The quality of professional conduct by the nursing practitioner in selected public hospitals in the Northern (Limpopo) Province
- Authors: Dolamo, Bethabile Lovely
- Date: 2012-09-10
- Subjects: Nurse practitioners - Management - Research - South Africa - Northern Province , Hospitals - Medical staff - Research - South Africa - Northern Province , Nursing services - Administration - Research - South Africa - Northern Province
- Type: Thesis
- Identifier: uj:9789 , http://hdl.handle.net/10210/7194
- Description: D.Cur. , The purpose of this study was to evaluate the quality of professional conduct by the nursing practitioner in clinical nursing care as reflected in post laparotomy and respiratory disorders in selected public hospitals in the Northern (Limpopo) Province, and to develop a programme to improve the quality of professional conduct by the nursing practitioner in public hospitals. Professional conduct in this study refers to the level of compliance with the SANC/Muller (1999) practice standards as refined by the researcher. The following dimensions are addressed in relation to post laparotomy patients and patients with respiratory disorders: knowledge, skills/competencies, scientifically-based care, recording, teamwork/networking, health promotion, therapeutic environment and accountability. The hypothesis for this study was that the quality of professional conduct by the nursing practitioner in clinical nursing care as reflected in post laparotomy and respiratory disorders is inadequate and non-compliant with the standards and criteria in selected public hospitals in the Northern (Limpopo) Province. The following research questions were addressed: a) What is the quality of professional conduct by the nursing practitioner in clinical nursing as reflected in practice setting of post laparotomy and respiratory disorders in selected public hospitals in the Northern (Limpopo) Province? b) What professional conduct programme should be developed to improve compliance with the standards and criteria? A quantitative evaluative descriptive and contextual survey was conducted consisting of: 1. Refinement of standards by the researcher 2. Baseline survey to evaluate the quality of professional conduct by the nursing practitioner in clinical nursing care as reflected in post laparotomy and respiratory disorders; 3. The development of a professional conduct programme as a remedial action strategy. The data collection method utilised strategies such as the use of trained evaluators, direct and indirect observations, individual and group interviews, and documentation analysis. Population and samples were selected from public hospitals that offer clinical nursing care to both post laparotomy patients and patients with respiratory disorders. The units that offered clinical nursing care to the same patients and the nursing practitioners who provide clinical nursing care to these patients were selected. A three point rating scale consisting of compliance (C) = 1, partial compliance (PC) = 0.5 and non-compliance (NC) = 0.0 was used to collect data. Statistical analysis system was used by the statistician to analyse the data. Individual items were analysed and percentages calculated. Then mean (M) and standard deviation (SD) on individual standard were determined. The results revealed that for practice standard one the nursing practitioner showed partial compliance (M = 0.375; SD = 0.197); practice standard two, the nursing practitioner showed partial compliance (M = 0.355; SD = 0.267) slightly lower than standard one; practice standard three the nursing practitioner showed non-compliance (M = 0.319; SD = 1.211); practice standard four, the nursing practitioner showed partial compliance (M = 0.552; SD = 0.180); practice standard five, the nursing practitioner showed partial compliance (M = 0.397; SD = 0.220); practice standard six, the nursing practitioner showed non-compliance (M = 0.238; SD .= 0.257), the lowest of all the standards; practice standard seven, the nursing practitioner showed partial compliance (M = 0.396; SD = 0.237); and practice standard eight, the nursing practitioner demonstrated partial compliance (M = 0.530; SD 0.267). The first research question was what is the level of compliance by the nursing practitioner with the standards and criteria in clinical nursing care in public hospitals in the Northern Province? The overall results for the eight standards showed partial compliance (M = 0.380; SD = 0.175). The second research question was what professional conduct programme should be developed to improve compliance with the standards and criteria. The professional conduct programme was developed based on the SANC/Muller practice standards as the theoretical foundation. Further analysis was done on contributory factors. There was a relationship between the recording format (78.9% inadequate) and compliance with practice standard three; scientifically-based recording on patient records rated low at all the selected hospitals (M = 0.319; SD = 0.211). There was also an association between supervision/support (85% inadequate) and practice standard six, indicating non-compliance (M = 0.238; SD = 0.257) and practice standard seven (M = 0.396; SD = 0.237). A relationship between availability of stock and supplies (69.4% inadequate) and practice standard one and two, was observed (M = 0.375; SD = 0.197) and (M = 0.355; SD = 0.269) respectively. There was, however, no relationship between staffing and the practice standards;
- Full Text:
- Authors: Dolamo, Bethabile Lovely
- Date: 2012-09-10
- Subjects: Nurse practitioners - Management - Research - South Africa - Northern Province , Hospitals - Medical staff - Research - South Africa - Northern Province , Nursing services - Administration - Research - South Africa - Northern Province
- Type: Thesis
- Identifier: uj:9789 , http://hdl.handle.net/10210/7194
- Description: D.Cur. , The purpose of this study was to evaluate the quality of professional conduct by the nursing practitioner in clinical nursing care as reflected in post laparotomy and respiratory disorders in selected public hospitals in the Northern (Limpopo) Province, and to develop a programme to improve the quality of professional conduct by the nursing practitioner in public hospitals. Professional conduct in this study refers to the level of compliance with the SANC/Muller (1999) practice standards as refined by the researcher. The following dimensions are addressed in relation to post laparotomy patients and patients with respiratory disorders: knowledge, skills/competencies, scientifically-based care, recording, teamwork/networking, health promotion, therapeutic environment and accountability. The hypothesis for this study was that the quality of professional conduct by the nursing practitioner in clinical nursing care as reflected in post laparotomy and respiratory disorders is inadequate and non-compliant with the standards and criteria in selected public hospitals in the Northern (Limpopo) Province. The following research questions were addressed: a) What is the quality of professional conduct by the nursing practitioner in clinical nursing as reflected in practice setting of post laparotomy and respiratory disorders in selected public hospitals in the Northern (Limpopo) Province? b) What professional conduct programme should be developed to improve compliance with the standards and criteria? A quantitative evaluative descriptive and contextual survey was conducted consisting of: 1. Refinement of standards by the researcher 2. Baseline survey to evaluate the quality of professional conduct by the nursing practitioner in clinical nursing care as reflected in post laparotomy and respiratory disorders; 3. The development of a professional conduct programme as a remedial action strategy. The data collection method utilised strategies such as the use of trained evaluators, direct and indirect observations, individual and group interviews, and documentation analysis. Population and samples were selected from public hospitals that offer clinical nursing care to both post laparotomy patients and patients with respiratory disorders. The units that offered clinical nursing care to the same patients and the nursing practitioners who provide clinical nursing care to these patients were selected. A three point rating scale consisting of compliance (C) = 1, partial compliance (PC) = 0.5 and non-compliance (NC) = 0.0 was used to collect data. Statistical analysis system was used by the statistician to analyse the data. Individual items were analysed and percentages calculated. Then mean (M) and standard deviation (SD) on individual standard were determined. The results revealed that for practice standard one the nursing practitioner showed partial compliance (M = 0.375; SD = 0.197); practice standard two, the nursing practitioner showed partial compliance (M = 0.355; SD = 0.267) slightly lower than standard one; practice standard three the nursing practitioner showed non-compliance (M = 0.319; SD = 1.211); practice standard four, the nursing practitioner showed partial compliance (M = 0.552; SD = 0.180); practice standard five, the nursing practitioner showed partial compliance (M = 0.397; SD = 0.220); practice standard six, the nursing practitioner showed non-compliance (M = 0.238; SD .= 0.257), the lowest of all the standards; practice standard seven, the nursing practitioner showed partial compliance (M = 0.396; SD = 0.237); and practice standard eight, the nursing practitioner demonstrated partial compliance (M = 0.530; SD 0.267). The first research question was what is the level of compliance by the nursing practitioner with the standards and criteria in clinical nursing care in public hospitals in the Northern Province? The overall results for the eight standards showed partial compliance (M = 0.380; SD = 0.175). The second research question was what professional conduct programme should be developed to improve compliance with the standards and criteria. The professional conduct programme was developed based on the SANC/Muller practice standards as the theoretical foundation. Further analysis was done on contributory factors. There was a relationship between the recording format (78.9% inadequate) and compliance with practice standard three; scientifically-based recording on patient records rated low at all the selected hospitals (M = 0.319; SD = 0.211). There was also an association between supervision/support (85% inadequate) and practice standard six, indicating non-compliance (M = 0.238; SD = 0.257) and practice standard seven (M = 0.396; SD = 0.237). A relationship between availability of stock and supplies (69.4% inadequate) and practice standard one and two, was observed (M = 0.375; SD = 0.197) and (M = 0.355; SD = 0.269) respectively. There was, however, no relationship between staffing and the practice standards;
- Full Text:
A continuing professional development system for nurses and midwives in South Africa
- Authors: Kaye-Petersen, Elizabeth
- Date: 2008-11-18T08:31:06Z
- Subjects: Training of nurses , Training of midwives , Nursing study and teaching (Continuing education) , Midwifery study and teaching (Continuing education)
- Type: Thesis
- Identifier: uj:14713 , http://hdl.handle.net/10210/1719
- Description: D.Cur. , Since 1994, the government has engaged in extensive transformative processes that included the reviewing and restructuring of all relevant legislation, organisations, institutions and statutory bodies. These transformative demands resulted in the development and implementation of a new constitution and ensuing transformative legislation and policies. It is for this reason that the Department of Health, in attempting to transform the health system in South Africa, developed a strategy known as the Health Sector Strategic Framework, which sets out a 10-point plan. This plan states amongst others, that health professions and professional bodies develop Continuing Professional Development (CPD) systems/programmes. Over and above this other transformative developments in the education and labour frameworks, professional conduct hearings and national and international benchmarking influenced the need for a CPD system for nurses and midwives in South Africa. The problem statement is that there is no formalised and regulated CPD system for nurses and midwives in South Africa. The following research questions are relevant: • What is the international trend with regard to CPD for nurses and midwives? • What is the national trend with regard to CPD for healthcare professionals in South Africa? • What will a CPD system for nurses and midwives in South Africa comprise? • How will a CPD system for nurses and midwives in South Africa be implemented to ensure credibility? The overall aim of this study was to develop a CPD system for nurses and midwives in South Africa. To accomplish this overall aim the following objectives were formulated: • To explore and describe existing knowledge frameworks on Continuing Professional Development for nurses and midwives in selected countries, internationally and for health professionals in South Africa • To describe the draft CPD system for nurses and midwives in South Africa • To describe a final CPD system for nurses and midwives in South Africa. This study was conducted within the context of the South African professional, ethical and legal framework for Continuing Professional Development for nurses and midwives in South Africa. A descriptive, exploratory and contextual design was conducted. The description of a draft CPD system was based on the theoretical framework. The draft CPD system was developed from 9 June 2000 until May 2003 and exposed to critical reflection by the stakeholders of the SANC, the profession at large and the human resource directorates in each of the nine (9) provinces in South Africa. The researcher developed the final CPD system for nurses and midwives in South Africa. This final CPD system was exposed to critical reflection to confirm face and content validity, followed by a refinement of the CPD system. Emerging from this research and based on the feedback of the validators/appraisers, recommendations are made with reference to practice, nursing and midwifery education and research: The implementation of a formal, coordinated and regulated CPD system for nurses and midwives in South Africa is necessary as part of a quality promotion initiative and to meet the requirements of the transformative legislation especially pertaining to the labour and education legal framework.
