Majd T. Mrayyan

Bio: Majd T. Mrayyan is an academic researcher from Hashemite University. The author has contributed to research in topics: Medicine & Nursing care. The author has an hindex of 20, co-authored 65 publications receiving 1573 citations. Previous affiliations of Majd T. Mrayyan include University of Jordan.

Rate, causes and reporting of medication errors in Jordan: nurses’ perspectives

Abstract: Aim The aim of the study was to describe Jordanian nurses’ perceptions about various issues related to medication errors. Background This is the first nursing study about medication errors in Jordan. Methods This was a descriptive study. A convenient sample of 799 nurses from 24 hospitals was obtained. Descriptive and inferential statistics were used for data analysis. Results Over the course of their nursing career, the average number of recalled committed medication errors per nurse was 2.2. Using incident reports, the rate of medication errors reported to nurse managers was 42.1%. Medication errors occurred mainly when medication labels/packaging were of poor quality or damaged. Nurses failed to report medication errors because they were afraid that they might be subjected to disciplinary actions or even lose their jobs. In the stepwise regression model, gender was the only predictor of medication errors in Jordan. Conclusions Strategies to reduce or eliminate medication errors are required.

Nurse job satisfaction and retention: comparing public to private hospitals in Jordan.

Abstract: Aims To identify variables of Jordanian nurses’ job satisfaction and retention. Comparisons were performed between three public and two private hospitals. Background There has been little research on nurse job satisfaction and retention in Jordan. Interest in nurse retention is renewed with each cycle of nursing shortage. Methods A descriptive design using surveys guided this study through convenience sample of 438 nurses. Data were analysed using descriptive and inferential statistics. Results Nurses reported that they were ‘moderately satisfied’ in their jobs with ‘neutral’ opinion about their retention. Nurses who work in private hospitals were more satisfied and intended to retain their jobs more than nurses in public hospitals. Conclusion Nurse job satisfaction and retention are related concepts; nurses who are satisfied in their jobs are likely to retain these jobs.

Jordanian nurses’ job satisfaction, patients’ satisfaction and quality of nursing care

Abstract: Purpose: To study nurses’ job satisfaction, patients’ satisfaction, and quality of nursing care in a Jordanian educational hospital. Design: A descriptive cross-sectional comparative design was used. The total populations at the educational hospital where the study was conducted were: 200 nurses (response rate 60%), 510 patients (response rate 49%), and 26 head nurses (NHs) (response rate 92%). Mueller/McCloskey Satisfaction Scale (MMSS) 1990; Eriksen’s (1988) scale of The Satisfaction with Nursing Care; and Quality of Nursing Care Questionnaire-Head Nurse of Safford & Schlotfeldt (1960) were used to measure the phenomena of interest. Findings: Nurses were ‘neither satisfied nor dissatisfied’ in their jobs, nurses who work in wards reported a slightly better job satisfaction than nurses who work in critical care units. Patients reported that they were ‘moderately’ satisfied, and head nurses reported that nurses ‘usually (practically)’ provide a high of quality of nursing care. There were no significant differences between critical care units and wards in regard to patients’ satisfaction and quality of nursing care. Conclusions: Jordanian nurses’ job satisfaction is on the borderline, which arguably requires more interventions. Patients’ satisfaction and quality of nursing care have to be enhanced to reach the levels of ‘very satisfied’ and ‘always’ consecutively.

Nurses' autonomy: influence of nurse managers' actions.

