Knowledge and practices of primary health care professional nurses: screening and identification of intimate partner violence
- Authors: Felix, Rehanna Theresa
- Date: 2018
- Subjects: Marital violence -- South Africa -- Psychological aspects , Nursing -- Social aspects Primary health care -- Research -- South Africa
- Language: English
- Type: Thesis , Masters , MCur
- Identifier: http://hdl.handle.net/10948/29816 , vital:30781
- Description: Intimate partner violence is a global concern that affects most countries. In South Africa women are mostly affected by intimate partner violence, which often results in physical injuries or mental disorders. The World Health Organization compiled guidelines to combat the problem of intimate partner violence against women with emphasis on screening for intimate partner violence. However, a screening tool to identify intimate partner violence in female patients was absent in the Nelson Mandela Bay Health District, resulting in cases of intimate partner violence being unidentified. The aim of the research study is to determine the knowledge and practices of professional nurses regarding intimate partner violence and to introduce the use of an intimate partner violence screening tool in primary healthcare facilities to assist professional nurses to identify intimate partner violence. The objectives were firstly, to determine the current knowledge and practices utilized by professional nurses to identify intimate partner violence; secondly, to introduce an intimate partner violence screening tool to identify intimate partner violence; thirdly, to evaluate the knowledge of the professional nurses obtained in the educational session and practices post-implementation of the intimate partner violence screening tool. The researcher conducted a small intervention research study using quantitative, quasi-experimental one group pre-and post-test design. An all-inclusive sample consisting of professional nurses working in primary healthcare facilities in Nelson Mandela Bay Health District was included in the study. The research study was conducted in three phases: Phase one, the pre-test determined the current knowledge and practices of the professional nurses to identify intimate partner violence. Phase two, entailed educational sessions to educate professional nurses that participated in Phase one regarding intimate partner violence and the intimate partner violence screening tool. Phase three, focused on the post-test to evaluate the knowledge of the professional nurses obtained in the educational session and practices post-implementation of the intimate partner violence screening tool. The data was analysed through descriptive and inferential statistics with assistance of the statistician using frequency distribution, central tendency, Chi-square, t-test, Cohens’d and Cramér’s V and Cronbach’s alpha. The researchers ensured reliability and validity throughout the study. The researcher applied the ethical principles of beneficence, non-maleficence iii and autonomy, as well as privacy and confidentiality. Ethical permission was obtained for the study. The response in the pre-test was (n1=128) and the post-test (n2=63). Most participants were between the ages of 41-50 years in both the pre-test (n1=40, 31%) and the post-test (n2=63, 33%). The majority of the participants worked more than 15 years as professional nurses (n1=47, 37%) in the pre-test findings and 11-15 years (n2=19, 30%) in the post-test findings. All the participants were trained in general nursing science in the pre-test (n1=128, 100%), as well as post-test (n2=63, 100%) and the majority of participants were trained in community nursing science in the pre-test (n1=106, 83%) and post-test (n2=58, 92%). However, the majority of participants have indicated to receive no informal intimate partner violence training in the pre-test test (n1=11, 9%) versus the informal training that most participants received in the post-test (n2=50, 79%). Tests scores for knowledge ranged between 29% (n1=37) and 29% (n1=120) in the pre-test and 27% (n2=17) and 94% (n2=59) in the post-test. Test scores for practice ranged between 7% (n1=8) and 46% (n1=59) in the pre-test and 10% (n2=6) and 65% (n2=41) in the post-test. The mean score for knowledge in the pre-test (n1=8,17) and the post-test (n2=8,83) were better than the practice scores in both the pre-test (n1=2,44) and the post-test (n2=2,68). The 20-minutes’ educational session made a slight difference regarding the knowledge as statistically a significant difference was found regarding knowledge between the pre-test and post-test (d.f.=,204; Cohens’d 0.29). However, there is still a gap in knowledge among professional nurses regarding IPV in the Nelson Mandela Bay Health District. Further recommendations for practice, research and education were given.
