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1.
J Nurs Adm ; 49(11): 525-530, 2019 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-31651611

RESUMO

Healthcare workplace violence is a growing concern among nurses; however, nurse administrators and managers may not be fully aware of the level, frequency, or extent of the trauma that staff nurses experience. This information gap is influenced by nurses' failure to report violent incidents, their belief that they are expected to care for violent/assaultive patients, time required for extensive documentation about these incidents, and perceptions that minimal follow-up to mitigate future episodes will occur. This article describes the evidence-based structures, processes, and practices supported to minimize organizational risk and protect nurses and other staff from being physically or emotionally injured and/or traumatized in the workplace.


Assuntos
Guias como Assunto , Recursos Humanos de Enfermagem no Hospital/psicologia , Gestão da Segurança/métodos , Gestão da Segurança/normas , Violência no Trabalho/prevenção & controle , Violência no Trabalho/psicologia , Local de Trabalho/psicologia , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Estados Unidos
2.
J Nurs Adm ; 49(11): 569-573, 2019 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-31651618

RESUMO

OBJECTIVE: This study aims to examine 1st-line managers' (FLMs') experiences in managing the workplace social environment (WSE). BACKGROUND: FLMs are responsible for the establishment and maintenance of supportive WSE essential for effective teamwork. Poorly managed WSE and dysfunctional teams hold negative implications for patients, teams, and organizations. METHODS: This was a qualitative descriptive study, using content analysis of individual and focus group interviews with FLMs and directors. RESULTS: FLMs play a critical role in the management of the WSE; however, the task is fraught with constraints and challenges including competing demands, lack of support, and insufficient training. Findings explicate how competing demands and communication challenges impede the successful management of the WSE. CONCLUSIONS: Given the importance of a healthy WSE to patient, professional, and organizational outcomes, FLMs need support, training, and resources to assist them in managing the social environment alongside other competing priorities.


Assuntos
Atitude do Pessoal de Saúde , Liderança , Enfermeiras Administradoras/psicologia , Cultura Organizacional , Meio Social , Local de Trabalho/organização & administração , Local de Trabalho/psicologia , Adulto , Feminino , Grupos Focais , Humanos , Masculino , Pesquisa Qualitativa
4.
Ann Agric Environ Med ; 26(3): 456-461, 2019 Sep 19.
Artigo em Inglês | MEDLINE | ID: mdl-31559803

RESUMO

INTRODUCTION AND OBJECTIVE: Stress at the work place reduces efficiency, as well as increasing accidents and absences, which may cause various diseases, including cardiovascular diseases. The aim of the study is an analysis of the prevalence and causes of stress in intellectual work, and its correlation with the prevalence of cardiovascular diseases in women at non-mobility working age. MATERIAL AND METHODS: The study was conducted in 2016-2017 in a group of 300 women aged 45-60 in non-manual employment. A questionnaire for subjective job evaluation was used. Logistic regression models for the occurrence of CVDs versus frequency of occurrence of individual causes of work stress among the respondents were estimated. RESULTS: Women at non-mobility working age with non-manual employment are especially exposed to stress, half of them experience high level of stress at work, most often caused by social contacts and lack of rewards and support. Cardiovascular diseases were found in 26.5% of the women studied who were also significantly higher exposed to the occurrence of health hazards due to exposure to harmful factors, or due to an accident at work, changes in the workplace, the need to compete with others,and the need to perform the task despite the lack of appropriate material resources, compared with women without such diseases. CONCLUSIONS: The study revealed a high prevalence of occupational stress in non-manual employment, indicated its main causes that correlated with the alence of cardiovascular diseases. Actions are needed to reduce the level of stress in the work of women at non-mobility working age, to maintain their work ability and quality of life.


Assuntos
Doenças Cardiovasculares/diagnóstico , Doenças Cardiovasculares/psicologia , Estresse Ocupacional , Local de Trabalho/psicologia , Feminino , Humanos , Pessoa de Meia-Idade , Qualidade de Vida , Estresse Psicológico
5.
Semin Vasc Surg ; 32(1-2): 21-22, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31540651

RESUMO

The development of the 0+5 integrated vascular training program allows training to begin after medical school and is a "new" paradigm in specialty surgery training. Whether community and academic surgeons in practice will accept this training program remains an unanswered question. My perspectives as an integrated vascular resident trainee who recently entered clinical practice provide insight on the adequacy of my training and the lessons I have learned as a vascular surgery specialist.