Abstract: Background. Autonomy plays an important part in nurses’ job satisfaction and retention, but the literature shows that they are often dissatisfied with this aspect and want better working conditions and greater autonomy in decision-making. Aims. The aim of this study was to examine the role that nurse managers have in enhancing hospital staff nurses’ autonomy. Methods. The study used a comparative descriptive survey design. Data collection took place over the Internet through the use of selective listservs in the United States of America (USA), Canada, and the United Kingdom. Of the 317 hospital nurses participating, 264 (83·3%) were from the USA. Differences relating to nurses, nurse managers, and hospital settings were controlled in the analysis. Results. Nurses were more autonomous in making patient care decisions than unit operational decisions, and they perceived their autonomy to be at a moderate level. Those who were autonomous in patient care decision-making were also likely to be autonomous in unit operation decision-making. Nurse managers’ actions had a strong relationship with nurses’ autonomy in deciding on patient care and unit operation decisions, and with total autonomy. The three important variables that were reported by staff nurses to increase their autonomy were supportive management, education and experience. The three most important factors that were reported to decrease nurses’ autonomy were autocratic management, doctors and workload. Discussion. Technical issues such as the availability of listservs, valid e-mails, viruses, and familiarity with the Internet and its applications were the major limitations of this study. Nurses’ autonomy over patient care and unit operations decisions needs to be enhanced, and nurse managers should promote this. Similarly, there is a role for nurse education, both in preregistration programmes and in continuing education for managers. Further research needs to explore the barriers that nurses face in autonomous decision-making and how nurses’ participation in unit operational decisions can be promoted. Conclusions. Hospital staff nurses have moderate autonomy which could be increased by more effective support from nurse managers. The use of electronic questionnaires is a promising data collection method.

Human MotivationThe Mind in Action: A Study of Motives and Values. A. Campbell Garnett

Abstract: In his Preface the author' says that he started out to review all the more important theories upon the topics ordinarily discussed under human motivation but soon found himself more and more limited to the presentation of his own point of view. This very well characterizes the book. It is a very personal product. It is an outline with some defense of the author's own thinking about instincts and appetites and sentiments and how they function in human behavior. And as the author draws so heavily upon James and McDougall, especially the latter, the book may well be looked upon as a sort of sequel to their efforts. There is a thought-provoking distinction presented between instinct and appetite. An instinct is said to be aroused always by something in the external situation; and, correspondingly, an appetite is said to be aroused by sensations from within the body itself. This places, of course, a heavy emphasis upon the cognitive factor in all instinctive behaviors; and the author prefers to use the cognitive factor, especially the knowledge of that end-experience which will satisfy, as a means of differentiating one instinct from another. In this there is a recognized difference from McDougall who placed more emphasis for differentiation upon the emotional accompaniment. The list of instincts arrived at by this procedure is much like that of McDougall, although the author is forced by his criteria to present the possibility of food-seeking and sex and sleep operating both in the manner of an appetite and also as an instinct. The Shand-McDougall concept of sentiment is taken over and used in the explanation of moral motivation. There is the development within each personality of a sentiment for some moral principle. But this sentiment is not a very powerful motivating factor. It is reinforced by social pressures and by religion, which is treated as an effort of finite man to live in harmony with the infinite reality. Those whose psychological thinking is largely in terms of McDougall will doubtless find this volume a very satisfying expansion; but those who are at all inclined to support their psychological thinking by reference to experimental studies will not be so well pleased. The James-Lange theory, for example, is discussed without mention of the many experimental studies which it has provoked. Theoretical sources appear in general to be preferred to experimental investigations.

Organizational Commitment, Job Satisfaction and Turnover Among Psychiatric Technicians. Technical Report No. 16.

Abstract: Abstract : A study is reported of the variations in organizational commitment and job satisfaction, as related to subsequent turnover in a sample of recently-employed psychiatric technician trainees. A longitudinal study was made across a 10 1/2 month period, with attitude measures collected at four points in time. For this sample, job satisfaction measures appeared better able to differentiate future stayers from leavers in the earliest phase of the study. With the passage of time, organizational commitment measures proved to be a better predictor of turnover, and job satisfaction failed to predict turnover. The findings are discussed in the light of other related studies, and possible explanations are examined. (Modified author abstract)

Annual Review of Psychology

Abstract: This is a high impact journal published by Annual Reviews, Inc., a nonprofit scientific publisher established in 1929 to promote the advancement of the sciences through critical reviews. Covering all areas of psychology research and practice, the Annual Review of Psychology is planned by a rotating committee of eight distinguished psychologists who invite qualified authors to contribute reviews of significant developments in the discipline.