Search results

This paper aims to explore the value that care from a primary mental health care nurse (PMHCN) can bring to people with mental health (MH) problems in health-care delivery.

This study used a focus group of 20 PMHCNs working in primary care (PC) health settings in Saudi Arabia before using thematic content analysis to describe and explore their views and experiences of the integration of MH care into PC units. The researchers used a semi-structured interview format, which began with open-ended probes and proceeded to use of theoretical sampling based on emerging data related to their experiences and perceptions in the integration process.

Four main themes were derived from the thematic analysis of interviews: collaboration, knowledge and experience, awareness and orientation care and influential role.

This study’s use of qualitative research methods has certain limitations, including the small sample size of 20 participants, which means that it may not be representative of all primary MH nurses in primary health-care centers in Saudi Arabia. To make the results applicable to a broader audience, the researcher sought to moderate this limitation by including participants with extensive experience in multiple settings and nurses of different ages.

The cost implications of the PMHCN service are not yet comprehensively understood, but it is apparent that this model is not only regarded extremely positively by MH practitioners but may also have significant benefits in terms of patient outcomes. The configuration of local services and relevant patient demographics will affect the extent to which this study’s findings are transferable. Meanwhile, further research in this area could seek to provide further evidence about the aspects of the PMHCN service model, such as secondary care referrals and waiting times, accident and emergency attendances and patient recovery rates and the impact of providing such a service on health-care practitioners as well as its cost-effectiveness.

This study’s findings suggest that PMHCNs believe that their care improves the quality of PC for patients in PC settings. Elements of the PC placement that professionals particularly valued include their ability to assist patients in their own community and the inclusion of volunteer stakeholders who act as preceptors. The participants expressed a need for improvement of policy related to referrals within the clinics.

The purpose of this study was to make sense of the individual perspectives of former undergraduate student mentors from science, technology, engineering, and mathematics (STEM) fields who took part in an after-school STEM mentoring program. The study examined the following research questions: (1) How do former undergraduate student STEM mentors interpret and give meaning to their after-school STEM mentoring experiences? (2) In what way can an after-school STEM mentoring experience lead to a deeper understanding of the long-term implications of a STEM mentorship program?

The sample comprised 21 former undergraduate STEM mentors. The study was guided by the methods of content analysis and repertory grid (RepGrid), with data collected via highly structured interviews. Eight elements were pre-selected for the RepGrid to elicit constructs from participants. These include (1) mentoring, (2) teaching, (3) research, (4) career, (5) workforce, (6) Nebraska STEM for you (NE STEM 4U), (7) networking, and (8) communication. The researcher employed content analysis for cross-case analysis and used interpretative clustering to analyze nuanced similarities and differences among participants. Personal construct theory was used to understand how former STEM mentors made sense of their experiences.

The results highlight the diversity of viewpoints among participants, as well as their connections to various career paths, communication strategies, and mentorship styles. These insights contribute to a deeper understanding of how STEM mentorship experiences can be tailored to the experiences of mentees. The study stresses the significance of clear communication in STEM and advises professionals to avoid excessive technical jargon to convey complex ideas. Overall, the study provides valuable insights into the motivations, perspectives, and benefits of former undergraduate mentors. Ultimately, recognizing how these factors impact STEM mentoring programs is vital for the long-term success and advancement of the STEM pipeline.

The study has several limitations, including the inclusion of participants lacking knowledge or experience with the eight elements used in the RepGrids. While participants had completed a bachelor’s degree in a STEM field, not all had pursued advanced schooling or careers that required knowledge or implementation of research.

Findings underscore the importance of acknowledging the diverse career paths within STEM fields to understand participants’ perspectives toward mentorship. Considering the incorporation of STEM mentorship within regular school hours and making it a graduation prerequisite could enhance student participation and advancement. Integrating STEM outreach programs into higher education curricula could facilitate the development of essential professional skills (e.g. critical thinking, problem-solving) among STEM undergraduate students. These implications highlight the importance of diverse mentorship styles and professional skills to foster a more inclusive STEM workforce.

The study focused on the individual perspectives of participants rather than employing a thematic analysis.

Despite a growing awareness of the gap between professional expectations and competence, there has been no comprehensive appraisal of sustainable food systems (SFS) education within dietetics and nutrition programs to date. Dietitians and nutritionists play important roles in promoting sustainability yet many perceive themselves to be inadequately trained. The purpose of this study was to explore how, and to what degree, SFS education is incorporated into accredited nutrition and dietetics programs in the United Kingdom, Australia and Canada.

A content analysis of course descriptions from program websites was conducted between 2021 and 2022. Courses were reviewed, analyzed and evaluated using a novel sustainability metric.

SFS is integrated into the education environment of some, but not all, dietetics and nutrition programs to varying degrees (no, partial and full). Partial and full integration was present in a small percentage of courses, with a larger percentage in nutrition programs. SFS education was offered more often through a single unit than a dedicated course. Twelve best practice examples of courses dedicated to SFS were identified. In the UK, their focus was nutrition and diet, contrasting food and food systems in Australia and Canada.

