Professional Development Support:'What the Supported Newly Qualified Professional Nurses Have to Say?

2.50
Hdl Handle:
http://hdl.handle.net/10755/616432
Title:
Professional Development Support:'What the Supported Newly Qualified Professional Nurses Have to Say?
Author(s):
Makua, Memme Girly
Lead Author STTI Affiliation:
Tau Lambda-at-Large
Author Details:
Memme Girly Makua, RN, makuamg@unisa.ac.za
Abstract:
Session presented on Saturday, July 23, 2016 and Sunday, July 24, 2016: Background Newly qualified professional nurses, like other health professionals in South Africa, have an obligation to serve the remunerated community service in designated public health institutions for one year before obtaining final registration with the South African Nursing Council (SANC). The objectives of community service, amongst others, are (1) to service public health institutions, especially in the rural areas with human resources and (2) to give the newly qualified health professionals an opportunity to enhance their clinical skills. They have to be guided and supported by those that they find in practice, in case of nurses, those will be the experienced professional nurses. There is no formal induction and professional development support guidelines at national level, a few provinces have developed provincial guidelines and their implementation is still a challenge. The Human Resource (HR) department and staff development departments are tasked with the responsibility of inducting the newly qualified professional nurses in some health institutions, while in some provinces operational nurse managers have to provide the support and guidance or delegate the task to the experienced professional nurses in the unit. In some instances the newly qualified professional nurses receive no induction, orientation or any form of professional development support. They are expected to get off to a flying start. Design and methodology: the presentation is part of a main study conducted by the researcher in 2014 -2015. The design of the main study is a mixed methods design of concurrent triangulation approach. In this part of the study, the newly qualified professional nurses participated in a survey, responding to a self-administered questionnaire. Section C of the questionnaire consisted of three open ended questions where the respondents were asked to air their views in writing. Sampling: The population were the newly qualified professional nurses in South Africa, who completed community service between June 2014 and June 2015. The sampling used for the survey was a systematic probability sampling. The researcher used the RaoSoft Survey Tools computer program to calculate the sample size.'A total'of three hundred and fifty (350) newly qualified professional nurses were invited to participate in the survey 'Data analysis: One hundred and twelve (112) questionnaires had responses to section C. The written views from the questionnaire were analysed for content qualitatively and the data yielded eighteen (18) codes, four (4) subthemes and two (2) themes. The chosen theme is: Induction and professional development support experienced by the newly qualified professional nurses during community service The subtheme for the presentation is: Positive aspects experienced by the newly qualified professional nurses in relation to induction and professional development support Findings: despite the challenges in induction and professional development support during community service, there were newly qualified professional nurses who were supported and reported positively on that support. Positive aspects include: appreciation of the warm welcome received; induction and orientation; feeling at ease; feelings of independence, growth and development; boosted confidence and enhancement of clinical competence; respect for the newly qualified professional nurse as a person; happy to have a choice of allocation areas; attendance of in-service training and short courses relevant to place of allocation; informal mentorship and leadership development activities. Conclusion: Well supported newly qualified professional nurses take less time to be integrated into practice than unsupported newly qualified professional nurses. They feel as part of the experienced nursing personnel and they are easy to work with, as they have enhanced clinical competence and the confidence to practice as professionals. They feel at ease as they are guided through-out their transition from student to professional. they also reported having a positive attitude towards their work.
Keywords:
Community service; Operational nurse managers; Professional development support
Repository Posting Date:
13-Jul-2016
Date of Publication:
13-Jul-2016 ; 13-Jul-2016
Other Identifiers:
INRC16PST213
Conference Date:
2016
Conference Name:
27th International Nursing Research Congress
Conference Host:
Sigma Theta Tau International, the Honor Society of Nursing
Conference Location:
Cape Town, South Africa
Description:
Theme: Leading Global Research: Advancing Practice, Advocacy, and Policy

