Your browser doesn't support javascript.
Mostrar: 20 | 50 | 100
Resultados 1 - 20 de 3.373
Filtrar
1.
J Nurs Adm ; 50(2): 63-65, 2020 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-31977943

RESUMO

The 2019 Association for Leadership Science in Nursing International Conference, Disruptive Innovation, was held in Los Angeles, California, with attendees from 30 US states, Canada, Brazil, and China. Presenters discussed the need for nurse leaders to advocate for health equity, lead evidence-based innovation, how robots and other technology are generating disruptive innovations in healthcare, and building strong academic-practice partnerships to address nursing workforce challenges. This article will report on these important insights.


Assuntos
Enfermagem Baseada em Evidências/organização & administração , Equidade em Saúde/organização & administração , Invenções , Enfermeiras Administradoras/organização & administração , Recursos Humanos de Enfermagem/organização & administração , Inovação Organizacional , Brasil , Canadá , China , Humanos , Liderança , Estados Unidos
2.
Rev Esc Enferm USP ; 53: e03463, 2019 Jul 29.
Artigo em Inglês, Espanhol | MEDLINE | ID: mdl-31365722

RESUMO

OBJECTIVE: To identify the types of interventions that should be included in an organizational protocol for responding to serious adverse events involving nursing staff. METHOD: A descriptive exploratory study was conducted in the Autonomous Community of Madrid, Spain using a questionnaire. RESULTS: 248 nurses have participated. The respondents prioritized the following interventions for inclusion in the protocol: legal advice (86.5% of participants) and counseling (82.4% of participants). Over two-thirds of the nurses (69.3%) showed that they would like to receive guidance on how to record adverse events on the patient's medical records, while 64.8% showed that they would like to receive advice on assurances and legal safeguards in relation to the health organization's medical error notification system and 54.5% endorsed refresher training. Compulsory temporary or permanent transfer of nursing staff involved in adverse events was one of the least popular interventions (3.3% of participants). CONCLUSION: The nurses prioritized counseling, legal advice, training in communication techniques, and refresher training to address the consequences of adverse events and discarded the possibility of compulsory temporary or permanent transfer.


Assuntos
Atitude do Pessoal de Saúde , Erros Médicos , Enfermeiras e Enfermeiros/organização & administração , Recursos Humanos de Enfermagem/organização & administração , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Papel do Profissional de Enfermagem , Enfermeiras e Enfermeiros/estatística & dados numéricos , Recursos Humanos de Enfermagem/estatística & dados numéricos , Espanha , Inquéritos e Questionários , Adulto Jovem
3.
Br J Nurs ; 28(10): 658, 2019 May 23.
Artigo em Inglês | MEDLINE | ID: mdl-31116595

RESUMO

Sam Foster, Chief Nurse, Oxford University Hospitals, reflects on the opportunities to retain experienced staff and the importance of well-thought-out organisational approaches and clear communication around this issue.


Assuntos
Recursos Humanos de Enfermagem/organização & administração , Reorganização de Recursos Humanos/estatística & dados numéricos , Aposentadoria/estatística & dados numéricos , Medicina Estatal/organização & administração , Humanos , Reino Unido
4.
Int Nurs Rev ; 66(2): 147-150, 2019 Jun.
Artigo em Inglês | MEDLINE | ID: mdl-31124127

RESUMO

We all know great leadership when we see it. Outstanding nurse leaders, guided by a moral compass, simultaneously see the big picture and the consequences at micro level. While policy and politics determine health and nursing practice, most nurses just want to get on with their day job. They carry out decisions made by others but have little say in them, and weak influence or status, although they are increasingly knowledgeable and skilled. In settings where policy decisions are made - parliaments, governments, and boardrooms - nurse leaders are often neither heard nor heeded. This is starting to change. The global Nursing Now campaign is working with the International Council of Nurses, and the World Health Organization, to create and strengthen strategic nursing leadership, as modelled by the International Council of Nurses' Global Nursing Leadership Institute. A new window of opportunity is opening, with the bicentennial of Florence Nightingale's birth in 2020. Now is the moment!


