Author :
Abstract
Amaç: Bu araştırma, yönetici hemşirelerin iletişim becerilerinin, hemşirelerin iş performansına etkisini belirlemek amacıyla yapılmıştır. Yöntem: Bu tanımlayıcı araştırma, Eskişehir ilindeki bir üniversite hastanesinde çalışan 368 hemşire ile yürütülmüştür. Araştırmanın verileri, araştırmacı tarafından oluşturulan Kişisel Bilgi Formu, 45 madde ve 3alt boyuttan oluşan İletişim Becerilerini Algılama Envanteri ve 5 maddeden oluşan İş Performansı Ölçeği ile toplanmıştır. Bulgular: Araştırmaya katılan hemşirelerin çoğunun kadın, evli, lisans mezunu olduğu, yaş ortalamalarının 29,84±7,88 olduğu, meslekte çalışma yılı ortalamasının 8,30±7,60 olduğu ve cerrahi kliniklerde çalıştığı belirlenmiştir. Araştırmaya katılan hemşirelerin İletişim Becerilerini Algılama Envanteri toplam puanının (56,49±31,12) ve İş Performansı Ölçeği toplam puanının (15,40±3,31) ortalamanın üzerinde olduğu saptanmıştır. Hemşirelerin iletişim becerilerini algılama düzeyleri ile iş performansları arasında ise (r=0,257; p=0,000) pozitif yönde, orta derecede ve istatistiksel olarak anlamlı ilişki bulunmuştur. Sonuç: Araştırmaya katılan hemşirelerin, yönetici hemşirelerinin iletişim becerilerini algılama düzeylerinin ve iş performanslarının ortalamanın üzerinde olduğu, yönetici hemşirelerin iletişim becerilerinin, hemşirelerin iş performansını olumlu düzeyde etkilediği saptanmıştır.
Keywords
Abstract
Objectives: This study was carried out to determine the effect of communication skills of managers nurse’s to nurse’s job performance. Method: This descriptive study has been carried out on 368 nurses working in a university hospital in Eskisehir. The data of the study have been collected through Personal Information Form developed by the researcher, Communication Skills Perception Inventory composed of 45 items and 3 sub-dimensions and Job Performance Scale composed of 5 items. Results: It was found that most of the nurses participated into the study are female, married, have bachelor’s degree, and working in surgical clinic, have an average 29,84±7,88 age range, and an average 8,30±7,60 professional experience. It was found that the nurses participated into the study were above the average of Perception of Communication Skills Inventory total score (56,49 ± 31,12) and Job Performance Scale total score (15,40 ± 3,31). Significant correlations between nurse’s perception level of communication skills and job performances were found positive, intermediate and statistically (r = 0,257; p = 0,000). Conclusions: It was found that the nurses participated into the study, nurse managers’ level of perception of communication skills and job performances are above the average, and nurse managers communication styles affected the nurses' job performance positively.
Keywords
- AbuAlRub, R. F. (2004). “Job stress, job performance, and social support among hospital nurses”, Journal of
- AbuAlRub, R. F. (2004). “Job stress, job performance, and social support among hospital nurses”, Journal of Nursing Scholarship, 36(1): 73-78.
- Al-Makhaita, H. M., Sabra, A. A., & Hafez, A. S. (2014). “Job performance among nurses working in twodifferent health care levels, Eastern Saudi Arabia: a comparative study”, International Journal of Medical Science and Public Health, 3(7): 832-837.
- Bach, S., & Grant, A. (2015). Communication and interpersonal skills in nursing. Learning Matters.
- Bartoo, H., & Sias, P. M. (2004). When enough is too much: Communication apprehension and employee information experiences. Communication Quarterly, 52(1): 15-26.
- Borman, W. C., & Motowidlo, S. M. (1993). “Expanding the criterion domain to include elements of contextual performance”, Personnel Selection in Organizations; San Francisco: Jossey-Bass, 71
- Brinkert, R. (2010). “A literature review of conflict communication causes, costs, benefits and interventions in nursing”. Journal of Nursing Management, 18(2): 145-156.