Assuntos
Escolha da Profissão , Certificação , Cirurgiões/educação , Procedimentos Cirúrgicos Vasculares/educação , Fatores Etários , Atitude do Pessoal de Saúde , Competência Clínica , Currículo , Conhecimentos, Atitudes e Prática em Saúde , Humanos , Relações Interpessoais , Descrição de Cargo , Avaliação de Programas e Projetos de Saúde , Cirurgiões/psicologia , Local de Trabalho/psicologia
6.
Semin Vasc Surg ; 32(1-2): 23-26, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31540652

RESUMO

Burnout among vascular surgery trainees is a significant problem and needs to be addressed at the level of the individual, training program duties, and at each institution. The clinical challenges and patient-oriented care required of a vascular surgeon generate a level of stress that requires its recognition and development of coping methods to promote well-being and personal happiness. There are ways to minimize burnout during surgical training, including acknowledgment of its symptoms, mentorship, self-care, and access to resources for stress reduction. Crucial factors in maintaining a positive outlook and a sense of meaningful work are faculty entrustability, receptive leadership, celebrating small victories, and recognition that resiliency is a skill that can be learned. Successful vascular surgeon training is a mission that requires everyone involved to actively promote well-being behavior and a supportive work environment. With appropriate implementation of these practices, our training programs can cultivate surgeons who are competent, compassionate, and committed to advancing vascular care.


Assuntos
Adaptação Psicológica , Esgotamento Profissional/prevenção & controle , Educação de Pós-Graduação em Medicina/métodos , Saúde Mental , Cirurgiões/educação , Cirurgiões/psicologia , Procedimentos Cirúrgicos Vasculares/educação , Esgotamento Profissional/etiologia , Esgotamento Profissional/psicologia , Currículo , Humanos , Relações Interpessoais , Liderança , Mentores , Resiliência Psicológica , Local de Trabalho/psicologia
7.
J Nurs Adm ; 49(10): 480-486, 2019 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-31517755

RESUMO

OBJECTIVES: To determine the work values of Generation Z nurses, a new generation in the current workforce. BACKGROUND: A new generation of nurses is now part of the nursing workforce. Generation Z nurses, born in 1995 (aged ≤24 years), will bring new expectations and ideals about life and work into healthcare work settings. METHODS: A descriptive, cross-sectional survey design was used to assess the work values of traditional baccalaureate Generation Z nursing students using the Lyons Work Values Survey. RESULTS: The work value component ranked most important by participants was social/altruistic, followed by instrumental/extrinsic, cognitive/intrinsic, and prestige. CONCLUSION: Helping people and having a job that is interesting and engaging while also offering job security and good benefits were the most important future Generation Z nurse work values.


Assuntos
Atitude do Pessoal de Saúde , Satisfação no Emprego , Cuidados de Enfermagem/ética , Cuidados de Enfermagem/psicologia , Recursos Humanos de Enfermagem/ética , Recursos Humanos de Enfermagem/psicologia , Local de Trabalho/psicologia , Adulto , Fatores Etários , Estudos Transversais , Feminino , Humanos , Masculino , Inquéritos e Questionários , Adulto Jovem
8.
J Nurs Adm ; 49(9): 404-410, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31425307

RESUMO

OBJECTIVE: To examine and report burnout, secondary trauma, and compassion satisfaction in acute care nurse leaders through a large mixed-methods research study. BACKGROUND: Although nurse leaders are removed from daily patient care activities, the pervasive challenges in the work environment create conditions for professional burnout. Nurse leaders must garner compassion satisfaction from different sources, including peer and staff interactions. METHODS: The Professional Quality of Life scale was given to nurse leaders at 29 hospitals in 1 health system. Sixteen leaders from 2 hospitals participated in qualitative interviews. RESULTS: Six hundred seventy-two nurse leaders from 29 hospitals reported similar levels of burnout across frontline, midlevel, and director-level leadership. Directors demonstrated higher levels of compassion satisfaction and lower levels of work-life balance. Four themes emerged representing areas of professional life that potentiate and alleviate compassion fatigue. CONCLUSIONS: All levels of nurse leaders must address the risk of burnout and can do so through individual and organizational resiliency strategies.


