Browsing by Author "Kutlu, A"

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    Variables that predict nurses' job stress and intention to leave during the COVID-19 pandemic in Turkey
    Bingöl,Ü; Bilgin, N; Çetinkaya, A; Kutlu, A
    AimTo investigate the variables predicting job stress and intention to leave the job among nurses during the COVID-19 pandemic in Turkey.DesignThis research was designed as an analytical cross-sectional study.MethodsThe population of the study consisted of 450 nurses working in a training and research hospital (N = 450). The study sample consisted of 178 nurses who worked in that hospital between February and July 2021. The Nurse Information Form, Job Stress Scale, and Intention to Leave Scale were used as data collection tools. The independent-sample t-test, one-way analysis of variance, and Pearson correlation analysis were applied for univariate analysis while multiple regression analysis was used for multivariate analysis.ResultsIt was determined that the main factors predicting nurses' job stress levels were their Intention to Leave Scale scores, level of organizational satisfaction, and level of job satisfaction. The main factors predicting intention to leave were their Job Stress Scale scores, working conditions, and job satisfaction. A positive moderate correlation was found between job stress and intention to leave.ConclusionThis study demonstrates that the predictors of job stress and intention to leave the job among nurses during the COVID-19 pandemic included working conditions and job satisfaction. Hospital managers, especially nursing services managers, should develop strategies for extraordinary situations such as pandemics and evaluate the professional satisfaction of nurses while providing a healthy working environment.Patient or Public ContributionNo patient or public contributions.
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    The effectiveness of a training program on perceptions of caring culture among Turkish nurses: A quasi-experimental trial
    Gülsen, M; Kutlu, A
    AimTo assess the effectiveness of a training program on perceptions of caring culture among Turkish nurses and investigate the relationships among caring culture, job satisfaction, and intention to leave. BackgroundEvery organisation has its on culture with its vairous components including values, symbols, practices and policies. Healthcare organizations need a favorable caring culture to support nurses and other professional working in the organisation. MethodsThis was a quasi-experimental trial of an educational intervention conducted between October and December 2020 at a university hospital in Turkey. The sample of the study consisted of 86 nurses. A four-week training program based on caring culture was provided for the training group. The data were collected using a Personal Information Form, the Turkish version of the Caring Culture Survey, and the Job Satisfaction Scale. Intention to leave was measured with a single question. FindingsThe mean total caring culture and personal caring scores of the training group were significantly higher after the training than before (p < 0.05). There were significant positive correlations between the mean caring culture total and subscale scores of the participants and their total job satisfaction scores. Besides, there were significant negative correlations between the caring culture total and subscale scores of the participants and their intentions to leave, but these relationships were weak or moderate (p < 0.05). ConclusionThis training program based on caring culture can contribute to improving the caring culture perceptions of nurses. Caring culture is positively related to job satisfaction and negatively related to intentions to leave. Implications for nursing and health policyHealthcare organizations should prioritize creating a caring culture and designing initiatives that focus on caring culture. The perceptions of nurses about caring culture should be measured and identified regularly.
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    The Turkish Validity and Reliability of the Venous Insufficiency Epidemiological and Economic Study-Quality of Life/Symptoms Scales
    Kutlu, A; Yilmaz, E; Çeçen, D; Eser, E; Özbakkaloglu, A
    The aim of the study was to test Turkish validity and reliability of Venous Insufficiency Epidemiological and Economic Study-Quality of Life/Symptoms (VEINES-QoL/Sym) in patients with chronic venous insufficiency (CVI). A total of 118 patients with CVI hospitalized in 3 different hospitals were enrolled in this study. VEINES-QoL/Sym, translated to Turkish with a standard methodology, was applied to the patients and was evaluated for acceptability, reliability, validity, and responsiveness. Cronbach alpha (including if item deleted) values were used for the reliability analysis. Construct and criterion validity approaches were used for validity analysis. Cronbach alpha values are .86 for the VEINES-QOL and .81 for the VEINES-Sym. No problematic items were observed for the scale. The VEINES-QoL/Sym was significantly sensitive to clinical, etiology, anatomy, and pathophysiology (CEAP) classification, indicating good criterion validity. Significant correlation was found between scores of SF-36 and VEINES-QoL (r = .43-.66). Turkish version of the VEINES-QOL/Sym was found reliable and valid for Turkish patients with CVI.
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    The effect of pre- and post COVID-19 hazard and risk management of nurses on performance evaluation
    Bingöl,Ü; Kutlu, A
    BACKGROUND: It is important to identify the hazards encountered by nurses before and after COVID-19, assess the potential risks and risk levels, take measures for the identified hazards and risks, and determine the effect of risk management on employee performance evaluation. OBJECTIVE: The aim of this study was to determine the effect of hazard and risk management of nurses before and after COVID-19 on performance evaluation. METHODS: The study consisted of two stages. The first stage had a descriptive design, while the second stage had a one-group pre-test and post-test design. The second stage of the study was conducted during the COVID-19 pandemic. There were 377 nurses who agreed to participate in the study in the first stage and 201 nurses in the second stage. The study data was collected via Information Form, Hazard and Risk Identification Form, and Employee Performance Scale (EPS). In the second stage of the study, training was provided using instruction cards called Means of Protection Against Hazards and Risks for potential moderate- and high-level hazards and risks existing after the pre-test. The post-test stage was conducted two weeks after the training. Mann-Whitney U Test, Kruskal-Wallis Test, and Spearman's correlation coefficients were used for statistical analyses of descriptive statistics. RESULTS: The mean EPS score was found to be pre training 3,85 +/- 0,60, after training was found to be 3.92 +/- 0.55. Moreover, there was a weak negative correlation between pre- and post-training risk levels during the COVID-19 pandemic. CONCLUSION: Hazard and risk management training had a positive effect on the performance of employees.
