Effects of a Cognitive-Behavioral-Integrated Musical Rhythms Intervention on Anger: A Randomized, Single-Blind Factorial Trial.

The current study aimed to determine the effects of a cognitive-behavioral-integrated musical rhythms intervention among nursing students at risk for experiencing anger. A randomized, single-blind factorial trial was conducted with 38 students who had above average trait anger scores. Group interventions were held over five sessions. Data were collected using pre-/posttest and follow-up measurements with the State-Trait Anger Expression Inventory and were analyzed using factorial analysis of variance. There were differences between groups in terms of trait anger (F[6, 68] = 22.64), anger control (F[6, 68] = 9.02), anger-out (F[6, 68] = 15.87), and anger-in (F[6, 68] = 10.89) (p < 0.05). Impact of the research was determined as strong/very strong in the time-group interaction. The newly developed intervention reduced students' tendencies to experience inappropriate expressions of anger more effectively and proved to have a stronger effect than other interventions. This intervention can be used to regulate nonpathological anger in adults and is recommended for researchers and practitioners who specialize in public mental health. [Journal of Psychosocial Nursing and Mental Health Services, 60(4), 28-38.].

Effect of a Solution-Focused Approach on Self-Efficacy and Self-Esteem in Turkish Adolescents With Attention-Deficit/Hyperactivity Disorder.

The aim of the current research was to evaluate the effect of a solution-focused approach on levels of self-efficacy and self-esteem in adolescents with attention-deficit/hyperactivity disorder (ADHD). A mixed design was used, where the quantitative aspect was a randomized controlled study and the qualitative aspect was a case study design. Adolescents with ADHD (N = 41) were randomized into intervention or control groups. Control groups received existing treatment in outpatient clinics, whereas interviews based on a solution-focused approach were conducted with the intervention groups. After the interventions, differences were noted between groups with time, self-efficacy, and self-esteem, with increases in self-efficacy and self-esteem. Significant differences were found between postintervention and follow-up scores. Six themes were determined in the qualitative findings. Nurses in the adolescent mental health field can use the principles and techniques of the solution-focused approach when providing care. [Journal of Psychosocial Nursing and Mental Health Services, 57(11), 45-55.].

An examination of the correlation between nurses' organizational trust and burnout levels.

INTRODUCTION: Decrease in the organizational trust level of nurses, leads to increase turnover rate of nurses, causes an increase in workload, causes a decrease in motivation and quality of patient care. The results caused by the lack of organizational trust is important for both individuals and organizations. AIM: To investigate the relationship between nurses' organizational trust and burnout level. METHOD: This descriptive and relational study is carried out at an university hospital with 155 nurses who were agreed to participate. Data were collected with Identifying Information Form, Organizational Trust Inventory and Maslach Burnout Inventory. Data were analyzed with numbers, percentage, mean standard deviation, spearman correlation analysis and multiple linear regression. FINDINGS: A negative, very weak and statistically significant relationship was found between emotional exhaustion level and trust in employer level (r = 0.304, p < 0.01) and trust in institution level (r = 0.335, p < 0.01); a negative, very weak and statistically significant relationship was found between emotional exhaustion level and trust in colleagues level (r = 0.240, p < 0.01); between depersonalization level and trust in employer level (r = 0.315, p < 0.01); between depersonalization level and trust in colleagues level (r = 0.282, p < 0.01); between reduced personal accomplishment level and trust in employer level (r = 0.238, p < 0.01). RESULTS: It was concluded that there was a statistically significant relationship between the nurses' organizational trust level and burnout level. In addition, organizational trust was a significant predictor of emotional exhaustion, depersonalization and reduced personal accomplishment level.

Role of Emotional Intelligence in Conflict Management Strategies of Nurses.

PURPOSE: This study analyzes the emotional intelligence levels and conflict management strategies of nurses and the association between them. METHODS: This cross-sectional, descriptive study was conducted with 277 nurses in a stratified random sample from a university hospital in Turkey. The data were collected from nurses who gave their informed consent to participate using a personal information form, the Rahim Organizational Conflict Inventory-II and Bar-On's Emotional Quotient Inventory (EQ-I). Data were assessed by descriptive statistics, t tests, and Pearson correlation analyses, using SPSS software. RESULTS: The levels of the nurses' strategies were as follows: avoiding (M = 2.98), dominating (M = 2.76), and obliging (M = 2.71) were medium; compromising (M = 1.99) and integration (M = 1.96) were low. The levels of the emotional intelligence of nurses (mean = 2.75) were medium on a 5-point scale. Integration (r = .168), obliging (r = .25), dominating (r = .18), and compromising (r = .33), which are conflict management strategies, were positively correlated with scores of emotional intelligence, and avoiding (r = -.25) was negatively correlated with scores of emotional intelligence (p < .05). CONCLUSIONS: The study determined that nurses' emotional intelligence affects conflict management strategies. To use effective strategies in conflict management, nurses must develop emotional intelligence. Training programs on conflict management and emotional intelligence are needed to improve effective conflict management in healthcare facilities.