Adaptation Experiences on the Head Nurse’s Position, Buddhachinaraj Phitsanulok Hospital.
Article Sidebar
Main Article Content
Abstract
This qualitative research aimed to study the adaptation experiences in the position of head nurses, as well as the facilitating and hindering factors that affected these experiences at Buddhachinaraj Phitsanulok Hospital. Key informants were thirteen head nurses who were selected by purposive sampling. Data collection methods included in-depth interview, non-participatory observation, and field notes. Content analysis by Leonard method was employed in data analysis. The results of this study revealed six main themes regarding adaptation experiences in the position of head nurses: 1) Mindset adjustment, which involved striving to do one's best, inspiring others through positive thinking, and being more accepting and receptive to others' opinions. 2) Additional knowledge acquisition, by seeking management, academic, and technological knowledge. 3) Managing stressors by engaging in relaxation activities, seeking counseling, and participating in religious rituals. 4) Creating a beneficial self-image by projecting an external image of personality and good conduct sach as generosity, maturity. 5) Time management by planning work tasks and allocating time for personal life. and 6) Taking care of one's health by nurturing both body and mind. The facilitating factors were organizational support and family support, while obstacles included responding to the needs of a multidisciplinary care team and disruptive technologies. The results of this research nursing administrators with a guideline for preparing new head nurses, focusing on the six identified themes, and promoting facilitating factors while addressing obstacles to enhance adaptation experiences for those entering the position of head nurse.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
References
Boonkuna, T. (2017). Predicting factors of job stress on job retention among registered nurses in in-patient units,
Lampang Hospital. Journal of Health Science Research, 11(1), 33-41. [In Thai].
Chairerk, P. (2015). A study of the development of professional nurses into head nurses position, Regional
Hospital. Journal of The Police Nurse, 7(1), 224-234. [In Thai].
Dweck, C. S. (2012). Mindset: How You Can Fulfil Your Potential. London: Constable & Robinson.
Faculty of Psychology, Chulalongkorn University. (2019). Social support. Retrieved from
https://www.psy.chula.ac.th/th/feature-articles/social-support. [In Thai].
Guba, E.G., & Lincoln, Y. S. (1989). Fourth generation evaluation. Newbury Park, CA: Sage.
Khuankaew, C. (2018). Succession planning for nursing administration of Srinagarind Hospital. Journal of
Nursing and Health Care, 36(4), 91-99. [In Thai].
Leksomboon, K. (2012). The component of the head nurse competency at the tertiary hospital in Suphunburi
Province. Master Thesis (Nursing), Christian University of Thailand, Bangkok. [In Thai].
Lertpunjasub, P., & Stiramon, O. (2017). Conflict analysis and management among registered nurses in
admission system at the hospital. Journal of Social Sciences and Humanities, 43(2), 47-63. [In Thai].
Manin, T. (2021). Adjustment of first year undergraduate students at Chitlada Institute of Technology.
Rattana Bundit University Academic Journal, 16(2), 74–90. [In Thai].
Maslow, A. (1970). Human needs theory: Maslow’s hierarchy of human needs. In R.F. Craven & C. J. Hirnle
(Eds.), Fundamental of Nursing: Human Health and Function (3rd ed.). Philadelphia : Lippincott.
Meesiri, C. (2003). Self development of head nurses community hospitals. Retrieved from
http://www.thaithesis.org/detail.php?id=1082546001663. [In Thai].
Mental Health Center 10. (2021). Work-life balance. Retrieved from https://www.mhc10.go.th/myfile/00_life888.pdf.
[In Thai].
Pankhao, T. (2012). Factors relating to work-family balance of professional nurse working in Government University
Hospital. Journal of The Royal Army Nurse, 13(1), 26-32. [In Thai].
Pavapinit, R. (2019). Achievement experience in career advancement development of registered nurses at the
senior professional level in Srinagarind Hospital. Journal of nursing Science and Health, 42(4), 72-78.
[In Thai].
Phromphanjai, A. (2018). Legal effect of social media use of dental personnel. Journal of the Dental Association
of Thailand, 69(2), 217-236. [In Thai].
Pinchaleaw, D. (2016). Mental health promotion with positive thinking. Journal of The Police Nurses, 8(2),
-230. [In Thai].
Pongwarin, T. (2010). Top 10 qualities of a leader that subordinates love. Nonthaburi: Think Beyond. [In Thai].
Poomikhade, K. (2014). Experience for success in management of head nurse at a tertiary care hospital under
Ministry of Public Health in Nonthaburi Province. Master Thesis (Nursing), Sukhothai Thummathirat Open
University, Nonthaburi. [In Thai].
Preechakoon, B. (2020). Nursing in data technology Era. The Journal of Chulabhorn Royal Academy, 3(1), 19-39.
[In Thai].
Rattikarnsuka, J. (2013). Nursing management of head nurse receiving the outstanding award. Journal of The
Royal Army Nurse, 15(2), 179-186. [In Thai].
Roy, C. & Andrews, H. A. (1999). The Roy adaptation model (2nd ed.). Stamford, CT: Appleton & Lange.
Sathagathonthun, G. (2018). The causal relationship model of job retention for nurses in government hospitals. Journal of Nursing and Health, 12(Special Issue), 58-74. [In Thai].
Sittisomboon, M. (2019). Concept of corporate image building. Journal of Graduate school Pitchayatat, 15(1),
-159. [In Thai].
Sriyospong, C., Saidam, P., Sonthiwattana, R., Kongchai, U., Chantamart, A. & Meepring, M. (2024). Transformational Leadership and Generation Z Nurses' Retention. NU Journal of Nursing and Health Sciences, 18(1), 1-13. [In Thai].
Suntharayuth, T. (2008). Transformative management: educational research theory and practice. Bangkok: Natikul Press.
[In Thai].
Thiravegin, N. (2008). Theory of personality and adjustment. Bangkok: Thammasat press. [In Thai].
Udomtanateera, K. (2020). Disruption: Modern technology that causes disruptive change. Retrieved from https://www.iok2u.com/article/information-technology/disruption-disruptive. [In Thai].
Wanitwetsuwat, S. (2004). Experience of becoming a director of nursing of the community hospitals. Master
Thesis (Nursing), Burapha University, Chonburi. [In Thai].
Wanjun, J. (2011). Dressing by personality. The fine & Applied Arts Journal, 6(1), 55-69. [In Thai].
Watanakijkrilert, D. (2010). Stress management and stress related factors in nurse. Journal of Nursing Science,
(1), 67-75. [In Thai].
Wongkanghae, S., & Mongkholkham, C. (2023). The challenge for nursing administrators in human resource management: Generation Z professional nurses’ group. Journal of Nursing and Health Sciences, 17(1), 13–23. Retrieved from https://he01.tci-thaijo.org/index.php/NurseNu/article/view/260193
Wongsaree, C. (2020). Qualitative research design and data analysis in phenomenology: Nursing science. EAU Heritage
Journal Social Science and Humanity, 10(1), 1-14. [In Thai].
Yuenboon, S. (2019). The effects of readiness preparation program for first-line nurse managers at a secondary level hospital. Nursing Journal, 46(2), 152-162. [In Thai].
