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1.
J Nurs Adm ; 49(12): 596-603, 2019 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-31725057

RESUMO

OBJECTIVES: To evaluate the reliability and validity of the Financial Management Competency Self-assessment (FMCA) in executive nurse leaders (ENLs) and to determine how ENLs develop and apply financial knowledge. BACKGROUND: Financial literacy (FL) helps in planning, implementing, and evaluating fiscal decisions, but many ENLs report weaknesses in this core competency. METHODS: An explanatory-sequential mixed-methods study was conducted to psychometrically test the FMCA and explore how ENLs with different levels of FL develop and apply financial knowledge. Eligible participants (n = 178) were recruited from a population of ENLs across the United States. RESULTS: The test-retest reliability of the FMCA was good (mean difference, 6.80; 95% confidence interval). Correlations between domain scores (P < .01) and the overall score (Cronbach's α = .99) demonstrated the reliability and validity of the instrument. The cutoff scores were fair indicators of different levels of FL in ENLs (P < .001). Self-awareness, gaps in hospital and graduate nursing education, application of financial knowledge, and a micro versus macro view emerged as important themes in the qualitative analysis. CONCLUSION: FMCA reliability and validity were established. FMCA cutoff scores were established to determine FL level, and the ENL lived experience described in financial knowledge development and application.


Assuntos
Administração Financeira/estatística & dados numéricos , Administração Financeira/normas , Liderança , Enfermeiras Administradoras/estatística & dados numéricos , Enfermeiras Administradoras/normas , Competência Profissional/estatística & dados numéricos , Competência Profissional/normas , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Psicometria , Reprodutibilidade dos Testes , Inquéritos e Questionários , Estados Unidos
3.
J Nurs Adm ; 49(11): 543-548, 2019 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-31651614

RESUMO

Nursing leadership can play an essential role in the development of nursing informatics solutions by virtue of their broad understanding and oversight of nursing care. We describe a systems-level method for creating nursing informatics solutions with clearly defined structure and leadership from nursing executives. Based on the guiding principles of clear lines of responsibility, respect for expertise, and commitment to project aims, this allows nursing executive leadership to organize, set up, and own the development of nursing informatics solutions.


Assuntos
Liderança , Enfermeiras Administradoras/normas , Papel do Profissional de Enfermagem , Informática em Enfermagem/organização & administração , Assistência Centrada no Paciente/organização & administração , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Reino Unido , Estados Unidos
4.
J Nurs Adm ; 49(10): 455-456, 2019 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-31517751

RESUMO

In this month's Magnet Perspectives column, the director of the Magnet Recognition Program highlights the program staff and leadership at ANCC responsible for the Magnet Program.


Assuntos
Competência Clínica/normas , Enfermeiras Administradoras/normas , Cuidados de Enfermagem/normas , Recursos Humanos de Enfermagem no Hospital/normas , Adulto , Feminino , Humanos , Liderança , Masculino , Pessoa de Meia-Idade , Estados Unidos
5.
BMC Health Serv Res ; 19(1): 547, 2019 Aug 05.
Artigo em Inglês | MEDLINE | ID: mdl-31382968

RESUMO

BACKGROUND: Effective hand hygiene is one of the most important measures for protecting nursing home residents from nosocomial infections. Infections with multi-resistant bacteria's, associated with healthcare, is a known problem. The nursing home setting differs from other healthcare environments in individual and organisational factors such as knowledge, behaviour, and attitude to improve hand hygiene and it is therefore difficult to research the influential factors to improve hand hygiene. Studies have shown that increasing knowledge, behaviour and attitudes could enhance hand hygiene compliance in nursing homes. Therefore, it may be important to examine individual and organisational factors that foster improvement of these factors in hand hygiene. We aim to explore these influences of individual and organisational factors of hand hygiene in nursing home staff, with a particular focus on the function of role modelling by nursing managers. METHODS: We conducted a mixed-methods study surveying 165 nurses and interviewing 27 nursing managers from nursing homes in Germany. RESULTS: Most nurses and nursing managers held the knowledge of effective hand hygiene procedures. Hygiene standards and equipment were all generally available but compliance to standards also depended upon availability in the immediate work area and role modelling. Despite a general awareness of the impact of leadership on staff behaviour, not all nursing managers fully appreciated the impact of their own consistent role modelling regarding hand hygiene behaviours. CONCLUSION: These results suggest that improving hand hygiene should focus on strategies that facilitate the provision of hand disinfectant materials in the immediate work area of nurses. In addition, nursing managers should be made aware of the impact of their role model function and they should implement this in daily practice.


