Effects of absenteeism feedback and goal-setting interventions on nurses’ fairness perceptions,discomfort feelings and absenteeism

Aim A longitudinal field experiment was conducted to test the effects of absenteeism feedback and goal-setting interventions on nurses’ (1) fairness perceptions, (2) discomfort feelings and (3) absenteeism. Nurses’ obstacles to reducing absenteeism were also explored. Background Absenteeism is a significant issue in health care and there is a need to avoid interventions that are seen to be negative, punitive or lead to sick nurses coming to work. Method Sixty-nine nurses working in a hospital in Eastern Canada received either: (1) absenteeism feedback with individual goal-setting, (2) absenteeism feedback with group goal-setting, or (3) no intervention, and were asked questions about how they could reduce their absenteeism. Results There was a significant decrease in the total number of days absent but no decrease in absent episodes, and a significant effect on fairness perceptions and discomfort feelings for the nurses in the absenteeism feedback conditions. Six categories of obstacles to reducing absenteeism were identified. Conclusions The interventions made nurses feel their absence rate was less fair and to experience greater feelings of discomfort. Implications for nursing management The study’s interventions may lead to a reduction in absence without the negative outcomes of a harsh absenteeism policy.     

Investigation of Unplanned Absenteeism of Nurses Working in a University Hospital: Cross-Sectional Study

AimThis study aimed to determine the tendencies and causes of unplanned absenteeism of nurses and the experiences of clinical nurse managers on this subject.BackgroundAbsenteeism is a common way for an employee to distance themselves from their job. Unplanned absence is defined as the employee's inability to come to work without the employer's consent.MethodsIn the retrospective analysis of the archived data on nurse absenteeism, a qualitative interview technique was used in the data collected from nurse unit managers using the quantitative method, semistructured interview form.ResultsChildren's problems, special reasons, and medical diseases are among the most common reasons for nurses' unplanned absenteeism. As per the nurses in charge, the tendency of unplanned absenteeism in their units is not high; in addition, motivation can reduce the tendency of unplanned absenteeism.ConclusionsIt was emphasized that in absentee management, interteam communication and regulations aimed at increasing the employee's motivation in the work environment are important. Clinical manager nurses can reduce the frequency of unplanned absenteeism by determining the factors that push nurses working in the clinic to unplanned absenteeism for motivational reasons. This study will guide the preparation of programs to improve the causes of unplanned absences in their clinics.     

The influence of organizational commitment and health on sickness absenteeism: a longitudinal study

schalk r . (2011) Journal of Nursing Management 19, 596–600
The influence of organizational commitment and health on sickness absenteeism: a longitudinal study Background The prevention of sickness absenteeism of nurses is an important issue for organizations in health care as well as for nurses. The role of work-related attitudes, such as organizational commitment, as a cause of absenteeism is still unclear. Objectives To examine the influence over time of organizational commitment, health complaints, and visits to a general practitioner on sickness absenteeism. Design and participants This was a longitudinal, three-wave study in two nursing homes in the Netherlands among 224 nurses. Methods Questionnaire data (self reports of organizational commitment, health complaints, visits to a general practitioner), as well as absenteeism data retrieved from personnel files was used. Results Health complaints and visits to a general practitioner were found to predict absenteeism behaviour. Commitment was related to health complaints at the same point in time, but did not predict future sickness absenteeism. Implications for nursing management With respect to managing sickness absenteeism of nurses it should be acknowledged by managers that nurses call in sick when they perceive that there is a real health problem, not because of negative work attitudes. It is important, however, for managers to signal signs of decreasing organizational commitment because this is associated with increases in health complaints. This can eventually result in increases in absenteeism.     

Assessing the Consultation and Relational Empathy (CARE) Measure in sexual health nurses’ consultations

Background

Increasingly healthcare policies emphasise the importance of person-centred, empathic care. Consequently, healthcare professionals are expected to demonstrate the ‘human’ aspects of care in training and in practice. The Consultation and Relational Empathy (CARE) Measure is a patient-rated measure of the interpersonal skills of healthcare practitioners. It has been widely validated for use by healthcare professionals in both primary and secondary care. This paper reports on the validity and reliability of the CARE Measure with sexual health nurses.