- Full Text:
- Authors: Kaye-Petersen, Elizabeth
- Date: 2008-11-18T08:31:06Z
- Subjects: Training of nurses , Training of midwives , Nursing study and teaching (Continuing education) , Midwifery study and teaching (Continuing education)
- Type: Thesis
- Identifier: uj:14713 , http://hdl.handle.net/10210/1719
- Description: D.Cur. , Since 1994, the government has engaged in extensive transformative processes that included the reviewing and restructuring of all relevant legislation, organisations, institutions and statutory bodies. These transformative demands resulted in the development and implementation of a new constitution and ensuing transformative legislation and policies. It is for this reason that the Department of Health, in attempting to transform the health system in South Africa, developed a strategy known as the Health Sector Strategic Framework, which sets out a 10-point plan. This plan states amongst others, that health professions and professional bodies develop Continuing Professional Development (CPD) systems/programmes. Over and above this other transformative developments in the education and labour frameworks, professional conduct hearings and national and international benchmarking influenced the need for a CPD system for nurses and midwives in South Africa. The problem statement is that there is no formalised and regulated CPD system for nurses and midwives in South Africa. The following research questions are relevant: • What is the international trend with regard to CPD for nurses and midwives? • What is the national trend with regard to CPD for healthcare professionals in South Africa? • What will a CPD system for nurses and midwives in South Africa comprise? • How will a CPD system for nurses and midwives in South Africa be implemented to ensure credibility? The overall aim of this study was to develop a CPD system for nurses and midwives in South Africa. To accomplish this overall aim the following objectives were formulated: • To explore and describe existing knowledge frameworks on Continuing Professional Development for nurses and midwives in selected countries, internationally and for health professionals in South Africa • To describe the draft CPD system for nurses and midwives in South Africa • To describe a final CPD system for nurses and midwives in South Africa. This study was conducted within the context of the South African professional, ethical and legal framework for Continuing Professional Development for nurses and midwives in South Africa. A descriptive, exploratory and contextual design was conducted. The description of a draft CPD system was based on the theoretical framework. The draft CPD system was developed from 9 June 2000 until May 2003 and exposed to critical reflection by the stakeholders of the SANC, the profession at large and the human resource directorates in each of the nine (9) provinces in South Africa. The researcher developed the final CPD system for nurses and midwives in South Africa. This final CPD system was exposed to critical reflection to confirm face and content validity, followed by a refinement of the CPD system. Emerging from this research and based on the feedback of the validators/appraisers, recommendations are made with reference to practice, nursing and midwifery education and research: The implementation of a formal, coordinated and regulated CPD system for nurses and midwives in South Africa is necessary as part of a quality promotion initiative and to meet the requirements of the transformative legislation especially pertaining to the labour and education legal framework.
- Full Text:
A nursing service management strategy to prevent strike action by nurses in a hospital
- Authors: Mabange, Ntombizodwa Elsie
- Date: 2012-08-15
- Subjects: Strikes and lockouts - Hospitals - South Africa , Collective labor agreements - Hospitals - South Africa , Trade-unions - South Africa , Strikes and lockouts - Hospitals - South Africa - Prevention
- Type: Thesis
- Identifier: uj:9390 , http://hdl.handle.net/10210/5827
- Description: M.Cur. , The problem of strikes within the public institutions has infiltrated the health sector and has led to nurses participating in the strike action, which affects patient care. The involvement of unions and works' representatives in the health services cannot be wished away as it is a political and constitutional reality in South Africa. The researcher is concerned about the quality of awareness of nurses of the causes of strike action. Confusion amongst nurses about their professional rights and responsibilities contributes to labour unrest. The management of health services is at times not sensitive to the needs of nurses, and nurses are not always recognised for their inherent professional worth. The nursing management is also apparently confused about their roles and responsibilities towards their subordinates in respect of exerting their authority whilst not having the power to make decisions. The researcher, as an observer of the chaos caused by strike action in the health services, decided to investigate the matter through a phenomenological study. The parameters of nursing and beliefs about man, health, illness and nursing are also described. The following questions were generated : Why do nurses participate in strike action? How do professional nurses and nursing service managers experience strike action? What nursing service management strategy can be developed to prevent future strike action by nurses? The objectives of the study are to: Explore and describe the reasons why professional nurses participate in strike action in a public hospital in Gauteng. Explore and describe how strike action is experienced by professional nurses and nursing service managers; and To describe a strategy for nursing service managers to prevent future strike action by nurses within a health delivery system
- Full Text:
- Authors: Mabange, Ntombizodwa Elsie
- Date: 2012-08-15
- Subjects: Strikes and lockouts - Hospitals - South Africa , Collective labor agreements - Hospitals - South Africa , Trade-unions - South Africa , Strikes and lockouts - Hospitals - South Africa - Prevention
- Type: Thesis
- Identifier: uj:9390 , http://hdl.handle.net/10210/5827
- Description: M.Cur. , The problem of strikes within the public institutions has infiltrated the health sector and has led to nurses participating in the strike action, which affects patient care. The involvement of unions and works' representatives in the health services cannot be wished away as it is a political and constitutional reality in South Africa. The researcher is concerned about the quality of awareness of nurses of the causes of strike action. Confusion amongst nurses about their professional rights and responsibilities contributes to labour unrest. The management of health services is at times not sensitive to the needs of nurses, and nurses are not always recognised for their inherent professional worth. The nursing management is also apparently confused about their roles and responsibilities towards their subordinates in respect of exerting their authority whilst not having the power to make decisions. The researcher, as an observer of the chaos caused by strike action in the health services, decided to investigate the matter through a phenomenological study. The parameters of nursing and beliefs about man, health, illness and nursing are also described. The following questions were generated : Why do nurses participate in strike action? How do professional nurses and nursing service managers experience strike action? What nursing service management strategy can be developed to prevent future strike action by nurses? The objectives of the study are to: Explore and describe the reasons why professional nurses participate in strike action in a public hospital in Gauteng. Explore and describe how strike action is experienced by professional nurses and nursing service managers; and To describe a strategy for nursing service managers to prevent future strike action by nurses within a health delivery system
- Full Text:
A strategy for the management of HIV/AIDS in the health sector of the City of Johannesburg
- Authors: Barnard, Antonia Wilhelmina
- Date: 2010-11-22T08:02:58Z
- Subjects: AIDS (Disease) , AIDS (Disease) treatment , AIDS (Disease) prevention , AIDS (Disease) patientscare
- Type: Thesis
- Identifier: uj:7013 , http://hdl.handle.net/10210/3520
- Description: M.Cur. , The HIV/AIDS pandemic is posing major challenges to all sectors in South Africa, including the Health sector of the City of Johannesburg. The Health sector of the City of Johannesburg, as a result of the pandemic, is faced with increasing demands on its scarce resources at a time of major reform at local government level including transformation of the health sector. The inhabitants of the City of Johannesburg are particularly vulnerable to high levels of HIV/AIDS infection because of job prospects in the city, a good transport infrastructure, high levels of mobility of the community, the existence of single sex-hostels, marginalised communities living in informal settlements, poverty income inequality. An increase in the prevalence of HIV/AIDS is inevitable, unless a concerted effort is established to curtail the spread of the disease. An impact analysis conducted, revealed that already in the year 2000 an estimated 168 921 HIV infected persons were living in the city (City of Johannesburg, 2001 :21). In high-risk groups, such as attenders to services for the treatment of Sexually Transmitted Infections (STls), prevalence rates as high as 53% among females, and 35.8% among male persons were recorded (SAIMR, 2000:1). The City of Johannesburg, a local government structure, has not formally adopted a strategic plan to address the pandemic. The national and proVincial governments have responded to the pandemic and their 3-5 year strategic plans are known and pUblished. In spite of the absence of an official strategic plan to address the pandemic in the City of Johannesburg, the political will and strategic intentions to address the pandemic have been declared by management. Although all sectors of the City are affected, it is generally assumed that the Health sector would assume the leading role in addressing the pandemic. The objective of this study has thus been to explore and describe a strategy for the management of HIV/AIDS by the Health sector of the City of Johannesburg. The question presented for research was formulated as follows: " What strategy should be adopted by the Health sector of the City of Johannesburg to manage the HIV/AIDS pandemic in future?" An exploratory, descriptive and quantitative research design was utilised. The strategy for the management of HIV/AIDS was formulated according to the UNAIDS "Guide to the strategic planning process for a national response to HIV/AIDS" (1998), and the content validity was determined according to Lynn (1986) "Determination and quantification of Content Validity".
