Health care employees, especially nurses, are often victims of workplace violence.
The objective of this research is to study the frequency and degree of violence against nurses and to analyze ...correlations between various sources and types of violence.
A survey was carried out using a representative sample of nurses in Slovenia. Data was collected using a questionnaire designed specifically for the purposes of the survey. The collected data was analyzed using descriptive, correlational and inferential statistics.
A total of 692 nurses participated in the survey. Verbal violence (n = 416) and physical violence (n = 180) were identified. The most frequent perpetrators of verbal violence were patients (listed as a source of violence by 39.3% of the respondents) and peers (39.6%), with the most forceful identified as physicians and patients. Physical violence against nurses was most often initiated by patients (20.8%) who were also the most forceful source in this category. Nurse leaders were found to be the most frequent and forceful sources of violence in terms of leadership level. A positive correlation between external (patient and relatives) and internal (physician and nurse) sources of violence was determined.
A better understanding of the association between different types and sources of violence may support the development of action-oriented violence management. Health care organisations should limit violence at its less severe levels and at its primary source.
Uvod: Sočasna podvrženost več dejavnikom tveganja v povezavi z nezdravim življenjskim slogom vodi v nastanek kroničnih nenalezljivih bolezni in je v Sloveniji najbolj razširjena med mladimi odraslimi ...(25–34 let). Zdravstveni coaching je pristop zdravstvene vzgoje, ki bi bil lahko uporaben za zmanjševanje pojavnosti multiplih dejavnikov tveganja v povezavi z nezdravim življenjskim slogom med mladimi. Namen raziskave je bil pregledati in analizirati literaturo o uporabi zdravstvenega coachinga za zdrav življenjski slog mladih.Metode: Izveden je bil pregled znanstvene literature v podatkovnih bazah PubMed in PubMed Central. Upoštevana so bila priporočila PRISMA. Identificirane zadetke smo uvrstili v nivo hierarhije dokazov in ocenili kakovost s pomočjo orodja za ocenjevanje kakovosti raziskav z mešano metodološko zasnovo.Rezultati: Izmed 777 identificiranih zadetkov je bilo v končno analizo vključenih sedem izvirnih znanstvenih člankov. Zdravstveni coaching je pri obravnavi multiplih dejavnikov tveganja v povezavi z nezdravim življenjskim slogom najpogosteje uporabljen za hkratno promocijo zdrave prehrane in telesne dejavnosti. Uporaba pristopa pri mlajših od 35 let pogosto vključuje rabo sodobne informacijsko-komunikacijske tehnologije.Diskusija in zaključek: Zdravstveni coaching lahko pomembno vpliva na odpravo in preprečevanje multiplih dejavnikov tveganja v povezavi z nezdravim življenjskim slogom med mladimi. Implementacija pristopa mora temeljiti na premišljeni zasnovi in neprekinjeni evalvaciji uspešnosti in učinkovitosti.
Abstract
Background
The competency-based approach to the assessment of nursing practice has been adopted as a key policy in the developed world. The continual self-assessment of competence gives ...nurses the opportunity to reflect on their competencies and has a significant impact on the quality of nursing practice and patient safety. The study was designed to describe the process of cross-cultural adaptation and to assess the psychometric properties of the Slovenian version of a short form of the Nurse Professional Competence scale (NPC-SF) and to evaluate the efficacy of this instrument in a sample of registered nurses.
Methods
A cross-sectional and validation study was conducted in 425 registered nurses to test the psychometric properties of the Slovenian version of a short form of the scale and to evaluate nurses’ professional competence. A multilevel approach was used: Translation, back-translation, language validity, face and content validity, construct validity, and reliability of the Slovenian version of the scale were analysed respectively. Participants completed an online survey, with the data being collected between April and July 2020.
Results
Factor analysis showed that the Slovenian version of the scale could be used in four dimensions explained with 65 % of the variance. Cronbach’s α was 0.972. The four-factor model fit the data (RMSEA = 0.083, CFI = 0.731). Self-reported competence was high and rated higher by nurses employed at the tertiary level of healthcare, followed by nurses employed at the secondary and primary, and from social care institutions. Nurses with more years of experience assessed their competence higher.
