Browsing by Author "Harmanci Seren, A.K."

Now showing 1 - 2 of 2

Corrigendum to “on Clinical Nurses’ Views About Diversities- A Qualitative Study”
(Elsevier Ltd, 2025) Cakir, H.; Harmanci Seren, A.K.
In the original published version of this article, there were unwanted reference links in 2.3. Sample and setting and new references [1], [2] and [3] has been added in the revised version removing the older reference [1]. The original manuscript showed the Introduction, 2.3. Sample and setting and reference [1] as below: Until the beginning of the 20. century, nearly all civilized societies were controlled by upper-class white men. As a result, diverse people from the leading culture were marginalized based on ethnicity, race, religion, language, sex, or sexual orientation. The “Diversity management" concept first emerged in the United States of America (USA) to manage personal and cultural differences among employees. Later, globalization became a worldwide concept parallel with the internationalization of businesses, employees, and clients [1]. Snowball sampling was applied. Inclusion criteria were working in a hospital in Istanbul for at least one year [1], three years or more of professional experience [2], bachelor's or upper degrees in nursing education [3] and working as a staff or a manager nurse [4]. [1] J.L. Bronstein, D.I. Bolnick, “Her joyous enthusiasm for her life-work …”: early women authors in the American naturalist, Am. Nat. 192 (6) (2018) 655–663. The corrected version of Introduction with relevant references and 2.3. Sample and setting are as below: Until the beginning of the 20. century, nearly all civilized societies were controlled by upper-class white men [1]. As a result, diverse people from the leading culture were marginalized based on ethnicity, race, religion, language, sex, or sexual orientation [2]. The “Diversity management” concept first emerged in the United States of America (USA) to manage personal and cultural differences among employees. Later, globalization became a worldwide concept parallel with the internationalization of businesses, employees, and clients [3]. Snowball sampling was applied. Inclusion criteria were: 1. working in a hospital in Istanbul for at least one year, 2. three years or more of professional experience, 3. bachelor's or upper degrees in nursing education 4. and working as a staff or a manager nurse. [1] Judy, R. W., & d'Amico, C. (1997). Workforce 2020: Work and workers in the 21st century. Hudson Institute, Herman Kahn Center, PO Box 26–919, Indianapolis, IN 46226; tele. [2] Penaluna, B. E., Arismendi, I., Moffitt, C. M., & Penney, Z. L. (2017). Nine proposed action areas to enhance diversity and inclusion in the American Fisheries Society. Fisheries, 42(8), 399–402. [3] Hiranandani, V. (2012). Diversity management in the Canadian workplace: Towards an antiracism approach. Urban Studies Research, 2012(1), 385806. The authors apologize for the errors. © 2025 The Author(s)
Citation - WoS: 8
Citation - Scopus: 11
An Evaluation of a Web-Based Crisis Management Training Program for Nurse Managers: the Case of the Covid-19 Crisis
(Cambridge University Press, 2023) Alan, H.; Harmanci Seren, A.K.; Eskin Bacaksiz, F.; Güngör, S.; Bilgin, O.; Baykal, Ü.
Objective: The effective management of nursing services, the main power in patients’ care and treatment in the front line of the fight against the COVID-19 pandemic, and nurse managers’ effective leadership behaviors in the fight against the pandemic have been important key factors. It is thus critical to support nurse managers, strengthen them through training, and increase their competency so that they can successfully manage crises, disasters, or pandemics. This study aims to assess the effect of a web-based training program on the knowledge levels of nurse managers who worked during the COVID-19 pandemic. Methods: This is a randomized controlled experimental study. The study population consisted of the members of the Nurse Managers Association. The intervention group had 30 participants, and the control group had 31 participants in the final. Results: There was no statistically significant difference between the intervention and control groups’ mean number of correct pre-test responses (P = 0.843). However, the intervention group’s mean number of correct post-test responses was statistically significantly higher than the control group’s after the web-based training program (P < 0.001). Conclusions: Web-based training programs can effectively increase nurse managers’ knowledge levels. Therefore, web-based training programs should be developed in ordinary times for the management of crisis situations. © The Author(s), 2023. Published by Cambridge University Press on behalf of Society for Disaster Medicine and Public Health, Inc.