- Full Text:
- Authors: Barnard, Antonia Wilhelmina
- Date: 2010-11-22T08:02:58Z
- Subjects: AIDS (Disease) , AIDS (Disease) treatment , AIDS (Disease) prevention , AIDS (Disease) patientscare
- Type: Thesis
- Identifier: uj:7013 , http://hdl.handle.net/10210/3520
- Description: M.Cur. , The HIV/AIDS pandemic is posing major challenges to all sectors in South Africa, including the Health sector of the City of Johannesburg. The Health sector of the City of Johannesburg, as a result of the pandemic, is faced with increasing demands on its scarce resources at a time of major reform at local government level including transformation of the health sector. The inhabitants of the City of Johannesburg are particularly vulnerable to high levels of HIV/AIDS infection because of job prospects in the city, a good transport infrastructure, high levels of mobility of the community, the existence of single sex-hostels, marginalised communities living in informal settlements, poverty income inequality. An increase in the prevalence of HIV/AIDS is inevitable, unless a concerted effort is established to curtail the spread of the disease. An impact analysis conducted, revealed that already in the year 2000 an estimated 168 921 HIV infected persons were living in the city (City of Johannesburg, 2001 :21). In high-risk groups, such as attenders to services for the treatment of Sexually Transmitted Infections (STls), prevalence rates as high as 53% among females, and 35.8% among male persons were recorded (SAIMR, 2000:1). The City of Johannesburg, a local government structure, has not formally adopted a strategic plan to address the pandemic. The national and proVincial governments have responded to the pandemic and their 3-5 year strategic plans are known and pUblished. In spite of the absence of an official strategic plan to address the pandemic in the City of Johannesburg, the political will and strategic intentions to address the pandemic have been declared by management. Although all sectors of the City are affected, it is generally assumed that the Health sector would assume the leading role in addressing the pandemic. The objective of this study has thus been to explore and describe a strategy for the management of HIV/AIDS by the Health sector of the City of Johannesburg. The question presented for research was formulated as follows: " What strategy should be adopted by the Health sector of the City of Johannesburg to manage the HIV/AIDS pandemic in future?" An exploratory, descriptive and quantitative research design was utilised. The strategy for the management of HIV/AIDS was formulated according to the UNAIDS "Guide to the strategic planning process for a national response to HIV/AIDS" (1998), and the content validity was determined according to Lynn (1986) "Determination and quantification of Content Validity".
- Full Text:
'n Funksieverrekening van die hoofverpleegkundige se posverantwoordelikhede in staatshospitale
- Authors: Malan, Elsona
- Date: 2012-08-16
- Subjects: Hospitals - Administration , Nursing services - Administration , Nurse administrators - Job descriptions
- Type: Thesis
- Identifier: uj:9485 , http://hdl.handle.net/10210/5916
- Description: D.Cur. , It is obvious that different interpretations in South African State Hospitals have been attached by both internal and external role players to the role and functions of the Chief Professional Nurse. Within nursing practice a number of external and internal environmental variables have led to her role becoming ill defined and role expectations confused. In practice, the Chief Professional Nurse performs the role of middle manager, on a par with the line functionary, i.e. the Nursing Service Manager. Her area of control covers a wide area of diverse disciplines. The Chief Professional Nurse should be classified as a unit manager, responsible for the supervision and control of a service centre. A key role in the organizational structure of State Hospitals would thus be defined. The post requirements of the Chief Professional Nurse are diversified, flexible and dynamic. Attention should primarily focus on her clinical, managerial and educational expertise and responsibility towards research. Both the national and international literature studied, confirm the importance of these functions. Yet, research and literature studies prove, that these responsibilities are ineffectively managed. Consequently, the Chief Professional Nurse is not effectively utilized. In the opinion of the researcher, an investigation into the role and functions of the Chief Professional Nurse was necessary, to ensure quality nursing and effective functioning of nursing personnel. For that reason, an investigation into the classification of the post of the Chief Professional Nurse in State Hospitals was deemed necessary, together with specified guidelines, to facilitate: better utilization of the Chief Professional Nurse; promoting the quality of a working life; quality nursing care. The strategy used in this research was an explorative and descriptive study within the context of several Academic, Main Regional, Regional and Community State Hospitals of nine (9) provinces. A pilot study was carried out by independent researchers. Job descriptions were used from forty-one (41) hospitals, of which four (4) were from Academic hospitals and thirty-seven (37) from Main Regional, Regional and Community hospitals. These job descriptions were based on guidelines supplied by the Commission for Administration. Focus interviews were held with Nursing Service Managers and Chief Professional Nurses. Workshops were held with Senior Professional Nurses and policy makers were approached for their written comments on the role and functions of the Chief Professional Nurse. A random sample population was drawn from thirty-three (33) hospitals of five (5) provinces in South Africa. The respondents totalled a hundred and nine (109). Of these, twenty-seven (27) Nursing Service Managers and thirty-nine (39) Chief Professional Nurses were involved in interviews. Forty-three (43) Senior Professional Nurses took part in the workshop. From the interviews held and the study of post descriptions, the following conclusions were drawn. The Chief Professional Nurse is confused with regard to her role expectations, and therefore not suitably utilized. The prime responsibilities of the Chief Professional Nurse are, as listed in priority, clinical, educational, managerial and research responsibilities. The other responsibilities include community and occupational involvement, role model and last but not least, leadership. The value of this research is contained in the guidelines, which were determined with regard to the responsibilities attached to the post of a Chief Professional Nurse. A schedule of time allocation per function is included to ensure that the Chief Professional Nurse is effectively utilized and that she will enjoy a quality working life. The recommendations contained in the study are directed towards ensuring the effective utilization of the Chief Professional Nurse and quality in working life and nursing. The researcher recommends that: the implementation of the proposed job descriptions; the proposed time management schedule be applied; employee help programmes be instituted; programmes for personal and professional growth be instituted. A few hypothesis have been stated for testing purposes.
- Full Text:
- Authors: Malan, Elsona
- Date: 2012-08-16
- Subjects: Hospitals - Administration , Nursing services - Administration , Nurse administrators - Job descriptions
- Type: Thesis
- Identifier: uj:9485 , http://hdl.handle.net/10210/5916
- Description: D.Cur. , It is obvious that different interpretations in South African State Hospitals have been attached by both internal and external role players to the role and functions of the Chief Professional Nurse. Within nursing practice a number of external and internal environmental variables have led to her role becoming ill defined and role expectations confused. In practice, the Chief Professional Nurse performs the role of middle manager, on a par with the line functionary, i.e. the Nursing Service Manager. Her area of control covers a wide area of diverse disciplines. The Chief Professional Nurse should be classified as a unit manager, responsible for the supervision and control of a service centre. A key role in the organizational structure of State Hospitals would thus be defined. The post requirements of the Chief Professional Nurse are diversified, flexible and dynamic. Attention should primarily focus on her clinical, managerial and educational expertise and responsibility towards research. Both the national and international literature studied, confirm the importance of these functions. Yet, research and literature studies prove, that these responsibilities are ineffectively managed. Consequently, the Chief Professional Nurse is not effectively utilized. In the opinion of the researcher, an investigation into the role and functions of the Chief Professional Nurse was necessary, to ensure quality nursing and effective functioning of nursing personnel. For that reason, an investigation into the classification of the post of the Chief Professional Nurse in State Hospitals was deemed necessary, together with specified guidelines, to facilitate: better utilization of the Chief Professional Nurse; promoting the quality of a working life; quality nursing care. The strategy used in this research was an explorative and descriptive study within the context of several Academic, Main Regional, Regional and Community State Hospitals of nine (9) provinces. A pilot study was carried out by independent researchers. Job descriptions were used from forty-one (41) hospitals, of which four (4) were from Academic hospitals and thirty-seven (37) from Main Regional, Regional and Community hospitals. These job descriptions were based on guidelines supplied by the Commission for Administration. Focus interviews were held with Nursing Service Managers and Chief Professional Nurses. Workshops were held with Senior Professional Nurses and policy makers were approached for their written comments on the role and functions of the Chief Professional Nurse. A random sample population was drawn from thirty-three (33) hospitals of five (5) provinces in South Africa. The respondents totalled a hundred and nine (109). Of these, twenty-seven (27) Nursing Service Managers and thirty-nine (39) Chief Professional Nurses were involved in interviews. Forty-three (43) Senior Professional Nurses took part in the workshop. From the interviews held and the study of post descriptions, the following conclusions were drawn. The Chief Professional Nurse is confused with regard to her role expectations, and therefore not suitably utilized. The prime responsibilities of the Chief Professional Nurse are, as listed in priority, clinical, educational, managerial and research responsibilities. The other responsibilities include community and occupational involvement, role model and last but not least, leadership. The value of this research is contained in the guidelines, which were determined with regard to the responsibilities attached to the post of a Chief Professional Nurse. A schedule of time allocation per function is included to ensure that the Chief Professional Nurse is effectively utilized and that she will enjoy a quality working life. The recommendations contained in the study are directed towards ensuring the effective utilization of the Chief Professional Nurse and quality in working life and nursing. The researcher recommends that: the implementation of the proposed job descriptions; the proposed time management schedule be applied; employee help programmes be instituted; programmes for personal and professional growth be instituted. A few hypothesis have been stated for testing purposes.