Methods

Patient questionnaires were collected for 943 consultations with 20 sexual health nurses. Participating patients self-completed the questionnaire immediately after the encounter with the nurse. The questionnaire included the ten item CARE Measure, the Patient Enablement Index, and overall satisfaction instruments. Construct validity was assessed through Spearman’s correlation and principal component analysis. Internal consistence was assessed through Cronbach’s alpha and the inter-rater reliability through Generalisability Theory. Data were collected in 2013 in Scotland.

Results

Female patients completed 68% of the questionnaires. The mean patient age was 28.8 years (standard deviation 9.8 years). Two of the 20 participating nurses withdrew from the study. Most patients (71.7%) regarded the CARE Measure items as very important to their consultation and the number of ‘not applicable’ and missing responses’ were low (2.6% and 0.1% respectively). The participating nurses had high CARE Measure scores; out of a maximum possible score of 50, the overall mean CARE measure score was 47.8 (standard deviation 4.4). The scores were moderately correlated with patient enablement (rho?=?0.232, p?=?0.001) and overall satisfaction (rho?=?0.377, p?=?0.001. Cronbach’s alpha showed the measure’s high internal consistency (Cronbach’s alpha coefficient?=?0.95), but the inter-rater reliability could not be calculated due to the high achieved CARE Measure scores that varied little between nurses.

Conclusions

Within this clinical context the CARE Measure has high perceived relevance and face validity. The findings support construct validity and some evidence of reliability. The high CARE Measure scores may have been due to sample bias. A future study which ensures a representative sample of patients on a larger group of nurses is required to determine whether the measure can discriminate between nurses.

     

Predictors of job satisfaction and absenteeism in two samples of Hong Kong nurses

BACKGROUND: Stress-related outcomes of job satisfaction and absenteeism among nurses should receive more attention in Hong Kong because absenteeism is costly. Many nurses' complaints are due to organizational change in privatization since the establishment of the Hong Kong Hospital Authority in 1991. Organizational climate is found to be an antecedent of job dissatisfaction and absenteeism in many studies in western societies. AIM: To investigate the role of organizational climate and psychological distress on job satisfaction; and the role of climate, distress and job satisfaction on absenteeism in Hong Kong nurses, while controlling for demographic variables. METHODS: A self-administered questionnaire survey method was used to collect data from two samples of nurses within a 8-month period. They are, respectively, 144 (74 general nurses, 70 psychiatric nurses; 47 males, 97 females) and 114 (85 general nurses, 29 psychiatric nurses; 17 males, 97 females) nurses. RESULTS: Multiple regression analyses revealed that occupational type (psychiatric/general), environment (the physical conditions in the work area) and psychological distress were significant predictors of job satisfaction for sample 1; and well-being (social relations, welfare and health issues) was the only significant predictor of job satisfaction for sample 2. However, age, involvement (the degree of commitment displayed towards employees by the organization), psychological distress and job satisfaction were significant predictors of absenteeism for sample 1; and occupational type, organization (the interaction between the worker and the organization), and involvement were significant predictors of absenteeism for sample 2. CONCLUSIONS: The empirical findings provide support for the climate-job satisfaction and climate-absenteeism relationships. Psychological distress could be an antecedent of job satisfaction; and job satisfaction could be an antecedent of absenteeism. Certain climate dimensions should be improved to enhance job satisfaction and reduce distress, which in turn will reduce absenteeism.     

