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Volume 17, Issue 54 (2024)
JMED 2024, 17(54): 111-121 |
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Barnes T, Boohene D. Performance execution practices of nurse managers: Evidence from a teaching hospital. JMED 2024; 17 (54) :111-121
URL: http://edujournal.zums.ac.ir/article-1-1949-en.html
URL: http://edujournal.zums.ac.ir/article-1-1949-en.html
1- Master of Philosophy in Nursing, University of Ghana, Ghana. , theresaakosua35@gmail.com
2- Ph.D in Development Economics, University of Energy and Natural Resources, Ghana.
2- Ph.D in Development Economics, University of Energy and Natural Resources, Ghana.
Abstract: (1665 Views)
Background & Objective: The role of Nurse Managers (NMs) is at the core of the successful implementation of performance management practices in hospitals. Although effective performance planning practices are crucial to the success of every organization, the implementation of the plans is equally important. This study aims to assess the performance execution practices of NMs from the perspective of nurses in a teaching hospital.
Material & Methods: A cross-sectional study was conducted to examine the performance execution practices of NMs in a teaching hospital between 2017 and 2018. Quantitative data was collected using a modified structured questionnaire based on the Aguinis model of performance management. The study sampled 341 nurses using a proportionately stratified sampling technique from the 12 sub-Budget Management Committees (sub-BMCs). Data was analyzed using descriptive (mean, standard deviation, frequencies, and percentages) and inferential statistics (standard multiple regression).
Results: The results of the study show that the overall performance execution practices were above average, with a total mean score of 3.23 and a standard deviation of 1.93. Again, 54.5% of the nurses were satisfied with the performance execution practices of their nurse manager. Results from the multiple regression indicate that NM’s training (β = 0.206, p < 0.001) and interpersonal relations (β = 0.314, p < 0.001) between NM and nurses had a significant positive effect on execution practices, whereas nurses’ years of work (β = -0.204, p < 0.001) with their manager had a significant negative effect. However, performance execution practices are challenged by poor supervision, inadequate human and material resources, and a lack of performance management training, as indicated by respondents.
Conclusion: The findings showed that the performance execution practices were above average from the nurses point of view. Therefore, NMs should be equipped with the necessary skills through periodic in-service training and adequate resources. This will foster a positive environment for nurse education and the implementation of performance execution practices.
Material & Methods: A cross-sectional study was conducted to examine the performance execution practices of NMs in a teaching hospital between 2017 and 2018. Quantitative data was collected using a modified structured questionnaire based on the Aguinis model of performance management. The study sampled 341 nurses using a proportionately stratified sampling technique from the 12 sub-Budget Management Committees (sub-BMCs). Data was analyzed using descriptive (mean, standard deviation, frequencies, and percentages) and inferential statistics (standard multiple regression).
Results: The results of the study show that the overall performance execution practices were above average, with a total mean score of 3.23 and a standard deviation of 1.93. Again, 54.5% of the nurses were satisfied with the performance execution practices of their nurse manager. Results from the multiple regression indicate that NM’s training (β = 0.206, p < 0.001) and interpersonal relations (β = 0.314, p < 0.001) between NM and nurses had a significant positive effect on execution practices, whereas nurses’ years of work (β = -0.204, p < 0.001) with their manager had a significant negative effect. However, performance execution practices are challenged by poor supervision, inadequate human and material resources, and a lack of performance management training, as indicated by respondents.
Conclusion: The findings showed that the performance execution practices were above average from the nurses point of view. Therefore, NMs should be equipped with the necessary skills through periodic in-service training and adequate resources. This will foster a positive environment for nurse education and the implementation of performance execution practices.
Keywords: performance execution, performance execution practices, nurse manager, performance planning, teaching hospital
Article Type : Orginal Research |
Subject:
Medical Education
Received: 2023/05/23 | Accepted: 2023/11/13 | Published: 2024/05/10
Received: 2023/05/23 | Accepted: 2023/11/13 | Published: 2024/05/10
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