- Full Text:
Motiveringsriglyne vir die lewering van gehaltegesondheidsdiens
- Authors: Maree, Catharina Magrieta
- Date: 2012-08-23
- Subjects: Health services administration - South Africa , Medical care - Quality control - South Africa , Medical care - Standards - South Africa
- Type: Thesis
- Identifier: uj:3096 , http://hdl.handle.net/10210/6514
- Description: M.Cur. , Quality health service delivery is a necessity in any health care service and is the responsibility of the management, but it is often not accomplished due to a variety of reasons. The most important determinant is the personnel of the health care service and their level of motivation to provide quality service. The aim of this study was the describing of motivation guidelines for the delivery of quality health service. The study was qualitative and contextual. The research strategy was explorative and descriptive. The study is based on the Botes research model and the Nursing Theory of Wholeness. Several measurements were taken to increase credibility. It is regarded as a prerequisite to explore, describe and implement a quality improvement programme for the specific health service, before motivation guidelines could be described for quality health service delivery. The quality improvement programme was based on literature, with recognition of the context of the health service. The determinants of quality health service delivery were discussed as well as the aim, reasons, prerequisites, contents and principles of the quality improvement programme and the quality improvement process. The realisation of the quality improvement programme was also discussed. The exploring, description and implementation of the quality improvement programme in the health care service is followed by the exploring and describing of factors which motivate and/or demotivate personnel to deliver quality health care service, by means of naive sketches obtained from open questionnaires of two samples. It was verified for accuracy during a feedback interview. The results are used to describe motivation guidelines which is confirmed by literature.
- Full Text:
- Authors: Maree, Catharina Magrieta
- Date: 2012-08-23
- Subjects: Health services administration - South Africa , Medical care - Quality control - South Africa , Medical care - Standards - South Africa
- Type: Thesis
- Identifier: uj:3096 , http://hdl.handle.net/10210/6514
- Description: M.Cur. , Quality health service delivery is a necessity in any health care service and is the responsibility of the management, but it is often not accomplished due to a variety of reasons. The most important determinant is the personnel of the health care service and their level of motivation to provide quality service. The aim of this study was the describing of motivation guidelines for the delivery of quality health service. The study was qualitative and contextual. The research strategy was explorative and descriptive. The study is based on the Botes research model and the Nursing Theory of Wholeness. Several measurements were taken to increase credibility. It is regarded as a prerequisite to explore, describe and implement a quality improvement programme for the specific health service, before motivation guidelines could be described for quality health service delivery. The quality improvement programme was based on literature, with recognition of the context of the health service. The determinants of quality health service delivery were discussed as well as the aim, reasons, prerequisites, contents and principles of the quality improvement programme and the quality improvement process. The realisation of the quality improvement programme was also discussed. The exploring, description and implementation of the quality improvement programme in the health care service is followed by the exploring and describing of factors which motivate and/or demotivate personnel to deliver quality health care service, by means of naive sketches obtained from open questionnaires of two samples. It was verified for accuracy during a feedback interview. The results are used to describe motivation guidelines which is confirmed by literature.
- Full Text:
Koste-effektiewe benutting van verpleegpersoneel in ouetehuise
- Authors: Perold, Annalette
- Date: 2012-09-10
- Subjects: Geriatric nursing -- Economic aspects -- Research -- South Africa , Older people -- Care -- Research -- South Africa , Old age homes -- Research -- South Africa
- Type: Thesis
- Identifier: uj:9826 , http://hdl.handle.net/10210/7230
- Description: D.Cur. , Limited funds for the delivering of health and social services necessitate the cost-effective utilization of all categories of nursing personnel in old age homes. Professional nurses are being retrenched and supervision over weekends and after hours is being scaled down due to a lack of guidelines for the cost-effective utilization of nursing personnel in old age homes. A combined quantitative-qualitative approach had been applied in this empirical study to explore and describe the utilization of nursing personnel in old age homes. The goal of the study was to compile guidelines for the cost-effective utilization of nursing personnel in old age homes. Data collection and data analysis were conducted during three phases. A survey of the population of old age homes in South Africa was first conducted to determine the composition of the residents and nursing personnel in these old age homes and to explore the cost implications of the personnel composition. The contents of job descriptions of professional nurses working in old age homes were analysed on a computer by the researcher using NUDtIST software during the second phase of the study. The third phase consisted of conducting and analysing focus groups with professional nurses regarding. their expectations of their own duties, tasks and responsibilities and those of nursing auxiliaries and lay caregivers in old age homes. The three phases were conducted simultaneously and the results of the three phases were triangulated and subjected to a limited literature control. The results were verified during visits to nursing homes in the USA, Canada and the UK. A conceptual framework and guidelines for the cost-effective utilization of nursing personnel in old age homes were developed from the findings of this study. Respondents from the first phase of the study and experts verified the guidelines for being applicable, important, clear and accessible. The findings indicated that most of the residents of the old age homes are very old and are in need of 24 hours nursing/care due to their level of frailty. The nursing personnel budget forms a significant portion of the operating budget of the old age homes and managers are of the opinion that professional nurses are expensive but an essential component of the nursing personnel. The duties, tasks and responsibilities of professional nurses were identified as well as those which are shared with nursing auxiliaries and lay caregivers in old age homes. The conceptual framework which was established from the results of the study indicates that the goal, costeffective utilization of nursing personnel, is reached when quality care has been delivered within the constraints of the budget limitations. The process has been described as the compiling of guidelines for all categories of nursing personnel regarding clinical nursing, nursing management and nursing education as well as the handling of non nursing tasks while considering the personnel standards and job descriptions. The role players are the manager, all categories of nursing personnel, lay caregivers, family and volunteers which perform within the restrictions of the personnel composition and the appropriate code of conduct regulations. The context for the utilization of nursing personnel is the old age home where nursing/care giving is delivered on a continuum and the dynamics which influence the cost-effective utilization of nursing personnel include applicable legislation and policies of government departments and non government organizations.
- Full Text:
- Authors: Perold, Annalette
- Date: 2012-09-10
- Subjects: Geriatric nursing -- Economic aspects -- Research -- South Africa , Older people -- Care -- Research -- South Africa , Old age homes -- Research -- South Africa
- Type: Thesis
- Identifier: uj:9826 , http://hdl.handle.net/10210/7230
- Description: D.Cur. , Limited funds for the delivering of health and social services necessitate the cost-effective utilization of all categories of nursing personnel in old age homes. Professional nurses are being retrenched and supervision over weekends and after hours is being scaled down due to a lack of guidelines for the cost-effective utilization of nursing personnel in old age homes. A combined quantitative-qualitative approach had been applied in this empirical study to explore and describe the utilization of nursing personnel in old age homes. The goal of the study was to compile guidelines for the cost-effective utilization of nursing personnel in old age homes. Data collection and data analysis were conducted during three phases. A survey of the population of old age homes in South Africa was first conducted to determine the composition of the residents and nursing personnel in these old age homes and to explore the cost implications of the personnel composition. The contents of job descriptions of professional nurses working in old age homes were analysed on a computer by the researcher using NUDtIST software during the second phase of the study. The third phase consisted of conducting and analysing focus groups with professional nurses regarding. their expectations of their own duties, tasks and responsibilities and those of nursing auxiliaries and lay caregivers in old age homes. The three phases were conducted simultaneously and the results of the three phases were triangulated and subjected to a limited literature control. The results were verified during visits to nursing homes in the USA, Canada and the UK. A conceptual framework and guidelines for the cost-effective utilization of nursing personnel in old age homes were developed from the findings of this study. Respondents from the first phase of the study and experts verified the guidelines for being applicable, important, clear and accessible. The findings indicated that most of the residents of the old age homes are very old and are in need of 24 hours nursing/care due to their level of frailty. The nursing personnel budget forms a significant portion of the operating budget of the old age homes and managers are of the opinion that professional nurses are expensive but an essential component of the nursing personnel. The duties, tasks and responsibilities of professional nurses were identified as well as those which are shared with nursing auxiliaries and lay caregivers in old age homes. The conceptual framework which was established from the results of the study indicates that the goal, costeffective utilization of nursing personnel, is reached when quality care has been delivered within the constraints of the budget limitations. The process has been described as the compiling of guidelines for all categories of nursing personnel regarding clinical nursing, nursing management and nursing education as well as the handling of non nursing tasks while considering the personnel standards and job descriptions. The role players are the manager, all categories of nursing personnel, lay caregivers, family and volunteers which perform within the restrictions of the personnel composition and the appropriate code of conduct regulations. The context for the utilization of nursing personnel is the old age home where nursing/care giving is delivered on a continuum and the dynamics which influence the cost-effective utilization of nursing personnel include applicable legislation and policies of government departments and non government organizations.