Assuntos
Higiene das Mãos/normas , Conhecimentos, Atitudes e Prática em Saúde , Recursos Humanos de Enfermagem/normas , Adulto , Idoso , Idoso de 80 Anos ou mais , Competência Clínica/normas , Infecção Hospitalar/enfermagem , Infecção Hospitalar/prevenção & controle , Estudos Transversais , Feminino , Alemanha , Desinfecção das Mãos/normas , Higiene das Mãos/métodos , Humanos , Liderança , Masculino , Pessoa de Meia-Idade , Enfermeiras Administradoras/normas , Casas de Saúde/normas , Inquéritos e Questionários , Adulto Jovem
6.
Curationis ; 42(1): e1-e8, 2019 Apr 23.
Artigo em Inglês | MEDLINE | ID: mdl-31038329

RESUMO

BACKGROUND:  The Republic of South Africa (RSA) is shifting towards universal health coverage and a unified health system. This milestone can be achieved through the implementation of National Health Insurance (NHI). To employ NHI, health establishments in the country are compelled to comply with quality standards. The non-compliance with quality standards at primary health care (PHC) clinics within a district in Gauteng, which was verified by quality standards' audit reports, prompted an intervention. No prior research aimed at facilitating managers' compliance with quality standards has been conducted within the context under study. This research gap necessitated an exploration on how managers' compliance to quality standards at PHC clinics within a district in Gauteng could best be facilitated. OBJECTIVES:  To describe recommendations to facilitate managers' compliance with quality standards at PHC clinics within a district in Gauteng. METHOD:  A qualitative, exploratory, descriptive and contextual research design was used in this study. Semi-structured, individual interviews were conducted. RESULTS:  The recommendations to facilitate managers' compliance with quality standards at PHC clinics within a district in Gauteng were described. However, for the purpose of this article, only the recommendations seeking to address challenges with management practices as a reason for non-compliance with quality standards at PHC clinics will be discussed. These recommendations include involvement of PHC clinic managers in decision-making, adequate support from senior management and improvement of internal communication practices. CONCLUSION:  The researcher concludes that the senior management team in the district under study should strive to embrace the described recommendations as a strategy to facilitate managers' compliance to quality standards at PHC clinics.


Assuntos
Instituições de Assistência Ambulatorial/normas , Enfermeiras Administradoras/psicologia , Atenção Primária à Saúde/normas , Qualidade da Assistência à Saúde/normas , Instituições de Assistência Ambulatorial/organização & administração , Humanos , Entrevistas como Assunto/métodos , Enfermeiras Administradoras/normas , Atenção Primária à Saúde/métodos , Pesquisa Qualitativa , África do Sul , Cobertura Universal do Seguro de Saúde/legislação & jurisprudência , Cobertura Universal do Seguro de Saúde/tendências
7.
J Contin Educ Nurs ; 50(5): 196-198, 2019 May 01.
Artigo em Inglês | MEDLINE | ID: mdl-31026317

RESUMO

Most health care organizations are designed using industrial model performance standards based on conformity and conventionality. In the new economy, marked with exponential change, convergent competition, and empowered consumers, leaders are faced with building a model that can accommodate personalized medicine, managing patient-centered expectations, and value-creating hubs to remain viable. [J Contin Educ Nurs. 2019;50(5):196-198.].