The validity and reliability of an instrument to assess nursing competencies in spiritual care

Aim. This study contributes to the development of a valid and reliable instrument, the spiritual care competence scale, as an instrument to assess nurses’ competencies in providing spiritual care. Background. Measuring these competencies and their development is important and the construction of a reliable and valid instrument is recommended in the literature. Design. Survey. Method. The participants were students from Bachelor‐level nursing schools in the Netherlands (n = 197) participating in a cross‐sectional study. The items in the instrument were hypothesised from a competency profile regarding spiritual care. Construct validity was evaluated by factor analysis and internal consistency was estimated with Cronbach’s alpha and the average inter‐item correlation. In addition, the test–retest reliability of the instrument was determined at a two‐week interval between baseline and follow‐up (n = 109). Results. The spiritual care competence scale comprises six spiritual‐care‐related nursing competencies. These domains were labelled:
1 assessment and implementation of spiritual care (Cronbach’s α 0·82)
2 professionalisation and improving the quality of spiritual care (Cronbach’s α 0·82)
3 personal support and patient counseling (Cronbach’s α 0·81)
4 referral to professionals (Cronbach’s α 0·79)
5 attitude towards the patient’s spirituality (Cronbach’s α 0·56)
6 communication (Cronbach’s α 0·71). These subscales showed good homogeneity with average inter‐item correlations >0·25 and a good test–retest reliability. Conclusion. This study conducted in a nursing‐student population demonstrated valid and reliable scales for measuring spiritual care competencies. The psychometric quality of the instrument proved satisfactory. This study does have some methodological limitations that should be taken into account in any further development of the spiritual care competence scale. Relevance to clinical practice. The spiritual care competence scale can be used to assess the areas in which nurses need to receive training in spiritual care and can be used to assess whether nurses have developed competencies in providing spiritual care.     

Predictors of nurse absenteeism in hospitals: a systematic review

Aim  This study aimed to identify and examine predictors of short-term absences of staff nurses working in hospital settings reported in the research literature.
Background  Front-line staff nurse absenteeism contributes to discontinuity of patient care, decreased staff morale and is costly to healthcare.
Evaluation  A systematic review of studies from 1986 to 2006, obtained through electronic searches of 10 online databases led to inclusion of 16 peer-reviewed research articles. Seventy potential predictors of absenteeism were examined and analysed using content analysis.
Key issue  Our findings showed that individual 'nurses' prior attendance records', 'work attitudes' (job satisfaction, organizational commitment and work/job involvement) and 'retention factors' reduced nurse absenteeism, whereas 'burnout' and 'job stress' increased absenteeism. Remaining factors examined in the literature did not significantly predict nurse absenteeism.
Conclusions  Reasons underlying absenteeism among staff nurses are still poorly understood. Lack of robust theory about nursing absenteeism may underlie the inconsistent results found in this review. Further theory development and research is required to explore the determinants of short-term absenteeism of nurses in acute care hospitals.
Implications for nursing management  Work environment factors that increase nurses' job satisfaction, and reduce burnout and job stress need to be considered in managing staff nurse absenteeism.     

Feasibility and Clinical Utility of the Japanese Version of the Abbey Pain Scale in Japanese Aged Care

Active usage of observational pain scales in Japanese aged-care facilities has not been previously described. Therefore, to examine the feasibility and clinical utility of the Abbey Pain Scale–Japanese version (APS-J), this study examined the interrater reliability of the APS-J among a researcher, nurses, and care workers in aged-care facilities in Japan. This study also aimed to obtain nurses’ and care workers’ opinions on use of the scale. The following data were collected from 88 residents of two aged-care facilities: demographics, Barthel Index, Folstein Mini-Mental Examination (MMSE), 15-item Geriatric Depression Scale (GDS-15), and APS-J for pain. The researchers, nurses, and care workers independently assessed the residents’ pain by using the APS-J, and intraclass correlation coefficients (ICC) for interrater reliability and Cronbach alpha for internal consistency were examined. The ICC between researchers and nurses, researchers and care workers, and nurses and care workers were 0.68, 0.74, and 0.76, respectively. Nurses and care workers were invited for focus group interviews to obtain their opinions regarding APS-J use. During these interviews, nurses and care workers stated that the observational points of APS-J subscales were the criteria they normally used to evaluate residents’ pain. Several nurses and care workers reported a gap between the estimated pain intensity and APS-J score. Unclear APS-J criteria, difficulties in observing residents, and insufficient practice guidelines were also reported. Our findings indicate that the APS-J has moderate reliability and clinically utility. To facilitate APS-J usage, education and clinical guidelines for pain management may be required for nurses and care workers.     