Assuntos
Política de Saúde , Liderança , Enfermeiras Administradoras/organização & administração , Papel do Profissional de Enfermagem , Supervisão de Enfermagem/organização & administração , Competência Clínica/normas , Humanos , Recursos Humanos de Enfermagem/organização & administração , Enfermagem em Saúde Pública/organização & administração , Garantia da Qualidade dos Cuidados de Saúde/organização & administração
6.
Geriatr Nurs ; 40(2): 225-227, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-30879705

RESUMO

The Assisted Living (AL) nurse competencies article identifies the application of Benner's theoretical framework (novice to expert) and a sample structure for several key domains of nursing practice knowledge from the AL Nursing: A Manual for Management and Practice. On behalf of the American Assisted Living Nurse Association (AALNA), the co-authors seek feedback on the proposed structure for identifying important nurse competencies for the Assisted Living nurse community/facility leader.


Assuntos
Moradias Assistidas , Competência Clínica/normas , Modelos de Enfermagem , Recursos Humanos de Enfermagem/organização & administração , Humanos , Desenvolvimento de Pessoal/organização & administração
7.
J Nurs Adm ; 49(3): 111-112, 2019 Mar.
Artigo em Inglês | MEDLINE | ID: mdl-30789551

RESUMO

Nurses are a natural fit for board service. They represent the biggest segment of the healthcare workforce, consistently rank as the nation's most trusted profession, and play a huge role on the frontlines of healthcare. Why, then, are so few nurses serving on boards today? This month's Magnet Perspectives column examines a nationwide effort to address this gap. We explore the benefits of board service for nurses, their hospitals, and their communities and identify opportunities for chief nursing officers (CNOs) to incorporate board work into their existing programs.


Assuntos
Conselho Diretor/organização & administração , Liderança , Enfermeiras Administradoras/organização & administração , Recursos Humanos de Enfermagem/organização & administração , Humanos , Relações Interprofissionais
8.
J Nurs Adm ; 49(1): 4-5, 2019 Jan.
Artigo em Inglês | MEDLINE | ID: mdl-30531341

RESUMO

Today's multigenerational nursing workforce presents unique leadership challenges. With an unprecedented 5 generations in the workplace, each with its own attitudes, beliefs, habits, and expectations, chief nursing officers and others must find ways to navigate disparities and leverage strengths. Leaders who effectively manage their age-diverse teams enjoy numerous advantages and give their organizations a competitive edge. This month's "Magnet Perspectives" column examines how nursing leaders can create a work environment that makes the most of multigenerational differences. What does each generation bring to the table? How can the Magnet® framework help managers capitalize on these traits to build a cohesive, productive nursing team? The column takes an in-depth look at how the principles of Magnet are tailor-made to cultivate a workplace where all generations thrive, enhance quality and productivity, reduce conflict, and maximize the contributions of every team member.


Assuntos
Mão de Obra em Saúde/organização & administração , Relação entre Gerações , Liderança , Enfermeiras Administradoras/organização & administração , Recursos Humanos de Enfermagem/organização & administração , Comportamento Cooperativo , Humanos , Relações Interprofissionais , Recursos Humanos de Enfermagem/psicologia
9.
Health Promot Int ; 34(2): 215-226, 2019 Apr 01.
Artigo em Inglês | MEDLINE | ID: mdl-29092023

RESUMO

In Canada's liberal welfare state the public is given little exposure by governmental authorities to the importance of promoting health equity through public policy action on the social determinants of health (SDoH). Not surprisingly, Canada lags in implementing health equity-enhancing public policy. In Ontario, Canada's most populous province, a local public health unit (PHU) took on the task of promoting health equity by developing the video animation Let's Start a Conversation about Health and Not Talk about Health Care at All. In the wake of this work, an additional 17 local PHUs (of 36) adapted it for local use. By placing these activities within Nutbeam's and de Leeuw's concepts of critical health literacy as an essential component of health promotion, we examine how these PHUs came to adopt the video, their intended uses, and supports and barriers encountered. These efforts by local PHUs to promote health equity through action on the SDoH have implications for those in jurisdictions where State attention to these issues is lacking.