- Chapelain, P., Morineau, T., & Gautier, C. (2015). Effects of communication on the performance of nursingstudents during the simulation of an emergency situation. Journal of Advanced Nursing, 71(11): 2650-2660.
- Chen, G., Ployhart, R. E., Thomas, H. C., Anderson, N., & Bliese, P. D. (2011). “The power of momentum:A new model of dynamic relationships between job satisfaction change and turnover intentions”, Academy of Management Journal, 54(1): 159-181.
- Claramita, M., Tuah, R., Riskione, P., Prabandari, Y. S., & Effendy, C. (2016). “Comparison ofcommunication skills between trained and untrained students using a culturally sensitive nurse–client communication guideline in Indonesia”, Nurse Education Today, 36: 236-241.
- Courtenay, M., Nancarrow, S., & Dawson, D. (2013). “Interprofessional teamwork in the trauma setting: a scoping review”, Human Resources for Health, 11(1): 57 (1-10).
- Cox–Kelley, S., Justice, M., Waller, L. R., & Johnson, G. (2013). “An exploration of emotional intelligenceand job performance among nurses in rural Texas”, American International Journal of Contemporary Research, 3(7): 1-6.
- Curtis, J. R., Ciechanowski, P. S., Downey, L., Gold, J., Nielsen, E. L., Shannon, S. E., ... & Engelberg, R.A. (2012). “Development and evaluation of an interprofessional communication intervention to improve family outcomes in the ICU”, Contemporary Clinical Trials, 33(6): 1245-1254.
- Cüceloğlu, D. (2005). Keşke’siz bir yaşam için iletişim. İstanbul: Remzi.
- Dahie, A. M., Osman, A. A., & Mohamed, R. A. (2015). “Time Management and Academic Performance:Empirical Survey from High Education in Mogadishu-Somalia”, International Journal in Management and Social Science, 3(12): 376-388.
- Dökmen, Ü. (2002). İletişim Çatışma ve Empati. Sistem Yayıncılık, İstanbul.
- Durğun, S. (2006). Örgüt kültürü ve örgütsel iletişim. Yüzüncü Yıl Üniversitesi Eğitim Fakültesi Dergisi, 3(2): 112-132.
- Eren, E. (2015). Örgütsel Davranış ve Yönetim Psikolojisi. (15.baskı), Beta Basım Yayın Dağıtım, İstanbul, Eroğlu, F. (2000). Davranış Bilimleri. (5. Baskı), Beta Yayınları, İstanbul
- Fort, A. L. & Voltero, L. (2004). “Factors affecting the performance of maternal health care providers in Armenia”, Human Resources for Health, 2(1): 8.
- Ghasemzadeh, A.; Abbaszadeh, M.; Hassani, M. & Hashemi, T. (2013). “Structural modeling of personalitytraits on stress and job performance considering the mediating effects of individual accountability”, Iran Occupational Health, 10(2): 54-64.
- Efil, İ. (2004). İşletme Yönetimi: Yönetim Düşüncesi Fonksiyonları ve Yeni Yönetim Teknikleri, 1.Baskı, Aktüel, Bursa, 2004.
- Jacobs, M. A.; Yu, W. & Chavez, R. (2016). “The effect of internal communication and employee satisfaction on supply chain integration”, International Journal of Production Economics, 171: 60-70.
- Jawahar, I. M. & Carr, D. (2007). Conscientiousness and contextual performance: The compensatory effectsof perceived organizational support and leader-member exchange. Journal of Managerial Psychology, 22(4): 330-349.
- Johlke, M. C. & Duhan, D. F. (2000). “Supervisor communication practices and service employee job outcomes”, Journal of Service Research, 3(2): 154-165.
- Johnson, J. D. (1993). Organizational communication structure. Praeger Pub Text.