These findings provide insight into SFS education for professional societies, instructors and program directors. Through intentional curricular design considerations supported by this study, program leads can take small conscious reorganizational steps to integrate SFS. This study offers a sound methodology to initiate and benchmark further assessment and a novel approach for other professions looking to equip their future workforce through SFS education.

The purpose of this paper is to explore flood-prone area residents' preferences of flood-resilient housing technologies (HTs), to understand the factors influencing their choices. Flood-resilient HTs can reduce damage and disruption at a household level, particularly in areas where large-scale community schemes are not available or feasible. People’s perception of floods and their preferences of flood-resilient HTs are among many very important factors influencing the adoption of these technologies. Therefore, these perceptions and preferences must be well understood before implementation of these technologies can occur. However, studies on these two important factors are lacking in literature, particularly in the sub-Saharan African context.

Nigerian residents’ preferences of flood-resilient HTs were explored by focusing on five frequently flooded areas around the Niger and Benue river basins in Kogi State, Nigeria. Thirty-eight chat, video and voice call interviews were conducted with participants across five case study areas: Lokoja, Idah, Bassa, Ajaokuta and Koton Karifi. The interviews, informed through an illustrated brochure, covered residents’ experiences and perceptions of floods. This was done to gain an understanding of the factors influencing the choice of flood-resilient HTs adopted and those preferred.

This study confirms that residents in these five focus areas show similar characteristics to other floodplain residents as encapsulated in protection motivation theory. The flood-resilient HTs discussed in this study include flood-avoidance, flood-recoverability and flood-resistance strategies, as well as neighbourhood-scale approaches. Flood-resistance and flood-recoverability strategies rated highly in terms of suitability and envisaged efficiency in mitigating flooding in Kogi State. Although the measures were mostly agreed to be potentially effective and successful on a household scale, there were concerns as to flood mitigation on a neighbourhood scale.

Pre-existing flood-resilient HTs were not extensively discussed in the literature review but were included to have a sense of the participants’ mitigation behaviour, as well as their potential to adopt (or not) new measures after adopting previous ones.

The results provide supporting evidence of the factors influencing the choice of and/or intention to adopt flood-resilient HTs, highlighted in literature. Results also contribute to literature by providing further insight into flood-resilient measures already adopted by residents, as well as their preferred HTs from the options presented. The implications of these findings and methodological considerations in this research are fully discussed in this paper.

(1) This research aims to identify the relationship between authentic leadership (AL) and job engagement (JE) perceived by university teachers and (2) to investigate the relationship between AL and JE by the mediation of occupational self-efficacy (OSE).

This research is descriptive in nature, and thus, a quantitative research method is used to find the impact of AL on employee work engagement and the mediating role of employee trust and OSE. In this research, convenience sampling technique was used, a type of non-probability sampling method where the sample is taken from a group of people who are easily accessible. The sample chosen for this research comprised of 95 employees working at different universities in Bangladesh. Primary and secondary data collection methods are being used in this research. The data are collected from primary sources through questionnaires with close-ended questions.

The findings of this study support the previous studies Hassan and Ahmed (2011) indicate that the authentic behavior of leaders promotes healthy work environment that fosters the trust level of employees. When leaders are authentic, genuine and honest toward their employees and maintain transparency in an organization, it influences and motivates employees' work engagement. Furthermore, the results are supported by Hsieh and Wang’s (2015) research, which found that the relational transparency behavior exhibited by authentic leaders influences employees' self-efficacy (SE). When a leader openly shares ideas, opinions and clearly states what is expected from them, it will increase employees’ OSE and makes them more willing to get themselves engaged.

The limitations of this study were the shortage of time constraints, due to which a quantitative method was adopted to gather the data. The sample size was comprised of 95 respondents and does not represent the entire population of Bangladesh. To analyze the data, we have used the convenience sampling technique, which does not cover every sector of Bangladesh. Moreover, employees were reluctant to provide accurate data. This study is based on the perspective of university teachers only and does not explore AL from supervisors’ perspectives. Further research is required to explore this relationship from the perspective of both supervisor and employee. The sample size should be increased to cover the other regions of Bangladesh in order to represent the population. Cultural variables may also be included for future research purposes to examine the relationship between AL and work engagement because the culture of an organization determines the leadership style of a leader.

Despite the recent attention from government universities to develop the performance of public sector teaching staff, scientific public management research is developing unfortunately restricted (Osborne, 2016). Moreover, the findings of this study depict the importance to understand the constructions like leaders' authenticity that lead to the promotion of confidence in their employees and, as such, an increase in their JE and performance. In managerial implication, this study has provided useful information to the management of the private and public sectors. With this information, the management will be able to know how to increase the engagement and commitment of employees. This research will help academic professionals in public and private sector universities to know how AL style positively influences employees’ engagement.

This is an original work with practical value.