Assuntos
Currículo , Educação Continuada em Enfermagem/organização & administração , Liderança , Enfermeiras Administradoras/educação , Enfermeiras Administradoras/normas , Desenvolvimento de Pessoal/métodos , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade
9.
J Nurs Adm ; 49(5): 256-259, 2019 May.
Artigo em Inglês | MEDLINE | ID: mdl-31008834

RESUMO

OBJECTIVES: The study examined nurse leader roles, barriers, and the need for nurse leader succession planning in North Carolina (NC). BACKGROUND: This study was conducted to assess leadership capacity in NC and further the efforts of the Future of Nursing report, which calls for nurses to lead change and advance health. METHODS: This study employed an exploratory research design using the Florida Action Coalition 56-item survey of active RNs and advanced practice RNs in NC. RESULTS: Key findings include nurse leader demographics, roles, barriers, retirement and succession plans, and development needs of current leaders in NC. NC nurse leaders are predominately female, white, non-Hispanic, and older than 50 years; plan to retire within the next 10 years; and report that their organizations do not have succession plans for nursing leadership. CONCLUSIONS: Attention toward assessing nurse leadership capacity should be a priority to meet workforce needs.


Assuntos
Liderança , Enfermeiras Administradoras/estatística & dados numéricos , Enfermeiras Administradoras/normas , Papel do Profissional de Enfermagem , Competência Profissional/estatística & dados numéricos , Competência Profissional/normas , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , North Carolina
10.
J Nurs Adm ; 49(5): 249-255, 2019 May.
Artigo em Inglês | MEDLINE | ID: mdl-30973429

RESUMO

OBJECTIVE: The aim of this study was to describe the role preparation and competency development of nurse managers. BACKGROUND: Approximately 70 000 nurses are retiring annually. This represents a significant loss of nursing leadership wisdom. Few systematic studies of nurse manager role preparation and competency development have been conducted. METHODS: An electronic survey was completed by a national sample of 647 nurse managers managing 964 patient care units in 54 hospitals. RESULTS: Findings suggest that nurse managers rate themselves as competent for the 1st 6 years as a nurse manager. They begin to reach proficiency by year 7. Experience had the strongest association with nurse manager competence, followed by graduate leadership education. CONCLUSIONS: Nurse executives need to evaluate the bench strength of their nursing leadership talent pool. They need to develop policies and strategies that promote nurse manager competence.


Assuntos
Guias como Assunto , Liderança , Enfermeiras Administradoras/normas , Papel do Profissional de Enfermagem , Supervisão de Enfermagem/normas , Competência Profissional/normas , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários , Estados Unidos
11.
Rev Bras Enferm ; 72(1): 43-48, 2019.
Artigo em Inglês, Português | MEDLINE | ID: mdl-30916266

RESUMO

OBJECTIVE: To identify the knowledge of responsible technical nurses in relation to the general and management skills required to perform this function. METHOD: Qualitative case study with 14 nurses. The semi-structured interviews were recorded and the data analyzed through the thematic content analysis. RESULTS: Two categories stood out: Main Responsibilities for the Position of Technical Manager: Leadership, Interpersonal Relationship and Systemic view; and Developing Skills: Dissociation between Theory and Practice. FINAL CONSIDERATIONS: The fact that only three skills have been recognized as necessary for the exercise of the function of technical leader and the perception of the interviewees about the dissociation between theory and practice during graduation should be explored by the teaching and health institutions, because to exercise this nurses must develop the technical-scientific, socio-educational and ethical-political skills to be able to lead the organization to positive results..


Assuntos
Enfermeiras Administradoras/educação , Enfermeiras e Enfermeiros/normas , Competência Profissional/normas , Adulto , Feminino , Humanos , Entrevistas como Assunto/métodos , Masculino , Pessoa de Meia-Idade , Enfermeiras Administradoras/normas , Enfermeiras e Enfermeiros/psicologia , Pesquisa Qualitativa
12.
J Nurs Adm ; 49(3): 150-155, 2019 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-30741776

