Health outcomes are not on track to meet several of the health-related Millennium Development Goals, reflecting the need for both better targeting of public health programs and improvements in the functioning of the health delivery system. of job satisfaction was moderate (mean = 3.13, SD = 0.69), with higher satisfaction for their rela-, working environment, inadequate and obsolete, why the nurses exhibited only moderate levels of job, a Saudi study (10) which reported that job satisfac-, tion among nurses was generally moderate. Using the Path-Goal Leadership theory as an organised framework, this study investigated the leadership styles of nurse managers and how they influence the nursing staff job satisfaction and intentions to stay at their current workplaces. Intent to stay in the nursing profession, and associated factors among nurses working in Amhara Regional State. In addition, the managers, also prefer employing those with lower quali. There were more quantitative (28) studies than qualitative (23) studies. Asian Soc Sci. , that nurse managers can increase nearly one-third of, the level of the job satisfaction of their nursing sta. The nurse managers showed knowledge and the ability to apply different managerial competencies depending on the situation. NMs have been identified as critical stakeholders in addressing healthcare challenges therefore, it is imperative to equip them with the relevant skills to enable them to manage these challenges in order to enhance and enable effective, efficient, and responsive healthcare systems. Decentralization and a policy on retention and use of internally generated insurance funds have ensured a better availability of drugs and incentivized staff in health facilities. Stratified random sampling technique was used to select the study participants from five referral hospitals. I have mixed feelings about its importance, It is very important for me to continue to be in this hospital, achievement-oriented) were measured on interval, results indicated that the demographic characteris-, gender) jointly explained 7.6% of the variance in, the nurse managers leadership styles (directive, sup-, portive, participative, and achievement-oriented), to stay and explained 13.3% of the variance in the, accounting for 17.4% of the variance in the sta, details of the relationships are shown in. mational leadership a route to women’s promotion? According to, that they strive willingly and enthusiastically toward, the achievement of the goals of the group. Most of the participants (78.0%) were females and, with the widely held view that nursing and mid-, wifery are female dominated professions. They were more inclined to apply technical skills, followed by human skills and conceptual skills. Conclusions The increasing number of peer-reviewed nursing research publications in Ghana and the curriculum implementation and evaluation in Ghana signified an increasing capacity of the country to implement and sustain evidence-based practice. Nurs Manag (Harrow). Background: Ghana is implementing activities towards universal health coverage (UHC) as well as the attainment of the health-related Sustainable Development Goals (SDGs) by the health sector by the year 2030. Nevertheless, Ghana, which is accorded a. shortage of health professionals, particularly nurses, in Africa have largely been blamed on massive emi-. This is a development of the work conducted in the 1980s by the American Academy of Nursing – according to which, hospitals that were able to recruit and retain highly qualified nurses in a competitive market displayed 14 ‘forces of magnetism’, including quality of nursing leadership and management style (Royal College of Nursing, 2015). ers’ leadership style and employees’ job satisfaction. Also, 31.9% (n =87), reported that they would probably leave their cur-. Using the Katz model as the organizing framework, this study examined important management competencies significant for healthcare delivery. http://dx.doi.org/10.1016/j.jen.2008.07.012. Furthermore, healthcare in Ghana is in transition due to the shortage of critical staff, and the changing disease pattern coupled with harsh economic conditions, ... Technical skills are needed by NMs for supportive supervision to ensure that things are done right, and the right thing is done through the transfer of adequate knowledge, skills, and attitude or competencies. Introduction Implications for management and policy: Furthermore, the inclination towards the use of the, supportive and achievement-oriented leadership, styles by the nurse managers seen in the current, ers in nursing leadership who have emphasised, that nurses were gradually moving away from the, directive leadership behaviours towards the support-, ive (transformational) and achievement-oriented. Conclusion Nursing Leadership and Management Notes/Book (PDF). It has, however, also resulted in a dramatic demographic shift in the nursing and midwifery workforce in which 71 to 93% of nurses and midwives by 2018 were 35 years or younger, as compared with 2.8 to 44% in 2008. Nurses and midwives are a critical part of the healthcare team and make up the largest section of health professionals. upcoming or future positions (succession planning). J Nurs Manag [Internet]. Australian College of Nursing | Nurse Leadership White Paper www.acn.edu.au 5 Defining leadership Management and leadership are distinct concepts, although in practice there is significant overlap and interconnection between management and leadership roles. Leadership styles and outcome patterns for the nursing workforce and work. An important and valuable contribution of this book is its examination of how Ghana is performing compared to its neighboring countries and compared to other countries with similar incomes and health spending, providing global benchmarks for Ghana's health system performance. the methodology and objectives of this study, questionnaire was divided into the following sec-. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to, Background: Design/methodology/approach http://dx.doi.org/10.1177/1744987108096969. An innovative policy interven-, in nursing to address the issue of retention of nurses, and midwives at their workplaces and also stream-. Originality/value As one of the, largest group of health professionals, nurses and, *Corresponding author: James Avoka Asamani, Human Resources. supportive leadership style was 16.70 (SD = 3.90), which was also moderate and indicates occasional, use by the nurse managers. Healthc Financ. J Nurs Manag, 11. The purpose of this paper is to analyse the effect of nurses’ experience of the fulfilment of their psychological contract on their intention to leave the nursing profession and to consider employee engagement as a mediator between the fulfilment of the psychological contract of nurses and their intention to leave their profession. compared with 2.8 to 44% in 2008. Nurse managers (NMs) have a multifaceted role in translating organizational strategic vision, values, and objectives into action at the unit level. 2013. nursing practice. exhibit such caring attitudes towards their clients. An estimated 4% of Ghanaians are suffering from type 2 diabet, As the global strategies to fight the SARS-COV-2 infection (COVID-19) evolved, global response strategies impacted the magnitude and distribution of health- related expenditures. The Performance of Health. Data were analyzed using descriptive statistics. Planning among nurse managers. Findings show for every hour of lost productive time, four hours of unpaid overtime in the course of the month was accrued due to staff shortages. A total of 60,778 human subjects were used in these studies. How important is it to you personally to continue to work with this hospital? Leadership and Management in Nursing - see the 2019 version Nursing leadership style and psychosocial work. We further advocate that policymakers should also consider upgrading all professional nursing and midwifery programmes to bachelor degrees as this would not only potentially enhance the quality of training but also address the phenomenon of large numbers of nurses and midwives seeking bachelor degree training soon after employment-sometimes putting them at the offending side of organisational policy. . To guide institutional and national nursing research policy, there is need to determine the quantity and quality of nursing research in Ghana.