Nurse turnover is perceived to be a major challenge for health-care administrators. The turnover is because of various factors like poor working conditions, low salaries, poor work–life balance and international opportunities. The purpose of conducting a bibliometric analysis on “Nurses’ Talent Retention” is to comprehensively analyze the trends, patterns and research contributions related to this area. By synthesizing and analyzing the existing literature, this study aims to identify key areas for nurse retention, thereby providing a foundation for further research, practical interventions and policy implications.

This research investigates talent retention practices in nursing from 1989 to 2023 by analyzing 427 documents from 213 sources sourced through Elsevier Scopus. Using the PRISMA framework, the study uses bibliometric analysis using the R studio’s biblometrix package. Key findings reveal a growing scholarly interest with an annual growth rate of 11.46%, an average document age of 7.93 years and an average citation rate of 43.26. Notably, international collaboration represents 17.56% of co-authorships, indicating the global relevance of the research. The study addresses three main research questions, including factors contributing to nurse retention in the Indian context, and implications for nurse well-being and turnover rates across different health-care contexts and countries.

The bibliometric analysis of nurse retention highlights several key findings. Magnet hospitals, accredited by the ANCC, demonstrate superior work environments, staffing levels and nurse outcomes, emphasizing the significance of nursing leadership and professionalism. The factors such as resilience, influenced by perceived competence, collaboration and coping strategies, highlight the importance of addressing psychological well-being in retention efforts. Transformational leadership and supportive work environments are associated with increased intentions for nurses to remain in their roles, suggesting the need for organizational practices fostering positive workplace cultures. Diversity management initiatives promoting inclusivity correlate with positive organizational outcomes, indicating the potential for diverse and inclusive workplaces to enhance nurse retention.

These findings provide substantial implications for health-care organizations and policymakers. Investing in nursing leadership and nurturing supportive work environments can enhance nurse satisfaction and retention. Implementing diversity management in recruitment practices can create inclusive workplaces, positively impacting nurse retention and organizational outcomes. Mandating staffing ratios may also improve nurse retention and patient care quality. Understanding the economic and organizational costs associated with nurse turnover emphasizes the need for effective retention strategies and healthy work environments.

This study contributes to the understanding of nurse retention dynamics by synthesizing findings from the literature. By highlighting the importance of nursing leadership, resilience and diversity management, it provides valuable insights for future research and practice in the field. The study also emphasizes the economic and organizational costs of nurse turnover, enhancing the urgency of implementing effective retention strategies.

This study aims to examine the impact of nurses’ paternalistic leadership style on performance, in the presence of underlying mechanisms, i.e. self-efficacy as a mediator in the high-power distance societies, namely, China and Pakistan, based on social exchange theory. Both healthcare sectors have seen several behavioral advancements in recent years. To improve things, even more, behavioral elements such as the influence of leadership styles, personality traits and so on have become more important. However, leadership styles, particularly paternalistic leadership, have received little attention in this field and need to be highlighted along with the mediating and moderating effects.

Data were collected from public and private sector hospitals in China and Pakistan using a 6-week time lag technique. Firstly, 356 Chinese and 411 Pakistani nurses were surveyed about their perceptions of power distance, self-efficacy and paternalistic leadership. Their managers were called six weeks later for a dyadic response to provide feedback on nurses’ performance. For confirmatory factor analysis, AMOS 22 and for regression analysis, SPSS 22 was used.

According to the study's findings, nurses in both countries perform well when led by a paternalistic leader. Furthermore, self-efficacy explains the relationship between paternalistic leaders and nurses’ performance. The moderated-mediation result also supported the importance of power distance.

This study highlights the kind of nursing leadership which is beneficial in high-power-distance societies and leads to better performance. According to this research, paternalistic leadership improves nurses’ performance in both China and Pakistan. As a result, this study will be useful in high-power-distance societies, where hospital administrators can ensure that paternalism is implemented in leadership, thereby improving nurse performance.

This study examined the relationship between authentic leadership and employee performance among public servants in Kigoma/Ujiji municipality in Tanzania. Further, we investigated the mediating role of motivation on the relationship between authentic leadership and employee performance.

A cross-sectional research design was applied along with a quantitative research approach. The study sampled 260 public servants selected by random sampling from a total of 800 employees. Data were analyzed using Mplus software using the maximum likelihood estimator to test for hypotheses.

The findings show a positive significant relationship between authentic leadership and employee performance, a positive significant relationship between authentic leadership and motivation and a positive significant relationship between motivation and employee performance. Furthermore, motivation was found to be a significant mediator in the relationship between authentic leadership and employee performance among public servants in Tanzania.

This study contributes to the corpus of research on authentic leadership, motivation and employee performance, especially in the context of public service. Additionally, it provides advice on how to use authentic leadership and motivation to enhance public servants performance. Managers should strive to create a motivational work climate characterized by trust, empowerment and recognition. By fostering a sense of ownership and investment in their work, managers can enhance employee motivation and engagement, leading to improved performance outcomes.

Our study is one of a kind to emphasize the crucial roles that authentic leadership and motivation play in promoting commitment, dedication and positive social interactions at work. Our study also advances the understanding of public service motivation (PSM) theory.