Conectar
This study examines the effects of perceived managerial care from head nurses and individual resilience on nurse-to-nurse lateral violence among newly graduated registered nurses and determines whether individual resilience mediates the effect of perceived managerial care from head nurses and nurse-to-nurse lateral violence.
Previous studies have examined how managerial care contributes to lateral violence among nurses. However, few studies have examined how individual resilience contributes to reducing lateral violence among newly graduated registered nurses.
This cross-sectional survey study used a three-stage, stratified convenient sampling method, which involved 425 newly graduated registered nurses. Participants completed the Chinese version of the Management Caring Assessment Scale, the Connor–Davidson Resilience Scale, and the Nurse-to-Nurse Negative Behaviour Scale. Structural equation modelling and mediation effect analysis were used to explore the relationships among perceived managerial care from head nurses, individual resilience, and nurse-to-nurse lateral violence.
New nurses experienced moderate levels of lateral violence. The final model accounted for 76.4% of the total variance of lateral violence. Managerial care and individual resilience both had a direct effect on lateral violence. Individual resilience mediated the correlations between managerial care and lateral violence.
Newly registered nurses, especially from rural areas with low levels of education and an inability to perform night shifts independently, are a special group that requires higher attention from nursing management.
Head nurses' managerial care plays an important role in ensuring that new nurses adapt well to their new role and promoting the formation of psychological resilience among nurses. Nursing managers should increase the level of concern they display for new nurses, especially those from rural areas, those with low levels of education, and those who are unable to perform night shifts independently.
Patients contributed to data collection through completing questionnaire surveys.
Recruitment of nurses is driven by peer recommendation for which effective hiring and onboarding processes are crucial. The present study evaluates the association between Nurse's satisfaction with hiring process and their intention to recommend the organisation.
This mixed-methods study was conducted in a 550-bed tertiary-care hospital in New Delhi, India among the nursing staff from June'2023-February'2024.
Recently joined Nurses (last 1.5 years) who agreed to participate were included. Satisfaction with the hiring processes was assessed through 20 items and an additional item assessed the ‘intention to recommend the organisation’ (dependent variable). One-sample t-test was used to test the variations within the sample. Pearson's correlations were computed between dependent and independent variables. Variables with statistically significant correlations were entered in the Linear Regression model to identify the predictors of intention to recommend. From the same cohort, a few nurses were invited to participate in the qualitative study. Through thematic content analysis we identified the categories for the final model.
Out of 180 newly joined nurses, 171 agreed to participate. Overall hiring Satisfaction was moderate. Selection round and document verification scored the lowest whereas the overall intention to recommend the organisation was above average. Vacancy notification and Induction and onboarding showed strong correlations with the intention to recommend and were its strongest predictors. Qualitative results revealed three main themes—Information provided during hiring, Knowledge enhancement opportunities and Employee centeredness which had a predominance on the intention to recommend.
Providing unambiguous information, positive work atmosphere, growth opportunities and recognition systems creates a strong intention to recommend the organisation.
The hospitals should focus on information transparency during hiring and later on knowledge enhancement to create a positive intention to recommend. Further, studies are required to validate these findings in other settings.
No Patient/Public Involvement.
FreshRSS 