Browsing by Author "Kwashie, A.A."

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Experiences of Ghanaian Student Nurses in the Clinical Learning Environment: Implications for Nursing Education and Practice
(University of Ghana, 2019-07) Kwashie, A.A.
Learning environments are relevant in adult education as they serve to facilitate acquisition of relevant knowledge, skills and attitudes for one to be well educated. The Clinical Learning Environment (CLE) has been identified as a complex network of forces that work together in the learning of clinical skills for student nurses in addition to classroom learning (Flott & Linden, 2016). Student nurses are placed in the Clinical Learning Environment to acquire the requisite skills needed for future professional practice on graduation. The experiences of student nurses during this placement are varied and have implications for nursing education and practice. This study aimed at exploring the experiences of student nurses in their Clinical Learning Environments and described how these influence and impact on their acquisition of the requisite skills for professional practice which is foundational to nursing science. Using Heideggerian phenomenology qualitative approach, the study explored the lived experiences of student nurses in the Clinical Learning Environment guided by the Learning Environment and Learning Processes and Learning Outcomes Framework (LEPO Framework) (Phillips, McNaught & Kennedy, 2010) and Quality of the Clinical Learning Environment Conceptual Framework (D’Souza, Karkada, Parahoo & Venkatesaperumal, 2015). A total of six (6) focus group interviews were conducted with seventy-five (75) student nurses from the School of Nursing and Midwifery, University of Ghana. Only student nurses from Levels 200 to 400 were recruited for the study. Data was analysed using Colaizzi’s 7-Step strategy of descriptive phenomenological data analysis method to elicit an exhaustive description and interpretation of the phenomenon of experiences in the Clinical Learning Environment. Seven themes and sixteen sub-themes emerged from the data. The themes were description of the Clinical Learning Environment, nature of the ward atmosphere, supervisory relationships on the ward, leadership style of the ward manager, pedagogical atmosphere on the ward, supervision by clinical teachers, and challenges with clinical learning. Explanations were provided for each theme and sub-theme with relevant supporting quotes presented to offer an in-depth understanding of the phenomenon under study. The findings showed that the Clinical Learning Environment is a complex one in which stakeholders interact as community of practice. The student nurses indicated that the leadership style of the ward mangers impacts on their learning outcomes either positively or negatively. They indicated that the pedagogical atmosphere on the ward contributes to their acquisition of the requisite nursing skills for practice as professional nurses. Clinical supervisors need to be present on the wards engaging the student nurses in nursing procedures to translate theory into practice. Student nurses experiences in the Clinical Learning Environment showed that the efforts of all stakeholders are necessary to ensure that effective teaching and learning takes place for student nurses. It was recommended that there must be collaboration among student nurses, ward managers and staff nurses, and clinical instructors to assist with acquisition of requisite clinical skills in nursing.
Exploring the sources of stress among operating theatre nurses in a Ghanaian teaching hospital
(International Journal of Africa Nursing Sciences, 2023) Ackah, V.A.; Kwashie, A.A.
Background: The nursing profession is heavily plagued with occupational stress. The stress nurses encounter in the clinical setting can result in physical, emotional, social and spiritual changes. In the operating theatre, nurses assist surgeons during surgery, observe the overall condition of patients and care for those at risk of developing a critical condition during surgery to prevent any complications from arising. An operating theatre work milieu is problematic in terms of patient safety and is closely associated with elevated stress. Aim: This study sought to explore events from outside and within the operating theatres of a teaching hospital in Ghana causing stress in the nurses. Methods: A sample of 12 operating theatre nurses was drawn from the Teaching Hospital using a purposive sampling technique. Data was collected using a semi-structured interview guide and the study employed a descriptive qualitative approach. Analysis of data was carried out using thematic content analysis. Results: The study has shown that operating theatre nurses are faced with various stressors from time-to-time and the commonest and the most worrying are those related to their work. The major sources of stress such as work overload, staff shortage, and inadequate equipment and supplies to this group of professionals have been identified. Staff shortage, specifically operating theatre nurses has led to the nurses perceiving their workload as overwhelming. Conclusion: In the operating theatre, nurses assist surgeons during surgery, observe the overall condition of patients and care for those at risk of developing a critical condition during surgery to prevent any complications from arising. These put operating theatre nurses at risk of occupational stress. Therefore, there is the need to help create a more conducive environment for all operating theatre nurses to enhance their performances.