- Khalid, A.; Murtaza, G.; Zafar, A.; Zafar, M. A.; Saqib, L. & Mushtaq, R. (2012). “Role of supportiveleadership as a moderator between job stress and job performance”, Information Management and Business Review, 4(9): 487-495.
- Khanjankhani, K.; Askari, R.; Rafiei, S.; Shahi, M. A.; Hashemi, F. & Shafii, M. (2017). “Applying artificialneural network approach to predict nurses' job performance based on personality traits and organizational factors”, Annals of Tropical Medicine and Public Health, 10(5): 1299.
- Khorshid, L. (1997). “Sağlık ekibi üyeleri ile iletişim”, Sağlık ve Sosyal Yardım Vakfı Dergisi, Cilt:7, Sayı:2, Nisan-Haziran, s. 30-34.
- Koçel, T. (2015). İşletme yöneticiliği. (16.baskı), Beta Basım Yayın Dağıtım A.Ş, İstanbul.
- Kumcağız, H.; Yılmaz, M.; Çelik, S. B. & Avcı, İ. A. (2011). “Hemşirelerin iletişim becerileri: Samsun ili örneği”, Dicle Tıp Dergisi, 38(1): 49-56.
- Korkut, F. (1996). “İletişim becerileri eğitiminin lise öğrencilerinin iletişim becerilerini değerlendirmelerine etkisi”, 3P Dergisi, 4(3): 191-198.
- Kourkouta, L. & Papathanasiou, I. V. (2014). “Communication in nursing practice”, Materia Socio- Medica, 26(1): 65-67.
- Li, L.; Ai, H.; Gao, L.; Zhou, H.; Liu, X.; Zhang, Z.; ... & Fan, L. (2017). “Moderating effects of coping onwork stress and job performance for nurses in tertiary hospitals: a cross-sectional survey in China”, BMC Health Services Research, 17(1): 401.
- Malik, M. E.; Ghafoor, M. M. & Iqba, H. K. (2012). “Leadership and personality traits as determinants oforganizational citizenship behavior (OCB) in banking sector of Pakistan”, World Applied Sciences Journal, 20(8): 1152-1158.
- McConnell, C.R. (2003). “The Managers’ Approach for Employee Performance Problems”, Health Care Manager 22(1): 63–69.
- Meretoja, R.; Isoaho, H. & Leino‐Kilpi, H. (2004). “Nurse competence scale: development and psychometric testing”, Journal of Advanced Nursing, 47(2): 124-133.
- Motowidlo, S. J. & Van Scotter, J. R. (1994). “Evidence that task performance should be distinguished from contextual performance”, Journal of Applied Psychology, 79(4): 475.
- Mrayyan, M. T. & Al-Faouri, I. (2008). “Nurses' career commitment and job performance: Differences between intensive care units and wards”, Journal of Research in Nursing, 13(1): 38-51.
- Nikolić, M.; Vukonjanski, J.; Nedeljković, M.; Hadžić, O. & Terek, E. (2013). “The impact of internalcommunication satisfaction dimensions on job satisfaction dimensions and the moderating role of LMX”, Public Relations Review, 39(5): 563-565.
- Öcel, H. (2013). “Örgüt kimliğinin gücü, algılanan örgütsel prestij ve kişi-örgüt uyumu ile bağlamsal performans arasındaki ilişkiler: örgütsel bağlılığın aracı rolü”, Türk Psikoloji Dergisi, 28(71): 37.
- Piriaei, S.; Arshadi, N. & Nisi, A. (2014). “The effect of organizational justice on job performance,organizational commitment and turnover intention: the mediating role of trust in the organization and interpersonal trust”, Journal of Psychological Achievements, 4(3): 96-92.
