notes and field notes were analyzed using consistent comparative data analysis method. RESULT: First, Home care (HC) is a small clinic. HCNP brings it to home to provide various services. Second, HC is the real nursing and HCNP is the 'genuine' nurse who actualizes the essence of nursing in practice. Third, HC is empowering activity to promote self-care ability of the patients and their caregivers. Forth, HC is like the dish-spinning required high-level mastery and HCNP is an expert who provides the most appropriate services to the patients. CONCLUSION: HCNPs have the role identity as a highly qualified professional who delivers services from hospital to home, actualizes the essence of nursing in practice, empowers the patients and their caregivers to have self-efficacy to recover, and offers the most appropriate nursing care.
*Nurse's Role ; *Nurse Practitioners ; Humans ; *Home Care Services ; Female ; Adult

PURPOSE: This study tries to identify experience of verbal abuse, emotional response, and ways to deal with verbal abuse against nurses in hospitals. METHODS: This study was a descriptive research and conducted from April to July 2011. One hundred and seventeen nurses with over one-year experience in general wards were selected and evaluated. The data were analyzed using descriptive analysis, independent t-tests, and one-way ANOVA. RESULTS: The nurses' experience rate of verbal abuse during the entire period of work in hospitals was 98.3%. The majority of the nurses were verbally abused by patients (70.9%), followed by patients' relatives (65.8%), physicians (61.5%), and coworkers (58.1%). Overall negative emotional response score of nurses after verbal abuse was 38.82+/-8.28. Ways to deal with verbal abuse were as follows: suppression was 74.4%, complaining of an injustice to close people, 67.5%, and ignoring, 43.6%. CONCLUSION: Nurses have significantly been exposed to verbal abuse while working in hospitals. Therefore, hospital managers and nurse managers are required to inform other staff and visitors in hospitals the real condition of verbal abuse against nurses and provide a safe work environment by developing the report and disposal system of verbal abuse.
Humans ; Nurse Administrators ; Patients' Rooms

The purpose of this article is to identify and explain the role and effectiveness of nurse practitioners(NPs) in the field of neurosurgery. The role of nurse practitioner has expanded over the past 15 years in the areas of administration, clinical activities, counseling, and surgical assistance. One primary activity of the NPs in our department is the frequent periodic neurological examination and rapid detection of deteriorating critical patients. They also improve the rapport between the patients and neurosurgery service and cover wevere manpower shortage or resident staffs. The department of neurosurgery in the hospital can maintain adequate coverage for the neurosurgical patients without increasing the number of residents. The author believes that NPs can improve the quality of care and outcome in a cost-effective manner. Concerns with acceptance and the role of neurosurgical NPs are clearly no longer on issue.
Counseling ; Humans ; Neurologic Examination ; Neurosurgery ; Nurse Practitioners*