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    Investigation of Body Image and Quality of Life of Patients with Lower Limb Amputation: Problems Experienced of Patients
    Kar, Z; Kutlu, A
    Background: Problems related to quality of life and body images of amputee patients are important.Aims: This study was performed to assess body image and quality of life with problems experienced of patients with lower limb amputation.Materials and methods: This study was performed using mixed quantitative dominant study design. The study was carried out in orthopedics and cardiovascular surgery units of a university hospital. Quantitative data were collected from 30 patients via questionnaires including the Short Form-36 Quality of Life (SF-36 QoL) and Amputee Body Image Scale (ABIS) tools. Qualitative data were gathered from 20 patients using an interview form. In this research, quantitative data have been analyzed by using a statistical program and qualitative data have been analyzed by using content analysis.Results: Age mean of 30 patients with amputation 47.23 +/- 16.08. They were 80 % male, 70% have a chronic illness, 63.3% knee disarticulation or transfemoral amputation, and 53.3% use prosthetic. The average SF-36 QoL sub-dimension scores of the patients were: physical 30.11 +/- 20.00, social 36.66 +/- 27.45, physical roles 18.33 +/- 30.03, emotional roles 37.77 +/- 22.71, mental health 48.0 +/- 22.89, vitality 36.50 +/- 20.64, pain 48.13 +/- 28.33, and general health 43.96 +/- 28.59. The ABIS average score was 60.1 +/- 19.62. The most common problem of patients after amputation involves issues related to motion. Three main categories of patients experience with amputation were designated that the reactions after learning that the amputation will be done, problems experienced in the early period after amputation and post-discharge problems.Conclusions: Quality of life of patients with amputation was below the intermediate level. Deterioration in body image perception was above average. The most common problem after amputation was issues related mobilization. Training related the amputation process and social support might significantly reduce problems with amputation.
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    Turkish Validity and Reliability of the Individual Cultural Values Scale on Nurses
    Bilgin, N; Kutlu, A
    Background: Nurses need to understand their own cultures in order to care for patients in ways that are based on the cultural structure of the patient, which means to the patient's cultural values and beliefs. Aim: This study was conducted in Turkey, and the aim of the study was to test the Turkish validity and reliability of the Individual Cultural Values Scale (CVSCALE) for nurses. Methods: This research was a methodological study. The sample of the research was composed of 256 nurses. The reliability and validity analyses were performed such as additivity, Cronbach's alpha, response bias, language, content, and construct validity. Ethical approval was obtained for the research. Results: The content validity index of the scale was .91. As a result of confirmatory factor analysis, it was determined that the model had a good fit, and five dimensions of the scale were confirmed. The internal consistencies of subscales, except those for power distance and masculinity, were very reliable. The test-retest correlations were found to be very high for the CVSCALE. Conclusion: The Turkish form of the Individual Cultural Values Scale that was conducted on nurses had acceptable levels of validity and reliability. Measuring culture at the individual level is important for transcultural nursing, and it will contribute the creation of nursing policies in Turkey.
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    Relationships between nurse managers' person-organization fit, person-job fit, and cultural values in Turkey
    Bilgin, N; Kutlu, A
    BACKGROUND: While individuals' thoughts and behaviors are shaped according to their environment's cultural characteristics, the managers' values also shape organizational culture. Therefore, the concepts of person-organization fit and person-job fit can also be affected by the managers' culture. OBJECTIVE: This research aimed to examine the relationships between organization, job fit and cultural values of nurse managers working in university hospitals in Turkey. METHODS: This research is a cross-sectional analytical study. The research sample comprised 391 nurse managers working in the 20 university hospitals in Turkey. The research data were collected via an information form, individual cultural values scale, person-organization fit scale (POFS), and person-job fit scale (PJFS). Descriptive statistics were computed to define demographic characteristics. Spearman's correlation coefficient was used to evaluate the relationship between numeric variables. RESULTS: The means of the nurse managers' power distance, uncertainty avoidance, collectivism, masculinity, long-term orientation scores were 3.03, 5.98, 5.34, 3.02, and 5.60, respectively. The means of the nurse managers' POFS and PJFS scores were 3.33 and 4.13, respectively. There was a positive relationship among power distance and long-term orientation dimensions and person-organization fit, while there was a negative relationship between the masculinity dimension and person-job fit (p < 0.05). CONCLUSIONS: This study found that the nurse managers' individual cultural values were related to the organization and job fit. In this context, it is worth considering the individuals' cultural values in nurse recruitment and selection processes.
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    Adaptation and validation of the Turkish version of the Caring Culture Survey
    Gülsen, M; Kutlu, A
    Aim To assess the validity and reliability of the Caring Culture Survey in a sample of Turkish nurses. Background Health care institutions have increased their focus on the caring culture to improve the satisfaction of both employees and patients. However, there is a lack of valid and reliable tools in Turkish that measure nurses' perceptions of caring culture. Method This two-phase psychometric study was conducted by recruiting 240 nurses from one university hospital between August and October 2019. In phase 1, the scale's adaptation was implemented. In phase 2, construct validity was determined by confirmatory factor analysis. Reliability was tested by internal consistency and item-total correlation coefficients. Results Adaptation results showed that the Turkish version of the scale is adequate for linguistic and content validation. Confirmatory factor analysis indicated a significantly good fit for a three-factor model. Cronbach's alpha coefficient was 0.84 for the overall scale. Conclusion The Turkish version of the Caring Culture Survey showed consistently acceptable psychometric properties of reliability and validity. Implications for Nursing Management The Turkish version of the Caring Culture Survey can be used as an instrument to assess nurses' perceptions of caring culture by health care and nurse managers.