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1.
Res Nurs Health ; 42(5): 349-357, 2019 10.
Artigo em Inglês | MEDLINE | ID: mdl-31310012

RESUMO

Cross-cultural competence is an essential component of the nursing profession, but little is known about the specific psychosocial work characteristics that potentially promote or hinder such competence. In the present study, psychosocial work characteristics were based on Karasek's Job Demand-Control Model. The researchers examined whether Karasek's psychosocial work characteristics, such as high-strain jobs, high-strain isolated jobs, active jobs, and active collective jobs, are associated with cross-cultural competence (empathy, skills, positive attitudes, and motivation), and whether there are differences between native and foreign-born registered nurses (RN) in these potential associations. A random sample of 744 native RNs (91.0% women) and a total sample (n = 212) of foreign-born RNs (94.3% women) working in Finland were used. Data were collected using a questionnaire and analyzed with a series of multiple linear regression analyses. High-strain and high-strain isolated jobs were negatively associated with all four dimensions of cross-cultural competence. Active collective jobs, but not active jobs, were positively associated with cross-cultural skills. There were no differences between native and migrant nurses in these associations. The psychosocial work environment is associated with cross-cultural competence in both native and migrant nurses. Improvements in psychosocial working conditions, especially minimizing negative factors in the work environment, such as high-strain and high-strain isolated jobs, may need to be considered as a part of the efforts aimed to enhance cross-cultural competence among nursing personnel.


Assuntos
Competência Clínica , Competência Cultural , Pessoal Profissional Estrangeiro/psicologia , Recursos Humanos de Enfermagem/psicologia , Recursos Humanos de Enfermagem/normas , Local de Trabalho/psicologia , Adulto , Atitude do Pessoal de Saúde , Feminino , Finlândia , Humanos , Masculino , Pessoa de Meia-Idade , Estresse Psicológico , Inquéritos e Questionários
2.
BMC Health Serv Res ; 18(1): 896, 2018 Nov 26.
Artigo em Inglês | MEDLINE | ID: mdl-30477487

RESUMO

BACKGROUND: In the future, elderly care workers need to have competence of various different conditions due to greater amount of multimorbid elderly. Further, knowledge of national level guidelines is important since they are closely linked to improving quality of care and implementing better practices at work places. The impact of national level guidelines on quality of care at care units is, however, not widely examined in the Finnish context. In this study, the aim was to find out if worker's experience of his/her own competence is associated with quality of care. Secondly, we aimed to see how common is addressing national guidelines and policies at workplaces, and if they are associated with quality of care. Thirdly, we aimed to see whether there are differences between different occupational statuses in competence and addressing national guidelines and policies. METHODS: Total number of respondents was 1997 from 273 different units. Xtreg procedure was used for examining the associations of age, occupational status, unit type, professional competence and addressing the guidelines and policies with quality of care. RESULTS: Higher grade for QoC was associated with age, supervisor position, working in institutionalized care, better competence in supporting the self-determination of a person with memory disorders and falls prevention and addressing the act for elderly care and memory policy. CONCLUSION: This study demonstrated that national policies and guidelines are not widely addressed among Finnish elderly care workers. The study also showed that experienced competence of workers and discussion of policies and guidelines are related to quality of care. Especially competence related to memory disorders was associated with higher QoC. However, the relationship between quality of care and things influencing it seems complex and a major part of the variation in QoC remained unexplained. Although the relationships between guidelines, competences and quality of care are weak, national policies and competences seem to have impact on actual care provided. Therefore, sufficient time to address the guidelines should be provided at workplace and competences developed, which can be seen as a supervisor's task. With knowledge about the guidelines, workers are able to change their practices at work places.


Assuntos
Pessoal de Saúde , Serviços de Saúde para Idosos/normas , Competência Profissional , Qualidade da Assistência à Saúde , Adulto , Idoso , Análise de Variância , Estudos Transversais , Feminino , Finlândia , Guias como Assunto , Política de Saúde , Humanos , Masculino , Pessoa de Meia-Idade , Autonomia Pessoal , Autoavaliação (Psicologia)
3.
BMC Health Serv Res ; 18(1): 418, 2018 06 07.
Artigo em Inglês | MEDLINE | ID: mdl-29879955

RESUMO

BACKGROUND: Foreign-born physicians fill in the shortage of physicians in many developed countries. Labour market theory and previous studies suggest that foreign-born physicians may be a disadvantaged group with a higher likelihood of discrimination and less prestigious jobs. The present study examines foreign-born physicians' experiences of discrimination (coming from management, colleagues and patients separately) and patient-related stress and integration-related stress, and it examines how gender, age, employment sector, country of birth, years from getting a practicing license in Finland, language problems, cross-cultural training, cross-cultural empathy, team climate and skill discretion were associated with these factors. METHODS: The present study was a cross-sectional questionnaire study among 371 foreign-born physicians in Finland, aged between 26 and 65 (65% women). Analyses of covariance and logistic regression analyses were conducted to examine the associations. RESULTS: A good team climate and high cross-cultural empathy were associated with lower likelihoods of discrimination from all sources, patient-related stress and integration-related stress. Skill discretion was associated with lower levels of integration-related stress and discrimination from management and colleagues. Language problems were associated with higher levels of integration-related stress. The biggest sources of discrimination were patients and their relatives. CONCLUSIONS: The present study showed the importance of a good team climate, cross-cultural empathy and patience, skill discretion and language skills in regard to the proper integration of foreign-born health care employees into the workplace. Good job resources, such as a good team climate and the possibility to use one's skills, may help foreign-born employees, for instance by giving them support when needed and offering flexibility. Health care organizations should invest in continuous language training for foreign-born employees and also offer support when there are language problems. Moreover, it seems that training increasing cross-cultural empathy and patience might be beneficial.


Assuntos
Médicos Graduados Estrangeiros , Aceitação pelo Paciente de Cuidados de Saúde/estatística & dados numéricos , Médicos , Racismo , Local de Trabalho/psicologia , Adulto , Barreiras de Comunicação , Estudos Transversais , Feminino , Finlândia/epidemiologia , Médicos Graduados Estrangeiros/psicologia , Médicos Graduados Estrangeiros/estatística & dados numéricos , Humanos , Relações Interpessoais , Masculino , Pessoa de Meia-Idade , Estresse Ocupacional , Percepção , Médicos/psicologia , Médicos/estatística & dados numéricos , Racismo/psicologia , Racismo/estatística & dados numéricos , Estresse Psicológico , Inquéritos e Questionários
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