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Göktepe, Nilgün

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Nilgün

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Göktepe

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2012 - 201972020 - 202211

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    Turkish critical care nurses' views on end-of-life decision making and practices
    (Wiley-Blackwell, 2016) Topcu, Ibrahim; Miral, Mukaddes; Ersoy, Nermin; Akin, Esra; N/A; Badır, Aysel; Türkmen, Emine; Göktepe, Nilgün; Faculty Member; Faculty Member; Faculty Member; School of Nursing; School of Nursing; School of Nursing; N/A; 109503; 106155
    BackgroundLife-sustaining treatments are increasingly used in intensive care units (ICUs) for EOL care, but the decision to use these may cause ethical issues. Aims and objectivesThe aim of this study was to investigate the views and practices of critical care nurses in Turkey on the end-of-life (EOL) care. DesignThis was a cross-sectional study. MethodsThe research was conducted in 32 second- and third-level ICUs of 19 Ministry of Health research hospitals in Turkey. The Views of European Nurses in Intensive Care on EOL Care tool was used for data collection. ResultsThe total sample size was 602. While half of the nurses stated that the withholding and withdrawal of life support were ethically different decisions, 40% felt both decisions were unethical. The expected quality of life as viewed by the patient, the medical team, the family and the nursing team (904%, 854%, and 834%, respectively) was an important factor in EOL decision making. The majority of the nurses (757%) were not directly involved in the EOL decision making and 784% of nurses were committed to family involvement in EOL decisions. When withdrawing treatment, 872% of ICU nurses agreed that the patient and family members should perform their final religious and spiritual duties. Further results showed that after withdrawing treatment, a majority of nurses (86%) agreed to continue pressure sore prevention, effective pain relief (855%), nutritional support (776%) and hydration (648%). Almost half (482%) indicated that keeping the patients in the ICU was unnecessary. ConclusionICU nurses expressed a range of experiences and practices regarding EOL care. ICU nurses should be more involved in the decision-making process about EOL care. Relevance to clinical practiceDue to their unique relationship with patients, nurses should be involved in EOL care decision making; however, patients, families or nurses are not often involved in the decision-making process in Turkey.
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    Executive nurses’ views about nursing work environment: a qualitative study
    (Yönetici Hemşireler Derneği, 2020) Topçu, İbrahim; Miral, Mukaddes Turan; Serbest, Şehriban; Özcan, Duygu; N/A; Göktepe, Nilgün; Türkmen, Emine; Kebapçı, Ayda; Albayrak, Selvinaz; Faculty Member; Faculty Member; Faculty Member; Teaching Faculty; Semahat Arsel Nursing Education, Practice and Research Center / Semahat Arsel Hemşirelik Eğitim, Uygulama ve Araştırma Merkezi (SANERC); School of Nursing; School of Nursing; School of Nursing; School of Nursing; 106155; 109503; 203808; 106119
    Aim: This study was conducted to evaluate executive nurses’ views and experiences about nursing work environment at hospitals. Method: In this descriptive and qualitative study, which was conducted in Istanbul, 18 individualized in depth interviews were per- formed with executive nurses working in private and public hospitals using semi-structured questions. Data were collected with a tape recorder and content analyzes were performed thematically. Results: Three main themes were determined including leadership and management practices, nursing staffing and management, and management of relationship and collaboration. It was revealed that the executive nurses’ autonomy was at a low level and par- ticipation to hospital executive decisions was inadequate, and they provided coordination of non-nursing supportive services such as housekeeping activities. Executive nurses stated that although there were training and development activities and promotional opportunities in hospitals, the quality, and quantity of nurses