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G Ital Nefrol ; 38(2)2021 Apr 14.
Artigo em Inglês | MEDLINE | ID: mdl-33852220


The new coronavirus disease (Covid-19) pandemic in Italy formally started on 21st February 2020, when a 38-years old man was established as the first Italian citizen with Covid-19 in Codogno, Lombardy region. In a few days, the deadly coronavirus swept beyond expectations across the city of Bergamo and its province, claiming thousands of lives and putting the hospital in Treviglio under considerable strain. Since designated Covid-dialysis hospitals to centrally manage infected hemodialysis patients were not set up in the epidemic areas, we arranged to treat all our patients. We describe the multiple strategies we had to implement fast to prevent/control Covid-19 infection and spread resources in our Dialysis Unit during the first surge of the pandemic in one of the worst-hit areas in Italy. The recommendations provided by existing guidelines and colleagues with significant experience in dealing with Covid-19 were combined with the practical judgement of our dialysis clinicians, nurses and nurse's aides.

/prevenção & controle , Falência Renal Crônica/terapia , Pandemias , Diálise Renal , Adulto , Idoso , Idoso de 80 Anos ou mais , /epidemiologia , Feminino , Administração Hospitalar , Humanos , Itália/epidemiologia , Falência Renal Crônica/complicações , Masculino , Pessoa de Meia-Idade , Isolamento de Pacientes/organização & administração , Administração de Recursos Humanos em Hospitais/métodos , Guias de Prática Clínica como Assunto , Avaliação de Sintomas/métodos , Triagem/organização & administração
Cochrane Database Syst Rev ; 2: CD012876, 2021 02 18.
Artigo em Inglês | MEDLINE | ID: mdl-33599282


BACKGROUND: Critical care telemedicine (CCT) has long been advocated for enabling access to scarce critical care expertise in geographically-distant areas. Additional advantages of CCT include the potential for reduced variability in treatment and care through clinical decision support enabled by the analysis of large data sets and the use of predictive tools. Evidence points to health systems investing in telemedicine appearing better prepared to respond to sudden increases in demand, such as during pandemics. However, challenges with how new technologies such as CCT are implemented still remain, and must be carefully considered. OBJECTIVES: This synthesis links to and complements another Cochrane Review assessing the effects of interactive telemedicine in healthcare, by examining the implementation of telemedicine specifically in critical care. Our aim was to identify, appraise and synthesise qualitative research evidence on healthcare stakeholders' perceptions and experiences of factors affecting the implementation of CCT, and to identify factors that are more likely to ensure successful implementation of CCT for subsequent consideration and assessment in telemedicine effectiveness reviews. SEARCH METHODS: We searched MEDLINE, Embase, CINAHL, and Web of Science for eligible studies from inception to 14 October 2019; alongside 'grey' and other literature searches. There were no language, date or geographic restrictions. SELECTION CRITERIA: We included studies that used qualitative methods for data collection and analysis. Studies included views from healthcare stakeholders including bedside and CCT hub critical care personnel, as well as administrative, technical, information technology, and managerial staff, and family members. DATA COLLECTION AND ANALYSIS: We extracted data using a predetermined extraction sheet. We used the Critical Appraisal Skills Programme (CASP) qualitative checklist to assess the methodological rigour of individual studies. We followed the Best-fit framework approach using the Consolidated Framework for Implementation Research (CFIR) to inform our data synthesis.  We classified additional themes not captured by CFIR under a separate theme. We used the GRADE CERQual approach to assess confidence in the findings. MAIN RESULTS: We found 13 relevant studies. Twelve were from the USA and one was from Canada. Where we judged the North American focus of the studies to be a concern for a finding's relevance, we have reflected this in our assessment of confidence in the finding. The studies explored the views and experiences of bedside and hub critical care personnel; administrative, technical, information technology, and managerial staff; and family members. The intensive care units (ICUs) were from tertiary hospitals in urban and rural areas. We identified several factors that could influence the implementation of CCT. We had high confidence in the following findings: Hospital staff and family members described several advantages of CCT. Bedside and hub staff strongly believed that the main advantage of CCT was having access to experts when bedside physicians were not available. Families also valued having access to critical care experts. In addition, hospital staff described how CCT could support clinical decision-making and mentoring of junior staff.  Hospital staff greatly valued the nature and quality of social networks between the bedside and CCT hub teams. Key issues for them were trust, acceptance, teamness, familiarity and effective communication between the two teams. Interactions between some bedside and CCT hub staff were featured with tension, frustration and conflict. Staff on both sides commonly described disrespect of their expertise, resistance and animosity. Hospital staff thought it was important to promote and offer training in the use of CCT before its implementation. This included rehearsing every step in the process, offering staff opportunities to ask questions and disseminating learning resources. Some also complained that experienced staff were taken away from bedside care and re-allocated to the CCT hub team. Hospital staff's attitudes towards, knowledge about and value placed on CCT influenced acceptance of CCT. Staff were positive towards CCT because of its several advantages. But some were concerned that the CCT hub staff were not able to understand the patient's situation through the camera. Some were also concerned about confidentiality of patient data. We also identified other factors that could influence the implementation of CCT, although our confidence in these findings is moderate or low. These factors included the extent to which telemedicine software was adaptable to local needs, and hub staff were aware of local norms; concerns about additional administrative work and cost; patients' and families' desire to stay close to their local community; the type of hospital setting; the extent to which there was support from senior leadership; staff access to information about policies and procedures; individuals' stage of change; staff motivation, competence and values; clear strategies for staff engagement; feedback about progress; and the impact of CCT on staffing levels. AUTHORS' CONCLUSIONS: Our review identified several factors that could influence the acceptance and use of telemedicine in critical care. These include the value that hospital staff and family members place on having access to critical care experts, staff access to sufficient training, and the extent to which healthcare providers at the bedside and the critical care experts supporting them from a distance acknowledge and respect each other's expertise. Further research, especially in contexts other than North America, with different cultures, norms and practices will strengthen the evidence base for the implementation of CCT internationally and our confidence in these findings. Implementation of CCT appears to be growing in importance in the context of global pandemic management, especially in countries with wide geographical dispersion and limited access to critical care expertise. For successful implementation, policymakers and other stakeholders should consider pre-empting and addressing factors that may affect implementation, including strengthening teamness between bedside and hub teams; engaging and supporting frontline staff; training ICU clinicians on the use of CCT prior to its implementation; and ensuring staff have access to information and knowledge about when, why and how to use CCT for maximum benefit.