Assuntos
Equidade em Saúde , Política , Saúde Pública , Política Pública , Determinantes Sociais da Saúde , Alfabetização em Saúde , Promoção da Saúde , Humanos , Recursos Humanos de Enfermagem/organização & administração , Ontário , Gravação de Videoteipe
10.
Rev. latinoam. enferm. (Online) ; 27: e3156, 2019. graf
Artigo em Português | LILACS | ID: biblio-1014208

RESUMO

Objetivo: representar a dinâmica de geração, acumulação e dissipação do estresse na equipe de enfermagem em um centro de terapia oncológica. Método: um modelo de simulação matemático de dinâmica de sistemas foi desenvolvido com base na coleta de dados in loco. O modelo serviu para testar o impacto de três políticas direcionadas a reduzir o estresse na equipe: i) incremento na carga de atendimento; ii) incremento do tamanho das equipes de turno e iii) redução de horas de atendimento por leito. Resultados: o modelo demonstrou que a política de incremento de tamanho da equipe obteve os melhores resultados, sintetizados com o índice de absenteísmo, estabilizando-se em 8%; pessoal afastado também se estabilizando em 4-5 pessoas por mês, bem como o estresse acumulado reduzido aos níveis do cenário base. Conclusão: as medidas no sentido de acompanhamento das demandas físicas e emocionais, a contratação de pessoal, um melhor treinamento técnico para as atividades ditas estressantes e uma melhor distribuição de tarefas podem ser eficazes na redução dos índices de absenteísmo e melhorar a qualidade de vida desses trabalhadores.


Objective: to represent the dynamics of stress generation, accumulation and reduction in the nursing team at an oncology therapy center. Method: a mathematical simulation model of system dynamics was developed based on data collection in loco. The model served to test the impact of three policies aimed at reducing stress in the team, namely i) increase in the service load; ii) increase in the size of shift teams and iii) reduction of service hours per bed. Results: the model showed that the policy of increasing the size of the team obtained the best results, with the absenteeism index stabilizing at 8%; staff at leave also stabilizing at 4-5 people per month, as well as accumulated stress reduced to baseline levels. Conclusion: measures to monitor physical and emotional demands, hiring staff, better technical training for so-called stressful activities, and a better distribution of tasks can be effective in reducing absenteeism rates and improving the quality of life of these workers.


Objetivo: representar la dinámica de generación, acumulación y disipación del estrés en el equipo de enfermería en un centro de terapia oncológica. Método: un modelo de simulación matemático de dinámica de sistemas fue desarrollado basado en la recolección de datos in loco. El modelo sirvió para testar el impacto de tres políticas dirigidas a reducir el estrés en el equipo: i) incremento en la carga de atendimiento; ii) incremento del tamaño de los equipos de turno y iii) reducción de horas de atendimiento por lecho. Resultados: el modelo demostró que la política de incremento de tamaño del equipo obtuvo los mejores resultados, sintetizados con el índice de ausentismo estabilizándose en 8%; personal alejado también estabilizándose en 4-5 personas por mes, así como el estrés acumulado reducido a los niveles del escenario base. Conclusión: las medidas en el sentido de acompañamiento de las demandas físicas y emocionales, la contratación de personal, mejor entrenamiento técnico para actividades llamadas estresantes y una mejor distribución de tareas pueden ser eficaces en la reducción de los índices de ausentismo y mejorar la calidad de vida de esos trabajadores.