Assuntos
Esgotamento Profissional/psicologia , Esgotamento Psicológico , Satisfação no Emprego , Enfermeiras Administradoras/psicologia , Satisfação Pessoal , Equilíbrio Trabalho-Vida , Local de Trabalho/psicologia , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários
9.
J Nurs Adm ; 49(9): 447-453, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31436744

RESUMO

OBJECTIVE: To identify and compare validated tools used to assess incivility in healthcare settings. BACKGROUND: Incivility in the workforce is associated with poor quality outcomes, increased employee turnover, and decreased job satisfaction. Validated tools are essential for accurate measurement of incivility. The aim of this study was to compare characteristics of validated tools for use in a busy clinical setting. METHODS: In a scoping review, English language research studies using incivility tools published in PubMed or CINAHL between March 1, 2013, and March 14, 2018, were assessed for sound psychometric properties and feasibility of use (eg, short, easy to administer). RESULTS: After screening 869 articles and full text review of 244, 5 identified tools met the criteria; the Short Negative Acts Questionnaire seemed best suited for use in a busy healthcare setting. CONCLUSION: Adoption of a standardized and validated incivility tool makes it possible to compare across clinical settings and track progress over time.


Assuntos
Assistência à Saúde/normas , Incivilidade/estatística & dados numéricos , Satisfação no Emprego , Psicometria/instrumentação , Local de Trabalho/psicologia , Local de Trabalho/normas , Humanos , Inquéritos e Questionários
10.
J Nurs Adm ; 49(9): 411-417, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31437855

RESUMO

OBJECTIVE: The purpose of this study was to assess the relationship between demographic factors (age, gender, race, ethnicity, work status, and experience), the professional practice environment, and work satisfaction to increase understanding of millennial nurses. BACKGROUND: Millennials comprise 30% of the nursing workforce and are more likely to experience burnout, stress, high turnover, and less dedication to their workplace than other counterparts. Understanding how to retain these nurses is important to ensure work satisfaction and high-quality patient outcomes. METHODS: This descriptive study was a secondary analysis of data using the Professional Practice Work Environment Inventory survey. Descriptive statistics were used to describe the variables. Descriptive statistics and standard t tests were used. RESULTS: Demographics accounted for only 2.6% of the variance in work satisfaction, whereas supportive leadership accounted for nearly 63%. CONCLUSION: Findings demonstrate that supportive leadership is the primary factor contributing to millennial nurses' work satisfaction. This suggests that efforts to retain millennial nurses should focus on developing supportive leaders.


Assuntos
Atitude do Pessoal de Saúde , Esgotamento Profissional/psicologia , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Local de Trabalho/psicologia , Local de Trabalho/estatística & dados numéricos , Adulto , Fatores Etários , Feminino , Humanos , Masculino , Fatores Socioeconômicos , Inquéritos e Questionários , Estados Unidos , Adulto Jovem
11.
BMC Public Health ; 19(1): 1126, 2019 Aug 16.
Artigo em Inglês | MEDLINE | ID: mdl-31420033