Cuidados Críticos/organização & administração , Participação dos Interessados , Telemedicina/organização & administração , Canadá , Cuidados Críticos/métodos , Família , Acesso aos Serviços de Saúde , Humanos , Unidades de Terapia Intensiva , Administração de Recursos Humanos em Hospitais , Recursos Humanos em Hospital/educação , Pesquisa Qualitativa , Rede Social , Estados Unidos
Educ. med. (Ed. impr.) ; 21(4): 237-246, jul.-ago. 2020. graf, tab
Artigo em Espanhol | IBECS | ID: ibc-195114


INTRODUCCIÓN: El clima educativo hospitalario facilita el aprendizaje significativo y depende de la percepción de los integrantes; el síndrome de burnout aparece en profesionales que trabajan de manera directa con otras personas: ambos pueden influir de manera importante en la formación y desempeño de los futuros médicos. OBJETIVO: Evaluar la correlación entre el clima educativo en los hospitales y el síndrome de burnout en los internos de medicina humana de la región Lambayeque en 2018. MATERIAL Y MÉTODOS: Estudio descriptivo, transversal y observacional. La muestra estuvo constituida por todos los internos de medicina de la región Lambayeque en 2018. Se utilizó la encuesta Postgraduate hospital educational environment measurement (PHEEM) para medir el clima educativo, la Maslach Burnout Inventory-Human Services Survey para el síndrome de burnout y una encuesta sociodemográfica-laboral. RESULTADOS: Se encontró que el 28% de los internos presentó síndrome de burnout. En 5 hospitales de la región Lambayeque se observó un clima educativo más positivo que negativo (PHEEM = 80-120) y solo en un hospital referencial del Ministerio de Salud hubo un clima educativo con muchos problemas (PHEEM = 40-80). Hay una correlación estadísticamente significativa (p = 0,019), inversa y baja (r = -0,19) entre el clima educativo hospitalario y el síndrome de burnout en internos de medicina de la región Lambayeque. Además, se encontró una correlación significativa de los factores sociodemográficos laborales con síndrome de burnout, inversa y baja con horas de sueño (r = -0,22 y p = 0,009) y directa y baja con horas de trabajo (r = 0,28 y p = 0,001). CONCLUSIONES: Existe una correlación baja e inversa entre clima educativo y síndrome de burnout

INTRODUCTION:The educational hospital climate provides meaningful learning, and is dependent on the perception of its staff. Burnout syndrome appears in professionals who work directly with other people, and both can have a significant influence on the training and performance of future physicians. OBJECTIVE: To evaluate the correlation between the educational environment of hospitals and the Burnout syndrome in the Foundation of doctors in the Lambayeque region of Peru during 2018. MATERIAL AND METHODS: A descriptive, cross-sectional and observational study was conducted on a sample that consisted of all foundation year doctors from the Lambayeque region during 2018. The Postgraduate Hospital Educational Environment Measurement (PHEEM) questionnaire was used to measure the educational climate, the Maslach Burnout Inventory-Human Services Survey to measure burnout syndrome, as well as a socio-demographic-occupational questionnaire. RESULTS: It was found that 28% of the foundation year doctors had burnout syndrome. A more positive than negative educational climate was observed in 5 hospitals in the Lambayeque region (PHEEM = 80-120), and only in a reference hospital of the Ministry of Health there was an educational climate with many problems (PHEEM = 40-80). There was a statistically significant correlation (p = 0.019), and an inverse and low correlation (r = -0.19) between hospital educational climate and burnout syndrome in foundation year doctors in the Lambayeque region. In addition, a significant correlation was found between the sociodemographic occupational factors and burnout syndrome, inverse and low with hours of sleep (r = -0.22 and p = 0.009), and direct and low with hours of work (r = 0.28 and p = .001). CONCLUSIONS: There is a low and inverse correlation between educational climate and burnout syndrome

