Design and Validation of a Questionnaire to Measure Patient Experience in Relation to Hospital Nursing Care.

The objective has been to develop and validate a questionnaire to know patient experience in relation to nursing care during their hospital stay in the Spanish healthcare setting. To know patient experience will improve the quality of care of the healthcare system; therefore, we must count on validated tools so it can be evaluated in an accurate way. METHOD: a questionnaire containing 29 items alongside socio-demographic questions was developed. It was distributed to 158 patients admitted to a tertiary hospital. The psychometric properties were assessed through principal components analysis and confirmatory factor analysis to evaluate construct validity, employing Cronbach's alpha to test reliability. RESULTS: The final tool contains 17 items grouped into 5 dimensions: interrelations, nursing care, information during hospital stay, information about patient's rights, and discharge information. Two additional questions related to pain were added. The questionnaire showed adequate validity and reliability. CONCLUSIONS: we describe a new tool validated and adapted to the Spanish healthcare setting with adequate validity and reliability to assess patient experience with nursing professionals during hospital stay. This tool will serve to identify areas for improvement in hospital nursing care and as an instrument in the management and supervision of nursing teams.

Nurse Manager Span of Control in Hospital Settings: An Integrative Review.

BACKGROUND: Nurse managers face great challenges in responding to organizational demands. There exists a general mismatch between managerial span of control and the demands of the job post, which can lead to overburdening and attrition. The aim of this review was to identify the effects of the nurse manager span of control on hospital organizations. METHODS: An integrative literature review was carried out on nurse manager span of control using the Medline, Embase and Web of Science databases. RESULTS: 21 articles were included. Our findings indicate that the span of control of nursing managers influences outcomes in inpatients, professionals, nurse managers, and the organization. CONCLUSIONS: The span of control of each nurse manager must be assessed and adjusted to each case. An appropriate span of control will lead to improved outcomes for stakeholders and the organization as a whole. IMPLICATIONS FOR NURSING MANAGEMENT: Tools must be developed and implemented to measure and evaluate the span of control of nurse managers. This study was not registered.

Stress impact of COVID-19 in nurse managers.

Background: The COVID-19 pandemic has directly affected specially nurses, not only those on the front lines but also nurse managers. Aims: To assess and compare stress levels of nurse managers before and during the pandemic, and to identify predictive factors. Method: Cross-sectional studies were carried out in two moments, before and during pandemic. 102 manager nurses were recruited before the sanitary crisis (2018) and 87 during the health crisis (2020). Perceived stress was measured with the Perceived Stress Scale-14 and quality of professional life, job demands, motivation and managerial support were assessed with the Professional Quality of Life Questionnaire. Socio-demographic and job-related variables were also analysed. Statistical analysis was performed using student's t-test, correlations and multiple regression analysis. Results: The majority of nurse managers were women, married, who worked the morning shift. 78.2% managed nursing personnel who worked with COVID patients. They suffered a significant increase in both job demands and perceived stress level in the pandemic. Job demands, working in shifts morning, being young and being unmotivated were predictors of perceived stress level according to multiple linear regression analysis. Conclusion: Perceived stress was greatest during the COVID-19 pandemic. Both, before and during the pandemic, job demands are central predictors of nurse managers' general perceived stress. It is necessary to adapt the workplace to personal characteristics of the nurse manager and increase actions to enhance their motivation and reduce their job demands to prevent stress.

Positive Psychology: Supervisor Leadership in Organizational Citizenship Behaviors in Nurses.

INTRODUCTION: In nursing, identifying factors encouraging positive work attitudes is extremely important since a nurse's performance directly impacts the quality of the care they provide, and, therefore, their patients' health. OBJECTIVE: The main objective of this research is to analyze whether the supervisor-nurse relationship is positively correlated with a nurse's organizational citizenship behaviors. Thus, we established a main hypothesis as follows: the quality of the supervisor-nurse interpersonal relationship is positively related to the job satisfaction of the nurse, controlled by moderating the effects of psychological empowerment, the perceived organizational support, and leader-leader exchange. METHODOLOGY: This is a cross-sectional descriptive study with individuals as the units of analysis. The population studied comprised all the nurses and supervisors working in nine public hospitals in the autonomous community of Aragon (Spain). The sample consisted of 2541 nurses, 192 supervisors, and 2500 paired dyads. Self-report questionnaires were used to ensure workers' anonymity. The dependent variable was the nurse's organizational citizenship behaviors; the main independent variable was the supervisor's leadership; the moderating variables were the nurse's empowerment, the organizational support the nurse perceived, and the quality of the supervisor-superior relationship. RESULTS: Empirical evidence demonstrates that the quality of the supervisor-nurse relationship is positively correlated with organizational citizenship behaviors. The results also confirm the moderating effect of nurses' empowerment and of the organizational support they perceive. DISCUSSION: Our research shows how important it is for organizations to establish management practices promoting high-quality nurse-supervisor relationships; thus, hospital management should monitor both the supervisors' performance and leadership. CONCLUSIONS: The quality of the relationship the supervisor establishes with their nurses is vitally important since it is a necessary requirement for beneficial results for the organization as a result of citizenship behavior practice.