RESUMO

BACKGROUND: The workplace is a prominent domain for excessive sitting. The consequences of increased sitting time include adverse health outcomes such as cardiovascular disease and poor mental wellbeing. There is evidence that breaking up sitting could improve health, however, any such intervention in the workplace would need to be informed by a theoretical evidence-based framework. The aim of this study was to use the Behaviour Change Wheel (BCW) to develop a tailored intervention to break up and reduce workplace sitting in desk-based workers. METHODS: The BCW guide was followed for this qualitative, pre-intervention development study. Semi-structured interviews were conducted with 25 office workers (26-59 years, mean age 40.9 [SD = 10.8] years; 68% female) who were purposively recruited from local council offices and a university in the East of England region. The interview questions were developed using the Theoretical Domains Framework (TDF). Transcripts were deductively analysed using the COM-B (Capability, Opportunity, Motivation - Behaviour) model of behaviour. The Behaviour Change Technique Taxonomy Version 1 (BCTv1) was thereafter used to identify possible strategies that could be used to facilitate change in sitting behaviour of office workers in a future intervention. RESULTS: Qualitative analysis using COM-B identified that participants felt that they had the physical Capability to break up their sitting time, however, some lacked the psychological Capability in relation to the knowledge of both guidelines for sitting time and the consequences of excess sitting. Social and physical Opportunity was identified as important, such as a supportive organisational culture (social) and the need for environmental resources (physical). Motivation was highlighted as a core target for intervention, both reflective Motivation, such as beliefs about capability and intention and automatic in terms of overcoming habit through reinforcement. Seven intervention functions and three policy categories from the BCW were identified as relevant. Finally, 39 behaviour change techniques (BCTs) were identified as potential active components for an intervention to break up sitting time in the workplace. CONCLUSIONS: The TDF, COM-B model and BCW can be successfully applied through a systematic process to understand the drivers of behaviour of office workers to develop a co-created intervention that can be used to break up and decrease sitting in the workplace. Intervention designers should consider the identified BCW factors and BCTs when developing interventions to reduce and break up workplace sitting.


Assuntos
Promoção da Saúde/métodos , Saúde do Trabalhador , Postura Sentada , Local de Trabalho/psicologia , Adulto , Inglaterra , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Motivação , Cultura Organizacional , Pesquisa Qualitativa , Fatores de Tempo , Local de Trabalho/organização & administração
12.
Health Qual Life Outcomes ; 17(1): 133, 2019 Jul 30.
Artigo em Inglês | MEDLINE | ID: mdl-31362760

RESUMO

BACKGROUND: Researchers have studied for decades workplace stress and burnout to identify their relationship to health and wellness. This research has focused on stress levels in people, as well as on environmental and personal factors that contribute to experiencing stress or burnout. In addition to the burnout measurement questionnaires (MBI-GS), Leiter and Maslach designed a model to evaluate the areas of work environment that relate to this construct (Areas of Worklife Scale-AWLS). The goal of the present research was to analyze the psychometric properties of a Spanish translation of the MBI (GS) and the AWLS with a Spanish-speaking population. This work makes a substantial contribution by addressing the need to use validated measures and methods when exploring the positive and negative aspects of organizations. These conditions provide a means to accurately evaluate the impact of interventions aimed to address stress and burnout. METHOD: Cross-sectional study with self-report measures. The sample was comprised of 452 managers and employees (hotels, restaurants, catering) of Aragón (Spain). There were approximately equal numbers of women and men (45,4% vs. 54,6%). The average age of participants was 36.6 years (SD = 10.03). A battery of questionnaires was used: Socio-demographic and work characteristics, Scale of stress and health symptoms, Maslach Burnout Inventory-General Survey (MBI-GS), Areas of Worklife Scale (AWLS). RESULTS: The results showed optimal psychometric properties in both questionnaires, especially in terms of the predictive capacity of the AWLS in each of the MBI-GS dimensions. CONCLUSIONS: The best explained dimension is that of emotional exhaustion. The manageable load variable is the one that most contributes to predicting burnout levels. For future interventions, the results confirm the need to verify the levels of each area of work, in order to focus on the most deteriorated ones.