Assuntos
Humanos , Absenteísmo , Estresse Ocupacional/prevenção & controle , Estresse Ocupacional/psicologia , Estresse Ocupacional/reabilitação , Recursos Humanos de Enfermagem/psicologia , Qualidade de Vida , Modelos Teóricos , Recursos Humanos de Enfermagem/organização & administração
11.
Rev. Esc. Enferm. USP ; 53: e03456, 2019. tab
Artigo em Inglês | LILACS, BDENF - Enfermagem | ID: biblio-1003101

RESUMO

ABSTRACT Objective: To apply the method developed by the World Health Organization, called Workload Indicators of Staffing Need for dimensioning the nursing staff for the care of cancer patients in a Chemotherapy outpatient clinic. Method: This is a quantitative, observational, documentary field study with an intentional sample. Prospective data were collected through the work sampling method. Results: Seventeen nurses and 12 nursing technicians participated in the study. A total of 3,727 observations were performed and were obtained the mean times and the relative working time of 23 nurses' interventions and 18 nursing technicians' interventions. The interventions corresponded to 88.5% of the relative working time of nurses and 83.9% of nursing technicians. Personal activities accounted for 8.2% of the relative working time of nurses and 7.9% of nursing technicians. The reliability test resulted in 86.3% concordance. Conclusion: The similarity between the staff required according to the method studied and the current staff showed that the Workload Indicators of Staffing Need has great potential and applicability for dimensioning nursing professionals safely.


RESUMEN Objetivo: Aplicar el método elaborado por la Organización Mundial de la Salud, denominado Workload Indicators of Staffing Need, a fin de dimensionar al equipo de enfermería para el cuidado a pacientes oncológicos en Ambulatorio de Quimioterapia. Método: Se trata de una investigación de campo observacional y documental, con abordaje cuantitativo y muestra intencional. Los datos prospectivos fueron recogidos mediante la técnica de muestreo del trabajo. Resultados: Participaron en la investigación 17 enfermeros y 12 técnicos de enfermería. Fueron realizadas 3.727 observaciones, obteniéndose tiempos medios y ocupación relativa de 23 intervenciones de enfermeros y 18 intervenciones de técnicos de enfermería. Las intervenciones correspondieron al 88,5% de la ocupación relativa de los enfermeros y el 83,9% de los técnicos de enfermería. La actividad personal fue responsable del 8,2% de la ocupación relativa de los enfermeros y el 7,9% de los técnicos de enfermería. La prueba de confiabilidad resultó en el 86,3% de concordancia. Conclusión: La semejanza entre el cuadro proyectado por el método estudiado y el existente evidenció que el Workload Indicators of Staffing Need tiene gran potencial y aplicabilidad para dimensionar a los profesionales enfermeros con seguridad.


RESUMO Objetivo: Aplicar o método elaborado pela Organização Mundial da Saúde, denominado Workload Indicators of Staffing Need, para dimensionar a equipe de enfermagem para o cuidado de pacientes oncológicos em Ambulatório de Quimioterapia. Método: Trata-se de uma pesquisa de campo observacional e documental, com abordagem quantitativa e amostra intencional. Os dados prospectivos foram coletados por meio da técnica amostragem do trabalho. Resultados: Participaram da pesquisa 17 enfermeiros e 12 técnicos de enfermagem. Foram realizadas 3.727 observações, sendo obtidos tempos médios e ocupação relativa de 23 intervenções de enfermeiros e 18 intervenções de técnicos de enfermagem. As intervenções corresponderam a 88,5% da ocupação relativa dos enfermeiros e 83,9% dos técnicos de enfermagem. A atividade pessoal foi responsável por 8,2% da ocupação relativa dos enfermeiros e 7,9% dos técnicos de enfermagem. O teste de confiabilidade resultou em 86,3% de concordância. Conclusão: A semelhança entre o quadro projetado pelo método estudado e o existente evidenciou que o Workload Indicators of Staffing Need tem grande potencial e aplicabilidade para dimensionar os profissionais de enfermagem com segurança.