Conclusions
The NPC-SF helps understand and identify nurses’ self-reported core competencies in clinical settings, thereby providing an important predictor of the professional development of nursing. The Slovenian version of the scale demonstrated acceptable psychometric properties and may be used in research and clinical practice to evaluate nurses’ professional competence.
How to Obtain Contact Hours by Reading this Issue
contact hours will be awarded by Villanova University College of Nursing upon successful completion of this activity. A contact hour is a unit of ...measurement that denotes 60 minutes of an organized learning activity. This is a learner-based activity. Villanova University College of Nursing does not require submission of your answers to the quiz.
Instructions: 1.2
contact hours will be awarded by Villanova University College of Nursing upon successful completion of this activity. A contact hour is a unit of measurement that denotes 60 minutes of an organized learning activity. This is a learner-based activity. Villanova University College of Nursing does not require submission of your answers to the quiz.
A contact hour certificate will be awarded once you register, pay the registration fee, and complete the evaluation form online at A contact hour certificate will be awarded once you register, pay the registration fee, and complete the evaluation form online at
https://villanova.gosignmeup.com
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In order to obtain contact hours you must:
1.
Read the article, “Continuing Education and Self-Assessment of Knowledge of Nurse Leaders,” found on pages 342–349, carefully noting any tables and other illustrative materials that are included to enhance your knowledge and understanding of the content. Be sure to keep track of the amount of time (number of minutes) you spend reading the article and completing the quiz.
2.
Read and answer each question on the quiz. After completing all of the questions, compare your answers to those provided within this issue. If you have incorrect answers, return to the article for further study.
3.
Go to the Villanova website to register for contact hour credit. You will be asked to provide your name, contact information, and a VISA, MasterCard, or Discover card number for payment of the $20.00 fee. Once you complete the online evaluation, a certificate will be automatically generated.
This activity is valid for continuing education credit until This activity is valid for continuing education credit until
July 31, 2015.
Contact Hours
This activity is co-provided by Villanova University College of Nursing and SLACK Incorporated.
Villanova University College of Nursing is accredited as a provider of continuing nursing education by the American Nurses Credentialing Center’s Commission on Accreditation.
Objective
Review the results of a survey of Slovenian nurse leaders that examined total number of continuing education (CE) hours earned, types of content, self-assessment of knowledge, and how CE is distributed among various groups of nurse leaders
Disclosure Statement
Neither the planners nor the authors have any conflicts of interest to disclose.
Background:
The rapid increase in the scope and quality of knowledge in the health care field requires continuing education for nurses, especially nurse leaders.
Methods:
A survey was conducted among 296 nurse leaders from 15 hospitals, accounting for 87% of all hospital nurses in Slovenia.
Results:
The survey showed that participation in continuing education was lowest among younger nurse leaders, those with lower leadership positions, and those employed at medium-sized general hospitals and specialized (nonpsychiatric) hospitals. The total number of continuing education hours did not affect self-assessment of knowledge among nurse leaders.
Conclusion:
Slovenia’s experiences in this area indicate that greater attention must be paid to an equal distribution of continuing education programs among the various groups of nurse leaders. Additionally, it is important to monitor the quality of program implementation.
2013;44(8):342–349.
J Contin Educ Nurs
2013;44(8):342–349.
Preschool children have significant health issues. From the relevant legislation and regulations, it can be seen that kindergarten teachers (KTs) and kindergarten teacher assistants (KTAs) are ...expected to be familiarwith the basic hygienic measures and steps for preventing injuries and illnesses, to recognize infectious diseases, and to know how to give the first aid. To gain these skills, a continuous life-long learning is necessary, because the characteristics of diseases are changing. Study design: original research.
45 kindergartens in Slovenia were randomly selected and a questionnaire with 17 questions on health themes was sent. An analysis was performed via SPSS 17.0, using descriptive methods and nonparametric χ
tests.
