Researcher:
Sarıköse, Seda

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Teaching Faculty

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Seda

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Sarıköse

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Sarıköse, Seda

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2020 - 20225

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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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    The relationship between demographic and occupational variables, transformational leadership perceptions and individual innovativeness in nurses
    (Wiley, 2020) Sarıköse, Seda; Türkmen, Emine; Teaching Faculty; Faculty Member; Semahat Arsel Nursing Education, Practice and Research Center / Semahat Arsel Hemşirelik Eğitim, Uygulama ve Araştırma Merkezi (SANERC); School of Nursing; School of Nursing; N/A; 109503
    Aim: This study aimed to describe innovativeness among nurses and examine the impact of transformational leadership and demographic and occupational variables on individual innovativeness in nurses. Background: Staff nurses must be innovative in order to solve problems occurring in health care environments and implement evidence-based practice. Methods: This descriptive, correlational cross-sectional study comprised 300 nurses working in two hospitals in Turkey. the data were collected with a demographic and occupational questionnaire, the individual innovativeness Scale and the Transformational Leadership Scale. Data were analysed using descriptive statistics, Pearson's correlation and backward regression. Results: Most nurses were categorized as "early majority" (45.3%) or "early adopter" (39.3%) for innovativeness. Education level, position, high self-perceptions of leadership skills and/or perceiving transformational leadership as a high-performance expectation were associated with high levels of individual innovativeness. Conclusion: Almost half of the nurses were early adopters who can be role models to other nurses in the diffusion of innovation. Having higher education levels, positions, leadership skills and expectations from management affected nurses' individual innovation more positively. Implications for Nursing Management It can be helpful for nurse managers to understand the adopter categories and affective variables of innovativeness for the diffusion of innovative practices and evidence-based standards at hospitals.
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    The effect of nurses’ individual, professional and work environment characteristics on their perception of quality of nursing care
    (Yönetici Hemşireler Derneği, 2021) N/A; Göktepe, Nilgün; Türkmen, Emine; Fener, İbrahim; Yalçın, Begüm; Sarıköse, Seda; Faculty Member; Faculty Member; Other; Teaching Faculty; 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; N/A; School of Nursing; School of Nursing; Koç University Hospital; 106155; 109503; N/A; N/A; N/A
    Aim: The aim of this study is to examine the effect of nurses’ individual, professional and work environment characteristics on their perceptions of quality of care. Method: This cross-sectional study was conducted in a university hospital where 400 nurses were employed, and conducted with 154 nurses who have been working in this hospital for at least one year and volunteered to participate in the study. The data were collected with an online questionnaire consisting of three parts. The survey form contained questions about the personal, professional characteristics, and workplace environment of the nurses, and their satisfaction levels about their perceptions of quality of nursing care, the Practice Environment Scale of the Nursing Work Index. Descriptive statistics and logistic regression analysis were used in data analysis. Results: Nurses rated their perceptions of quality of nursing care (mean score: 7.53±1.85; range: 0-10). The mean score of nursing work environment scale was 2.77±0.54. In the logistic regression analysis, it was determined that nurses’ perception of quality of nursing care was affected by “provision of necessary funding sources for quality of nursing care, competency level, staffing and resource adequacy total professional experience, nurse participation in hospital affairs (Nagelkerke R2 =58%, p<05). Conclusion: The nurses’ perception of the quality of care is closely related with nursing work environment in the hospital, their perceived self-competence and duration of their professional experience. Support provided by the managers about participation in management processes, providing opportunities for employees to develop their competencies, as well as providing adequate human and other resources in the working environment, will contribute and increase the quality of care. / Öz: Amaç: Bu çalışmanın amacı, hemşirelerin bireysel, mesleki ve çalışma ortamı özelliklerinin bakım kalitesi algılarına etkisini incelemektir. Yöntem: Bu kesitsel çalışma, 400 hemşirenin çalıştığı bir üniversite hastanesinde, en az bir yıldır bu hastanede çalışan ve çalışmaya katılmaya gönüllü olan 154 hemşire ile gerçekleştirilmiştir. Veriler, üç bölümden oluşan çevrim içi anket ile toplanmıştır. Anket, hemşirelerin bireysel, mesleki ve iş ortamı özellikleri ile bakım kalitesinden doyumunu belirlemeye yönelik sorular ve “Hemşirelik İş İndeksi-Hemşirelik Çalışma Ortamını Değerlendirme Ölçeği”nden oluşmuştur. Veri analizinde tanımlayıcı istatistikler ve lojistik regresyon analizi kullanılmıştır. Bulgular: Hemşireler, hasta bakım kalitesini 7,53±1,85 (0-10 üzerinden) olarak değerlendirmiştir. Hemşirelik çalışma ortamı ölçeği puanı ortalaması 2,77±0,54 olarak bulunmuştur. Lojistik regresyon analizinde, hemşirelerin bakım kalitesi algısının “hemşirelik çalışma ortamına ilişkin bakım için gerekli kaynakların sağlanması, yetkinlik düzeyi, insan gücü ve diğer kaynakların yeterliliği, mesleki deneyim süresi ve hemşirelerin yönetime katılması ve temsil gücü”nden etkilendiği saptanmıştır (Nagelkerke R2 =%58, p<05). Sonuç: Hemşirelerin bakım kalitesi algısı, hastanede oluşturulan hemşirelik çalışma ortamı özelliklerinin yanı sıra kendilerini yetkin bulmaları ve deneyim süreleri ile yakından ilişkilidir. Yönetici hemşirelerin, çalışma ortamında yeterli insani ve diğer kaynakları sağlamasının yanı sıra yönetime katılımı desteklemesi, çalışanların yetkinliklerini geliştirmelerine fırsat sağlaması bakım kalitesinin artmasına katkı sağlayacaktır.
