Presented by

Bhawana Regmi

Angira Chaudhary

MAGDA E. NASSAR, HALA AHMED ABDOU*, NAGLAA

A. MOHMOUD

Faculty of Nursing, Nursing Administration,

Alexandria, Egypt

Dramatic changes in the healthcare

environment over the last decade.

Nursing shortages, staff retention, and

turnover the prime concern of the health

care organization.

Healthcare organizations need to redesign

their traditional management models

Management styles play a vital role in

promoting workplace empowerment,

organizational commitment and job

satisfaction

Retention of nurses is a recognized issue for

the health organization

To determine the relationship between

management styles and nurses’ retention at

private hospitals.

Study design: a correlational descriptive

research design.

Study area:

Three private hospitals affiliated to

nongovernmental for profit sector at Alexandria

governorate.

Each hospital has a bed capacity more than 50

beds namely:

El Salama New hospital (8 units),

Alexandria New Medical Center (four units), and

El Shefaa hospital (four units)

• Study population:

All nurses affiliated to work in the selected hospitals

and available at the time of data collection

Sample size:

n=228

Alexandria New Medical Center n = 79 nurses,

El Salama New hospital n = 113 nurses and

El Shefaa hospital n = 36 nurses.

Tool: Profile of Organizational Characteristics (POC) a

modified version developed by Likert et al., to measure nurses’ perception of management styles in their work unit .

Consists of 16 items classified into four parts called systems; each system represented different management patterns which are exploitative/authoritative management style

Benevolent management style,

consultative management style, and

participative management style.

The four management systems have been

compared with one another on the basis of:

leadership processes (three items),

motivation forces (three items),

communication process (four items),

decision making process (two items),

goals setting (two items), and

control process (two items).

A pilot study on 10% of nurses from inpatients units at the International Cardiac Center (ICC) not included in the study were selected.

Submitted to a panel of eight experts in the field of study to be tested for its statement relevance.

The reliability coefficient of POC has been previously established with alpha coefficient 0.92 < 0.05.

For the current questionnaire POC, alpha coefficient was 0.89 < 0.05.

Permission for study was obtained from:

The ethical committee of the Faculty of Nursing

Directors of the studied hospitals to collect

necessary data.

Included three phases as follow:-

Phase I

Obtained a list about numbers and names of all

nurses employed at least 3 months having

diploma or baccalaureate degree from the head

nurses in studied hospitals (units).

Individualized structured interview was

conducted which lasted for interview lasted 30–

45.

Phase II Returned to the previous studied hospitals after 9

months to collect data from director of nursing and head nurses about the numbers and names of nurses who had quit and reasons for leaving their units.

The reasons for quitting hospitals : obligatory and non-obligatory reasons.

A record form designed including the number and the names of nurses who had quit from hospitals, hospital name, reasons for quitting, and work duration until quitting.

Nurses’ retention was calculated.

Data :

Data were analyzed using SPSS (with version (v =

11.5 for windows) for tabulation and statistical

analysis

Descriptive and inferential statistics were used.

Level of significance selected for this study was

5% (p < 0.05).

Result is congruent with Chappell and Prince

who found that non-family obligation is an

important obligatory reasons.

Force MV showed that work-related factors

are instrumental in nurses’ employment

decisions, and must be addressed if retention

is to be improved.

The present study:

Gives strong support towards understanding of

nurses’ perception of management styles and

their retention at Private Hospitals.

Has shown significant difference between

management styles and nurse’ retention.

Highest mean percentage was apparent for

exploitive/authoritative management style.

Hospital leaders should plan and implement

effective strategies to promote nurses’

retention by:

Creating a more supportive professional nursing

practice that allows nurses to practice to their

full opportunities for professional interactions.

Motivating nurses through providing job

enrichment and developing reward systems for

nurses based on their workloads.

Can assess retention strategies between

governmental and private nurses, by further

comparative studies.

Title

Brief, clear and interesting

Total words 10.

Setting not stated.

Dependent and independent variables could not

be identified.

Not in title case

Abstract

Structured,

Beginning of the article

the key information:

Introduction

Methods

Results

Keywords

Conclusion not stated.

Words:

Introduction

According to the title of the study

Related relevant literature included

Objectives of the study

Clearly stated

Variables not listed.

Population clearly identified.

Research Hypothesis:

Not mentioned

Conceptual framework not given.

Research design:

Correlation descriptive research design

Sampling Design

Sampling design not mentioned.

Sample Size calculation

Only the desired sample size mentioned but

hadn’t talked about how it was calculated!!!!

Data Collection Tools

Standardized instrument was used.

Validity and reliability of the tool was done.

Given that data were collected in 3 phases but

only 2 phases were mentioned.

Data processing and analysis:

Clearly mentioned and appropriate computer

software was used.

Inclusion criteria was mentioned.

Ethical consideration was obtained from

concerned committee.

Important results discussed

Tables are well understandable and self-

explanatory.

Descriptive as well as appropriate inferential

statistics were used.

Discussion : Discussion well mentioned and

properly referenced.

Conclusion: Clearly stated

Recommendation and implication clearly

stated.

Limitation of the study not mentioned.

Referencing:

Vancouver referencing style is maintained.

References adequate (35).

Only few of the references were older than 10

years.

Well written and documented.

Abstract adequately summarized.

Well organized, no use of jargons

No irrelevant details.

Study would have been better if it would

have:

Clearly stated the dependent and independent

variable.

Description about the sampling technique and

calculation of sample size.

DISCUSSION