Humanos , Masculino , Feminino , Adulto Jovem , Adulto , Internato e Residência , Educação Médica/métodos , Esgotamento Profissional/psicologia , Estudantes de Medicina/psicologia , Ambiente de Trabalho , Administração de Recursos Humanos em Hospitais/educação , Estudos Transversais
Enferm. actual Costa Rica (Online) ; (38): 45-60, Jan.-Jun. 2020. tab
Artigo em Espanhol | LILACS, BDENF - Enfermagem | ID: biblio-1090086


Resumen Esta investigación tuvo por objetivo determinar las estrategias de la enfermera supervisora en la integración de equipos de trabajo de enfermería en una institución hospitalaria. Se trata de una investigación cualitativa realizada en un hospital de segundo nivel de atención, entre agosto de 2017 y julio de 2018. Se aplicó una entrevista individual a 10 enfermeras supervisoras de dicha institución. El análisis se efectuó mediante la técnica cromática y el análisis de contenido; la discusión se elaboró con base en el contraste de los datos obtenidos con la teoría de los Roles de Equipo de Belbin. Se presentan en categorías y subcategorías relacionadas con las características del talento humano de enfermería: nivel de conocimientos, habilidades técnicas, personalidad, habilidades interpersonales y equipos de alto desempeño. Se identificaron las estrategias que las supervisoras de enfermería utilizan al integrar equipos de trabajo.

Abstract This research aimed to determine the strategies of the supervising nurse in the integration of nursing work teams in a hospital institution. This is a qualitative investigation carried out in a second level hospital, between August 2017 and July 2018. An individual interview was applied to 10 supervising nurses of that institution. The análisis was carried out using the chromatic technique and the content analysis; the discussion was developed based on the contrast of the data obtained with the Belbin Team Roles theory. They are presented in categories and subcategories related to the characteristics of human nursing talent: level of knowledge, technical skills, personality, interpersonal skills and high performance teams. Strategies that nursing supervisors use when integrating work teams were identified.

Resumo Esta pesquisa teve como objetivo determinar as estratégias do enfermeiro supervisor na integração de equipes de trabalho de enfermagem em uma instituição hospitalar. Trata-se de uma investigação qualitativa realizada em um hospital de segundo nível, entre agosto de 2017 e julho de 2018. Foi aplicada uma entrevista individual a 10 enfermeiros supervisores dessa instituição. A análise foi realizada utilizando a técnica cromática e a análise de conteúdo; a discussão foi desenvolvida com base no contraste dos dados obtidos com a teoria dos papéis da equipe de Belbin. São apresentados em categorias e subcategorias relacionadas às características do talento humano em enfermagem: nível de conhecimento, habilidades técnicas, personalidade, habilidades interpessoais e equipes de alto desempenho. Estratégias que os supervisores de enfermagem usam ao integrar equipes de trabalho foram identificadas.

Humanos , Masculino , Feminino , Administração de Recursos Humanos em Hospitais , Enfermagem , Supervisão de Enfermagem , Papel do Profissional de Enfermagem , Recursos Humanos de Enfermagem , Recursos Humanos de Enfermagem no Hospital
REME rev. min. enferm ; 24: e-1281, fev.2020.
Artigo em Português | LILACS, BDENF - Enfermagem | ID: biblio-1051331


Objetivo: analisar o desenvolvimento de competências individuais de enfermeiras líderes em sessões de peer coaching. Método: estudo qualitativo, descritivo e analítico, realizado em hospital universitário do Norte do Brasil. Participaram oito enfermeiras gerentes de unidades assistenciais e técnicas. Os dados foram coletados no decorrer e após as sessões de peer coaching, por meio de observação não participante, documentos e entrevista. Posteriormente, foram reunidos e analisados pela técnica de análise de conteúdo. Resultado: realizaram-se 25 sessões. A partir do estado atual, elegeram-se um estado desejado e a competência ou habilidade relacionada. Foram eleitas: resolução de conflitos, supervisão, organização, processo administrativo, delegação, liderança, trabalho em equipe, tomada de decisão, comunicação e educação permanente. As competências foram avaliadas com desenvolvimento ausente, parcial ou integral. Conclusão: os resultados sugerem que, independentemente de os dados objetivos e subjetivos poderem classificar o desenvolvimento de competências, o despertar da consciência, a conduta de responsabilização e o processo de reflexão da experiência são avanços individuais e, consequentemente, organizacionais. Ressalta-se que o desenvolvimento de competências e a implementação de mudanças são possíveis com coaching. O processo modificou a percepção das enfermeiras, motivou e foi positivo, mesmo em cenário adverso.(AU)