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    Same place but different experience: a qualitative study on gender and the nursing work environment
    (Wiley, 2022) Göktepe, Nilgun; N/A; Sarıköse, Seda; Teaching Faculty; School of Nursing; N/A
    Aim: This study aimed to reveal the opinions and experiences of male and female nurses concerning the nursing work environment in hospitals. Background: The quality of the nursing work environment greatly impacts the improvement of the patient, nurse and organizational outcomes. Therefore, a better understanding of the experiences of male and female nurses can contribute to the creation of a more positive work environment. Methods In this descriptive qualitative study, data were collected with semi-structured interviews conducted in 2020 with 18 nurses who were recruited via purposive and maximum variation sampling. Data was analysed with content analysis. Results: The content analysis revealed two major themes (the effects of gender on workplace practices and the image of nursing and gendered communication in the nursing work environment) and eight subthemes. Conclusion: This study concluded that male and female nurses experience advantages/disadvantages and similarities/differences in the nursing work environment and that both male and female nurses experience challenges regarding workplace relations and the work environment. Implications for Nursing Management A better understanding of the problems associated with the different experiences of male and female nurses in the workplace may help nurse managers to create a more positive work environment.
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    Effects of certain socio-demographic characteristics of nurses who work in a university hospital on their organizational commitment levels
    (Yönetici Hemşireler Derneği, 2020) Bahar, Zühal; Aydoğdu, Nihal Gördes; N/A; Sarıköse, Seda; Ünver, Tuğçe; Göktepe, Nilgün; Teaching Faculty; Master Student; Faculty Member; School of Nursing; Graduate School of Health Sciences; School of Nursing; N/A; N/A; 106155
    Introduction: Organizational commitment which is formed as the result of the organization-employee relationship is the power of the commitment that employees feel for the organization they work. It is a necessity to increase nurses’ commitment to the health organization in which the majority of the workers are nurses. Nurses’ commitment to their organization is not only important for themselves but it is also important for ill/healthy individuals and for the economy of the country.In this study, effects of certain socio-demographic characteristics of nurses who work in a university hospital on their organizational commitment levels were examined. Methods: This research is a descriptive and involves all nurses who work at University Hospital. The data were collected by using "Socio-Demographic Characteristics Information Form" and “Organizational Commitment Scale” translated into Turkish by Dagli, Elcicek and Zakir (2018). Results of the study were obtained by applying a survey to a total of 190 nurses between the dates of December 2018 and April 2019. SPSS 22.0 package program was used to evaluate the data. Results: It was found that the level of organizational commitment of the nurses was moderate 3.13±0.16. According to result of the logistic regression analysis, a significant difference was found between the nurses' level of organizational commitment and their ages, education levels, professional experience, income levels; while no significant difference was found between the nurses' level of organizational commitment and their genders and marital status. Discussion and Conclusion: As a result, in this study difference was found between the nurses’ level of organizational commitment and socio demographic characteristics so executive nurses should focus on this issue. / Giriş ve Amaç: Örgüt-işgören ilişkisi sonucunda oluşan örgütsel bağlılık iş görenin çalıştığı örgüte karşı hissettiği bağın gücüdür. Örgütler için çalışanların çalıştıkları örgütten memnun olmalarını sağlamak, mal ve/veya hizmet üretmek kadar önemli görülmektedir. Çoğunluğunu hemşirelerin oluşturduğu sağlık kuruluşlarında da örgütün başarısı için, hemşirelerin örgüte olan bağlılıklarının artırılması bir gerekliliktir. Hemşirelerin örgüte bağlılıkları yalnızca hemşireler açısından değil hasta/sağlıklı bireyler ve ülke ekonomisi açısından da önem göstermektedir. Bu çalışmada bir üniversite hastanesinde çalışan hemşirelerin bazı sosyo demografik özelliklerinin örgütsel bağlılık düzeylerine etkisi incelenmiştir. Yöntem ve Gereçler: Bu araştırma tanımlayıcı ve ilişki arayıcı tasarımda yapılmıştır. Çalışmanın örneklemini bir üniversite hastanesinde çalışan hemşireler oluşturmuştur. Veriler; “Sosyo-Demografik Özellikler Bilgi Formu” ve Dağlı, Elçiçek ve Zakir (2018) tarafından Türkçe geçerlilik güvenilirliği yapılan Örgütsel Bağlılık Ölçeği kullanılarak toplanmıştır. Toplamda 190 hemşireye anket çalışması Aralık 2018-Nisan 2019 tarihleri arasında uygulanarak çalışma sonuçları elde edilmiştir. Verilerin değerlendirilmesinde SPSS lisanslı 22.0 paket programı kullanılmıştır. Bulgular: Çalışmada hemşirelerin örgütsel bağlılık ölçek ortalamaları 3.13±0.16 olup orta düzeyde olduğu saptanmıştır. Lojistik regresyon analizi sonucuna göre yaş, medeni durum, eğitim durumu ve gelir durumuna göre örgütsel bağlılık arasında pozitif yönde anlamlı fark bulunurken cinsiyet ve medeni duruma göre ise örgütsel bağlılık arasında anlamlı fark bulunmamıştır. Tartışma ve Sonuç: Bu çalışmanın sonucunda hemşirelerin bazı sosyo demografik özelliklerinin örgütsel bağlılık düzeyleri arasında anlamlı fark bulunmuştur. Yönetici hemşirelerin, hemşirelerin örgütsel bağlılığını etkileyen sosyo demografik özellikleri dikkate almaları ve bunlara yönelik stratejiler geliştirmeleri önerilmektedir.