Assuntos
Humanos , Carga de Trabalho , Carga de Trabalho/classificação , Assistência Ambulatorial/classificação , Assistência Ambulatorial/organização & administração , Recursos Humanos de Enfermagem/organização & administração , Enfermagem Oncológica , Estudos Prospectivos
12.
Med Care ; 56(12): 994-1000, 2018 12.
Artigo em Inglês | MEDLINE | ID: mdl-30418961

RESUMO

BACKGROUND: Standardization in production is common in multientity chain organizations. Although chains are prominent in the nursing home sector, standardization in care has not been studied. One way nursing home chains may standardize is by controlling the level and mix of staffing in member homes. OBJECTIVES: To examine the extent to which standardization occurred in staffing, its relative presence across different types of chains, and whether facilities became more standardized following acquisition by a chain. RESEARCH DESIGN: We estimated predictors of the difference between facility and chain staffing using Generalized Estimating Equations with 2000-2010 data. SUBJECTS: This study included nursing homes nationally, excluding hospital-based homes and homes in Alaska, Hawaii, and the District of Columbia. MEASURES: Chain ownership was coded from text identifying chain names. Two nurse staffing measures were used: staff hours per resident day and staff mix. RESULTS: Very large for-profit chain nursing homes and large nonprofits had less variation in staff hours per resident day (P<0.001) but greater variation in staffing mix (P<0.001) compared with the chain average nationally. Large for-profit chains and medium nonprofit chains had greater dispersion on staff hours per resident day (P<0.001), while large nonprofit chains had greater dispersion in staffing mix (P<0.001). The difference between facility and chain staffing decreased over time. CONCLUSIONS: The largest chains (for-profit and nonprofit) had less staffing variation compared with national standards, suggesting they were best at implementing corporate practices. Following ownership changes, staffing converged towards chain averages over time, suggesting standardization takes time to implement.


Assuntos
Casas de Saúde/normas , Recursos Humanos de Enfermagem/organização & administração , Recursos Humanos de Enfermagem/estatística & dados numéricos , Propriedade , Admissão e Escalonamento de Pessoal/normas , Humanos , Casas de Saúde/organização & administração , Casas de Saúde/estatística & dados numéricos , Admissão e Escalonamento de Pessoal/organização & administração , Admissão e Escalonamento de Pessoal/estatística & dados numéricos , Qualidade da Assistência à Saúde/normas , Recursos Humanos
13.
Prim Care Diabetes ; 12(6): 491-500, 2018 12.
Artigo em Inglês | MEDLINE | ID: mdl-30145189

RESUMO

AIMS: To describe trends from 2006-8 to 2016 in demographic, education and work settings of the primary health care nursing workforce who provide diabetes care in the Auckland region. METHODS: A total of 1416 practice, Accident and Medical, district and diabetes specialist nurses were identified who provide community-based care. Of those, 459 were randomly selected and 336 were interviewed in 2016, and were compared with 287 nurses interviewed in 2006-8. RESULTS: A 73% response rate was attained in 2016. Compared with nurses in 2006-8, primary health care nurses in 2016 were younger, less experienced, more likely to be Asian, undertook more post-graduate education, worked more in Accident and Medical Clinics and worked in larger practices with ≥4 doctors. However, less worked with a dietitian or received visits from specialist nurses compared with nurses in 2006-8. Significantly more nurses in 2016 had their own room for administrative work and the ability to email patients suggesting greater autonomy. CONCLUSIONS: Major demographic, educational and workplace changes have occurred in the Auckland primary health care nursing workforce from 2006-8 to 2016. A significant increase in practice nurses and a large decrease in the number of diabetes specialist nurses were evident, in the Auckland region.


Assuntos
Diabetes Mellitus/enfermagem , Mão de Obra em Saúde/tendências , Enfermeiras Especialistas/tendências , Recursos Humanos de Enfermagem/tendências , Padrões de Prática em Enfermagem/tendências , Enfermagem de Atenção Primária/tendências , Adulto , Estudos Transversais , Diabetes Mellitus/diagnóstico , Diabetes Mellitus/epidemiologia , Educação em Enfermagem/tendências , Feminino , Pesquisas sobre Serviços de Saúde , Mão de Obra em Saúde/organização & administração , Humanos , Masculino , Pessoa de Meia-Idade , Nova Zelândia/epidemiologia , Enfermeiras Especialistas/educação , Enfermeiras Especialistas/organização & administração , Papel do Profissional de Enfermagem , Recursos Humanos de Enfermagem/educação , Recursos Humanos de Enfermagem/organização & administração , Equipe de Assistência ao Paciente/tendências , Fatores de Tempo
14.
Cochrane Database Syst Rev ; 7: CD001271, 2018 07 16.
Artigo em Inglês | MEDLINE | ID: mdl-30011347