- Full Text:
- Date Issued: 2018
- Authors: Felix, Rehanna Theresa
- Date: 2018
- Subjects: Marital violence -- South Africa -- Psychological aspects , Nursing -- Social aspects Primary health care -- Research -- South Africa
- Language: English
- Type: Thesis , Masters , MCur
- Identifier: http://hdl.handle.net/10948/29816 , vital:30781
- Description: Intimate partner violence is a global concern that affects most countries. In South Africa women are mostly affected by intimate partner violence, which often results in physical injuries or mental disorders. The World Health Organization compiled guidelines to combat the problem of intimate partner violence against women with emphasis on screening for intimate partner violence. However, a screening tool to identify intimate partner violence in female patients was absent in the Nelson Mandela Bay Health District, resulting in cases of intimate partner violence being unidentified. The aim of the research study is to determine the knowledge and practices of professional nurses regarding intimate partner violence and to introduce the use of an intimate partner violence screening tool in primary healthcare facilities to assist professional nurses to identify intimate partner violence. The objectives were firstly, to determine the current knowledge and practices utilized by professional nurses to identify intimate partner violence; secondly, to introduce an intimate partner violence screening tool to identify intimate partner violence; thirdly, to evaluate the knowledge of the professional nurses obtained in the educational session and practices post-implementation of the intimate partner violence screening tool. The researcher conducted a small intervention research study using quantitative, quasi-experimental one group pre-and post-test design. An all-inclusive sample consisting of professional nurses working in primary healthcare facilities in Nelson Mandela Bay Health District was included in the study. The research study was conducted in three phases: Phase one, the pre-test determined the current knowledge and practices of the professional nurses to identify intimate partner violence. Phase two, entailed educational sessions to educate professional nurses that participated in Phase one regarding intimate partner violence and the intimate partner violence screening tool. Phase three, focused on the post-test to evaluate the knowledge of the professional nurses obtained in the educational session and practices post-implementation of the intimate partner violence screening tool. The data was analysed through descriptive and inferential statistics with assistance of the statistician using frequency distribution, central tendency, Chi-square, t-test, Cohens’d and Cramér’s V and Cronbach’s alpha. The researchers ensured reliability and validity throughout the study. The researcher applied the ethical principles of beneficence, non-maleficence iii and autonomy, as well as privacy and confidentiality. Ethical permission was obtained for the study. The response in the pre-test was (n1=128) and the post-test (n2=63). Most participants were between the ages of 41-50 years in both the pre-test (n1=40, 31%) and the post-test (n2=63, 33%). The majority of the participants worked more than 15 years as professional nurses (n1=47, 37%) in the pre-test findings and 11-15 years (n2=19, 30%) in the post-test findings. All the participants were trained in general nursing science in the pre-test (n1=128, 100%), as well as post-test (n2=63, 100%) and the majority of participants were trained in community nursing science in the pre-test (n1=106, 83%) and post-test (n2=58, 92%). However, the majority of participants have indicated to receive no informal intimate partner violence training in the pre-test test (n1=11, 9%) versus the informal training that most participants received in the post-test (n2=50, 79%). Tests scores for knowledge ranged between 29% (n1=37) and 29% (n1=120) in the pre-test and 27% (n2=17) and 94% (n2=59) in the post-test. Test scores for practice ranged between 7% (n1=8) and 46% (n1=59) in the pre-test and 10% (n2=6) and 65% (n2=41) in the post-test. The mean score for knowledge in the pre-test (n1=8,17) and the post-test (n2=8,83) were better than the practice scores in both the pre-test (n1=2,44) and the post-test (n2=2,68). The 20-minutes’ educational session made a slight difference regarding the knowledge as statistically a significant difference was found regarding knowledge between the pre-test and post-test (d.f.=,204; Cohens’d 0.29). However, there is still a gap in knowledge among professional nurses regarding IPV in the Nelson Mandela Bay Health District. Further recommendations for practice, research and education were given.