- Full Text:
A model for partnership between a nursing education institution and the community
- Authors: Netshandama, Vhonani Olive
- Date: 2012-09-04
- Subjects: Community health nursing - Study and teaching , Nursing - Study and teaching , Partnership - Health aspects
- Type: Thesis
- Identifier: uj:3460 , http://hdl.handle.net/10210/6853
- Description: D.Cur. , The higher education, nursing education and health care context has been shifting its focus into community development. This shift is being influenced by the constitutional framework of the country, South Africa, which is putting more emphasis in all sectors on addressing community needs. The focus is not only on community development, but on participatory development. On the one hand, the Nursing Education Institution (NEI) is faced with the challenge of addressing the education and the health care needs of the community. On the other hand, the community context is also undergoing a paradigm shift, that of striving for self-sufficiency. Purpose and objectives: To address the education, health and community development needs, the NEI and the community require a goal-oriented partnership. To date it is not clear in the literature, how a partnership should take place. The needs and expectations of stakeholders in the partnership have not yet been explored. What has been written about community academic partnerships indicates that partnerships that existed were not true partnerships. Academic-community partnerships that exist usually portray academic institutions as owners of knowledge from which the community may benefit. It was therefore necessary to explore and describe the nature and structure of what stakeholders would consider as quality partnerships. The aim of this study was to develop a model for partnership between the NEI and the community and to develop standards against which the partnership could be evaluated. The following objectives were set according to the phases of the study:
- Full Text:
- Authors: Netshandama, Vhonani Olive
- Date: 2012-09-04
- Subjects: Community health nursing - Study and teaching , Nursing - Study and teaching , Partnership - Health aspects
- Type: Thesis
- Identifier: uj:3460 , http://hdl.handle.net/10210/6853
- Description: D.Cur. , The higher education, nursing education and health care context has been shifting its focus into community development. This shift is being influenced by the constitutional framework of the country, South Africa, which is putting more emphasis in all sectors on addressing community needs. The focus is not only on community development, but on participatory development. On the one hand, the Nursing Education Institution (NEI) is faced with the challenge of addressing the education and the health care needs of the community. On the other hand, the community context is also undergoing a paradigm shift, that of striving for self-sufficiency. Purpose and objectives: To address the education, health and community development needs, the NEI and the community require a goal-oriented partnership. To date it is not clear in the literature, how a partnership should take place. The needs and expectations of stakeholders in the partnership have not yet been explored. What has been written about community academic partnerships indicates that partnerships that existed were not true partnerships. Academic-community partnerships that exist usually portray academic institutions as owners of knowledge from which the community may benefit. It was therefore necessary to explore and describe the nature and structure of what stakeholders would consider as quality partnerships. The aim of this study was to develop a model for partnership between the NEI and the community and to develop standards against which the partnership could be evaluated. The following objectives were set according to the phases of the study:
- Full Text:
Transformation of nursing services in selected Gauteng hospitals
- Authors: Buys, Regina
- Date: 2012-09-05
- Subjects: Nursing services -- Administration -- Research -- South Africa -- Gauteng , Nursing services -- Management -- Research -- South Africa -- Gauteng , Organizational change -- Research -- South Africa -- Gauteng , Hospitals -- Research -- South Africa -- Gauteng
- Type: Thesis
- Identifier: uj:3547 , http://hdl.handle.net/10210/6932
- Description: M.Cur. , It is explicit that the change in the South African government since 1994 accompanied by the transformation of nursing services with its new policies and practices is inevitable, and poses challenges for the nursing service managers in Gauteng hospitals. The transformation of nursing services can be a difficult process creating a period of fear, uncertainty, stress and role ambiguity for the nursing service managers. The transformation has been so extensive that the nursing service manager's role responsibilities have changed to such an extent that they are now required to manage grossly reduced levels of resources, multicultural societies with different values, beliefs and attitudes and increased numbers of patients, resulting in overcrowded hospitals. The transformation of nursing services demands the demonstration of appropriate nursing service management. The abilities of the nursing service managers are critical to the effectiveness of the future. Most nursing service managers are unprepared for their new roles and the present concern is for the quality of the management of the transformation process. No written standards for transformation management in a nursing service are available in Gauteng public hospitals. Consequently, nursing service managers find themselves making major decisions about nursing service transformation with little information about the effectiveness of alternative approaches. The experiences and perceptions of the nursing service managers regarding transformation of nursing services in selected Gauteng hospitals are also not known. Understanding the nursing service managers' experiences and perceptions will provide a basis for the formulation of standards for transformation management in a nursing service.
- Full Text:
- Authors: Buys, Regina
- Date: 2012-09-05
- Subjects: Nursing services -- Administration -- Research -- South Africa -- Gauteng , Nursing services -- Management -- Research -- South Africa -- Gauteng , Organizational change -- Research -- South Africa -- Gauteng , Hospitals -- Research -- South Africa -- Gauteng
- Type: Thesis
- Identifier: uj:3547 , http://hdl.handle.net/10210/6932
- Description: M.Cur. , It is explicit that the change in the South African government since 1994 accompanied by the transformation of nursing services with its new policies and practices is inevitable, and poses challenges for the nursing service managers in Gauteng hospitals. The transformation of nursing services can be a difficult process creating a period of fear, uncertainty, stress and role ambiguity for the nursing service managers. The transformation has been so extensive that the nursing service manager's role responsibilities have changed to such an extent that they are now required to manage grossly reduced levels of resources, multicultural societies with different values, beliefs and attitudes and increased numbers of patients, resulting in overcrowded hospitals. The transformation of nursing services demands the demonstration of appropriate nursing service management. The abilities of the nursing service managers are critical to the effectiveness of the future. Most nursing service managers are unprepared for their new roles and the present concern is for the quality of the management of the transformation process. No written standards for transformation management in a nursing service are available in Gauteng public hospitals. Consequently, nursing service managers find themselves making major decisions about nursing service transformation with little information about the effectiveness of alternative approaches. The experiences and perceptions of the nursing service managers regarding transformation of nursing services in selected Gauteng hospitals are also not known. Understanding the nursing service managers' experiences and perceptions will provide a basis for the formulation of standards for transformation management in a nursing service.
- Full Text:
A quality audit system for nursing colleges in Gauteng
- Authors: Armstrong, Susan Jennifer
- Date: 2011-02-28T06:24:23Z
- Subjects: Nursing school standards , Nursing study and teaching , Nursing schools quality control
- Type: Thesis
- Identifier: uj:7039 , http://hdl.handle.net/10210/3560
- Description: D.Cur. , During the last decade there has been a surge of interest in quality issues in education. This is largely due to spiralling costs of education and political demands for accountability in public institutions. In South Africa, higher education institutions are now required by law (Higher Education Act No. 101 of 1997 and the South African Qualifications Act No. 58 of 1995) to introduce quality management in an attempt to assure quality ofboth the programmes and the education providers. The Nursing Colleges in Gauteng provide nursing education to nearly 2000 nurses and, as such, make the major contribution to providing for the quality of the health care services. The colleges therefore have a double reason for introducing quality improvement measures, which start with a system for monitoring the quality of the colleges. In this study a quality audit system has been developed to address this need. There is no comprehensive internal audit system, which allows for quantitative measurement and acts as an empowerment strategy for institutional quality improvement in the nursing colleges in South Africa. The following research questions are relevant: • what should an auditing system for nursing colleges comprise? • what are the indicators of quality in a nursing college? • is the auditing system trustworthy? The overall aim of the study was to develop an audit system for the nursing colleges in Gauteng. This aim was supported by the following objectives: Phase one: to conduct a value clarification of quality within the nursing colleges in Gauteng, as perceived by the internal and external customers. Phase two: to explore and describe a conceptual framework for a quality audit system for nursing colleges in Gauteng. Phase three: a. to develop a quality audit system for the nursing colleges in Gauteng b. To pilot the audit system in one nursing college in Gauteng. A qualitative, exploratory, descriptive and contextual design was conducted within the nursing colleges of Gauteng in order to develop a contextual framework and a quality audit system for the nursing colleges. The content validity was tested by means of quantitative methods. The audit system that was developed included a tool for auditing the quality of nursing colleges as a means to identifY conformance to standards, criteria and indicators and to improve the quality of the structure, processes and results ofthe organization. The standards were developed on the basis of a value clarification of internal and external customers. Clusters ofindicators were developed for each of the standards. The value of this study is that a comprehensive audit system has been developed which empowers the staffand students ofthe college to improve the quality ofthe college. The same system can be used for purposes of accreditation, as an accountability mechanism and for institutional recognition.