A study on development of a scale to assess nursing students’ performance in clinical settings

Aims. To develop a valid and reliable scale to assess nursing student performance in clinical settings. Background. In nursing education, clinical evaluation is important for students, teachers and patients and there is a need to evaluate with valid and reliable scales. Design. Instrument development. Methods. Data were collected at 2002–2003 and 2003–2004 academic years and 350 evaluations of third and fourth year students formed the study population. In the light of the literature and our experiences, we determined clinical responsibilities of nursing students and wrote 77 items accordingly. These items were discussed twice by 17 teachers at a University School of Nursing and then the items were decreased to 28. Each item was scored between 1 and 10. The structure validity of the scale was evaluated with factor analyses and reliability of the scale with Cronbach’s alpha and item‐to‐total correlation. Results. The item‐to‐total correlation coefficient was 0·40 and items were excluded with item‐to‐total correlation coefficient of lower than 0·40. Cronbach’s alpha was 0·97. Three factors with an eigenvalue greater than one were extracted. These factors were ‘nursing process’, ‘professionalism’ and ‘ethical principles’ and their Cronbach’s alpha values were 0·97, 0·94 and 0·87, respectively. Conclusion. This scale can be used to evaluate nursing students’ performance in clinical settings. Relevance to clinical practice. A valid and reliable tool may allow an objective evaluation of nursing students’ performance in clinical settings.     

Development and Psychometric Testing of a Tool Measuring Nurses’ Competence for Disaster Response

IntroductionThere is a growing awareness among governments, communities, and health care agencies of the need to evaluate roles and competencies in disaster nursing. A validated instrument was developed to evaluate nurses’ competencies for disaster response.MethodsA psychometric evaluation study was developed in 2 stages: 1) content and face validity, and 2) verification of feasibility and reliability with test-retest. Competencies were extracted from the Framework of Disaster Nursing Competencies published by the International Council of Nurses. The participants included 8 experts in emergencies and disasters who were nurses with a PhD and had more than 2 years of experience with education or clinical practice in emergencies or disasters, and 326 nurses from a mobile emergency care service in southern Brazil. The data analysis used a content validity index and intraclass correlation coefficients. The psychometric properties of the instrument included reliability assessed with Cronbach alpha, feasibility and test-retest reliability assessed with t tests and intraclass correlation coefficients, and factor analysis.ResultsThe overall evaluation of the instrument yielded an intraclass correlation coefficient of 0.92 (SD = 0.04), and the mean content validity index was acceptable at 0.88 (SD = 0.12). Out of 51 items, 41 were validated and organized in 3 domains according to factor analysis: 1) care of the community; 2) care of the individual and family; and 3) psychological support and care of vulnerable populations. The instrument demonstrated good internal consistency (Cronbach α = 0.96) and adequate test-retest reliability (intraclass correlation coefficient >0.7).DiscussionThe Nurses’ Disaster Response Competencies Assessment Questionnaire showed good internal consistency, adequate reproducibility, and appropriate feasibility for use to evaluate nurses’ competencies for disaster response.     

