Browsing by Author "Ofei, A.M.A."
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Item Assessment of Strategic Management Practice of Malaria Control in the Dangme West District, Ghana(University of Ghana, 2007-09) Ofei, A.M.A.; Wurapa, F.K.; Afari, E.A.; Asante, R.K.O.; University of Ghana, College of Health Sciences, School of Public HealthObjective: To assess the strategic management practice for malaria control in the Dangme West district. Methods: Strategic management (SM) practice was assessed in all HCFs both in the public and private and some chemical shops within the Dangme West district using semi- structured questionnaires and question guides. In-depth interviews were carried out with healthcare providers in their clinical setting. The status of key malaria control indicators was assessed by interviewing 385 healthcare consumers and 100 pregnant women who were selected by multi-stage cluster sampling from 21 communities. The study utilized both qualitative and quantitative methods in describing the SM practice and assessing status of key malaria control indicators. In addition to the above data was also collected through desk top reviews of HCFs‟ records, district‟s health annual reports, published and unpublished literature, textbooks, etc. Results: Healthcare managers were using all the elements of SM in the management of malaria but these were not holistically coordinated. Present were short ranged informal planning based on the objectives of NMCP and day-to-day operation of the HCFs especially with Ghana Health Service facilities. Due to homogenous nature of Dangme West district, management of culture wasn‟t given much attention by healthcare managers though healthcare providers were acutely aware of its importance to quality service delivery. Competition was woefully absent in the healthcare environment. No formal structure has been created for the management of malaria control activities with the exception of the involvement of Community Based agents. The district was widely implementing all the strategies of the NMCP with favourable outcomes. vConclusions: The practice of strategic management though present in the district, it was fragmented. Hence, while there was significant improvement in the status of key malaria control indicators, this could have been further enhanced if the practice of strategic management has been carried out in a more holistic way. Thus, the assumption; the degree to which malaria control is systematically managed using the process of SM will enhance the status of key malaria control programme indicators is true. HCFs should be able to define their needs based on the realistic needs of the communities and develop plans, which would creatively lead to competitive advantage. There should be adequate involvement of chemical sellers in training programmes for healthcare providers with keen supervision and monitoring of their activities within the district. BCC should target groups to make it more acceptable using local approaches. Strategic Management should be developed as a taught course for In-Service Training within the service for all staff in leadership and management positions.Item Exploring the planning practices of nurse managers in the unit: a study of nurse managers in the greater Accra region(Emerald Publishing Limited, 2022) Ofei, A.M.A.; Parima, Y.; Achempim-Ansong, G.; Barnes, T.Purpose – Nurse managers’ planning practices are essential to the practice of management in the unit, and the overall efficiency of the healthcare service delivery. This study aims to explore the planning practices of nurse managers in the Greater Accra Region, Ghana. Design/methodology/approach – A descriptive phenomenological design was employed to explore nurse managers’ planning practices. In total, 15 nurse managers and 47 nurses from 19 primary and secondary hospitals of the Ghana Health Service and two specialized hospitals in the Greater Accra Region, Ghana, were involved in the study. Data were collected using semi-structured interview guides and probes. Findings – The findings suggested that plans were widely common to all the units of the hospitals and were considered satisfactory by nursemanagers. However, most of these plans were not effectively utilized. Nurse managers had only fair knowledge about the planning process and were moderately involved and communicated ideas to colleagues in the process. Furthermore, nurse managers do not frequently share the vision neither do they even communicate expectations to achieve unit goals and objectives with subordinates. Originality/value – The research emphasizes the relevance of planning in healthcare management. It highlights the management practice of planning in the context of nurse managers and accentuates the values the healthcare system derives with effective planning practices.Item 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.Item Nursing documentation of inpatient care in eastern Ghana(British Journal of Nursing, 2014-01) Asamani, J.A.; Amenorpe, F.D.; Babanawo, F.; Ofei, A.M.A.Background: Despite the usefulness of a well-documented nursing care record, documentation still has its setbacks and receives varying levels of priority among nurses and other health professionals. However, since the quality and standard of patient care is often measured from retrospective records, it is imperative to examine the practice of nursing care documentation. Aim: The study described in this article examined current practices of nursing care documentation in Ghana. Method: By means of multiple sampling strategies, a retrospective approach was used to evaluate 100 patient care records in two hospitals between 1 November and 31 December 2012. Findings: Major findings are that 46% of care given to patients was not recorded in the nursing care records; that nurses' progress notes were not written for 63% of patients after the first day of admission; and that 57% of documentation was not signed by nurses. Conclusion and recommendation: The standard of nursing care documentation is not on a par with that in developed countries, partly owing to a lack of guidelines, as well as a persistent shortage of nurses and the limited use of nursing care records. It is recommended that nursing stakeholders use a multidisciplinary approach to develop policies/guidelines on nursing care documentation and provide training opportunities for nurses on effective documentation. © 2014 MA Healthcare Ltd.Item Nursing documentation of inpatient care in eastern Ghana(British Journal of Nursing, 2014-01) Asamani, J.A.; Amenorpe, F.D.; Babanawo, F.; Ofei, A.M.A.Background: Despite the usefulness of a well-documented nursing care record, documentation still has its setbacks and receives varying levels of priority among nurses and other health professionals. However, since the quality and standard of patient care is often measured from retrospective