were very inadequate. Additionally, they specified that nurses had increased workload, and very high turnover rates, working conditions were not good, and they had difficulty in managing different generations. It was also stated that problems were experienced in cooperation and communication between themselves , nurses and doctors. Conclusion: Results from individual in-depth interviews have shown that executive nurses have many managerial problems in terms of nursing work environment. It is recommended that executive nurses strengthen their communication and collaboration with their teams, managers and policy makers in order to implement healthy workplace standards. /Öz: Amaç: Bu çalışma, üst düzey yönetici hemşirelerin hastanelerde hemşirelik çalışma ortamı hakkındaki görüş ve deneyimlerini ortaya koymak amacıyla yapılmıştır. Yöntem: Bu tanımlayıcı ve nitel çalışma, İstanbul’da gerçekleştirilmiş olup, özel ve devlet hastanelerinde çalışan 18 üst düzey yö- netici hemşire ile yarı yapılandırılmış bireysel derinlemesine görüşmeler yapılmıştır. Veriler kayıt cihazı ile kaydedilmiş ve tematik olarak içerik analizi yapılarak değerlendirilmiştir. Bulgular: Liderlik ve yönetim uygulamaları, hemşire insan kaynağı ve yönetimi, iletişim ve ilişki yönetimi olmak üzere üç ana tema belirlenmiştir. Yönetici hemşirelerin özerkliğinin düşük olduğu, hastane yönetim kararlarına katılımının yetersiz olduğu ve yönetici hemşirelerin temizlik faaliyetleri gibi hemşirelik dışı destek hizmetlerin koordinasyonunu sağladıkları saptanmıştır. Yönetici hem- şireler, hastanelerde eğitim-geliştirme faaliyetleri ve terfi olanaklarının yanı sıra hemşirelerin nitelik ve niceliklerinin çok yetersiz olduğunu, iş yükü ve devir hızlarının çok yüksek olduğunu, çalışma koşullarının iyi olmadığını ve özellikle kuşakları yönetmede çok zorlandıklarını belirtmişlerdir. Ayrıca hemşire-hekim ve hemşire-hemşire arasındaki iş birliği ve iletişimde sorunlar yaşandığına da değinmişlerdir. Sonuç: Bireysel derinlemesine görüşmelerden elde edilen sonuçlar, yönetici hemşirelerin hemşire çalışma ortamıyla ilgili sorunlar yaşadıklarını göstermektedir. Yönetici hemşirelerin sağlıklı çalışma ortamı standartlarını yaşama geçirebilmeleri için kendi ekipleri, birlikte çalıştıkları yöneticiler ve politika yapıcılar ile iletişim ve iş birliklerini güçlendirmeleri gerekmektedir.
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    Effects of nurses' individual, professional and work environment characteristics on job performance
    (Wiley, 2022) N/A; N/A; N/A; Sarıköse, Seda; Göktepe, Nilgün; Teaching Faculty; Faculty Member; School of Nursing; School of Nursing; N/A; 106155
    Aims and objectives This study aimed to examine the effects of nurses' individual, professional and work environment characteristics on their job performance levels. Background Nurses' job performance is important in the effective and efficient provision of health care. Design A descriptive, cross-sectional study. The STROBE guidelines were used in this study. Methods The sample of this descriptive, correlational and cross-sectional study comprised 370 nurses working at one private and two university hospitals in Turkey. A demographic information form, the Practice Work Environment Scale of the Nursing Work Index (PES-NWI) and the Nursing Job Performance Scale (JPS) were used to collect the data. Data were analysed using descriptive statistics, Spearman's correlation and multiple linear (stepwise) regression. Results There was a significant and positive correlation between the scores on the PES-NWI and the JPS (r: 0.65, p < .05). Regression analysis showed that nurses' job performance was affected by five variables (R-2: 59%, p < .05, Durbin-Watson: 2.06). Conclusion The results of the study show that three sub-dimensions of the PES-NWI (nursing foundations for quality of care; staffing and resource adequacy; nurse manager abilities, leadership and support for nurses), colleague solidarity and education level were important factors affecting job performance. Relevance to clinical practice The job performance of nurses is a priority issue in delivering quality healthcare services. Further efforts need to be pursued to nurse managers ensure a positive work environment to increase their nurses' job performance.