Psychometric testing of the Leadership and Management Inventory: a tool to measure the skills and abilities of first‐line nurse managers

Aim To estimate the validity and reliability of the Leadership and Management Inventory, a tool to measure the skills and abilities of first‐line nurse managers. Background The decision to develop an inventory reflects the need for an instrument that can measure the various skills and abilities first‐line nurse managers should possess. Method Factor analysis was conducted and internal consistency initially estimated on data from 149 registered nurses; a second sample of 197 health care personnel was used to test these results. Results Principal component analysis of the first sample resulted in a preferred three‐factor solution that explained 65.8% of the variance; Cronbach’s alpha coefficient varied between 0.90 and 0.95. Analysis of the second sample also resulted in a three‐factor solution that explained 64.2% of the variance; Cronbach’s alpha coefficient varied from 0.88 to 0.96. For both samples, the factors were labelled ‘interpersonal skills and group management’, ‘achievement orientation’ and ‘overall organizational view and political savvy’. Conclusion Results indicate that estimates of validity and reliability for the Leadership and Management Inventory can be considered acceptable. Implications for nursing management The Leadership and Management Inventory can be used when first‐line nurse managers’ leadership and management skills and abilities are to be measured.     

Development and psychometric evaluation of Nurses and Midwives’ Perceptions of their Roles in Primary Healthcare

ObjectiveThis study aimed to develop Nurses and Midwives’ Perceptions of their Roles in Primary Healthcare (NMPR-PHC) and evaluate its psychometric properties.MethodsA cross-sectional survey was performed to recruit a convenient sample of 150 registered nurses and midwives from various primary healthcare settings in Jordan. Reliability was evaluated by examining the internal consistency and split-half reliability of the item. A exploratory factor analysis was performed to assess the factor structure of the NMPR-PHC.ResultsThe final version of NMPR-PHC contained 18 items. Exploratory factor analysis revealed six factors (care coordination and interprofessional collaboration, workplace facilitators of the primary healthcare, management of care, research, workplace constraints of primary healthcare, and advanced education) for the questionnaire which explained 66.49% of the total variance. The Cronbach’s α of the total scale was 0.834, the subscales Cronbach’s α were ranging between 0.662 and 0.770, and the split-half reliability of the total scale was 0.734.ConclusionThe overall performance of the questionnaire showed promising sound psychometric properties. The NMPR-PHC can be recommended for use as a tool for the assessment of nurses and midwives’ perceptions of their roles in primary healthcare.     

Development of the Nursing Practice Readiness Scale for new graduate nurses: A methodological study

AimTo develop a scale to assess nursing practice readiness and verify its validity and reliability.BackgroundPractice readiness refers to the attitude and characteristics of new employees that enable them to successfully adapt to the workplace. For new graduate nurses to receive on-the-job training appropriate to their individual competency level, a scale to assess nursing practice readiness is needed.DesignA methodological study was conducted in two phases: (1) development of the scale through a literature review and interviews related to nursing practice readiness; (2) confirming construct validity, criterion-related validity and reliability of the developed scale.MethodsData were collected from 430 new graduate nurses in South Korea. The validity and reliability of the scale were verified using maximum likelihood exploratory factor analysis with promax factor rotation, confirmatory factor analysis using maximum likelihood estimation, Pearson correlation, analysis of variance and Cronbach’s alpha.ResultsThe Nursing Practice Readiness Scale consisted of 35 items for five factors: clinical judgment and nursing performance, professional attitudes, patient-centeredness, self-regulation and collaborative interpersonal relationship. Confirmatory factor analysis results revealed an adequate model fit. Construct validity and criterion-related validity were verified and all factors achieved a Cronbach’s α greater than 0.80.ConclusionsThe developed scale can evaluate educational outcomes and determine the need for additional support, which can improve the workplace adaptation of new graduate nurses, patient safety and quality of care.     

Absenteeism among nursing students – fact or fiction?

This study explores absenteeism patterns and trends among a group of third-year student nurses. A questionnaire was used to elicit information about absence behaviour from 110 students at two hospital sites. Retrospective analysis of attendance records of 70 of these students, covering a period of 123 weeks, was also performed to determine absenteeism trends. The findings of the study reveal that 1567 days were lost because of absenteeism during this period on 1027 episodes. This represents a time lost index, which is the amount of days lost expressed as a percentage of total days available, of 4% among the group. Most absenteeism episodes lasted 3 days or less, with 73% of episodes lasting only 1 day. Absenteeism commencing either on Mondays or Fridays accounted for more than half of the absenteeism episodes in the group. Voluntary absence was a reported feature of this group, which occurred more frequently from lectures than wards. The main reasons cited for absence from both lectures and ward duties were personal and social commitments and stress. Students' views on nursing as a career and responses to factors that may cause stress were examined and revealed an association with reported absence behaviour.     