RESUMO

OBJECTIVE: The purposes of the study were to describe levels of innovativeness in nurse executives, clinical directors, and nurse managers in acute care settings in the United States and to compare innovativeness between the groups. BACKGROUND: Nurse leaders must navigate the complex ever-changing landscape of healthcare. New strategies are necessary for managing resources and improving patient outcomes. METHODS: A survey was posted in the American Organization of Nurse Executives newsletter using the Scales for Measurement of Innovativeness to measure innovativeness. The sample included 137 nurse leaders in executive and management positions in acute care settings. RESULTS: The largest percentage of nurse leaders across all leadership roles fell into the innovativeness category of early majority. Of the total sample, only 2 individuals were categorized as innovators, and only 15 as early adopters. Fifty-one individuals were early majority; 49 were in the late majority; and 20 individuals were at the lowest category of innovativeness, that of laggards. Both nurse executives and clinical directors had significantly higher levels of innovativeness compared with nurse managers. Graduate-level education and certification were not associated with higher levels of innovativeness. CONCLUSIONS: Understanding the levels and components of innovativeness may assist nurse leaders to affect change in themselves and their organizations.


Assuntos
Competência Clínica , Eficiência Organizacional , Liderança , Enfermeiras Administradoras/normas , Supervisão de Enfermagem/normas , Centros Médicos Acadêmicos , Humanos , Enfermeiras Administradoras/estatística & dados numéricos , Supervisão de Enfermagem/estatística & dados numéricos , Estados Unidos
13.
J Nurs Adm ; 49(3): 163-170, 2019 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-30789559

RESUMO

OBJECTIVE: This study explored the types of decisions and differences in decision making that nurses made in different types of hospital units. BACKGROUND: The relationship between nurses' participation in decision making and the different types of hospital units where they work is not well understood. METHODS: Nurses' participation in decision making was explored using the Participation in Decision Activities Questionnaire. The final sample included 307 nurses in 24 nursing units in 6 hospitals. RESULTS: Nurses overall participated more in clinical than administrative decisions, and there were significant differences based on unit type. Critical care nurses had the highest and general care units the lowest levels of participation in decision making. CONCLUSIONS: Nurses in critical care units participated in higher amounts and at higher levels of clinical decisions overall than either intermediate or general care units. Nurse leaders should determine barriers to decision making in general care units and explore mechanisms to increase participation by clinical nurses.


Assuntos
Competência Clínica/normas , Tomada de Decisão Clínica/métodos , Enfermeiras Administradoras/normas , Papel do Profissional de Enfermagem , Recursos Humanos de Enfermagem no Hospital/organização & administração , Unidades Hospitalares , Humanos , Estados Unidos
14.
J Nurs Manag ; 27(5): 981-991, 2019 Jul.
Artigo em Inglês | MEDLINE | ID: mdl-30758861

RESUMO

AIM: To characterize registered nurses' (RNs') perceptions of nurse leaders' transformational leadership (TL) qualities in Finnish university hospitals and identify predictors of positive and negative evaluations. BACKGROUND: Transformational leadership can improve health care but requires development. Information on TL is typically derived from survey results, which are vulnerable to confounders. METHOD: Cross-sectional survey. Registered nurses' perceptions of nurse leaders were measured with the TL scale. Kohonen's self-organizing map was used to cluster the data based on RNs' opinions and questionnaire items. Logistic regression explained background characteristics' effects on cluster formation. RESULTS: A total of 1,970 RNs participated and evaluated their nurse leaders' TL qualities as moderate. Giving feedback and rewarding clustered separately from other TL qualities. Females and permanent workers evaluated nurse managers more negatively but nurse directors positively. Positive perceptions of nurse managers' TL predicted better TL among nurse directors. Vice nurse managers gave the most positive evaluations. A total of 197 RNs had no opinions about nurse directors' TL. CONCLUSIONS: Registered nurses evaluated nurse managers' TL qualities as moderate and were unfamiliar with nurse directors. Background characteristics affecting evaluations differed between leader types. IMPLICATIONS FOR NURSING MANAGEMENT: Giving feedback and rewarding should be more closely associated with other TL qualities. Transformational leadership requires transformational approaches from both nurse managers and directors.