Exploring the sources of stress among operating theatre nurses in a Ghanaian teaching hospital
(International Journal of Africa Nursing Sciences, 2023) Ackah, V.A.; Kwashie, A.A.
Background: The nursing profession is heavily plagued with occupational stress. The stress nurses encounter in the clinical setting can result in physical, emotional, social and spiritual changes. In the operating theatre, nurses assist surgeons during surgery, observe the overall condition of patients and care for those at risk of developing a critical condition during surgery to prevent any complications from arising. An operating theatre work milieu is problematic in terms of patient safety and is closely associated with elevated stress. Aim: This study sought to explore events from outside and within the operating theatres of a teaching hospital in Ghana causing stress in the nurses. Methods: A sample of 12 operating theatre nurses was drawn from the Teaching Hospital using a purposive sampling technique. Data was collected using a semi-structured interview guide and the study employed a descriptive qualitative approach. Analysis of data was carried out using thematic content analysis. Results: The study has shown that operating theatre nurses are faced with various stressors from time-to-time and the commonest and the most worrying are those related to their work. The major sources of stress such as work overload, staff shortage, and inadequate equipment and supplies to this group of professionals have been identified. Staff shortage, specifically operating theatre nurses has led to the nurses perceiving their workload as overwhelming. Conclusion: In the operating theatre, nurses assist surgeons during surgery, observe the overall condition of patients and care for those at risk of developing a critical condition during surgery to prevent any complications from arising. These put operating theatre nurses at risk of occupational stress. Therefore, there is the need to help create a more conducive environment for all operating theatre nurses to enhance their performances.
I don’t experience any insults but my wife does”: The blame game of male infertility in Ghana
(South African Journal of Obstetrics and Gynaecology, 2018-12) Naab, F.; Kwashie, A.A.
Background. African men with infertility appear to be concerned about the blame for male infertility falling on their wives. Objective. To explore the concerns of men with infertility about the blame for male infertility falling on their wives. Methods. Participants were recruited through their wives, who were receiving treatment for infertility from the obstetrics and gynaecology unit of a public hospital in Ghana. The men had been identified as having male factor infertility. A semi-structured interview guide was designed and used to conduct in-depth interviews. Each participant was interviewed twice. The first interview lasted ~20-30 minutes. The second was by telephone, for validation of the findings, and lasted ~10 minutes per participant. Each interview was transcribed verbatim for conventional content analysis. Results. The findings revealed that the men described three main concerns: traditional influences, emotional disturbances and pressure on wives. Conclusion. The men’s narrations of their experiences indicated that they were very concerned about the blame for male infertility falling on their wives. There is a need for health education on male infertility in Ghana. © 2018, South African Medical Association. All rights reserved.
Leadership Competencies Of First-Line Nurse Managers: A Quantitative Study
(Leadership in Health Services, 2021) Paarima, Y.; Kwashie, A.A.; Asamani, J.A.; et al.
Purpose: This paper aims to examine the leadership competencies of first-line nurse managers (FLNMs) at the unit level in the eastern region of Ghana. Design/methodology/approach – The paper has a quantitative cross-section design. Findings: Nurse managers exhibited a moderate level of knowledge and ability to apply leadership competencies. Gender, rank, qualification, professional experience, management experience and management training jointly predicted the leadership competencies of FLNMs [(R2 = 0.158, p = 0.016)]. However, only management training was a significant predictor in the model. Practical implications: inappropriate leadership competencies have severe consequences for patients and staff outcomes. This situation necessitates a call for a well-structured program for the appointment of FLNMs based on competencies. Originality/value: This study is the first in Ghana which we are aware of to examine the leadership competencies at the unit level that identify predictors of leadership competencies.
Leadership competencies of first-line nursemanagers: a quantitative study
(Emerald Publishing Limited, 2022) Paarima, Y.; Kwashie, A.A.; Asamani, J.A.; Ofei, A.M.A.