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    Developing a scale for attitudes toward productivity
    (Hemşirelikte Araştırma Geliştirme Derneği, 2012) Baykal, Ülkü; N/A; Göktepe, Nilgün; Faculty Member; School of Nursing; 106155
    Objective: To develop a scale to determine nurses’ attitudes toward productivity based on employee productivity as there was no study found determining nurses’ attitudes and behaviors related to productivity in the nurses’ working environment. Method: The study design was methodological. The sample consisted of nurses working at seven hospitals in Istanbul. The research was conducted in two stages. In the first stage, in order to create a pool of items for “Attitude Scale on Productivity”, in-depth interviews were conducted with 21 nurses using a form created with the support of the literature and consisting of questions about how the nurses describe productivity, their opinions on productivity and unproductivity, and what their ideas were about issues such as factors affecting the their view. In the second stage, for validity and reliability, 600 nurses were included in the sample based on 10 times of the number of topics on the scale, and 54 nurses were included in the test-retest analysis sample. The data were collected after obtaining approval from the ethical committee and official approvals from relevant hospital administrations. The data were analyzed by Kendal’s W Coefficient of Concordance Analysis, Paired t test, Pearson’s Correlation Analysis, Exploratory Factor Analysis, and Cronbach’s Alpha Coefficient using SPSS Version 17. Results: A 58-item scale was drafted based on indepth interviews with 21 nurses and information from the literature. For the validity of the content, 15 experts were consulted and Kendall’s W analysis was suitable. Next, a pilot group of 20 people was used to determine whether the scale was understandable. While the test-retest analysis showed a positive and highly statistically significant relationship, the t-test results of the dependent groups showed no significant differences between the two measurements. The item-total score correlations were examined and 15 items under 0.30 were eliminated. As a result of factor analysis, 4 items at a factor load below 0.40 were eliminated, and the total number of items was reduced to 39. Exploratory analysis showed that 5 sub-groups emerged. Total Cronbach’s alpha coefficient in the scale was 0.88. In the sub-groups, Cronbach’s alpha coefficient was 0.81 for dedication to job, 0.76 for working conditions, 0.76 for demands of job, 0.73 for teamwork, and 0.64 for awarding. Conclusion: The study determined that the “Attitude Scale on Productivity” was valid and reliable. /Öz: Amaç: Hemşirelerin çalışma ortamında verimli olma, verimliliğe ilişkin tutum ve davranışlarını belirlemeye yönelik bir çalışmaya rastlanılmamış olması nedeniyle bu çalışmada, çalışan verimliliği temel alınarak hemşirelerin verimliliğe ilişkin tutumlarını belirlemeye yönelik bir tutum ölçeğinin geliştirilmesi amaçlanmıştır. Yöntem: Çalışma, metodolojik tasarımda gerçekleştirilmiştir. Örneklemi, İstanbul’daki yedi hastanede görevli hemşireler oluşturmuştur. Çalışma iki aşamada gerçekleştirilmiştir. Birinci aşamada “Verimliliğe İlişkin Tutum Ölçeği” madde havuzunu oluşturmak amacıyla literatür desteği ile oluşturulan ve hemşirelerin verimliliği nasıl tanımladıkları, verimlilik ve verimsizliğe ilişkin görüşleri, verimliliklerini etkileyen faktörler gibi konulardaki düşüncelerinin neler olduğuyla ilgili sorulardan oluşan görüşme formu kullanılarak 21 hemşireyle derinlemesine görüşme yapılmıştır. İkinci aşamada ölçeğin geçerlik-güvenirlik çalışması için ölçek madde sayısının 10 katı esas alınarak, 600 hemşire, test-tekrar test analizi için 54 hemşire örnekleme alınmıştır. Veriler; etik kurul onayı ve ilgili hastanelerden resmi onaylar alındıktan sonra toplanmıştır. Veriler SPSS 17 programı kullanılarak Kendall’s W İyi Uyuşum Analizi, Bağımlı gruplarda t testi, Pearson Momentler Çarpımı Korelasyon Analizi, Açımlayıcı Faktör Analizi, ve Cronbach Alfa katsayısı ile analiz edilmiştir. Bulgular: Derinlemesine görüşme yöntemi kullanılarak elde edilen veriler ve literatür doğrultusunda 58 maddelik ölçek taslağı oluşturulmuştur. Kapsam geçerliliği için 15 uzmandan görüş alınmış, ifadelerin anlaşılırlığı için 20 kişilik gruba pilot uygulama yapılmıştır. Test-tekrar test analizinde pozitif yönde, güçlü, istatistiksel olarak çok ileri düzeyde anlamlı bir ilişki olduğu; iki ölçüm arasında anlamlı farkın olmadığı belirlenmiştir. Madde toplam puan korelasyon değerleri incelenmiş, 0,30 altındaki 15 madde ölçekten çıkarılmıştır. Faktör analizi sonucunda faktör yükü 0,40’ın altındaki 4 madde çıkarılarak ölçek madde sayısı 39’a düşürülmüştür. Açımlayıcı faktör analizinde ölçek maddelerinin beş faktörde toplandığı, Cronbach alfa katsayısının ölçek toplamında 0,88, alt boyutlarda ise; mesleğe bağlılık için 0,81, çalışma koşulları için 0,76, işin talepleri için 0,76, ekip çalışması için 0,73 ve ödüllendirme için 0,64 olduğu bulunmuştur. Sonuç: Bu çalışmada “Verimliliğe İlişkin Tutum Ölçeği”nin geçerli-güvenilir bir ölçek olduğu belirlenmiştir.