- Robinson, F. P.; Gorman, G.; Slimmer, L. W. & Yudkowsky, R. (2010). “Perceptions of effective and ineffective nurse–physician communication in hospitals”, In Nursing Forum 45(3): 206-216
- Sabuncuoğlu, Z. & Tüz, M. (2008). Örgütsel Psikoloji, Alfa Aktüel Basım Yayın Dağıtım, Bursa.
- Schyns, Birgit.; Paul, Tina.; Mohr, Gisela.& Blank, Hartmut. (2005), “Comparing Antecedents andConsequences of Leader-Member Exchange in a German Working Context to Finding in the US”, European Journal of Work and Organizational Psychology, 14 (1):1-22
- Song, H. S.; Choi, J. & Son, Y. J. (2017). “The relationship between professional communicationcompetences and nursing performance of critical care nurses in South Korea”, International Journal of Nursing Practice, 23(5): 1-7.
- Timuçin, A. (2013). Yönetici hemşire iletişiminin çalışan hemşirelerin iş doyumuna etkisi. Doktora Tezi, İstanbul Üniversitesi, Sağlık Bilimleri Enstitüsü, İstanbul.
- Tong, L. (2018). “Relationship between meaningful work and job performance in nurses” International Journal of Nursing Practice, 24(2): e12620 (1-5).
- Top, M.; Gider, Ö. & Ünalan, D. (2010). “Hastane sektöründe iş performansını etkileyen örgütseldeğişkenlerin (faktörlerin) incelenmesi: Kayseri ve Kocaeli illerindeki hemşireler üzerine bir alan araştırması”, Yönetim: İstanbul Üniversitesi İşletme İktisadı Enstitüsü Dergisi, (66): 71-96.
- Tutar, H. & Yılmaz, M. K. (2002). Genel iletişim, Nobel Yayıncılık, Ankara.
- Tutar, H. & Yılmaz, M. K. (2010). Genel İletişim Kavram ve Modeller, Seçkin Yayıncılık, Ankara.
- Tzeng, H. M. (2004). “Nurses’ self-assessment of their nursing competencies, job demands and job performance in the Taiwan hospital system”, International Journal of Nursing Studies, 41(5): 487-496.
- Upadhaya, B.; Munir, R. & Blount, Y. (2014). “Association between performance measurement systems andorganisational effectiveness”, International Journal of Operations & Production Management, 34(7): 853- 875.
- Vahidi, M.; Namdar Areshtanab, H. & Arshadi Bostanabad, M. (2016). “The relationship between emotional intelligence and perception of job performance among nurses in north west of Iran”, Scientifica, 1-6.
- Vermeir, P.; Vandijck, D.; Degroote, S.; Peleman, R.; Verhaeghe, R.; Mortier, E., ... & Vogelaers, D. (2015).“Communication in healthcare: a narrative review of the literature and practical recommendations”, International Journal of Clinical Practice, 69(11): 1257-1267.
- Wilson, P. M.; Kendall, S. & Brooks, F. (2006). “Nurses’ responses to expert patients: the rhetoric andreality of self-management in long-term conditions: a grounded theory study”, International Journal of Nursing Studies, 43(7): 803-818.
- Yıldız, O., Dağdeviren, M. & Çetinyokuş, T. (2008). “İş gören performansının değerlendirilmesi için birkarar destek sistemi ve uygulaması”, Gazi Üniversitesi Mühendislik-Mimarlık Fakültesi Dergisi, 23(1): 239- 248.
- Yu, S. & Ko, Y. (2017). “Communication competency as a mediator in the self-leadership to job performance relationship”, Collegian, 24(5): 421-425.
- Yuxiu, P.; Kunaviktikul, W. & Thungjaroenkul, P. (2011). “Job characteristics and job performance amongprofessional nurses in the university hospitals of people’s Republic of China”, Chiang Mai University Journal of Natural Sciences, 10(2): 171-180.
- Zhao, S. H. & Fan, L. H. (2016). “Impact of gratitude and happiness on job per- formance of nurses” Journal of Nursing China, 8: 5–8