Assuntos
Esgotamento Profissional/diagnóstico , Inquéritos e Questionários/normas , Local de Trabalho/psicologia , Adulto , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Qualidade de Vida , Espanha , Traduções
13.
BMC Health Serv Res ; 19(1): 542, 2019 Aug 02.
Artigo em Inglês | MEDLINE | ID: mdl-31375114

RESUMO

BACKGROUND: Presenteeism is the employee behaviour of physically attending work with reduced performance due to illness or for other reasons. Nurses are four times more likely to exhibit presenteeism compared to other occupations, threatening patient safety through increased patient falls, medication errors and staff-to-patient disease transmission. There is a paucity of standardized instruments that quantify the association between presenteeism with its exposures and related productivity. This study aims to validate an instrument that comprehensively measures presenteeism workplace and personal exposures specifically for Asian nurses. METHODS: Questionnaire domain items were selected based on the JD-R framework and a previously conducted systematic review of pre-existing validated scales measuring work attendance exposures used in previous healthcare studies. The preliminary questionnaire consisted of two outcomes (presenteeism frequency, productivity) and five exposure domains: work resources, work demands, work stress, work engagement, personal traits and health. Content validation and back translation (English-Cantonese Chinese-English) were carried out. Responses from full-time nurses working in two acute care hospitals (Preliminary questionnaire at Hospital 1: N = 295 and main round questionnaire at Hospital 2: N = 1146) were included in the validation study to ensure an adequate sample size of ten cases per indicator variable for CFA analysis. A random sample of 80 nurses from Hospital 1 were selected for test-retest reliability 4 weeks post the initial survey. Internal consistency, convergent and discriminant validity tests were also tested. RESULTS: Satisfactory internal consistency (Cronbach's alpha > 0.7), test-retest reliability (ICC > 0.4); and construct validity - convergent and discriminant validity was achieved. Confirmatory factor analysis yielded satisfactory fitness indices (CFI and TLI > 0.95, RMSEA < 0.08). Presenteeism and productivity significantly associated with all work resources, work engagement and work stress constructs in Hospital 2. CONCLUSION: A reliable Multidimensional Presenteeism Exposures and Productivity Survey (MPEPS-N) has been validated in two distinct hospital environments. The instrument helps to identify and quantify organizational or individual exposures that significantly associate with presenteeism and its related productivity, thus allowing hospital managers to set evidence-based intervention targets for wellness programs and formulate human resource policies in reducing presenteeism-related productivity loss.


Assuntos
Recursos Humanos de Enfermagem no Hospital/provisão & distribução , Saúde do Trabalhador/estatística & dados numéricos , Presenteísmo/estatística & dados numéricos , Eficiência , Análise Fatorial , Inquéritos Epidemiológicos , Humanos , Recursos Humanos de Enfermagem no Hospital/psicologia , Segurança do Paciente , Local de Trabalho/psicologia , Local de Trabalho/estatística & dados numéricos
14.
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
15.
BMC Health Serv Res ; 19(1): 445, 2019 Jul 03.
Artigo em Inglês | MEDLINE | ID: mdl-31269990

RESUMO

BACKGROUND: Workplace bullying has adverse effects on nurses' productivity and emotional well-being and increases nurses' desire to leave their jobs. Bullying is a common phenomenon that has been reported worldwide. Emergency Department (ED) nurses are particularly exposed to bullying as a result of their job stressors and demands. PURPOSES: To examine the prevalence of bullying and the impact of preventive measures on productivity among Jordanian ED nurses; and to examine bullying in relation to personal and organizational factors. METHODS: We surveyed ED nurses in five hospitals in Amman, Jordan - two government hospitals and three private hospitals. The eligibility criteria for the study, met by 134 persons, were having at least an associate degree and having worked in the ED for at least six months. We used a four-part questionnaire that included demographic data, the Negative Acts Questionnaire, questions on prevention of bullying, and a health and productivity survey. Data analysis included descriptive and inferential statistics. RESULTS: A total of 120 ED nurses joined the study, an 89.6% response rate. The majority of participants were male (65%) and their mean age was 29.4 years. Ninety percent of the participants reported being bullied. Nurses with less experience in the ED were exposed to more bullying compared to other nurses. Of nurses who reported being bullied, 61.7% reported associated decreased productivity, including the ability to respond to cognitive demands, provide support, appropriate communication, safe care, and competent care. The overall mean score for the prevention of bullying questionnaire was 94.51 out of 168 (SD = 23.43). Drilling down, the highest mean score was for the "Individual sub-scale", and the highest item mean score was for "I know the process of how to report bullying". CONCLUSION: Bullying is prevalent among ED nurses in Jordan; it has significantly influenced the nurses' perception of their productivity and the quality of care they provide. Although nurses reported adopting measures to prevent bullying, they were insufficient to address this widespread problem. IMPLICATIONS FOR NURSING AND HEALTH POLICY: Bullying is a common occurrence in nursing practice in Jordan, as in other places. It has a detrimental effect on the quality of health care. Accordingly, interventions, which we describe, should be undertaken to minimize the incidence and impact of bullying.