RESUMO

BACKGROUND: Current and expected problems such as ageing, increased prevalence of chronic conditions and multi-morbidity, increased emphasis on healthy lifestyle and prevention, and substitution for care from hospitals by care provided in the community encourage countries worldwide to develop new models of primary care delivery. Owing to the fact that many tasks do not necessarily require the knowledge and skills of a doctor, interest in using nurses to expand the capacity of the primary care workforce is increasing. Substitution of nurses for doctors is one strategy used to improve access, efficiency, and quality of care. This is the first update of the Cochrane review published in 2005. OBJECTIVES: Our aim was to investigate the impact of nurses working as substitutes for primary care doctors on:• patient outcomes;• processes of care; and• utilisation, including volume and cost. SEARCH METHODS: We searched the Cochrane Central Register of Controlled Trials (CENTRAL), part of the Cochrane Library (www.cochranelibrary.com), as well as MEDLINE, Ovid, and the Cumulative Index to Nursing and Allied Health Literature (CINAHL) and EbscoHost (searched 20.01.2015). We searched for grey literature in the Grey Literature Report and OpenGrey (21.02.2017), and we searched the International Clinical Trials Registry Platform (ICTRP) and ClinicalTrials.gov trial registries (21.02.2017). We did a cited reference search for relevant studies (searched 27.01 2015) and checked reference lists of all included studies. We reran slightly revised strategies, limited to publication years between 2015 and 2017, for CENTRAL, MEDLINE, and CINAHL, in March 2017, and we have added one trial to 'Studies awaiting classification'. SELECTION CRITERIA: Randomised trials evaluating the outcomes of nurses working as substitutes for doctors. The review is limited to primary healthcare services that provide first contact and ongoing care for patients with all types of health problems, excluding mental health problems. Studies which evaluated nurses supplementing the work of primary care doctors were excluded. DATA COLLECTION AND ANALYSIS: Two review authors independently carried out data extraction and assessment of risk of bias of included studies. When feasible, we combined study results and determined an overall estimate of the effect. We evaluated other outcomes by completing a structured synthesis. MAIN RESULTS: For this review, we identified 18 randomised trials evaluating the impact of nurses working as substitutes for doctors. One study was conducted in a middle-income country, and all other studies in high-income countries. The nursing level was often unclear or varied between and even within studies. The studies looked at nurses involved in first contact care (including urgent care), ongoing care for physical complaints, and follow-up of patients with a particular chronic conditions such as diabetes. In many of the studies, nurses could get additional support or advice from a doctor. Nurse-doctor substitution for preventive services and health education in primary care has been less well studied.Study findings suggest that care delivered by nurses, compared to care delivered by doctors, probably generates similar or better health outcomes for a broad range of patient conditions (low- or moderate-certainty evidence):• Nurse-led primary care may lead to slightly fewer deaths among certain groups of patients, compared to doctor-led care. However, the results vary and it is possible that nurse-led primary care makes little or no difference to the number of deaths (low-certainty evidence).• Blood pressure outcomes are probably slightly improved in nurse-led primary care. Other clinical or health status outcomes are probably similar (moderate-certainty evidence).• Patient satisfaction is probably slightly higher in nurse-led primary care (moderate-certainty evidence). Quality of life may be slightly higher (low-certainty evidence).We are uncertain of the effects of nurse-led care on process of care because the certainty of this evidence was assessed as very low.The effect of nurse-led care on utilisation of care is mixed and depends on the type of outcome. Consultations are probably longer in nurse-led primary care (moderate-certainty evidence), and numbers of attended return visits are slightly higher for nurses than for doctors (high-certainty evidence). We found little or no difference between nurses and doctors in the number of prescriptions and attendance at accident and emergency units (high-certainty evidence). There may be little or no difference in the number of tests and investigations, hospital referrals and hospital admissions between nurses and doctors (low-certainty evidence).We are uncertain of the effects of nurse-led care on the costs of care because the certainty of this evidence was assessed as very low. AUTHORS' CONCLUSIONS: This review shows that for some ongoing and urgent physical complaints and for chronic conditions, trained nurses, such as nurse practitioners, practice nurses, and registered nurses, probably provide equal or possibly even better quality of care compared to primary care doctors, and probably achieve equal or better health outcomes for patients. Nurses probably achieve higher levels of patient satisfaction, compared to primary care doctors. Furthermore, consultation length is probably longer when nurses deliver care and the frequency of attended return visits is probably slightly higher for nurses, compared to doctors. Other utilisation outcomes are probably the same. The effects of nurse-led care on process of care and the costs of care are uncertain, and we also cannot ascertain what level of nursing education leads to the best outcomes when nurses are substituted for doctors.