Objective: to analyze the development of individual skills of leading nurses in peer coaching sessions. Method: qualitative, descriptive and analytical study, carried out in a university hospital in Northern Brazil. Eight nurse managers of care and technical units participated. Data were collected during and after peer coaching sessions, through nonparticipant observation, documents and interviews. Subsequently, they were gathered and analyzed using the content analysis technique. Result: 25 sessions were held. From the current state, a desired state and the related competence or skill were chosen. They were elected: conflict resolution, supervision, organization, administrative process, delegation, leadership, teamwork, decision making, communication and permanent education. Competences were assessed with absent, partial or integral development. Conclusion: the results suggest that, regardless of whether objective and subjective data can classify the development of competences, the awakening of consciousness, the conduct of accountability and the process of reflection of the experience are individual and, consequently, organizational advances. It is emphasized that the development of skills and the implementation of changes are possible with coaching. The process changed the nurses' perception, motivated and was positive, even in an adverse scenario. (AU)

Objetivo: analizar el desarrollo de las habilidades individuales de enfermeras líderes en sesiones de peer coaching. Método: estudio cualitativo, descriptivo y analítico realizado en un hospital universitario del norte de Brasil. Participaron ocho enfermeras gerentes de unidades de atención y técnicas. Los datos se recogieron durante y después de las sesiones de peer coaching, a través de la observación no participante, documentos y entrevistas. Posteriormente, se reunieron y analizaron utilizando la técnica de análisis de contenido. Resultado: se realizaron 25 sesiones. Del estado actual, se eligió un estado deseado y la competencia o habilidad relacionada. Se eligieron: resolución de conflictos, supervisión, organización, proceso administrativo, delegación, liderazgo, trabajo en equipo, toma de decisiones, comunicación y educación permanente. Las competencias se evaluaron con desarrollo ausente, parcial o integral. Conclusión: los resultados sugieren que, independientemente de si los datos objetivos y subjetivos pueden clasificar el desarrollo de competencias, el despertar de la conciencia, la conducta de la responsabilidad y el proceso de reflexión de la experiencia son avances individuales y, en consecuencia, organizacionales. Se enfatiza que el desarrollo de habilidades y la implementación de cambios son posibles con el coaching. El proceso cambió la percepción de las enfermeras, motivó y fue positivo, incluso en un escenario adverso. (AU)

Humanos , Administração de Recursos Humanos em Hospitais , Competência Profissional , Capacitação Profissional , Tutoria , Enfermeiras Administradoras , Educação em Enfermagem , Hospitais Universitários
PLoS One ; 15(1): e0227989, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-31951632


BACKGROUND: Time management practice can facilitate productivity and success, contributing to work effectiveness, maintaining balance and job satisfaction. Thus, this study aimed to assess time management practices and associated factors among employees of primary hospitals in north Gondar. METHODS: An Institutional based cross-sectional study among primary hospital employees in north Gondar was conducted from March to April 2018. A structured and pre-tested questionnaire was used to collect the data. Simple random sampling technique was utilized to select 422 employees. Bivariate and multivariate logistic regression model were done to identify factors associated with time management practice. Adjusted odds ratio (AOR) with a 95% confidence interval (CI) was ascertained to show the strength and direction of association. RESULT: In this study, the prevalence of time management practice was 56.4% (95%CI: 49.3, 61.7). Being satisfied with organizational policies (AOR = 2.16; 95%CI: 1.02-4.68), performance appraisals (AOR: 2.11; 95%CI: 1.32-4.66), compensation and benefits (AOR: 4.18; 95%CI: 2.18-7.99), and planning (AOR: 2.86; 95% CI: 1.42-5.75) were statistically significant factors associated with time management practice. CONCLUSION AND RECOMMENDATION: The overall time management practice among the primary hospital employees was low. Planning, organizational policy, compensation and benefit, performance appraisal, and residence were factors significantly associated with hospital employee's time management practice. Thus managers and employees need to carry out interventions on significant factors to improve the employees' time management practice.

Hospitais , Administração de Recursos Humanos em Hospitais/métodos , Recursos Humanos em Hospital/psicologia , Atenção Primária à Saúde , Gerenciamento do Tempo/organização & administração , Estudos Transversais , Eficiência , Etiópia , Satisfação no Emprego , Inquéritos e Questionários
Enferm. glob ; 19(57): 460-469, ene. 2020. tab
Artigo em Espanhol | IBECS | ID: ibc-193658