Assuntos
Liderança , Enfermeiras Administradoras/normas , Enfermeiras e Enfermeiros/psicologia , Adulto , Estudos Transversais , Feminino , Finlândia , Humanos , Satisfação no Emprego , Modelos Logísticos , Masculino , Enfermeiras Administradoras/estatística & dados numéricos , Enfermeiras e Enfermeiros/estatística & dados numéricos , Inquéritos e Questionários
15.
J Nurs Adm ; 49(2): 99-104, 2019 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-30664581

RESUMO

OBJECTIVE: This study aimed to examine the relationship between experiential learning and nursing management competency among nurse managers (NMs) in the early years of a supervisory role. BACKGROUND: The relevance of experiential learning to the development of NMs has been explored in an effort to harvest the knowledge embedded in shared NM practice narratives. However, the relationship between experiential learning and nursing management competency has not been empirically measured. METHODS: The author developed an experiential learning-based program for NMs in the initial 3 years of a supervisory role. Sixty-three NMs were enrolled. The relationship between experiential learning and nursing management competency was evaluated using multiple regression analysis after completing this program. RESULTS: The results of multiple regression analysis revealed a significant relationship between experiential learning and nursing management competency (P < .001). CONCLUSIONS: A significant relationship was identified between experiential learning and nursing management competence.


Assuntos
Educação Continuada em Enfermagem/métodos , Enfermeiras Administradoras/educação , Enfermeiras Administradoras/normas , Supervisão de Enfermagem/organização & administração , Aprendizagem Baseada em Problemas/métodos , Competência Clínica/normas , Currículo , Humanos , Papel do Profissional de Enfermagem , Pesquisa Metodológica em Enfermagem , Avaliação de Programas e Projetos de Saúde
17.
J Nurs Care Qual ; 34(1): E15-E21, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-29916941

RESUMO

BACKGROUND: Interruptions during handover may compromise continuity of care and patient safety. LOCAL PROBLEM: Interruptions occur frequently during handovers in the intensive care unit. METHODS: A quality improvement study was undertaken to improve nursing team leader handover processes. The frequency, source, and reason interruptions occurred were recorded before and after a handover intervention. INTERVENTIONS: The intervention involved relocating handover from the desk to bedside and using a printed version of an evidence-based electronic minimum data set. These strategies were supported by education, champions, reminders, and audit and feedback. RESULTS: Forty handovers were audiotaped before, and 49 were observed 3 months following the intervention. Sixty-four interruptions occurred before and 52 after the intervention, but this difference was not statistically significant. Team leaders were frequently interrupted by nurses discussing personal or work-specific matters before and after the intervention. CONCLUSIONS: Further work is required to reduce interruptions that do not benefit patient care.


Assuntos
Unidades de Terapia Intensiva , Enfermeiras Administradoras/normas , Transferência da Responsabilidade pelo Paciente/normas , Segurança do Paciente , Melhoria de Qualidade , Comunicação , Humanos , Liderança
18.
J Nurs Manag ; 27(3): 560-566, 2019 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-30184275

RESUMO

BACKGROUND: Emotional intelligence can help managers to effectively deal with conflicts in the workplace. However, the correlation between conflict management styles and emotional intelligence has not been fully conceptualized. AIM: To examine the impact of demographic variables and emotional intelligence on conflict management styles among nurse managers from Jordan. METHOD: A descriptive correlational design was used. A sample of 248 nurse managers completed the study. RESULTS: The integrating style was the most commonly used style among Jordanian nursing managers, while the least frequently used style was the dominating style. Conflict management styles significantly differed according to hospital type and years of experience. There were significant relationships between emotional intelligence and conflict management styles, but the direction of this relationship is not fully consistent with previous literature. CONCLUSION: Educating nursing managers about emotional intelligence may improve their abilities to manage conflicts in the workplace. However, cultural factors might have a role in determining the conflict management style used by managers. IMPLICATIONS FOR NURSING MANAGEMENT: An analysis of the relationship between emotional intelligence and conflict management styles can assist management in initiating a tailor-training program to improve abilities to manage conflict.