Assuntos
Medicina de Família e Comunidade/organização & administração , Necessidades e Demandas de Serviços de Saúde/organização & administração , Recursos Humanos de Enfermagem/organização & administração , Designação de Pessoal/organização & administração , Padrões de Prática em Enfermagem , Atenção Primária à Saúde/organização & administração , Medicina de Família e Comunidade/economia , Necessidades e Demandas de Serviços de Saúde/economia , Humanos , Profissionais de Enfermagem/organização & administração , Atenção Primária à Saúde/economia , Qualidade da Assistência à Saúde , Ensaios Clínicos Controlados Aleatórios como Assunto
15.
J Clin Nurs ; 27(21-22): 4168-4178, 2018 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-29968388

RESUMO

AIMS AND OBJECTIVES: To develop a communication app to support nursing staff during the provision of standard care of patients from non-English-speaking backgrounds (NESBs), when an interpreter is not available. This paper reports on the user needs analysis phase that informed the development, content and functionality of the app. BACKGROUND: In 2014 we developed CALD Assist, a communication app to support patient interactions with allied health clinicians when interpreters are not present. It includes 95 commonly used phrases professionally interpreted into 10 languages and grouped by discipline. This work expands upon our previous app to meet the needs of the nursing workforce. DESIGN: Qualitative through focus groups, observations and interviews, with a quantitative component from observational data and staff surveys. METHODS: Four focus groups with hospital staff, ten interviews with patients from NESBs and 85 observation sessions of everyday patient-staff interactions followed by staff surveys (n = 85) were held between January and June 2017. RESULTS: Baseline data prior to app development revealed that staff confidence of the patients' level of understanding and the success of the interaction were significantly greater for English-speaking (ES) patients, than for non-English-speaking patients. A total of 143 phrases were identified and subdivided into 16 categories for inclusion in the new app. CONCLUSION: Staff participants highlighted that patients from NESBs are a challenging patient group to interact with. Patient and staff participants identified a range of areas where the nursing app could benefit, including pain management, mobility, hygiene and nutrition. RELEVANCE TO CLINICAL PRACTICE: The proposed app can be used to reduce variances in practice and provide a timely and positive patient experience for patients from NESBs who are unable to communicate in English during hospital admissions.


Assuntos
Barreiras de Comunicação , Relações Enfermeiro-Paciente , Recursos Humanos de Enfermagem/organização & administração , Tradução , Adulto , Pessoal Técnico de Saúde , Comunicação , Coleta de Dados , Feminino , Grupos Focais , Humanos , Assistência ao Paciente/métodos
16.
Invest Educ Enferm ; 36(1): e06, 2018 02.
Artigo em Inglês | MEDLINE | ID: mdl-29898345

RESUMO

OBJECTIVES: Evaluate the change over time of psychosocial risk management for the nursing personnel of an intermediate complexity clinic of Bogota (Colombia). METHODS: Descriptive and correlational research performed under the approach of risk management (identification, analysis, assessment and treatment). The psychosocial risk of the nursing personnel was studied through 10-year system dynamics models (with and without the implementation of the policy of good practices on the risk treatment) in two scenarios: when the nursing personnel works shifts of 6 hours (morning or afternoon) and when they work over 12 hours (double shift or night shift). RESULTS: When implementing a policy of good practices on the risk treatment, the double shift scenario shows an improvement among 25% to 88% in the variables of: health, labor motivation, burnout, service level and productivity; as well as in the variables of the organization associated to number of patients, nursing personnel and profit. Likewise, the single shift scenario with good practices improves in all the above-mentioned variables and generates stability on the variables of absenteeism and resignations. CONCLUSIONS: The best scenario is the single shift scenario with the application of good practices of risk treatment in comparison with the double shift scenario with good practices, which allows concluding that the good practices have a positive effect on the variables of nursing personnel and on those associated to the organization.