OBJETIVO: Determinar la asociación entre los tipos de conflictos laborales y el manejo de los mismos en el personal de enfermería del Hospital Regional Honorio Delgado de la ciudad de Arequipa del Perú (HRHD). MÉTODO: Estudio, observacional, descriptivo transversal, prospectivo, con enfoque cuantitativo y de nivel correlacional. La población de estudio fueron 190 profesionales encuestados en el año 2015. El instrumento fue un formulario de preguntas de forma anónima, con Test de Thomas Kilmann que consta de 30 ítems, cada uno con dos opciones de afirmaciones. Se realizó un análisis descriptivo y de asociación de variables utilizando el programa Infostat 2018, utilizando el estadístico χ2 con nivel de significancia p<0,05. RESULTADOS: Los resultados mostraron una mayor cantidad de personal entre 50 y 59 años de edad, con un porcentaje de 34,7%, así como predominancia del personal femenino con 94,7%. El tipo de conflictos más frecuente fue el Comunicación-Personal con un 44,8%, en segundo lugar el conflicto personal con 26,8%, seguido por el conflicto de comunicación con 15,8%. En cuanto al manejo de conflictos, el 48,4% consideró al cooperativo como el más utilizado. No se encontró asociación estadísticamente significativa entre el tipo y el manejo conflictos (χ2 = 13,53; p = 0,139). CONCLUSIONES: Para el personal de enfermería no existe relación entre los tipos de conflictos laborales y la forma de manejarlos, sin embargo, la mayoría de los sujetos estudiados considera que los conflictos de Comunicación-Personal son los más comunes y que su manejo es cooperativo

OBJECTIVE: Determine the association between the labor conflicts types and their management in the nursing staff of Honorio Delgado Regional Hospital in Arequipa city, Peru (HRHD). METHOD: Observational study, cross-sectional, prospective, with quantitative and correlational level approach. The study population was the nursing professionals of Honorio Delgado Espinoza Regional Hospital in Arequipa city, surveyed in 2015. A questionnaire form was used as anonymous measurement tool. We Applied the Thomas Kilmann Test of 30 items, each of which has two options of statements that describe possible response behaviors. A descriptive and association analysis of variables was performed using the Infostat version 2018 software, using the χ2 statistic with significance level p <0.05. RESULTS: The sample was 190 nursing professionals. The results showed a greater number of persons between 50 and 59 years of age, with a percentage of 34.7%, as well as predominance of female staff with 94.7%.The conflicts type most frequent in study population was the Communication-Personnel with 44.8%, leaving in second place the personal conflict with 26.8%, followed by communication conflict with 15.8%. Regarding conflict management, 48.4% considered the cooperative as the most used. No statistically significant association was found between type and conflicts management (χ2 = 13.53, p = 0.139). CONCLUSIONS: For nursing staff, there is no relationship between labor conflicts types and the way of management them, however, most of subjects studied consider that Communication-Personnel conflicts are most common and that their management is cooperative

Humanos , Equipe de Enfermagem/organização & administração , Condições de Trabalho , Relações Trabalhistas , Sindicatos/organização & administração , Riscos Ocupacionais , Satisfação no Emprego , Negociação Coletiva/tendências , Relações Interprofissionais , Administração de Recursos Humanos em Hospitais/classificação , Estudos Transversais , Inquéritos e Questionários/estatística & dados numéricos , Peru
Salud Publica Mex ; 62(1): 87-95, 2020.
Artigo em Espanhol | MEDLINE | ID: mdl-31869565


OBJECTIVE: To assess the relationship between labor quality of life (LQL) and organizational workers performance (OWP) from seven public hospitals, analyzing the influence of the personnel management (PM) as mediator of this relationship. MATERIALS AND METHODS: A cross-sectional study was conducted in 866 professionals and managers of public hospitals from Tlaxcala and Mexico City. The LQL was assessed with a validated questionnaire, OWP with 34 indicators, and PM with an instrument designed for this study. RESULTS: Mean scores of LQL, were significantly lower among workers from Tlaxcala. Participants who perceived an adequate PM, they increased at 2.7 times their likelihood of having highest LQL, and participants categorized in the high LQL presented 69% higher likelihood of having an adequate OWP. CONCLUSIONS: The appropriate PM was associated with greater LQL, showing to be a mediator variable between the positive relationship of CVL and the OWP.

Hospitais Públicos , Satisfação no Emprego , Administração de Recursos Humanos em Hospitais , Qualidade de Vida , Desempenho Profissional/normas , Adulto , Estudos Transversais , Eficiência Organizacional , Feminino , Humanos , Masculino , México , Saúde do Trabalhador
Unfallchirurg ; 123(6): 435-442, 2020 Jun.
Artigo em Alemão | MEDLINE | ID: mdl-31538205


BACKGROUND: Emergency exit and escape routes in public buildings, such as schools, hospitals and administrative offices are controlled by legal rules and regulations. Thereby escape from the building is very well organized in cases of internal threats (e.g. fire, active shooter and hostage situations). Complex buildings with numerous rooms are a special challenge to emergency and law enforcement personnel. Without additional means of orientation a targeted localization of the incident is not possible in many cases. MATERIAL AND METHODS: An extended literature search for guidance and building orientation systems, which enable an intuitive orientation and guidance for emergency personnel was performed. RESULTS: Only three German systems were identified that enable orientation and reliable guidance of emergency personnel within buildings. All three systems, i.e. uniform orientation system schools (EOS), color guidance system (FLS) and the Gütersloh model (GM) were derived from shooting incidents in schools in 2009. Based on a systematic labeling of all rooms, stairways, exits and entrances, ad hoc orientation and guidance of law enforcement and emergency personnel is possible. CONCLUSION: For targeted localization of an internal incident there only seem to be three German systems worldwide that enable an intuitive and immediate orientation and guidance within buildings. An increasing threat of worldwide terrorism and the fact that hospitals are seen as crucial infrastructures for attacks by terrorists make the implementation of guidance and orientation systems in hospitals urgently necessary. This is the first review dealing with this topic.