Purpose – This paper aims to examine the leadership competencies of first-line nurse managers (FLNMs) at the unit level in the eastern region of Ghana. Design/methodology/approach – The paper is a quantitative cross-section design. Findings – Nurse managers exhibited a moderate level of knowledge and ability to apply leadership competencies. Gender, rank, qualification, professional experience, management experience and management training jointly predicted the leadership competencies of FLNMs [(R2 = 0.158, p = 0.016]. However, only management training was a significant predictor in the model. Practical implications – Inappropriate leadership competencies have severe consequences for patients and staff outcomes. This situation necessitates a call for a well-structured program for the appointment of FLNMs based on competencies. Originality/value – This study is the first in Ghana which we are aware of that examined the leadership competencies at the unit level that identifies predictors of leadership competencies.
The Newly qualified graduate nurse: Workplace experiences and challenges from the Ghanaian perspective
(Footprints of the Nursing Profession: Current Trends and Emerging Issues in Ghana, 2014) Kwashie, A.A.
Staffing the unit with nurses: the role of nurse managers
(Emerald Publishing Limited, 2021) Ofei, A.M.A.; Paarima, Y.; Barnes, T.; Kwashie, A.A.
Purpose – To explore the staffing practices of nurse managers at the unit. Design/methodology/approach – Introduction: Ensuring that units are staffed with adequate nurses to render quality nursing care to clients has become increasingly challenging for most hospitals. There is growing evidence linking best patient outcomes and fewer adverse events to the presence of nurses at the bedside. Hospitals require to attract and retain nurses in the units to address the issues of quality, staff and patient safety. Methods: The study used a descriptive phenomenological design to purposively select 15 nurse managers (NMs) and 47 nurses for in-depth interviews and focus group discussions respectively. Findings – The study found that the demand for nurses to work in the unit was not scientific. Nurses affirmed their frustration of inadequate numbers of staff in the unit especially, at the periphery hospitals. Time can be used as a source of motivation for nurses and nurses should be involved in the development of the duty roster to enable effective compliance. Compensation for additional duties is relevant in nursing. Research limitations/implications – The research was carried only in one region in Ghana, and the findings may not be the same in the other regions. Practical implications – Inadequate staffing level has serious implications on patient safety, quality of care and staff outcomes. This situation necessitates the implementation of health sector staffing norms to ensure the right calibre of mix staff are recruited and retained. Originality/value – This study is the first in Ghana that we aware of that explore staffing practices at the unit that identifies factors that impact staff schedules for effective care.
Toxic leadership behaviour of nurse managers and turnover intentions: the mediating role of job satisfaction
(BMC Nursing, 2023) Ofei, A.M.A.; Poku, C.A.; Paarima, Y.; Barnes, T.; Kwashie, A.A.
ntroduction Globally, hospitals are confronted with major challenges of turnover of nurses. Knowledge of the factors that account for the turnover of nurses will aid in creating strategies that will enhance nurse managers’ leadership behaviour and job satisfaction to reduce turnover. The study, therefore, investigated the mediating role of job satisfaction on toxic leadership and turnover intentions of nurses. Methods A multi-centre cross-sectional study was undertaken to assess 943 nurses using the Toxic-leadership Behaviour of Nurse Managers scale, Minnesota Satisfaction Questionnaire and Turnover Intention scale. Descriptive statistics was used to assess the prevalence of toxic leadership, job satisfaction and turnover and Pearson’s correlation examined the relationships between the variables. Hayes’ PROCESS macro approach of mediation was used to determine the effect of toxic leadership behaviour on the turnover intention on the possible influence of job satisfaction. Results The response rate for the study was 76.0%. Mean scores for turnover intentions and toxic leadership behaviour were 3.71 and 2.42 respectively. Nurses who work with toxic managers showed a higher propensity to leave their jobs. Job satisfaction acted as a mediator between the toxic leadership practices of managers and turnover intentions. The total effect of toxic leadership behaviour on turnover intention comprised its direct effect (β=0.238, SE=0.017, 95% CI [0.205, 0.271]) and its indirect effect (β = -0.020, SE=0.017). Conclusions Job satisfaction acted as a mediating factor for toxic leadership behaviour and nurses’ turnover intentions. As part of nurse retention initiatives, avoiding toxic leadership behaviours will be the ultimate agenda. Nurse administrators should recognize the value of excellent leadership and develop a structured training programme through the use of evidence-based professional development plans for nurse managers.