- Full Text:
- Date Issued: 2018
The relationship between leadership resilience and self-renewal practices
- Authors: Venter, Celeste
- Date: 2017
- Subjects: Leadership Success in business Organizational resilience
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/14024 , vital:27395
- Description: Most organisations operate in a turbulent environment characterised by volatility, uncertainty, complexity and ambiguity. Disruptive and unpredictable forces of change are key features of this environment and sustainability of organisations has become fragile and unstable. Organisations that are able to grow and thrive within this environment have adaptive capabilities to learn (Ovans, 2005) and adjust faster with more confidence compared to their competitors. Leadership is a decisive influence in the creation of a competitive advantage within thriving organisations. Leaders absorb high levels of turmoil, unpredictability and uncertainty and need to respond to regular shocks and surprises in a productive manner so that the organisation can be responsive to threats and opportunities. The ability of leaders to offer this type of leadership is determined by their own levels of leadership resilience. Leadership resilience is a capability that can increase or diminish depending on the leader’s ability to learn and adapt following unexpected disruptive experiences, continued adverse conditions or while dealing with persistent pressure. Practices associated with self-renewal offer leaders, opportunities to develop disciplined intentional processes of change and adjustment. These are based on a state of awareness regarding one’s level of internal well-being, energy and balance, aimed at replenishing or strengthening resilient qualities and protective factors. Leadership development programmes can make a significant contribution to sustained leadership being effective, by developing personal strengths and strategies that can buttress tough resilience capabilities in leaders. The main research problem in this study was to explore the relationship between leadership resilience and self-renewal practices. To address the main and identified sub-problems, a literature study was conducted focusing on the main components of resilience with specific reference to resilience in leaders, while exploring self-renewal practices that can be used by leaders to improve their resilience. A web-based survey with a questionnaire was administered to a target group consisting of middle and senior managers who have participated in leadership development programmes at the Leadership Academy of the Nelson Mandela Metropolitan University Business School. The survey was a self-reporting instrument that included the Leadership Resilience Profile developed by Dianne Reed and Jerry Patterson (2009) as well as a section focused on self-renewal practices that included physical, spiritual, cognitive and socio-emotional renewal practices. The results from the empirical study revealed that the levels of leadership resilience are related to the self-renewal practices of leaders. The study identified spiritual self-renewal as most significant to leadership resilience. Higher levels of resilience were demonstrated with regard to value-driven leadership, optimism, courageous decision-making and self-efficacy. Senior managers reported higher levels of self-efficacy as compared to their counterparts at middle level management. The study identified adaptability, perseverance and social support as resilience capabilities that leaders should grow. In general, lower scores were obtained for self-renewal practices than for resilience levels. Leadership development initiatives that integrate resilience capabilities and self-renewal practices will create an adaptive resource within organisations. Supporting the development and maintenance of strong leadership resilience capabilities will contribute to the development of adaptive organisations that are able to navigate turbulent conditions with confidence.
- Full Text:
- Date Issued: 2017
- Authors: Venter, Celeste
- Date: 2017
- Subjects: Leadership Success in business Organizational resilience
- Language: English
- Type: Thesis , Masters , MA
- Identifier: http://hdl.handle.net/10948/14024 , vital:27395
- Description: Most organisations operate in a turbulent environment characterised by volatility, uncertainty, complexity and ambiguity. Disruptive and unpredictable forces of change are key features of this environment and sustainability of organisations has become fragile and unstable. Organisations that are able to grow and thrive within this environment have adaptive capabilities to learn (Ovans, 2005) and adjust faster with more confidence compared to their competitors. Leadership is a decisive influence in the creation of a competitive advantage within thriving organisations. Leaders absorb high levels of turmoil, unpredictability and uncertainty and need to respond to regular shocks and surprises in a productive manner so that the organisation can be responsive to threats and opportunities. The ability of leaders to offer this type of leadership is determined by their own levels of leadership resilience. Leadership resilience is a capability that can increase or diminish depending on the leader’s ability to learn and adapt following unexpected disruptive experiences, continued adverse conditions or while dealing with persistent pressure. Practices associated with self-renewal offer leaders, opportunities to develop disciplined intentional processes of change and adjustment. These are based on a state of awareness regarding one’s level of internal well-being, energy and balance, aimed at replenishing or strengthening resilient qualities and protective factors. Leadership development programmes can make a significant contribution to sustained leadership being effective, by developing personal strengths and strategies that can buttress tough resilience capabilities in leaders. The main research problem in this study was to explore the relationship between leadership resilience and self-renewal practices. To address the main and identified sub-problems, a literature study was conducted focusing on the main components of resilience with specific reference to resilience in leaders, while exploring self-renewal practices that can be used by leaders to improve their resilience. A web-based survey with a questionnaire was administered to a target group consisting of middle and senior managers who have participated in leadership development programmes at the Leadership Academy of the Nelson Mandela Metropolitan University Business School. The survey was a self-reporting instrument that included the Leadership Resilience Profile developed by Dianne Reed and Jerry Patterson (2009) as well as a section focused on self-renewal practices that included physical, spiritual, cognitive and socio-emotional renewal practices. The results from the empirical study revealed that the levels of leadership resilience are related to the self-renewal practices of leaders. The study identified spiritual self-renewal as most significant to leadership resilience. Higher levels of resilience were demonstrated with regard to value-driven leadership, optimism, courageous decision-making and self-efficacy. Senior managers reported higher levels of self-efficacy as compared to their counterparts at middle level management. The study identified adaptability, perseverance and social support as resilience capabilities that leaders should grow. In general, lower scores were obtained for self-renewal practices than for resilience levels. Leadership development initiatives that integrate resilience capabilities and self-renewal practices will create an adaptive resource within organisations. Supporting the development and maintenance of strong leadership resilience capabilities will contribute to the development of adaptive organisations that are able to navigate turbulent conditions with confidence.