Capacitação em Serviço/métodos , Aplicação da Lei/métodos , Administração de Recursos Humanos em Hospitais/métodos , Recursos Humanos em Hospital/educação , Violência no Trabalho/prevenção & controle , Planejamento em Desastres/métodos , Emergências , Humanos , Terrorismo/prevenção & controle
Goiânia; Cegraf UFG; 2020. 48 p. ilus.
Monografia em Português | LILACS, Coleciona SUS, Inca, CONASS, SES-GO | ID: biblio-1100218


Baseado em informações oficiais já disponíveis, "Orientações para boas práticas em alimentação e nutrição hospitalar no enfrentamento da COVID-19" foi elaborado por um grupo de profissionais nutricionistas do Brasil, atuantes em diversas áreas (clínica, hospitalar, unidades de alimentação e nutrição, docência e pesquisa universitária, consultoria em gestão de qualidade e segurança de alimentos), com o objetivo de contribuir com as adaptações nos processos de trabalho de nutricionistas e gestores de unidades hospitalares. Apresenta orientações: quanto à higienização de ambientes e materiais específicos, quanto aos cuidados no transporte e distribuição de refeições, dicas também para profissionais de saúde que trabalham na área de isolamento, orientações para os pacientes hospitalizados e apresenta condutas de avaliação nutricional. O resultado do trabalho foi de reforçar a condutas adequadas e contribuir significativamente com a segurança alimentar e nutricional de pacientes e colaboradores

Based on official information already available, "Guidelines for good practices in food and hospital nutrition in coping with COVID-19" was prepared by a group of nutritionists from Brazil, working in several areas (clinic, hospital, food and nutrition units, teaching and university research, consultancy in quality management and food safety), in order to contribute to adaptations in the work processes of nutritionists and hospital unit managers. It presents guidelines: regarding the cleaning of specific environments and materials, regarding care in the transportation and distribution of meals, tips also for health professionals working in the isolation area, guidelines for hospitalized patients and presents nutritional assessment procedures. The result of the work was to reinforce adequate conduct and significantly contribute to the food and nutritional security of patients and employees

Humanos , Administração de Recursos Humanos em Hospitais/métodos , Nutrição de Grupos de Risco , Administração dos Cuidados ao Paciente , Higiene dos Alimentos , Avaliação Nutricional , Nutrição Enteral , Infecções por Coronavirus/dietoterapia , Boas Práticas de Distribuição , Higiene das Mãos , Administração de Materiais no Hospital/métodos , Ambiente de Instituições de Saúde
Rev. Esc. Enferm. USP ; 54: e03585, 2020. tab, graf
Artigo em Inglês, Português | LILACS, BDENF - Enfermagem | ID: biblio-1125561


Abstract Objective: To identify the nursing team absenteeism rate, calculate the Technical Safety Index and compare them to the percentage established by the Federal Nursing Council. Method: A descriptive, analytical, and retrospective study which included nursing professionals working in a public and tertiary hospital. The Human Resources Department database of the Institution was used for data collection. Absenteeism was considered as any unplanned absence. Results: Ninety-nine (99) professionals participated, of which 21 were nurses and 78 were nursing technicians. Weekly days off prevailed among the expected absences, with 17% for both categories. Maternity leave prevailed among nurses and medical leave among nursing technicians regarding absenteeism, with averages of 12% and 9%, respectively. The Technical Safety Index was 42% for nurses and 38% for nursing technicians. Conclusion: The nursing teams absenteeism rate was 21.5%, while the Technical Safety Index was 40%, thus constituting higher values than those established by the Federal Nursing Council.

Resumen Objetivo: Identificar el ndice de absentismo del equipo de enfermera, calcular el ndice de Seguridad Tcnica y compararlos al porcentual establecido por el Consejo Federal de Enfermera. Mtodo: Estudio descriptivo, analtico, retrospectivo, que incluye a profesionales enfermeros actuantes en un hospital pblico y terciario. Para la recoleccin de datos, se emple el banco de datos del Departamento de Recursos Humanos del Centro. Se consideraron como absentismo las ausencias no previstas. Resultados: Participaron 99 profesionales, siendo 21 enfermeros y 78 tcnicos. Los das libres semanales prevalecieron entre las ausencias previstas, siendo el 17% para ambas categoras. En cuanto al absentismo, prevaleci la licencia de maternidad entre enfermeros y la licencia mdica entre tcnicos de enfermera, cuyos promedios fueron del 12% y el 9%, respectivamente. El ndice de Seguridad Tcnica fue del 42% para enfermeros y del 38% para tcnicos de enfermera. Conclusin: El ndice de absentismo del equipo de enfermera fue del 21,5%, mientras que el ndice de Seguridad Tcnica fue del 40%, por lo tanto, superiores a las cifras establecidas por el Consejo Federal de Enfermera.