There were 774 participants, of whom 56% were KTs and 44% KTAs. The share of KTs and KTAs who consider their knowledge of health principles to be very good or excellent is 67%. Their estimation of first aid knowledge is lower. They are also well aware of the importance of health knowledge in their work; a total of 87% strongly agree with this. The results also show that they are familiar with hygiene principles. The χ
test showed there are certain statistically characteristic connections between the age of teachers and their assistants, occupation and work experiences.
Because children are a particularly vulnerable group, teachers can encounter injuries and sudden illnesses at their work. Supplementary education is necessary among skilled workers in educational institutions, including kindergartens.
Introduction: An employee performance appraisal is used internationally to improve employee performance, productivity, efficiency and effectiveness in nursing care. The purpose of the study was to ...assess the performance and efficiency of nurse leaders at all levels of leadership, identify deficient areas for each individual leader and propose improvements.
Methods: Two surveys were conducted in 15 Slovenian public hospitals. The sample from the first survey included 1311 nurses who assessed the level of competencies of their immediate superiors. The sample from the second survey included 236 nurse leaders. Data envelopment analysis is used in this study to develop a model of practice outputs and inputs to help identify the most efficient nurse leaders.
Results: Significant differences exist in the performance appraisal among the leaders in nursing. A total of 203 (86 %) nurse leaders are defined as inefficient and could improve their leadership performance. On average, inefficient leaders could improve their behaviour most in the areas of generic leadership competencies (by 51.7 %) and interprofessional relationships (by 47.7 %).
Discussion and conclusion: The areas with the worst performance are generic leadership competencies and interprofessional relationships where also the most significant improvements are possible. Nurse leaders and hospital managers can use the analysis results to determine in which areas the leaders in their organisation should improve the levels of their competencies.
Uvod: Z nenačrtovanim ocenjevanjem na podlagi pomanjkljivo opredeljenih kriterijev lahko spregledamo neuspešnega študenta in tako prispevamo k njegovemu nevarnemu delovanju v kliničnem okolju. Namen ...raziskave je bil ugotoviti, kakšna so stališča in mnenja kliničnih mentorjev ter študentov zdravstvene nege glede ocenjevanja kliničnega usposabljanja.
Metode: Uporabljena je bila kvantitativna deskriptivna metoda dela. Spletno anketo je izpolnilo 84 dodiplomskih študentov zdravstvene nege, njeno tiskano različico pa 37 kliničnih mentorjev. Zbiranje podatkov je potekalo od oktobra do novembra 2015. V analizi je bila uporabljena osnovna opisna statistika, hi-kvadrat test, Mann-Whitneyev U-test in Pearsonov koeficient korelacije.
Rezultati: Klinični mentorji so v večji meri kot študenti mnenja, da bi se morali na klinično usposabljanje načrtno pripraviti (U = 790, p < 0,001). S Pearsonovim koeficientom korelacije (r = −0,215, p = 0,024) smo ugotovili, da je zadovoljstvo z ocenjevanjem vseh anketiranih večje, če je ocenjevanje sprotno in ne le končno. Hi-kvadrat test je pokazal, da anketiranci ocenjevalni list ocenjujejo kot samo zadovoljiv (n = 47, 43,5 %; χ2 = 4,3, p = 0,229).
Diskusija in zaključek: Večina anketirancev ni zadovoljnih z načinom ocenjevanja kliničnega usposabljanja. Zavedajo se pomanjkljivosti ocenjevalnega lista, opozarjajo tudi na pomanjkanje časa pri mentoriranju študentov. Raziskava prispeva k boljšemu razumevanju razmer v procesu ocenjevanja kliničnega usposabljanja.