Assuntos
Bullying/estatística & dados numéricos , Recursos Humanos de Enfermagem no Hospital/psicologia , Local de Trabalho/psicologia , Adulto , Bullying/psicologia , Serviço Hospitalar de Emergência , Feminino , Humanos , Jordânia/epidemiologia , Masculino , Saúde do Trabalhador , Prevalência , Inquéritos e Questionários
17.
Niger J Clin Pract ; 22(7): 906-912, 2019 Jul.
Artigo em Inglês | MEDLINE | ID: mdl-31293253

RESUMO

Objective: The aim of this study was to investigate how Queen bee syndrome, which is known as the mobbing behaviors of female employees from other female employees or managers, as perceived by nurses who are predominantly female workers. Materials and Methods: The universe of the qualitative type patterned research was formed by 12 nurses between the ages of 20 and 40 who worked for at least one year in different parts of a private hospital on the Anatolian side of Istanbul province. Maximum diversity sampling method for purposes was used for sample selection. The research data were collected in the form of written recording and voice recording with an unstructured interview form, which includes the structure, gender, competence, support, conflict, and competition themes created by the researchers to evaluate the characteristics of Queen bee syndrome. Focus group interviews were held on 30 April 2018. The results were evaluated using descriptive analysis and indicator methods. Results: In the study, the nurses' responses to interview questions were examined and women managers felt more emotional than men managers, and therefore they were less successful in problem-solving than men managers, but they were more successful in communication among women. The majority of nurses stated that women managers are more suitable for management in healthcare, that they are open to change, but they are not enough for men to solve the problem due to the fact that they are more concerned with the details. In addition, a significant part of the nurses, more than one female managers can cause competition and conflict in the workplace, especially women managers with similar status, said that this situation is seen more. Conclusions: The results of this study indicate that the woman is adapting to the Queen bee syndrome because of her ambition, competition, and emotional approaches, but that she has not been able to produce enough of it due to the environment.


Assuntos
Atitude do Pessoal de Saúde , Recursos Humanos de Enfermagem no Hospital/psicologia , Local de Trabalho/psicologia , Adolescente , Adulto , Animais , Feminino , Grupos Focais , Hospitais Privados , Humanos , Relações Interprofissionais , Entrevistas como Assunto , Masculino , Pessoa de Meia-Idade , Enfermeiras Administradoras/organização & administração , Enfermeiras Administradoras/psicologia , Recursos Humanos de Enfermagem no Hospital/organização & administração , Percepção , Pesquisa Qualitativa , Adulto Jovem
18.
Anaesthesia ; 74(11): 1365-1373, 2019 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-31267513

RESUMO

Following a 2-3-month period of publicity, anaesthetists were invited to participate in an online survey that was administered by a third party company on behalf of the Association of Anaesthetists and ran between 3 September and 31 October 2018. Anaesthetists working in the UK or Ireland were asked about the presence or absence of welfare/support structures or resources in their workplace in the case of mental illness, addiction and/or suicide. Anaesthetists working anywhere in the world were also asked for their experiences of a colleague's suicide, defined as a colleague's taking his or her own life - whether intentional or not - while practising as an anaesthetist in the UK or Ireland, in the same department and at the same time as the respondent. Respondents were also asked about experiences of other suicides not meeting this definition. A total of 3638 responses were received. Most respondents were unaware of the existence of policies/guidance on mental illness, addiction or suicide, or of welfare leads, within their Trust or department. A total of 1916 cases of suicide meeting the survey's definition were reported by 1397 respondents, although the actual number of discrete cases is unknown because of likely multiple reporting of the same cases. A third of respondents who reported a suicide had experience of more than one case. Most reports were of suicide in the last 10 years, and most reported cases involved anaesthetic drugs. Deficiencies were noted in the support available and in the way the deaths were handled, although examples of good support were also described. A further 1715 respondents reported suicides that did not meet the primary definition. Overall, 92% of respondents reporting suicide experienced it through work, and 41% outside of work (total > 100% as some reported both). Although unable to provide estimates of suicide rates, or numerical associations between the features of the deaths, this survey highlights the considerable emotional and mental burden of suicide on anaesthetists.