包容型领导对儿科护士隐性缺勤行为的影响——心理安全感的中介作用

目的 探讨心理安全感在儿科护士隐性缺勤行为与包容型领导间的中介作用.方法 采用一般资料调查表、斯坦福隐性缺勤量表、包容型领导测量问卷、心理安全感量表对安徽省38所三级甲等医院867名儿科护士进行调查.结果 儿科护士的隐性缺勤总分为(18.65±4.19)分,61.13％儿科护士处于高隐性缺勤;儿科护士的包容型领导与心理...     

Culture, organization, and management in intensive care: construction and validation of a multidimensional questionnaire

OBJECTIVE: The objective of this study is to develop and validate a questionnaire designed to assess the culture, organization, and management of intensive care units. DESIGN: This is a prospective multicenter study. SETTING: The study was conducted in 26 intensive care units located in Paris. PARTICIPANTS: All personnel were asked to complete the questionnaire. INTERVENTION: The questionnaire was developed in 2 steps: (1) development of a theoretical framework based on organizational theory and (2) testing of the reliability and validity of a comprehensive set of measures. METHOD: The internal consistency of the items composing each scale was tested by using the Cronbach alpha. Convergent, and discriminant validity was assessed by factor analysis with varimax rotation. RESULTS: The overall completion rate was 74% with 1000 respondents (750 nurses, 26 head nurses, 168 physicians, and 56 medical secretaries). Starting with a 220-item questionnaire, we constructed a short version-conserving metrological characteristics with good reliability and validity. The short questionnaire, entitled Culture, Organization, and Management in Intensive Care, consists of 106 items distributed in 9 dimensions and 22 scales: culture (n = 3), coordination and adaptation to uncertainty (n = 3), communication (n = 3), problem solving and conflict management (n = 2), organizational learning and organizational change (n = 2), skills developed in a patient-caregiver relationship (n = 1), subjective unit performance (n = 3), burnout (n = 3), and job satisfaction and intention to quit (n = 2). All the scales showed good-to-high reliability, with Cronbach alpha scores higher than .7 (with the exception of coordination [.6]). Team satisfaction-oriented culture is positively correlated with good managerial practices and individual well-being. CONCLUSIONS: The Culture, Organization, and Management in Intensive Care questionnaire enables staff and managers to assess the organizational performance of their intensive care unit.     

新护士第二受害者经验及支持和自我关怀的研究

目的:分析新护士发生患者安全事件后,其第二受害者经验及支持和自我关怀的相关性.方法:于2019年9—12月用一般资料调查表、中文版第二受害者经验及支持量表、中文版自我关怀量表对某自治区三级甲等医院经历患者安全事件后的510名新护士进行调查.结果:新护士第二受害者经验及支持得分为(99.68±16.15)分,自我关怀得分...     

Psychometric properties of the Swedish version of the selection,optimization, compensation questionnaire