Introduction: A successful leader must have high self-esteem. The main aims of this study were to identify changes in the self-esteem of nurse leaders in Slovenia from 2001 to 2011 and to determine ...homogeneous groups of leaders with similar personal characteristics.Methods: The study used a version of a personal characteristics questionnaire with 16 self-descriptive statements. Two surveys were conducted among nurse leaders in Slovenian public hospitals, one in 2001 and the other in 2011. Relationships between variables were analysed using chi-square tests for categorical variables and the one-way analysis of variance for quantifiable variables. Factor analysis was used to determine groups of leaders with similar personal characteristics.Results: A total of 327 nurse leaders participated in the survey in 2001 and 296 filled in questionnaires in 2011. The analysis showed that the level of self-assessment of personal characteristics among nurse leaders in Slovenian public hospitals was significantly higher in 2011 than in 2001, and that differences among individual leaders decreased in most areas. Based on the assessments of personal characteristics, four groups of nurse leaders were established: task-oriented, knowledge and creativity oriented, relationship oriented and extroverted nurse leaders. In the 2011 data, the groups of personal characteristics were much more clearly defined. These groups were established in accordance with leadership theory and research from other fields.Conclusions: The positive effects of better education and training are visible in nurse leaders in terms of both their higher self-esteem and in the establishment of more homogeneous groups of leaders.
Introduction: New, up-to-date approaches to professionalism presuppose the formation of a nursing team in such a way that relationships are not based on classical hierarchical relationships between ...superiors and subordinates but on relationships of interdependence and acknowledgment of the role the individual plays in the team. The objective of this article is to present the competences required by nurses in top organizational leadership positions from two viewpoints: as seen by nurses in top leadership positions and as seen by nurses in subordinate positions.Methods: A descriptive research method using a questionnaire as the measuring instrument was used. The questionnaire was based on the competence model of leadership in public administration in Slovenia and was tested on various professional groups.Results: Statistically signifi cant differences were observed with regard to the majority of competences between nurses in top leadership positions and nurses in non-leadership positions. Therefore, the views regarding what competences nurses in leadership positions should have substantially differed within theprofessional group.Conclusions: The fi rst conclusion is therefore that education on leadership on both the theoretical and practical levels must be introduced into undergraduate study programmes of health colleges. With the help of factor analysis we formed fi ve subgroups within the professional group of nurses: three subgroups within the group of nurses in leadership positions and two subgroups within the group of nurses in nonleadershippositions. A special education programme should be prepared for each of these subgroups.
Uvod: Sočasna podvrženost več dejavnikom tveganja v povezavi z nezdravim življenjskim slogom vodi v nastanek kroničnih nenalezljivih bolezni in je v Sloveniji najbolj razširjena med mladimi odraslimi ...(25-34 let). Zdravstveni coaching je pristop zdravstvene vzgoje, ki bi bil lahko uporaben za zmanjševanje pojavnosti multiplih dejavnikov tveganja v povezavi z nezdravim življenjskim slogom med mladimi. Namen raziskave je bil pregledati in analizirati literaturo o uporabi zdravstvenega coachinga za zdrav življenjski slog mladih. Metode: Izveden je bil pregled znanstvene literature v podatkovnih bazah PubMed in PubMed Central. Upoštevana so bila priporočila PRISMA. Identificirane zadetke smo uvrstili v nivo hierarhije dokazov in ocenili kakovost s pomočjo orodja za ocenjevanje kakovosti raziskav z mešano metodološko zasnovo. Rezultati: Izmed 777 identificiranih zadetkov je bilo v končno analizo vključenih sedem izvirnih znanstvenih člankov. Zdravstveni coaching je pri obravnavi multiplih dejavnikov tveganja v povezavi z nezdravim življenjskim slogom najpogosteje uporabljen za hkratno promocijo zdrave prehrane in telesne dejavnosti. Uporaba pristopa pri mlajših od 35 let pogosto vključuje rabo sodobne informacijsko-komunikacijske tehnologije. Diskusija in zaključek: Zdravstveni coaching lahko pomembno vpliva na odpravo in preprečevanje multiplih dejavnikov tveganja v povezavi z nezdravim življenjskim slogom med mladimi. Implementacija pristopa mora temeljiti na premišljeni zasnovi in neprekinjeni evalvaciji uspešnosti in učinkovitosti.
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