Assuntos
Anestesistas/psicologia , Anestesistas/estatística & dados numéricos , Suicídio/psicologia , Suicídio/estatística & dados numéricos , Inquéritos e Questionários/estatística & dados numéricos , Humanos , Irlanda , Apoio Social , Sociedades Médicas , Reino Unido , Local de Trabalho/psicologia
19.
Work ; 63(3): 375-387, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31256107

RESUMO

BACKGROUND: The quality of the places where workers take their breaks may affect the completeness of recovery in the time available. Little is known about how characteristics of a company canteen buffer the relationship between job demands and fatigue. OBJECTIVE: We addressed the possibility that the company canteen buffers the relationship between job demands and fatigue to the extent that workers perceive it to hold restorative quality. Further, we considered how the restorative quality of the canteen signals the provision of organizational support, another job resource thought to buffer the demands-fatigue relationship. ETHODS: A questionnaire was completed by 141 male blue collars workers during their lunch break in the factory canteen of an Italian industrial organization. RESULTS: Canteen restorative quality correlated positively with organizational support. In multivariate regression analyses, the demands-fatigue association was weaker among workers who saw greater restorative quality in the canteen. This buffering effect was accounted for by a buffering effect of organizational support. CONCLUSIONS: When settings for rest in the workplace have higher restorative quality, they may better function as job resources in two respects: serving the immediate needs of workers for recovery from job demands, and signaling the interest of the organization in their well-being.


Assuntos
Fadiga/etiologia , Apoio Social , Local de Trabalho/normas , Adulto , Fadiga/psicologia , Feminino , Humanos , Itália , Masculino , Pessoa de Meia-Idade , Restaurantes/organização & administração , Inquéritos e Questionários , Carga de Trabalho/psicologia , Carga de Trabalho/normas , Local de Trabalho/psicologia
20.
Work ; 63(3): 427-433, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31256109

RESUMO

BACKGROUND: Industrialization and rising standards of living have contributed to a growing amount of solid waste and consequent disposal problems. Solid waste collection is among the occupations with the highest risk for musculoskeletal disorders. OBJECTIVE: We have conducted this study to assess musculoskeletal complaints and work-related stress levels among municipal solid waste (MSW) collectors. METHODS: The subjects were all currently employed at the MSW Department of the City of Ankara, Turkey. Validated questionnaires were completed by 267 MSW collectors. Data analysis was performed using SPSS software (22.0 version). RESULTS: Upper back pain rate was 89.1% among the collectors. 47.9% of collectors reported having had upper back pain during the last 12 months and 38.7% had experienced it during the last month. 80.9% of the sample complained of shoulder pain. Wrists/hands and neck pain rates were found at rates of 78.7% and 67.8% respectively. Psychological demands, were significantly higher among MSW collectors living with moderate-severe pain. CONCLUSIONS: Ergonomics education, healthy work habits, occupational safety training and improvements in the psychosocial work environment should be considered.


Assuntos
Doenças Musculoesqueléticas/psicologia , Estresse Ocupacional/complicações , Resíduos Sólidos/efeitos adversos , Adulto , Estudos Transversais , Ergonomia/normas , Humanos , Masculino , Pessoa de Meia-Idade , Estresse Ocupacional/psicologia , Medição da Dor/métodos , Prevalência , Psicometria/instrumentação , Psicometria/métodos , Eliminação de Resíduos/métodos , Eliminação de Resíduos/normas , Fatores de Risco , Inquéritos e Questionários , Turquia , Local de Trabalho/psicologia , Local de Trabalho/normas
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