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    The COVID-19 outbreak in Turkey: experiences of nurse managers and activities of the Nurse Managers Association in crisis management
    (Koç Üniversitesi HYO Semahat Arsel Hemşirelik Eğitim ve Araştırma Merkezi (SANERC), 2020) Baykal, Ülkü; Alan, Handan; Güngör, Serkan; Tekin, Devrim Eren; Başulaş, Çağlar Yılmaz; Gümüş, Emel; Serbest, Şehriban; Şen, Hanife Tiryaki; N/A; N/A; Türkmen, Emine; Göktepe, Nilgün; Faculty Member; Faculty Member; School of Nursing; School of Nursing; 109503; 106155
    The Covid-19 epidemic, which emerged in December 2019 and rapidly circled the globe, once again demonstrated the power and importance of nursing in healthcare services. This review aimed to convey the experiences of nurse managers in their struggle with their teams and the efforts of the Nurse Managers Association to support the profession. Strengthening nursing services in healthcare institutions will contribute to our successful efforts to overcome the pandemic and any future crisis and to provide better healthcare that our society deserves. / Aralık 2019’da ortaya çıkan ve hızla tüm dünyayı saran COVID-19 salgını sağlık bakım hizmetlerinde hemşireliğin gücü ve önemini bir kez daha gözler önüne sermiştir. Bu derlemede, yönetici hemşirelerin tüm ekipleriyle birlikte verdikleri mücadelede yaşadıkları deneyimlerin ve Yönetici Hemşireler Derneği’nin meslektaşlara destek çabalarının aktarılması amaçlanmıştır. Sağlık kurumlarında hemşirelik hizmetlerinin güçlendirilmesi bu ve gelecek her türlü krizin daha başarılı atlatılmasına ve toplumumuzun hak ettiği daha iyi sağlık bakımını verme çabalarımıza katkı sağlayacaktır.