Resumo Objetivo: Identificar a taxa de absentesmo da equipe de enfermagem, calcular o ndice de Segurana Tcnica e compar-los ao percentual estabelecido pelo Conselho Federal de Enfermagem. Mtodo: Estudo descritivo, analtico, retrospectivo, que incluiu profissionais de enfermagem, atuantes em um hospital pblico e tercirio. Para a coleta de dados, foi utilizado o banco de dados do Departamento de Recursos Humanos da Instituio. Consideraram-se como absentesmo as ausncias no previstas. Resultados: Participaram 99 profissionais, sendo 21 enfermeiros e 78 tcnicos. As folgas semanais prevaleceram entre as ausncias previstas, sendo 17% para ambas as categorias. Quanto ao absentesmo, prevaleceu a licena maternidade entre enfermeiros e a licena mdica entre tcnicos de enfermagem, cujas mdias foram de 12% e 9%, respectivamente. O ndice de Segurana Tcnica foi de 42% para enfermeiros e 38% para tcnicos de enfermagem. Concluso: A taxa de absentesmo da equipe de enfermagem foi de 21,5%, enquanto o ndice de Segurana Tcnica foi de 40%, portanto, superiores aos valores estabelecidos pelo Conselho Federal de Enfermagem.

Humanos , Masculino , Feminino , Absenteísmo , Indicadores de Gestão , Recursos Humanos de Enfermagem no Hospital , Equipe de Enfermagem , Administração de Recursos Humanos em Hospitais , Estudos Retrospectivos , Centros de Atenção Terciária
Am J Public Health ; 109(12): 1725-1732, 2019 12.
Artigo em Inglês | MEDLINE | ID: mdl-31622150


Objectives. To assess the health impact of Hurricane Irma and Hurricane Maria on St Thomas, US Virgin Islands.Methods. We collected data from interviews conducted 6 and 9 months after the hurricanes, a review of 597 randomly selected emergency department (ED) encounters, and administrative records from 10 716 ED visits 3 months before, between, and 3 months after the hurricanes.Results. Informants described damaged hospital infrastructure, including flooding, structural damage, and lost staff. The greatest public health impact was on the elderly and persons with chronic diseases. In the setting of loss of the electronic medical record system, ED chart reviews were limited by problems with missing data. ED administrative data demonstrated that posthurricane patients, compared with prehurricane patients, were older and had less severe complaints. There was a significant increase in patients being seen for diabetes-related and respiratory complaints, especially asthma. Suboptimal recordkeeping for medical evacuees limited the ability to assess outcomes for patients with severe illnesses.Conclusions. Hurricanes Irma and Maria caused major disruptions to health care on St Thomas. Emphasis should be given to building a resilient health care system that will optimally respond to future hurricanes.

Tempestades Ciclônicas , Assistência à Saúde/organização & administração , Serviço Hospitalar de Emergência/estatística & dados numéricos , Saúde Pública , Fatores Etários , Assistência à Saúde/normas , Humanos , Entrevistas como Assunto , Administração de Recursos Humanos em Hospitais , Recursos Humanos em Hospital/estatística & dados numéricos , Índice de Gravidade de Doença , Ilhas Virgens Americanas
Workplace Health Saf ; 67(12): 604, 2019 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-31646955


The nursing profession should follow what other professions have already done by instituting random drug screening in health care facilities now.

Enfermeiras e Enfermeiros , Detecção do Abuso de Substâncias , Humanos , Recursos Humanos de Enfermagem no Hospital , Transtornos Relacionados ao Uso de Opioides/prevenção & controle , Administração de Recursos Humanos em Hospitais/métodos
J Korean Acad Nurs ; 49(4): 386-397, 2019 Aug.
Artigo em Coreano | MEDLINE | ID: mdl-31477669


PURPOSE: This study examined the effect of hospitals' family-friendly management on married female nurses' retention intention. The focus was the mediating effects of the work-family interface (work-family conflict, work-family enrichment and work-family balance). METHODS: This study was a cross-sectional study. The participants were 307 nurses working at five public and five private hospitals with more than 200 beds in Seoul. Data were collected using structured questionnaires from September 10 to September 17, 2018 and analyzed with SPSS 24.0. Data were analyzed using an independent t-test, a one-way ANOVA, Pearson's correlation coefficients, and multiple regression following the Baron and Kenny method and Sobel test for mediation. RESULTS: There were significant correlations among family-friendly management, the work-family interface, and retention intention. Work-family conflict showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family enrichment showed a partial mediating effect on the relationship between family-friendly management and retention intention. Work-family balance showed a partial mediating effect on the relationship between family-friendly management and retention intention. CONCLUSION: These findings indicate that both hospitals' family-friendly management and nurses' work-family interface are important factors associated with nurses' retention intention. Therefore, hospitals should actively implement family-friendly management for nurses and establish strategies to enhance nurses' work-family interface for effective human resource management.