Scand J Caring Sci; 2013; 27; 460–467 Psychometric properties of the Swedish version of the selection, optimization, compensation questionnaire Background: The model of selection, optimization and compensation has been proposed as a model of adaptive management strategies throughout the lifespan. Aim: The aim of this study was to test the psychometric properties of a translated Swedish version of the 12‐item selection, optimization, and compensation (SOC) questionnaire. Method: The 12‐item SOC questionnaire is composed of four subscales: elective selection (ES), loss‐based selection, optimization and compensation. A convenience sample of 122 Swedish‐speaking people, aged 19–85, participated in a study of the validity and reliability of the SOC questionnaire. Cronbach’s alpha coefficient, corrected item–total correlation and Cronbach’s alpha if item deleted were used for reliability testing. Two other scales, the ways of coping questionnaire and Rosenberg’s self‐esteem scale, were used to test convergent validity, and the geriatric depression scale was used to test discriminant validity. Stability over time was evaluated using a test–retest model with a 2‐week interval. Results: The 12‐item SOC questionnaire showed a Cronbach’s alpha value of 0.50, and the subscales ranged from α = 0.16 to α = 0.64. Two items in the ES subscale had negative values on the corrected item–total correlation and showed substantial improvement (>0.05) in Cronbach’s alpha when item deleted. When these two items that influenced internal consistency were deleted, Cronbach’s alpha rose to 0.68. Conclusion: The Swedish version of the 12‐item SOC questionnaire showed deficiencies in a test of internal consistency because of two items in the ES subscale, and these two items were deleted. A consequence of the reduction is a weakening of the ES subscale and thereby to some extent the SOC questionnaire in total. Further testing is advisable. However, the 10‐item SOC questionnaire was acceptable in a test of validity and reliability.     

Psychometric properties of the Multifactor Leadership Questionnaire among nurses

AIM: This paper reports a study investigating the psychometric properties of the Multifactor Leadership Questionnaire among nurses. BACKGROUND: Although the Multifactor Leadership Questionnaire is one of the most widely used instruments to measure the multifactor leadership theory in organizational sciences, inconsistent research findings have been reported for its psychometric properties. Little is known about these properties. METHOD: Data were gathered by postal questionnaires in 2001-2002 with nurses working in different healthcare organizations in Finland. A follow-up study was performed 1-year later. The sample consisted of 601 nurses and nurse leaders, and the follow-up study had 78 respondents. The internal consistency of the Multifactor Leadership Questionnaire was explored using Cronbach's alpha coefficient and item-analysis, and the test-retest reliability using Pearson product moment correlation coefficient and intra-class correlation coefficient (single measure intra-class correlation coefficient). The factor structure was studied using exploratory and confirmatory factor analyses. RESULTS: The internal consistencies of the leadership subscales were satisfactory. The Multifactor Leadership Questionnaire was fairly stable measured at the 1-year interval. Although the data fail to support the full nine-factor model, a reduced set of items from the Multifactor Leadership Questionnaire appears to show evidence of the three- and six-factor structures. Exploratory factor analysis showed evidence for the three-factor structure consisting of three distinctive, yet partly related leadership subscales. Confirmatory factor analysis showed evidence for the six-factor structure. CONCLUSION: The psychometric data suggest that a modified version of the Multifactor Leadership Questionnaire is a highly suitable instrument to measure multidimensional nursing leadership. Validity and reliability were supported. The results can be used in studies applying the Multifactor Leadership Questionnaire.     

Developing the Scale of Parental Participation in Care: Neonatal Intensive Care Unit and Examining the Scale’s Psychometric Properties

ObjectivesThe purpose of this study was to develop the Scale of Parental Participation in Care: Neonatal Intensive Care Unit and to examine the Scale’s psychometric properties.MethodsThe draft scale’ items were created through relevant literature reviews, focus group interviews with nurses, and content validity evaluations by experts. Study data were collected in the neonatal intensive care unit of a public hospital in Turkey from June 2019 to February 2020. The study participants were comprised of 205 parents with an infant in the neonatal intensive care unit. The Scale’s content validity and construct validity were evaluated to determine the validity of the scale. Cronbach’s alpha coefficient, item-total score correlations, and intraclass correlation were calculated to evaluate the Scale’s reliability.ResultsContent validity index values of the draft form of the scale ranged from 0.93 to 1.00. The final scale consisted of 18 items. From the exploratory factor analysis, it was found that the scale structure comprised a single factor that accounted for 51.92% of the total variance. Concerning the reliability of the Scale, it was calculated that Cronbach’s alpha level was 0.93; item total correlations ranged from 0.48 to 0.78; intraclass correlation level was 1.000.ConclusionIt was found that the Parental Participation in Care Scale: Neonatal Intensive Care Unit was valid and reliable in this sample.