- Full Text:
- Authors: Armstrong, Susan Jennifer
- Date: 2011-02-28T06:24:23Z
- Subjects: Nursing school standards , Nursing study and teaching , Nursing schools quality control
- Type: Thesis
- Identifier: uj:7039 , http://hdl.handle.net/10210/3560
- Description: D.Cur. , During the last decade there has been a surge of interest in quality issues in education. This is largely due to spiralling costs of education and political demands for accountability in public institutions. In South Africa, higher education institutions are now required by law (Higher Education Act No. 101 of 1997 and the South African Qualifications Act No. 58 of 1995) to introduce quality management in an attempt to assure quality ofboth the programmes and the education providers. The Nursing Colleges in Gauteng provide nursing education to nearly 2000 nurses and, as such, make the major contribution to providing for the quality of the health care services. The colleges therefore have a double reason for introducing quality improvement measures, which start with a system for monitoring the quality of the colleges. In this study a quality audit system has been developed to address this need. There is no comprehensive internal audit system, which allows for quantitative measurement and acts as an empowerment strategy for institutional quality improvement in the nursing colleges in South Africa. The following research questions are relevant: • what should an auditing system for nursing colleges comprise? • what are the indicators of quality in a nursing college? • is the auditing system trustworthy? The overall aim of the study was to develop an audit system for the nursing colleges in Gauteng. This aim was supported by the following objectives: Phase one: to conduct a value clarification of quality within the nursing colleges in Gauteng, as perceived by the internal and external customers. Phase two: to explore and describe a conceptual framework for a quality audit system for nursing colleges in Gauteng. Phase three: a. to develop a quality audit system for the nursing colleges in Gauteng b. To pilot the audit system in one nursing college in Gauteng. A qualitative, exploratory, descriptive and contextual design was conducted within the nursing colleges of Gauteng in order to develop a contextual framework and a quality audit system for the nursing colleges. The content validity was tested by means of quantitative methods. The audit system that was developed included a tool for auditing the quality of nursing colleges as a means to identifY conformance to standards, criteria and indicators and to improve the quality of the structure, processes and results ofthe organization. The standards were developed on the basis of a value clarification of internal and external customers. Clusters ofindicators were developed for each of the standards. The value of this study is that a comprehensive audit system has been developed which empowers the staffand students ofthe college to improve the quality ofthe college. The same system can be used for purposes of accreditation, as an accountability mechanism and for institutional recognition.
- Full Text:
A strategy to enhance positive working relationships among the role players within the managed healthcare context in Gauteng
- Authors: Mahlo, Shongy Joyce
- Date: 2012-09-12
- Subjects: Managed care plans (Medical care) - Research - South Africa - Gauteng , Nursing services - Administration - Research - South Africa - Gauteng , Industrial relations - Research - South Africa - Gauteng
- Type: Thesis
- Identifier: uj:10135 , http://hdl.handle.net/10210/7516
- Description: M.Cur. , Managed healthcare was introduced in South Africa largely in order to control the rampant increase of medical costs, more especially in the private healthcare industry. Managed healthcare is a system of healthcare delivery, which ensures that cost effective quality care is provided to patients without jeopardising the health of the patient. Positive working relationships are necessary among the role players in the provision of cost effective quality care within the managed healthcare context. Role players experience problems in the delivery of healthcare, affecting their working relationships, which in turn affects the quality of care provided to patients. Because managed healthcare is a new concept in South Africa, little is known about the problems. As a result, there are no guidelines for the formulation of a strategy to enhance positive working relationships among the role players within the context of managed healthcare. Understanding the problems experienced by the role players will provide guidelines to the researcher to formulate a strategy to enhance positive working relationships, hence the reseacher sought to explore and describe these problems in the study. The purpose of the study is to formulate a strategy to enhance positive working relationships among the role players within the managed healthcare context in Gauteng. The specific objective is to explore and describe the problems experienced by the role players, as well as the possible solutions within the managed healthcare context in Gauteng. The relevant research questions are: * What are the problems experienced by the role players within the managed healthcare context in Gauteng, and what are the recommended solutions to counteract these problems? * What strategy can be formulated to enhance positive working relationships among the role players within the managed healthcare context in Gauteng? A qualitative, exploratory, descriptive and contextual design was followed to answer the research questions. Focus group interviews and a workshop were conducted to collect data and a content analysis was conducted as described by Tesch (1990). The results were analysed in two phases: the problems experienced and the suggested solutions to counteract these problems. A strategy to enhance positive working realtionships was suggested. The strategy, which is based on role player empowerment, staff development, staff recruitment and selection, use of advanced information technology and standardisation of methods across managed healthcare industry, was derived from a synthesis of solutions suggested by the participants. Guba and Lincoln's (1983:290) principles of trustworthiness were employed by the researcher and the ethical standards as set by DENOSA (1998) were adhered to by the researcher to facilitate the quality of the study. It was recommended that the strategy be implemented and evaluated for its effectiveness by evaluating the quality of working relationships among the role players and that ethical standards be formulated in managed healthcare.
- Full Text:
- Authors: Mahlo, Shongy Joyce
- Date: 2012-09-12
- Subjects: Managed care plans (Medical care) - Research - South Africa - Gauteng , Nursing services - Administration - Research - South Africa - Gauteng , Industrial relations - Research - South Africa - Gauteng
- Type: Thesis
- Identifier: uj:10135 , http://hdl.handle.net/10210/7516
- Description: M.Cur. , Managed healthcare was introduced in South Africa largely in order to control the rampant increase of medical costs, more especially in the private healthcare industry. Managed healthcare is a system of healthcare delivery, which ensures that cost effective quality care is provided to patients without jeopardising the health of the patient. Positive working relationships are necessary among the role players in the provision of cost effective quality care within the managed healthcare context. Role players experience problems in the delivery of healthcare, affecting their working relationships, which in turn affects the quality of care provided to patients. Because managed healthcare is a new concept in South Africa, little is known about the problems. As a result, there are no guidelines for the formulation of a strategy to enhance positive working relationships among the role players within the context of managed healthcare. Understanding the problems experienced by the role players will provide guidelines to the researcher to formulate a strategy to enhance positive working relationships, hence the reseacher sought to explore and describe these problems in the study. The purpose of the study is to formulate a strategy to enhance positive working relationships among the role players within the managed healthcare context in Gauteng. The specific objective is to explore and describe the problems experienced by the role players, as well as the possible solutions within the managed healthcare context in Gauteng. The relevant research questions are: * What are the problems experienced by the role players within the managed healthcare context in Gauteng, and what are the recommended solutions to counteract these problems? * What strategy can be formulated to enhance positive working relationships among the role players within the managed healthcare context in Gauteng? A qualitative, exploratory, descriptive and contextual design was followed to answer the research questions. Focus group interviews and a workshop were conducted to collect data and a content analysis was conducted as described by Tesch (1990). The results were analysed in two phases: the problems experienced and the suggested solutions to counteract these problems. A strategy to enhance positive working realtionships was suggested. The strategy, which is based on role player empowerment, staff development, staff recruitment and selection, use of advanced information technology and standardisation of methods across managed healthcare industry, was derived from a synthesis of solutions suggested by the participants. Guba and Lincoln's (1983:290) principles of trustworthiness were employed by the researcher and the ethical standards as set by DENOSA (1998) were adhered to by the researcher to facilitate the quality of the study. It was recommended that the strategy be implemented and evaluated for its effectiveness by evaluating the quality of working relationships among the role players and that ethical standards be formulated in managed healthcare.
- Full Text:
The management of support groups for patients with chronic diseases
- Authors: Adams, Bongi Priscilla
- Date: 2010-11-09T07:21:54Z
- Subjects: Chronic diseases , Self-help groups
- Type: Thesis
- Identifier: uj:6981 , http://hdl.handle.net/10210/3488
- Description: M.Cur. , The role players participating within the support groups for patients with chronic diseases in Primary Health care services are facing a difficult task of managing support groups effectively. They are confronted by managerial challenges involved in the managing of support groups for patients with chronic diseases, such as careful planning, organising, leading and controlling the support groups. This is evidently confirmed by the disintegration of support groups and patients openly and deliberately rebelling and ignoring participation in support groups. The resistance and opposition is also displayed by other staff members within the clinic. The general dissatisfaction and frustration among the primary health care facilitators serves as proof of the poor management of support groups. The need to investigate and address this dilemma is important. It is therefore the reason why the researcher embarked on this studying order to explore the I experiences of the role players with regard to the management of the support groups for patients with chronic diseases within the clinic context, and then utilise the results ad basis for formulating guidelines for quality management of support groups within Primary Health Care clinics in Soweto. The following research questions are therefore relevant: ~ What are the experiences of the primary health care facilitators with regard to the management of support groups for the patients with chronic diseases with primary health care clinics in Soweto? ~ What are the experiences of the facility managers with regard to the management of support groups for patients with chronic diseases within primary health care clinics in Soweto? ~ What are the experiences of patients with chronic diseases with regard to the management of support groups? ~ What guidelines should be formulated to ensure quality management and sustainability of support groups for patients with chronic diseases within the primary health care clinics in Soweto? The following research objectives were formulated: ~ To explore and describe the experiences offacility managers with regard to the management of support groups for patients with chronic diseases within primary health care clinics in Soweto. ~ To explore and describe the experiences of the primary health care facilitators with regard to the management of support groups for patients with chronic diseases within primary health care clinics in Soweto. ~ To explore and describe the experiences of the patients with chronic diseases with regard to the management of support groups within primary health care clinics in Soweto. ~ To formulate guidelines for quality management and sustainability of support groups for patients with chronic diseases within the primary health care clinics in Soweto.