- Full Text:
- Date Issued: 2017
The socio-cultural factors affecting the participation of women in agricultural development: Khezana village in Alice district
- Authors: Majali, Vuyiseka
- Date: 2012
- Subjects: Women in agriculture -- South Africa -- Eastern Cape , Agricultural development projects -- South Africa -- Eastern Cape , Sustainable agriculture -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Rural poor -- South Africa -- Eastern Cape , Rural development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , M Soc Sc (Anthropology)
- Identifier: vital:11774 , http://hdl.handle.net/10353/557 , Women in agriculture -- South Africa -- Eastern Cape , Agricultural development projects -- South Africa -- Eastern Cape , Sustainable agriculture -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Rural poor -- South Africa -- Eastern Cape , Rural development -- South Africa -- Eastern Cape
- Description: The study sought to investigate socio-cultural factors that contribute to the invisibility of women in agricultural activities at Khwezana village, Alice district. The present study was underpinned by a people’s –centered developmental approach paired with the feminist perspective based of ethnographic research methods, participant observation and basic individual interviews. The study mainly focused on female residents of the village, those who are active in agriculture and also those who are not practicing crop production. Rural women of South Africa have historically played a significant role by contributing in the sustainable livelihoods of the country as well as their communities. However, it has been revealed that there are factors that impede the participation of women in agricultural development. The study revealed that socio-cultural factors such as limited access to land, access to credit (due to tradition and culture circumstances), limited education and culture change in general are the major factors that significantly influence the low agricultural activity in the study village.
- Full Text:
- Date Issued: 2012
- Authors: Majali, Vuyiseka
- Date: 2012
- Subjects: Women in agriculture -- South Africa -- Eastern Cape , Agricultural development projects -- South Africa -- Eastern Cape , Sustainable agriculture -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Rural poor -- South Africa -- Eastern Cape , Rural development -- South Africa -- Eastern Cape
- Language: English
- Type: Thesis , Masters , M Soc Sc (Anthropology)
- Identifier: vital:11774 , http://hdl.handle.net/10353/557 , Women in agriculture -- South Africa -- Eastern Cape , Agricultural development projects -- South Africa -- Eastern Cape , Sustainable agriculture -- South Africa -- Eastern Cape , Sustainable development -- South Africa -- Eastern Cape , Rural poor -- South Africa -- Eastern Cape , Rural development -- South Africa -- Eastern Cape
- Description: The study sought to investigate socio-cultural factors that contribute to the invisibility of women in agricultural activities at Khwezana village, Alice district. The present study was underpinned by a people’s –centered developmental approach paired with the feminist perspective based of ethnographic research methods, participant observation and basic individual interviews. The study mainly focused on female residents of the village, those who are active in agriculture and also those who are not practicing crop production. Rural women of South Africa have historically played a significant role by contributing in the sustainable livelihoods of the country as well as their communities. However, it has been revealed that there are factors that impede the participation of women in agricultural development. The study revealed that socio-cultural factors such as limited access to land, access to credit (due to tradition and culture circumstances), limited education and culture change in general are the major factors that significantly influence the low agricultural activity in the study village.
- Full Text:
- Date Issued: 2012
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