Sleep disturbances in nurse managers during the early and late stages of the COVID-19 pandemic.

Introduction: Working conditions during the COVID-19 pandemic have affected health professionals' quality of sleep. To date, most of the studies that assess the impact of the COVID-19 pandemic on sleep have been carried out with front-line health personnel, and almost none of them have been carried out with managers. Objective: To evaluate the quality of sleep and the level of stress in nurse managers during the early and late stages of the COVID-19 pandemic. Methods: Cross-sectional studies were carried out at two time points: after the lockdown period (July 2020) and a year and a half after the start of the pandemic (October 2021). A total of 102 nurse managers of a tertiary hospital were invited to participate. The Perceived Stress Scale (PSS-14) and Pittsburgh Sleep Quality Index (PSQI) were administered to assess stress levels and sleep quality. Results: The response rate was 85.2% in 2020 and 81.3% in 2021. Nursing managers showed alterations in sleep quality throughout the pandemic: 70.1% after confinement and 61.4% at the beginning of the second wave. In addition to stress, the fear of contagion by COVID-19 influenced sleep problems. More than a year after the start of the pandemic, the professionals' fear of contagion decreased. Perceived stress also decreased, but sleep disturbances remained. Conclusion: High stress and poor sleep quality among nurse managers require special attention, and specific interventions need to be implemented. Hospitals should develop programs that help nurse managers develop skills to mitigate stress levels and thus improve sleep quality and professional quality of life.

The Quality of the Supervisor-Nurse Relationship and Its Influence on Nurses' Job Satisfaction.

BACKGROUND: Leader-Member Exchange theory provides strategic information about how to improve the leader's role and nurses' satisfaction on healthcare organizations. OBJECTIVES: The main objective of this research was to study the quality of the supervisor-nurse relationship in relation to the nurses' job satisfaction. This research also analyses how the relationship between Leader-Member exchanges and nurse job satisfaction could be moderated by other variables, such as nurse psychological empowerment, nurse-perceived organizational support and Leader-Leader Exchange. METHODS: The sample comprises of 2541 registered nurses who work in public hospitals in the Autonomous Region of Aragon (Spain). Regression analyses were conducted. RESULTS: The statistically significant results demonstrate the influence that the supervisor's leadership exerts on the job satisfaction of the nurse. CONCLUSIONS: The moderating variables (Empowerment, Perceived Organizational Support and Leader-Leader relationship) play an important role explaining the job satisfaction of the nurse. Deepening in these relationships could help us implement precise strategies to improve the nurse organizational commitment and the quality of health care performance.

The Correlation between Leader-Member Exchange and Organisational Commitment among Spanish Registered Nurses: The Moderating Role of Sex and Hospital Size.

The role of the supervisor in hospitals is to oversee and encourage the active work participation of registered nurses. In this context, leadership should be focused on the creation of a positive environment for the generation of high-quality care and the development of attitudes that have a beneficial influence on the work of the registered nurse. The aims of this study have been: (i) To verify if the quality of the supervisor-nurse interpersonal relationship was correlated with organisational commitment; (ii) to establish if the correlation could be moderated by empowerment, perceived organisational support, and leader-leader exchange. A cross-sectional survey with self-report questionnaires was performed. A total of 2541 registered nurses from nine public hospitals participated in the study. They completed scales measuring leader-member exchange, commitment, empowerment, perceived organisational support, and leader-leader exchange. There was a positive correlation between the quality of the leader-member exchange and commitment. Leader-leader exchange has a moderating effect on this relationship. The moderating effects of empowerment, perceived organisational support, and leader-member exchange on the supervisor-nurse interpersonal relationship and the nurse's organisational commitment are influenced by sex and/or hospital size. Organisations should design supervisor training strategies aimed at establishing high-quality supervisor-nurse interpersonal relationships.

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