Assuntos
Inteligência Emocional , Liderança , Negociação/métodos , Enfermeiras Administradoras/normas , Adulto , Feminino , Humanos , Relações Interprofissionais , Jordânia , Masculino , Negociação/psicologia , Enfermeiras Administradoras/psicologia , Psicometria/instrumentação , Psicometria/métodos , Inquéritos e Questionários , Local de Trabalho/psicologia , Local de Trabalho/normas
19.
J Clin Nurs ; 28(5-6): 969-979, 2019 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-30357993

RESUMO

AIM: To describe Finnish nurse leaders' perceptions of and experiences with knowledge management. BACKGROUND: Health science research has traditionally focused on knowledge transfer and research evidence instead of knowledge management, culture and organisational learning. Systematic reviews indicate a lack of awareness about nurse leaders' activities in knowledge management. DESIGN: Qualitative interview study according to the consolidated criteria for reporting qualitative research (see Supporting Information Table S1). METHODS: Data were collected at a Finnish public, social and healthcare organisation from 33 persons in 2015 and 2017 through 35 individual interviews and seven focus groups. Data were analysed by thematic analysis. RESULTS: Nurse leaders' daily knowledge management activities included assurance of smooth work functions and decisions about sudden changes. When managing knowledge promotion, nurse leaders focused on the near future and served information providers, coaches and developers of operating culture. Anticipatory management of knowledge requirements emphasised nurse leaders' roles as assessors and visionaries. Tensions while managing knowledge were related to the following: changes in clients' service needs, insufficient structures and tools to support the assessment and joint development of competence, time and information management, the operating culture, and nurse leader support. Participants reported only few attempts to solve tensions and therefore little to no transformative agency. CONCLUSION: Nurse leaders prioritised daily knowledge management over management of knowledge promotion and anticipatory management of knowledge requirements. Knowledge management in nursing is a complex task requiring a command of different kinds of agency and related leadership styles. The structures, processes and tools supporting knowledge management should be developed to ensure that activities are systematic. RELEVANCE TO CLINICAL PRACTICE: A description of nurse leaders' perceptions of and experiences with knowledge management could improve recognition of nurse leaders' agencies for knowledge management, identification of related tensions and application of lessons learned from tensions. This description could also promote nurses' professional competence and supplement nurse leaders' training.


Assuntos
Gestão do Conhecimento , Liderança , Enfermeiras Administradoras/normas , Adulto , Feminino , Finlândia , Grupos Focais , Humanos , Masculino , Cultura Organizacional , Pesquisa Qualitativa
20.
J Nurs Manag ; 27(1): 207-214, 2019 Jan.
Artigo em Inglês | MEDLINE | ID: mdl-30311709

RESUMO

AIM: This research investigated the relationship between perceived career opportunities, affective commitment to the supervisor, and social isolation from colleagues on the one hand and nurses' well-being and turnover intentions on the other. In addition, this study explored the mediating role of affective commitment to the organisation in these relationships. BACKGROUND: Previous research suggested that organisational commitment explained the effect of nurses' work environment on their turnover intentions. However, less is known about how organisational commitment may contribute to explain nurses' well-being. METHOD: This research used a cross-sectional design. A sample of 244 nurses completed a questionnaire survey. RESULTS: Results indicated that affective commitment to the organisation partially mediates the relationships between perceived career opportunities, affective commitment to the supervisor, and social isolation on one hand, and turnover intentions and well-being on the other hand. CONCLUSION: This study showed that the way nurses assess various aspects of their work experience transposes to their emotional bond to their organisation, which in turn explains their well-being and turnover intentions. IMPLICATIONS FOR NURSING MANAGEMENT: This paper identifies factors that could contribute to reduce nurses' intent to quit and promote their well-being.


Assuntos
Esgotamento Profissional/complicações , Mobilidade Ocupacional , Enfermeiras e Enfermeiros/psicologia , Percepção , Reorganização de Recursos Humanos/tendências , Adulto , Esgotamento Profissional/psicologia , Estudos Transversais , Feminino , Humanos , Intenção , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Enfermeiras Administradoras/normas , Enfermeiras Administradoras/estatística & dados numéricos , Enfermeiras e Enfermeiros/estatística & dados numéricos , Isolamento Social/psicologia , Apoio Social , Inquéritos e Questionários
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