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    Determining nurses organizational silence behaviors and its effecting factors
    (Yönetici Hemşireler Derneği, 2020) Türkmen, Emine; Yalçın, Begüm; Göktepe, Nilgün; Özcan, Hüsniye Şeyda; Teaching Faculty; Faculty Member; Faculty Member; School of Nursing; School of Nursing; School of Nursing; N/A; 106155; 108311
    Aim: This study used descriptive, exploratory design and conducted to determine nurses organizational silence behavior levels and affecting factors. Method: This study was conducted with 105 nurses working in a private university hospital. In the study, the Organizational Silence Behavior Scale and twelve socio-demographic and job-related questions were used to collect the data. The data were analyzed using the SPPS 26 program. In descriptive statistical analysis, number, percentage, mean, and standard deviation were used. Independent variables that have an effect on silence behavior subscale scores in primary analyzes were analyzed by using multiple regression analysis.Results: The average age of the nurses participating in the study was 27.9 ± 4.6. It was determined that 83.8% were women, 70.5% had bachelor’s degree and 60% worked as nurses. The organizational Silence Behavior Scale total score arithmetic mean is 2.59 (SD = .66) (min =1, max = 4.26), and the highest score in the subscale was found to be in the acquiesce silence subscale with 3.03 (SD = 1.00). While more than half of the nurses (55.2%) stated that their managers had an influence on their silence behavior, according to the result of regression analysis, being unable to speak comfortably with the manager in the silence climate (R2: .10, Durbin Watson: 1.82, p = .001)and not being able to speak comfortably with the manager in the acquiesce silence subscale. It was found that being under 30 years old (R2: .23, Durbin Watson: 1.49, p < .001) was effective.Conclusion: The results obtained from the research indicated that the nurses who can speak easily with his/her manager nurse and who are older, exhibit less silence behavior. Manager Nurses who are supporting open communication and feedback processes will prevent ‘ silence behavior and support positive work environment. / Amaç: Araştırma, hemşirelerin örgütsel sessizlik davranışlarını ve etkileyen etmenlerin belirlenmesi amacıyla, tanımlayıcı ve ilişki arayıcı tasarımda yapılmıştır. Yöntem: Bu çalışma, bir vakıf üniversite hastanesinde çalışan 105 hemşire ile yürütülmüştür. Çalışmada, “Örgütsel Sessizlik Davranışı Ölçeği” ile bireysel ve mesleki özellikleri belirlemeye yönelik 12 sorudan oluşan veri toplama formu kullanılmıştır. Verilerin analizi SPPS 26 programı kullanılarak yapılmıştır. Tanımlayıcı istatistiksel analizinde sayı, yüzde, ortalama ve standart sapma kullanılmıştır; sessizlik davranışı alt boyut puanları üzerine primer analizlerde etkisi bulunan bağımsız değişkenler çoklu regresyon analizi ile incelenmiştir. Bulgular: Çalışmaya katılan hemşirelerin yaş ortalaması=27,9±4,6 olup %83,8’inin kadın, %70,5’inin lisans mezunu ve %60’ının hemşire pozisyonunda çalıştığı saptanmıştır. Örgütsel sessizlik davranışı ölçeğinden elde edile toplam puanın aritmetik ortalama-sı 2,59 (SS=,66) olup (min=1, max=4,28), alt boyutlarda en yüksek puanın 3,03 (SS=1,00) ile kabullenici sessizlik alt boyutunda olduğu belirlenmiştir. Hemşirelerin yarısından fazlası (%55,2) sessiz kalma davranışında yöneticilerinin etkisi olduğunu belirtirken, regresyon analizi sonucuna göre sessizlik ikliminde üst yöneticisi ile rahatlıkla konuşamamanın (R2: ,10, Durbin Watson: 1, 82, p = .001) ve kabullenici sessizlik alt boyutunda ise yöneticisi ile rahatlıkla konuşamama ile 30 yaş altında olmanın (R2: ,23, Durbin Watson: 1,49, p < .001) etkili olduğu saptanmıştır.Sonuç: Araştırmadan elde edilen sonuçlar,yönetici hemşiresi ile rahatlıkla konuşabilen ve yaşı daha büyük olan hemşirelerin daha az sessizlik davranışı sergilediğini göstermektedir. Yönetici hemşirelerin açık iletişim ve geri bildirim süreçlerini destekleyici yaklaşımınınçalışanların sessizlik davranışını önleyeceği ve olumlu çalışma ortamını destekleyeceği belirtilebilir.
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    Use of team-based learning in a nursing leadership course an action research study
    (Lippincott Williams & Wilkins, 2018) N/A; N/A; Göktepe, Nilgün; Türkmen, Emine; Zeybekoğlu, Zuhal; Yalçın, Begüm; Faculty Member; Faculty Member; Other; Teaching Faculty; School of Nursing; School of Nursing; N/A; School of Nursing; N/A; N/A; Koç Üniversitesi Öğrenme ve Öğretme Ofisi (KOLT); N/A; 106155; 109503; N/A; N/A
    Team-based learning (TBL) is a learner-centered method widely used in health sciences education. The aim of this action research study was to determine the contribution of TBL to the learning experience of students participating in a nursing leadership course. The study was conducted in 2 cycles over 2 semesters, and TBL was embedded in regular class hours. Results suggest that TBL made positive contributions to student learning.