records, it is imperative to examine the practice of nursing care documentation. Aim: The study described in this article examined current practices of nursing care documentation in Ghana. Method: By means of multiple sampling strategies, a retrospective approach was used to evaluate 100 patient care records in two hospitals between 1 November and 31 December 2012. Findings: Major findings are that 46% of care given to patients was not recorded in the nursing care records; that nurses' progress notes were not written for 63% of patients after the first day of admission; and that 57% of documentation was not signed by nurses. Conclusion and recommendation: The standard of nursing care documentation is not on a par with that in developed countries, partly owing to a lack of guidelines, as well as a persistent shortage of nurses and the limited use of nursing care records. It is recommended that nursing stakeholders use a multidisciplinary approach to develop policies/guidelines on nursing care documentation and provide training opportunities for nurses on effective documentation. © 2014 MA Healthcare Ltd.Item Nursing Workforce Retention in Rural Ghana: The Predictive Role of Satisfaction, Rural Fit, and Resilience(Journal of Nursing Management, 2023) Poku, C.A.; Mensah, E.; Kyei, J.; Ofei, A.M.A.Introduction. High turnover of nurses in rural healthcare settings contributes to challenges in healthcare delivery. Various incentive packages have been introduced in rural healthcare settings to curb this phenomenon, but the canker still exists. The study aimed at assessing the predictive role of job satisfaction, rural fit, and resilience on nurses’ retention in rural Ghana. Materials and Methods. A multicenter cross-sectional design was adopted to collect data from 462 nurses. Analysis through descriptive statistics, one-way ANOVA, Pearson moment product correlation, and multiple regression was done. Results. There was low resilience and rural fit among nurses with higher turnover intention, which was predicted by average daily attendance (β 0.108), rural fit (β −0.144), resilience (β −0.350), satisfaction with prospects (β −0.187), and satisfaction with prospect and pay (β −0.171) at the significance of 0.05. Conclusion. Policymakers can be assured that not just improving financial incentives to nurses, but the integration of nurses to rural settings, commensurate workload and improving pay and prospects for professional growth and resilience are needed for rural retention. Implications for nursing management, nurse managers, and policymakers have a role to develop sustainable strategies to integrate rural fit, resilience, and job satisfaction to help reduce turnover among nurses.Item Perceived organizational politics: Implications for nurses’ stress and job satisfaction(International Journal of Africa Nursing Sciences, 2024) Paarima, Y.; Kisinna, A.A.; Ofei, A.M.A.Background: Perceived organizational politics is a common phenomenon in almost every organization and is associated with undesirable employee outcomes. Despite numerous studies on this important topic, studies describing the influence of perceived organizational politics on nurses’ outcomes (job satisfaction and stress) remain underinvestigated. This study examined the impact of perceived organizational politics on job satisfac tion and job stress among nurses. Methods: A quantitative cross-sectional design was used in this study. Two hundred and thirteen (213) nurses participated. Three standardized instruments were utilized: Perception of Organizational Politics, Job Satisfac tion Scale, and Job Stress Scale. Data were analyzed using descriptive statistics, Pearson correlation, and multiple regression analyses. Findings: Nurses perceived a high level of organizational politics. We identified a significant correlation between perceived organizational politics, job stress, and job satisfaction in nursing. The results showed nurses’ perception of organizational politics had a positive relationship with job stress and a negative relationship with job satisfaction. Managerial implication: Hospital management should reconsider the organizational, group, and individual situ ations that create perceived organizational politics to prevent any unnecessary political behaviors in the hospital. Also, strategies to enhance nursing management and healthcare provision should be directed at reducing the use of politics to promote self-interest. Originality/value: Our study provides a novel insight into the unexplored nature and impact of perceived orga nizational politics on nurses’ job satisfaction and stress in Ghana. It is the first research to investigate organi zational politics using nursing population in the Ghanaian context and makes significant contributions to theory and practice.Item 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.Item 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.Item Toxic leadership behaviour of nurse managers on perceived job satisfaction and productivity of nursing workforce in sub-Saharan Ghana: A multi-centre cross-sectional study(Wily, 2022) Ofei, A.M.A.; Paarima, Y.; Barnes, T.; Poku, C.A.Abstract Aim: This study aimed at assessing the nature and effect of toxic leadership of nurse managers on the perceived job satisfaction and productivity of the nursing workforce. Background: Nursing job outcomes such as job satisfaction and productivity are influenced by various factors in the nursing practice environment including leadership. Due to rising health care expenses and depleting material resources, the productivity of nurses that is expected to improve the efficiency of health care organizations is mostly low. Managers’ toxic behaviour towards nurses affects their job satisfaction and subsequently low productivity. Method: A multi-centre, cross-sectional descriptive design was used. Validated tools were used to collect data from participants, and data were analysed using descriptive, correlation, and hierarchical linear regressions. Results: Registered nurses appraised the leadership behaviour of nurse managers to be toxic, with most managers exhibiting narcissistic leadership behaviour. Though all the components of toxic leadership behaviour of manager and job satisfaction were associated with the perceived productivity of the nurses; only intemperate leadership behaviour of the managers (β = .301, p < .005), and job satisfaction (β = .296, p < .001) significantly predicted perceived productivity among nurses (R2 = .238, F(7, 922) = 41.088, p < .001). Conclusion: Nurse managers’ leadership behaviours were toxic. Nurses’ job satisfaction and all components of managers’ toxic leadership behaviour influenced productivity. Implications for Nursing Management: There should be a policy developed to guide the creation and maintenance of efficient nursing leadership to enhance job satisfaction and productivity among nurses.