Full metadata record

DC FieldValue Language
dc.language.isoenen
dc.titleProfessional Development Support:'What the Supported Newly Qualified Professional Nurses Have to Say?en
dc.contributor.authorMakua, Memme Girlyen
dc.contributor.departmentTau Lambda-at-Largeen
dc.author.detailsMemme Girly Makua, RN, makuamg@unisa.ac.zaen
dc.identifier.urihttp://hdl.handle.net/10755/616432-
dc.description.abstractSession presented on Saturday, July 23, 2016 and Sunday, July 24, 2016: Background Newly qualified professional nurses, like other health professionals in South Africa, have an obligation to serve the remunerated community service in designated public health institutions for one year before obtaining final registration with the South African Nursing Council (SANC). The objectives of community service, amongst others, are (1) to service public health institutions, especially in the rural areas with human resources and (2) to give the newly qualified health professionals an opportunity to enhance their clinical skills. They have to be guided and supported by those that they find in practice, in case of nurses, those will be the experienced professional nurses. There is no formal induction and professional development support guidelines at national level, a few provinces have developed provincial guidelines and their implementation is still a challenge. The Human Resource (HR) department and staff development departments are tasked with the responsibility of inducting the newly qualified professional nurses in some health institutions, while in some provinces operational nurse managers have to provide the support and guidance or delegate the task to the experienced professional nurses in the unit. In some instances the newly qualified professional nurses receive no induction, orientation or any form of professional development support. They are expected to get off to a flying start. Design and methodology: the presentation is part of a main study conducted by the researcher in 2014 -2015. The design of the main study is a mixed methods design of concurrent triangulation approach. In this part of the study, the newly qualified professional nurses participated in a survey, responding to a self-administered questionnaire. Section C of the questionnaire consisted of three open ended questions where the respondents were asked to air their views in writing. Sampling: The population were the newly qualified professional nurses in South Africa, who completed community service between June 2014 and June 2015. The sampling used for the survey was a systematic probability sampling. The researcher used the RaoSoft Survey Tools computer program to calculate the sample size.'A total'of three hundred and fifty (350) newly qualified professional nurses were invited to participate in the survey 'Data analysis: One hundred and twelve (112) questionnaires had responses to section C. The written views from the questionnaire were analysed for content qualitatively and the data yielded eighteen (18) codes, four (4) subthemes and two (2) themes. The chosen theme is: Induction and professional development support experienced by the newly qualified professional nurses during community service The subtheme for the presentation is: Positive aspects experienced by the newly qualified professional nurses in relation to induction and professional development support Findings: despite the challenges in induction and professional development support during community service, there were newly qualified professional nurses who were supported and reported positively on that support. Positive aspects include: appreciation of the warm welcome received; induction and orientation; feeling at ease; feelings of independence, growth and development; boosted confidence and enhancement of clinical competence; respect for the newly qualified professional nurse as a person; happy to have a choice of allocation areas; attendance of in-service training and short courses relevant to place of allocation; informal mentorship and leadership development activities. Conclusion: Well supported newly qualified professional nurses take less time to be integrated into practice than unsupported newly qualified professional nurses. They feel as part of the experienced nursing personnel and they are easy to work with, as they have enhanced clinical competence and the confidence to practice as professionals. They feel at ease as they are guided through-out their transition from student to professional. they also reported having a positive attitude towards their work.en
dc.subjectCommunity serviceen
dc.subjectOperational nurse managersen
dc.subjectProfessional development supporten
dc.date.available2016-07-13T11:12:26Z-
dc.date.issued2016-07-13-
dc.date.issued2016-07-13en
dc.date.accessioned2016-07-13T11:12:26Z-
dc.conference.date2016en
dc.conference.name27th International Nursing Research Congressen
dc.conference.hostSigma Theta Tau International, the Honor Society of Nursingen
dc.conference.locationCape Town, South Africaen
dc.descriptionTheme: Leading Global Research: Advancing Practice, Advocacy, and Policyen
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