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    Using high-fidelity simulation as a learning strategy in an undergraduate intensive care course
    (Lippincott Williams & Wilkins, 2015) N/A; N/A; N/A; N/A; N/A; N/A; N/A; Badır, Aysel; Zeybekoğlu, Zuhal; Karaçay, Pelin; Göktepe, Nilgün; Topçu, Serpil Akkuş; Yalçın, Begüm; Kebapçı, Ayda; Dikeç, Gül; Faculty Member; Other; Faculty Member; Faculty Member; Teaching Faculty; Teaching Faculty; Faculty Member; Teaching Faculty; School of Nursing; N/A; School of Nursing; School of Nursing; School of Nursing; School of Nursing; School of Nursing; School of Nursing; N/A; N/A; 179331; 106155; 106103; N/A; 203808; 45171
    Using high-fidelity simulations to facilitate student learning is an uncommon practice in Turkish nursing programs. The aim of the present study was to understand students' perceptions of the use of simulation in nursing courses. Subjects included 36 senior nursing students taking an intensive care course. This study revealed that high-fidelity simulation is an ideal method of promoting learning by helping students transfer theory into practice, build confidence and teamwork, and raise professional awareness.
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    Nurse managers' views on why nurses leave their jobs: a qualitative study
    (2021) Yeşilyurt, Tuğba; Baykal, Ülkü; N/A; Göktepe, Nilgün; Faculty Member; School of Nursing; 106155
    Aim: This study aimed to determine the views of nurse managers on why nurses leave their jobs. Background: The departure of nurses from nursing jobs adversely affects the quality and costeffectiveness of patient care and leads to decreased motivation and job performance, adversely affecting institutional outcomes. Methods: This study adopted a descriptive qualitative design, sampling 43 nurse managers working in private, state, and university hospitals. Data was collected through individual, in-depth interviews and analysed using content analysis. The Consolidated Criteria for Reporting Qualitative Research (COREQ) was used to structure and report the study. Results: Nurse managers see nurses leaving their jobs due to economic factors, adverse working conditions, management-related factors, and individual factors. Conclusion: Nurse managers report that nurses leave their jobs due a range of factors, from economic complaints at the macro level to individual concerns at the micro level. (c) 2021 Australian College of Nursing Ltd. Published by Elsevier Ltd.
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    The relationship between nurses' work-related variables, colleague solidarity and job motivation
    (Wiley, 2020) Dirican, Ummuhan; Aydin, Melek; N/A; N/A; N/A; Göktepe, Nilgün; Yalçın, Begüm; Türkmen, Emine; Faculty Member; Teaching Faculty; Faculty Member; School of Nursing; School of Nursing; School of Nursing; 106155; N/A; 109503
    Aims The study was conducted to evaluate the effects of nurses' work-related variables and colleague solidarity on their job motivation. Background The motivation of nurses is an important measure in effective and efficient provision of health care services. Methods The sample of this descriptive study included 172 nurses working at a private hospital in Turkey. The Colleague Solidarity Scale for Nurses, Nurses' Job Motivation Scale, and Demographic and Work-Related Variables Questionnaire were used for data collection. Data were analysed using descriptive statistics, Pearson's correlation and backward multiple regression analysis. Results There was a positive correlation between the scores on the Colleague Solidarity Scale for Nurses and the Nurses' Job Motivation Scale (r: .56, p < .001). of the nine independent variables evaluated in the multiple regression analysis, five had a significant effect on the job motivation of nurses (R-2: .39, p < .001, Durbin-Watson: 2.12). Conclusion The results of the study show that the three sub-dimensions of the Colleague Solidarity Scale for Nurses, salary and career opportunities were important factors affecting job motivation. Implications for Nursing Management In order to increase nurses' job motivation, nurse managers should work to improve collegial solidarity, create career opportunities and develop salary policies.