Enfermeiras e Enfermeiros/psicologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , Estudos Transversais , Família , Feminino , Humanos , Pessoa de Meia-Idade , Cultura Organizacional , Administração de Recursos Humanos em Hospitais/métodos , Inquéritos e Questionários , Local de Trabalho
J Psychiatr Ment Health Nurs ; 26(7-8): 265-273, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31278809


WHAT IS KNOWN ON THE SUBJECT?: Numerous studies have shown that organizational and managerial factors have significant effects on nurses' workplace well-being. There are few studies on the effects of nurses' perceptions of their supervisors' autonomy-supportive behaviours on their workplace well-being. There are few studies on the determinants of nurses' workplace well-being within a psychiatric context. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE?: This study examines the psychological processes underlying the relationship between nurses' perceptions of their supervisors' autonomy-supportive behaviours and their workplace well-being. Mental health nurses' perceptions of their supervisors' autonomy-supportive behaviours are indirectly and positively related to their workplace well-being through their positive effects on psychological need satisfaction. Autonomy and competence need satisfaction has stronger effects on workplace well-being than relatedness need satisfaction. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: When their supervisor gives nurses a meaningful rationale for tasks and acknowledges their feelings and views, they feel more autonomous, competent and related to others. It is important for nurses to feel autonomous and competent in order to experience well-being at work. Nurses' workplace well-being might be positively and negatively linked to quality of care and turnover intentions, respectively. Abstract Introduction There is growing interest in the relationships between work factors and nurses' workplace well-being. However, there has been very little research on the psychological processes underlying the relationships between nurses' perceptions of supervisors' autonomy-supportive managerial style and their workplace well-being. Aim/question Drawing on self-determination theory, we explored the mediating role of psychological need satisfaction (autonomy, competence and relatedness) in the relationships between nurses' perceptions of supervisors' autonomy-supportive managerial style and their workplace well-being, using a prospective design. Method A prospective questionnaire was given to nurses in eight French psychiatric units. Data were collected from a sample of 294 French nurses who completed measures of perceived supervisors' autonomy-supportive behaviours at Time 1 and of psychological need satisfaction, work engagement and job satisfaction at Time 2 one year later. Results Results revealed that nurses' perceptions of supervisors' autonomy-supportive managerial style were indirectly and positively related to their vigour, dedication, absorption and job satisfaction one year later through their positive effects on psychological need satisfaction. Discussion/implications for practice Overall, this paper sheds light on the indirect effect of nurses' perceptions of supervisors' autonomy-supportive behaviours on their workplace well-being. Theoretical contributions and future directions, as well as implications for practice, are discussed.

Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , Satisfação Pessoal , Administração de Recursos Humanos em Hospitais , Unidade Hospitalar de Psiquiatria , Enfermagem Psiquiátrica , Adulto , Feminino , Humanos , Relações Interpessoais , Masculino , Pessoa de Meia-Idade , Autonomia Pessoal , Estudos Prospectivos
Nurs Forum ; 54(4): 537-544, 2019 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-31332804


BACKGROUND: The Philippines experiences several challenges pertaining to the quality of the practice environment (PE) and nursing quality safety (NQS) among nurses. Although there is already considerable empirical data on PE effects on NQS, there is still little overall information on the association between these variables. AIM: This survey study examined the contribution of nurses' perceptions of their PE on their perception of their PE's quality of safety among hospital nurses in the Philippines. This survey was conducted in two government hospitals and two private hospitals in the Philippines. PARTICIPANTS: A total of 374 nurses selected from two selected government hospitals and two private hospitals in the Philippines using a convenience sample technique. METHODS: Data were collected using a self-administered questionnaire focusing on the PE and NQS among nurses. RESULTS: The overall PE mean score of nurses is 3.07 (SD = 0.159) while the overall mean score of their NQS is 3.97 (SD = 0.702). NQS was higher in female nurses compared with male nurses (M = 2404 vs 4.16). Nurses assigned to emergency departments (F = 1.04, [df = 11], and P = .025) presented higher perceived NQS compared with those in other departments. CONCLUSION: Nurses report moderate PE and higher NQS. Sex and emergency room department are significantly associated with NQS. Health care services have an obligation to ensure strong PE, as an important factor in regard to nursing management and affecting the QNS.

Cultura Organizacional , Local de Trabalho/normas , Adulto , Estudos Transversais , Feminino , Humanos , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Administração de Recursos Humanos em Hospitais/métodos , Administração de Recursos Humanos em Hospitais/normas , Administração de Recursos Humanos em Hospitais/estatística & dados numéricos , Filipinas , Psicometria/instrumentação , Psicometria/métodos , Gestão da Segurança/normas , Gestão da Segurança/estatística & dados numéricos , Inquéritos e Questionários , Local de Trabalho/estatística & dados numéricos