Publication: Hemşirelik hizmetleri yönetiminde çalışanları güçlendirme
Abstract
1.ÖZET HEMŞİRELİK HİZMETLERİ YÖNETİMİNDE ÇALIŞANLARI GÜÇLENDİRME Çalışanları güçlendirme örgüt açısından büyük bir değer taşımaktadır. Örgütler çalışanlarını güçlendirdiği zaman süreçleri ve kararları sürekli olarak sorgulayan, örgütü harekete geçiren çalışanlara sahip olacaklardır. Araştırma, İstanbul ilindeki, 17 özel hastanede görev yapan, 183 yönetici hemşire ve 470 hemşire ile, çalışanların güçlendirilmesini belirlemek amacıyla tanımlayıcı olarak planlanmıştır. Veri toplama aracı olarak yönetici hemşire ve hemşirelerin tanıtıcı özelliklerini içeren bilgi formu ve “Güçlendirme Anket Formu” kullanılmıştır. Veriler, yüzdelik, aritmetik ortalama, t testi, Korelasyon analizi ve Anova karşılaştırma testi ile değerlendirilmiştir. Yönetici hemşirelerin güçlendirme puan ortalaması (4.34 ± 0.61), hemşirelerin ise (3.57 ± 0.86)’dır.Yönetici hemşirelerin, hemşirelere göre güçlendirme puanları daha yüksek olup, istatistiksel olarak anlamlı bir fark saptanmıştır (p<0.05). Yönetici hemşirelerin %85.4’ü hastanelerinde çalışanlarına güçlendirme çalışması yapmaktadır ve güçlendirme puan ortalaması (4.50 ± 0.47)’dır. Hemşirelerin ise %77.6’sı hastanelerinde güçlendirme çalışmaları yapıldığını belirtmiş ve güçlendirme puan ortalaması (3.72 ± 0.81) olarak bulunmuştur. Yönetici hemşire ve hemşirelerin, görev tanımlarının olması, eğitsel faaliyetlere katılmaları, kurumun fiziksel/ sosyal şartları, ekip çalışmasının olması, motivasyon ve güven güçlendirmeyi etkileyen faktörler olarak bulunmuştur. Elde edilen sonuçlar ışığında, hemşirelik hizmetlerinde güçlendirme çalışmalarının benimsenmesini ve uygulanmasını sağlamak amacı ile öneriler getirilmiştir. 2.
PERSONNEL EMPOWERMENT IN NURSING MANAGEMENT It is very essential to empower the personnel in organisations. Only this way can the organisations have incentive personnel questioning all the stages and decisons in a process. This study was planned to describe the factors related to the empowerment of the nursing personnel and was carried out in the 17 private hospitals in İstanbul among 183 nursing managers and 470 nurses. Information forms involving the descriptive properties of the nursing managers and the nurses, in addition to the ‘Empowerment Questionnaire’ were used to obtain data. The data were analysed using percentages, arrythmetic means, Student’s T test, corelation analysis, and analysis of variance (Anova). The mean empowerment score of the nursing managers was higher than the nurses (4.34 ± 0.61), and (3.57 ± 0.86), and this difference was statistically significant (p<0.05). 85.4% of the nursing managers were doing personnel empowerment studies in their hospitals and their mean empowerment score was (4.50 ± 0.47). On the other hand 77.6% of the nurses have stated that empowerment studies are done in their hospitals, and their mean empowerment score was calculated to be (3.72 ± 0.81). Presence of a ‘job description’ of the nursing managers and the nurses, their attending educational activities, physical and social conditions of the organisation, presence of a team-work, motivation and trust are found to be the major factors influencing empowerment. In the light of the results, this study also brings proposals aiming the adoption and application of empowerment studies in nursing services.
PERSONNEL EMPOWERMENT IN NURSING MANAGEMENT It is very essential to empower the personnel in organisations. Only this way can the organisations have incentive personnel questioning all the stages and decisons in a process. This study was planned to describe the factors related to the empowerment of the nursing personnel and was carried out in the 17 private hospitals in İstanbul among 183 nursing managers and 470 nurses. Information forms involving the descriptive properties of the nursing managers and the nurses, in addition to the ‘Empowerment Questionnaire’ were used to obtain data. The data were analysed using percentages, arrythmetic means, Student’s T test, corelation analysis, and analysis of variance (Anova). The mean empowerment score of the nursing managers was higher than the nurses (4.34 ± 0.61), and (3.57 ± 0.86), and this difference was statistically significant (p<0.05). 85.4% of the nursing managers were doing personnel empowerment studies in their hospitals and their mean empowerment score was (4.50 ± 0.47). On the other hand 77.6% of the nurses have stated that empowerment studies are done in their hospitals, and their mean empowerment score was calculated to be (3.72 ± 0.81). Presence of a ‘job description’ of the nursing managers and the nurses, their attending educational activities, physical and social conditions of the organisation, presence of a team-work, motivation and trust are found to be the major factors influencing empowerment. In the light of the results, this study also brings proposals aiming the adoption and application of empowerment studies in nursing services.