- Full Text:
- Authors: Adams, Bongi Priscilla
- Date: 2010-11-09T07:21:54Z
- Subjects: Chronic diseases , Self-help groups
- Type: Thesis
- Identifier: uj:6981 , http://hdl.handle.net/10210/3488
- Description: M.Cur. , The role players participating within the support groups for patients with chronic diseases in Primary Health care services are facing a difficult task of managing support groups effectively. They are confronted by managerial challenges involved in the managing of support groups for patients with chronic diseases, such as careful planning, organising, leading and controlling the support groups. This is evidently confirmed by the disintegration of support groups and patients openly and deliberately rebelling and ignoring participation in support groups. The resistance and opposition is also displayed by other staff members within the clinic. The general dissatisfaction and frustration among the primary health care facilitators serves as proof of the poor management of support groups. The need to investigate and address this dilemma is important. It is therefore the reason why the researcher embarked on this studying order to explore the I experiences of the role players with regard to the management of the support groups for patients with chronic diseases within the clinic context, and then utilise the results ad basis for formulating guidelines for quality management of support groups within Primary Health Care clinics in Soweto. The following research questions are therefore relevant: ~ What are the experiences of the primary health care facilitators with regard to the management of support groups for the patients with chronic diseases with primary health care clinics in Soweto? ~ What are the experiences of the facility managers with regard to the management of support groups for patients with chronic diseases within primary health care clinics in Soweto? ~ What are the experiences of patients with chronic diseases with regard to the management of support groups? ~ What guidelines should be formulated to ensure quality management and sustainability of support groups for patients with chronic diseases within the primary health care clinics in Soweto? The following research objectives were formulated: ~ To explore and describe the experiences offacility managers with regard to the management of support groups for patients with chronic diseases within primary health care clinics in Soweto. ~ To explore and describe the experiences of the primary health care facilitators with regard to the management of support groups for patients with chronic diseases within primary health care clinics in Soweto. ~ To explore and describe the experiences of the patients with chronic diseases with regard to the management of support groups within primary health care clinics in Soweto. ~ To formulate guidelines for quality management and sustainability of support groups for patients with chronic diseases within the primary health care clinics in Soweto.
- Full Text:
A nursing service change strategy for health clinics
- Gumede-Hlubi, Ntokozo Rosemary
- Authors: Gumede-Hlubi, Ntokozo Rosemary
- Date: 2012-09-12
- Subjects: Nursing services -- Administration -- South Africa -- Soweto , Community health services -- South Africa -- Soweto , Organizational change , Health services administration
- Type: Thesis
- Identifier: uj:10258 , http://hdl.handle.net/10210/7629
- Description: M.Cur. , It is evident that the current political changes presently taking place in South Africa need to be accompanied by a dramatic transformation to accommodate the economic, social, technological and health changes amongst others. The nursing discipline is no exception. For a change to be felt by nursing staff and by health consumers, effective management strategies need to be developed to accommodate transformation guidelines as outlined by the Reconstruction and Development Programme, the National Health Plan and the Constitution which all emphasize the right to health, hence this study. This study focuses on a primary health care clinics. This is a qualitative, contextual, exploratory and descriptive study with the overall aim of exploring and describing a nursing service strategy for change in Soweto Primary Health clinics where the researcher is employed. To accomplish this aim, the following objectives were formulated: to explore and describe the expectations of the managers and the functional nurses concerning the required nursing service strategy for change within Soweto Primary Health Clinics; to explore and describe the expectations of health consumers concerning the required nursing service strategy for change in Soweto Primary Health Clinics; to describe the required nursing service strategy for Soweto Primary Health Clinics. Through purposive sampling, three focus groups were selected from the role players within Soweto who represent the nursing managers, the functional nurses' and the health consumers in order to infer the required change strategy for the nursing service. i. Data was collected through these focus groups interviews using semi-structured questions. Data management and data analysis was done using the methods of content analysis according to Kerlinger (1986: 480). An research expert, was utilised as a reliability measure to identify and categorise themes separately from the researcher. The categories that emerged were subsequently refined through consensus discussions between the researcher and the independent researcher. Woods and Catanzaro' s measures (1988: 136) to ensure validity and reliability were applied in this study.
- Full Text:
- Authors: Gumede-Hlubi, Ntokozo Rosemary
- Date: 2012-09-12
- Subjects: Nursing services -- Administration -- South Africa -- Soweto , Community health services -- South Africa -- Soweto , Organizational change , Health services administration
- Type: Thesis
- Identifier: uj:10258 , http://hdl.handle.net/10210/7629
- Description: M.Cur. , It is evident that the current political changes presently taking place in South Africa need to be accompanied by a dramatic transformation to accommodate the economic, social, technological and health changes amongst others. The nursing discipline is no exception. For a change to be felt by nursing staff and by health consumers, effective management strategies need to be developed to accommodate transformation guidelines as outlined by the Reconstruction and Development Programme, the National Health Plan and the Constitution which all emphasize the right to health, hence this study. This study focuses on a primary health care clinics. This is a qualitative, contextual, exploratory and descriptive study with the overall aim of exploring and describing a nursing service strategy for change in Soweto Primary Health clinics where the researcher is employed. To accomplish this aim, the following objectives were formulated: to explore and describe the expectations of the managers and the functional nurses concerning the required nursing service strategy for change within Soweto Primary Health Clinics; to explore and describe the expectations of health consumers concerning the required nursing service strategy for change in Soweto Primary Health Clinics; to describe the required nursing service strategy for Soweto Primary Health Clinics. Through purposive sampling, three focus groups were selected from the role players within Soweto who represent the nursing managers, the functional nurses' and the health consumers in order to infer the required change strategy for the nursing service. i. Data was collected through these focus groups interviews using semi-structured questions. Data management and data analysis was done using the methods of content analysis according to Kerlinger (1986: 480). An research expert, was utilised as a reliability measure to identify and categorise themes separately from the researcher. The categories that emerged were subsequently refined through consensus discussions between the researcher and the independent researcher. Woods and Catanzaro' s measures (1988: 136) to ensure validity and reliability were applied in this study.
- Full Text:
Clinical accompaniment of the critical care nursing student
- Authors: Tsele, Nancy Bertha
- Date: 2012-08-15
- Subjects: Nursing students - In-service training - South Africa , Nursing students - Research - South Africa , Nursing - Study and teaching - Research - South Africa , Nurses - Training of - Research - South Africa , Intensive care nursing - Study and teaching - South Africa
- Type: Thesis
- Identifier: uj:9307 , http://hdl.handle.net/10210/5749
- Description: M.Cur. , It is quite explicit that transformation in nursing education on clinical accompaniment of the critical care nursing students in the private hospital critical care units is inevitable. It is needed to accommodate the demands made that nurses should make rapid decisions in the crisis situations, taking responsibility that were previously of those of the physicians resulting in the increased complexity of decision-making. The decision-making skills demands that the nurses should develop the ability for the analytical, critical evaluation, critical thinking and ability of independent judgement of the scientific data as stated by the South African Nursing Council Regulation 2118 (1983:2). It also demands that the registered nurses working in the critical care units be suitably trained by completion of the Intensive Care Nursing Science course as specified by the South African Nursing Council Regulation 85 as amended (Nursing Act of 1978). The critical care nurses are required to integrate both the knowledge of the highly sophisticated technological equipment and also the understanding of the complex patient's problems. It is also explicit that, there is a need to develop the guidelines on clinical accompaniment of the critical care nursing students in the private hospital critical care units as no written guidelines are available. The overall objective of the study is to describe the guidelines on clinical accompaniment of the critical care nursing students in the private hospital critical care units. The guidelines will be utilised as a point of departure for the facilitation of attainment of quality/excellency in nursing education, skills or competency of the critical care nursing students in the private hospital critical care units.
- Full Text:
- Authors: Tsele, Nancy Bertha
- Date: 2012-08-15
- Subjects: Nursing students - In-service training - South Africa , Nursing students - Research - South Africa , Nursing - Study and teaching - Research - South Africa , Nurses - Training of - Research - South Africa , Intensive care nursing - Study and teaching - South Africa
- Type: Thesis
- Identifier: uj:9307 , http://hdl.handle.net/10210/5749
- Description: M.Cur. , It is quite explicit that transformation in nursing education on clinical accompaniment of the critical care nursing students in the private hospital critical care units is inevitable. It is needed to accommodate the demands made that nurses should make rapid decisions in the crisis situations, taking responsibility that were previously of those of the physicians resulting in the increased complexity of decision-making. The decision-making skills demands that the nurses should develop the ability for the analytical, critical evaluation, critical thinking and ability of independent judgement of the scientific data as stated by the South African Nursing Council Regulation 2118 (1983:2). It also demands that the registered nurses working in the critical care units be suitably trained by completion of the Intensive Care Nursing Science course as specified by the South African Nursing Council Regulation 85 as amended (Nursing Act of 1978). The critical care nurses are required to integrate both the knowledge of the highly sophisticated technological equipment and also the understanding of the complex patient's problems. It is also explicit that, there is a need to develop the guidelines on clinical accompaniment of the critical care nursing students in the private hospital critical care units as no written guidelines are available. The overall objective of the study is to describe the guidelines on clinical accompaniment of the critical care nursing students in the private hospital critical care units. The guidelines will be utilised as a point of departure for the facilitation of attainment of quality/excellency in nursing education, skills or competency of the critical care nursing students in the private hospital critical care units.
- Full Text:
The quality of nursing unit management in training hospitals in Namibia
- Van der Westhuizen, Lucille Bertha
- Authors: Van der Westhuizen, Lucille Bertha
- Date: 2012-09-06
- Subjects: Health facilities - Standards - Research - Namibia , Nursing - Standards - Research - Namibia , Health facilities - Risk management - Research - Namibia , Nursing - Quality control - Research - Namibia
- Type: Thesis
- Identifier: uj:9681 , http://hdl.handle.net/10210/7095
- Description: M.Cur. , The study on the quality of nursing unit management was done in the four training hospitals approved for registered nurses' training in Namibia. There are no written standards on the quality of unit management in the hospitals. The objectives of the study were to formulate standards on quality nursing unit management and to evaluate compliance of clinical units with these standards A quantitative, contextual, descriptive and evaluative research design was followed. The study was done in two phases. In phase one, standards were formulated by means of a literature study by the researcher and validated through consensus discussion groups with nurse managers representing the different management levels and clinical disciplines. Purposive sampling was used and 25 participants rated the draft standards for relevance, representativeness, completeness and clarity. A rating instrument for this purpose was attached to the draft standards in the form of a questionnaire, and posted to participants, before the consensus discussion groups. Reliability and validity of the instrument and related items were ensured through the development of a conceptual framework and the consensus discussion groups. The pilot study indicated that a rating scale of 'Compliance', Partial Compliance, 'Non-Compliance' and 'Not Applicable' are more appropriated. Phase two represents the quality survey for the compliance with standards. The sample for the quality survey included 60 units from all four hospitals, representative of all clinical disciplines. Data was collected by means of interviews, observation and document analysis, using an evaluation instrument. Two surveyors, the researcher and a colleague, both lecturers from the Department of Nursing, University of Namibia, were involved in the data collection process. Double evaluations were done in 19 clinical units, representing 31,7% of the total clinical units (n=60), and the researcher alone evaluated 41 units, representing 68,3%. A high inter-rater reliability between the ratings of the surveyors was proven. The ethical principles of informed consent and anonymity have been adhered to throughout the study. Data was analysed through statistical analysis and are presented as descriptive statistics and comparative statistics. The findings revealed that, although unit nurse managers emphasise unit organisation, the quality of nursing unit management in the training hospitals in Namibia is poor. The findings also revealed that a need exists to empower nurse managers through in-service education on strategic planning as well as quality management in general. The recommendations from this study are to make written standards available, to empower nurse managers in quality management, to validate standards for quality nursing unit management nationally in the Namibian hospitals and for further research.
- Full Text:
- Authors: Van der Westhuizen, Lucille Bertha
- Date: 2012-09-06
- Subjects: Health facilities - Standards - Research - Namibia , Nursing - Standards - Research - Namibia , Health facilities - Risk management - Research - Namibia , Nursing - Quality control - Research - Namibia
- Type: Thesis
- Identifier: uj:9681 , http://hdl.handle.net/10210/7095
- Description: M.Cur. , The study on the quality of nursing unit management was done in the four training hospitals approved for registered nurses' training in Namibia. There are no written standards on the quality of unit management in the hospitals. The objectives of the study were to formulate standards on quality nursing unit management and to evaluate compliance of clinical units with these standards A quantitative, contextual, descriptive and evaluative research design was followed. The study was done in two phases. In phase one, standards were formulated by means of a literature study by the researcher and validated through consensus discussion groups with nurse managers representing the different management levels and clinical disciplines. Purposive sampling was used and 25 participants rated the draft standards for relevance, representativeness, completeness and clarity. A rating instrument for this purpose was attached to the draft standards in the form of a questionnaire, and posted to participants, before the consensus discussion groups. Reliability and validity of the instrument and related items were ensured through the development of a conceptual framework and the consensus discussion groups. The pilot study indicated that a rating scale of 'Compliance', Partial Compliance, 'Non-Compliance' and 'Not Applicable' are more appropriated. Phase two represents the quality survey for the compliance with standards. The sample for the quality survey included 60 units from all four hospitals, representative of all clinical disciplines. Data was collected by means of interviews, observation and document analysis, using an evaluation instrument. Two surveyors, the researcher and a colleague, both lecturers from the Department of Nursing, University of Namibia, were involved in the data collection process. Double evaluations were done in 19 clinical units, representing 31,7% of the total clinical units (n=60), and the researcher alone evaluated 41 units, representing 68,3%. A high inter-rater reliability between the ratings of the surveyors was proven. The ethical principles of informed consent and anonymity have been adhered to throughout the study. Data was analysed through statistical analysis and are presented as descriptive statistics and comparative statistics. The findings revealed that, although unit nurse managers emphasise unit organisation, the quality of nursing unit management in the training hospitals in Namibia is poor. The findings also revealed that a need exists to empower nurse managers through in-service education on strategic planning as well as quality management in general. The recommendations from this study are to make written standards available, to empower nurse managers in quality management, to validate standards for quality nursing unit management nationally in the Namibian hospitals and for further research.
- Full Text:
'n Posgraderingstelsel vir verpleegkundiges in 'n privaatgesondheidsdiens
- Paolini, Magdalena Wilhelmina
- Authors: Paolini, Magdalena Wilhelmina
- Date: 2012-09-11
- Subjects: Nursing - Job descriptions , Nursing services - Administration , Job analysis
- Type: Thesis
- Identifier: uj:10066 , http://hdl.handle.net/10210/7453
- Description: D.Cur. , The aim of this study was to describe a job grading system for nurses in a specific private health service. Nursing personnel form a significant component of the manpower in private health services and must therefor be utilized in the most costeffective manner. The Labour Relations Act (South Africa, 1996) demands that the principles of fair labour practice must be applied in all dimensions of personnel management. In the dynamic relationship between the employer and employee within private health services, the nurse as employee has the right to fair labour practice. The job grading system is described by means of a qualitative, exploratory and descriptive research design within the context of a specific private health service in South-Africa. The system is described according to the Paterson job grading system (1957), the NIPN-Q system of the Institute for Personnel Management, the Peromnes system, the Hay-method and the JE Manager method of job grading. The methodological assumptions of the study are based on Botes' research model (1994) which implies a functional approach to the practice of Nursing Science. The context of the study is a particular private health service where all categories of nurses are employed. The aim of the system is the facilitation of fair labour practice as included in the legislation concerning labour relations. Within the context of this study, the implementation of the job grading system is the duty of the nursing human resources manager and to function as agent for the implementation of the job grading system implies specific internal sources such as abilities, attitudes and values in order to facilitate fair labour practice. The study takes place in four phases. During phase one of the study the expectations of the role-players with regard to a job grading system for nurses in a particular private health service were explored and described by means of focus group interviews as well as individual interviews with top management and supported by literature. Applying the strategies as suggested by Lincoln and Guba (1985:290) ensured trustworthiness. From this data a total of twenty-one statements were formulated. A theoretical framework for the job grading system was described during phase two of the study based on the identified concepts and relevant national and international literature. During the description of the theoretical framework, deductive logic was utilized to formulate statements for each concept. At the end of the theoretical framework, six sets of statements were formulated with a total of fifty statements. The contents of the job grading system were derived from the generated statements of the expectations and the statements from the conceptual framework by means of deductive and inductive logic. During phase three of the study, which comprised the development of the job grading system, the system was validated and refined by a representative profile of the different role-players. The system was also made available in English and guidelines for implementation was described. The emphasis in the guidelines is based on the principles of democracy and the facilitation of fair labour practice. During phase four of the study the system was validated and evaluated for its' operationalization value by means of individual application of the system by nurses holding certain posts in the specific private health care service. Content validity was determined by means of a content validity index as described by Lynn (1986). The unique contribution of this study is the description of a job grading system for nurses with fair labour practice as purpose. The strength of the study is grounded in the verification, validation and operationalization of the system, which is significant of the implement value of the system in the practice.
- Full Text:
- Authors: Paolini, Magdalena Wilhelmina
- Date: 2012-09-11
- Subjects: Nursing - Job descriptions , Nursing services - Administration , Job analysis
- Type: Thesis
- Identifier: uj:10066 , http://hdl.handle.net/10210/7453
- Description: D.Cur. , The aim of this study was to describe a job grading system for nurses in a specific private health service. Nursing personnel form a significant component of the manpower in private health services and must therefor be utilized in the most costeffective manner. The Labour Relations Act (South Africa, 1996) demands that the principles of fair labour practice must be applied in all dimensions of personnel management. In the dynamic relationship between the employer and employee within private health services, the nurse as employee has the right to fair labour practice. The job grading system is described by means of a qualitative, exploratory and descriptive research design within the context of a specific private health service in South-Africa. The system is described according to the Paterson job grading system (1957), the NIPN-Q system of the Institute for Personnel Management, the Peromnes system, the Hay-method and the JE Manager method of job grading. The methodological assumptions of the study are based on Botes' research model (1994) which implies a functional approach to the practice of Nursing Science. The context of the study is a particular private health service where all categories of nurses are employed. The aim of the system is the facilitation of fair labour practice as included in the legislation concerning labour relations. Within the context of this study, the implementation of the job grading system is the duty of the nursing human resources manager and to function as agent for the implementation of the job grading system implies specific internal sources such as abilities, attitudes and values in order to facilitate fair labour practice. The study takes place in four phases. During phase one of the study the expectations of the role-players with regard to a job grading system for nurses in a particular private health service were explored and described by means of focus group interviews as well as individual interviews with top management and supported by literature. Applying the strategies as suggested by Lincoln and Guba (1985:290) ensured trustworthiness. From this data a total of twenty-one statements were formulated. A theoretical framework for the job grading system was described during phase two of the study based on the identified concepts and relevant national and international literature. During the description of the theoretical framework, deductive logic was utilized to formulate statements for each concept. At the end of the theoretical framework, six sets of statements were formulated with a total of fifty statements. The contents of the job grading system were derived from the generated statements of the expectations and the statements from the conceptual framework by means of deductive and inductive logic. During phase three of the study, which comprised the development of the job grading system, the system was validated and refined by a representative profile of the different role-players. The system was also made available in English and guidelines for implementation was described. The emphasis in the guidelines is based on the principles of democracy and the facilitation of fair labour practice. During phase four of the study the system was validated and evaluated for its' operationalization value by means of individual application of the system by nurses holding certain posts in the specific private health care service. Content validity was determined by means of a content validity index as described by Lynn (1986). The unique contribution of this study is the description of a job grading system for nurses with fair labour practice as purpose. The strength of the study is grounded in the verification, validation and operationalization of the system, which is significant of the implement value of the system in the practice.
- Full Text:
- «
- ‹
- 1
- ›
- »