Assuntos
Esgotamento Profissional/psicologia , Recursos Humanos de Enfermagem/psicologia , Política Organizacional , Gestão de Riscos/métodos , Absenteísmo , Colômbia , Simulação por Computador , Eficiência , Humanos , Recursos Humanos de Enfermagem/organização & administração , Jornada de Trabalho em Turnos , Fatores de Tempo
17.
Int Nurs Rev ; 65(4): 596-600, 2018 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-29667762

RESUMO

This prospective study observed turnover during 1 year at a community hospital in Oregon (n = 39). The study tested whether nurses who at baseline nominated fewer peers as sources of safe patient handling support were more likely to quit than nurses with more supportive peers. Six nurses with tenure under 2 years left their positions. Nurses who quit reported half as many co-workers as sources of support relative to nurses who remained employed, and each additional peer nomination reduced the risk of turnover by 15%. Further research should establish the contribution of peer safety support reducing turnover among recent hires.


Assuntos
Movimentação e Reposicionamento de Pacientes , Recursos Humanos de Enfermagem/organização & administração , Reorganização de Recursos Humanos , Adulto , Emprego , Feminino , Humanos , Satisfação no Emprego , Masculino , Grupo Associado , Estudos Prospectivos , Fatores de Tempo
18.
J Clin Nurs ; 27(7-8): 1452-1463, 2018 Apr.
Artigo em Inglês | MEDLINE | ID: mdl-29396884

RESUMO

AIMS AND OBJECTIVES: To explore the recognition and assessment of resident deterioration in the nursing home setting. BACKGROUND: There is a dearth of research exploring how nurses and personal-care-assistants manage a deteriorating nursing home resident. DESIGN: Critical ethnography. METHODS: Observation and semi-structured interviews with 66 participants (general medical practitioners, nurses, personal-care-assistants, residents and family members) in two Australian nursing homes. The study has been reported in accordance with the Consolidated Criteria for Reporting Qualitative Research guidelines. RESULTS: The value of nursing assessment is poorly recognised in the nursing home setting. A lack of clarity regarding the importance of nursing assessments associated with resident care has contributed to a decreasing presence of registered nurses and an increasing reliance on personal-care-assistants who had inadequate skills and knowledge to recognise signs of deterioration. Registered nurses experienced limited organisational support for autonomous decision-making and were often expected to undertake protocol-driven decisions that contributed to potentially avoidable hospital transfers. CONCLUSIONS: Nurses need to demonstrate the importance of assessment, in association with day-to-day resident care and demand standardised, regulated, educational preparation of an appropriate workforce who are competent in undertaking this role. Workforce structures that enhance familiarity between nursing home staff and residents could result in improved resident outcomes. The value of nursing assessment, in guiding decisions at the point of resident deterioration, warrants further consideration.


Assuntos
Deterioração Clínica , Instituição de Longa Permanência para Idosos , Avaliação em Enfermagem , Casas de Saúde , Adulto , Idoso , Antropologia Cultural , Austrália , Tomada de Decisão Clínica/métodos , Assistência à Saúde , Humanos , Entrevistas como Assunto , Papel do Profissional de Enfermagem , Assistentes de Enfermagem/organização & administração , Recursos Humanos de Enfermagem/organização & administração , Pesquisa Qualitativa
19.
Rev Infirm ; 67(238): 35-37, 2018 Feb.
Artigo em Francês | MEDLINE | ID: mdl-29426558

RESUMO

A psychological intervention programme, set up within a trauma centre, revealed common factors contributing to the emotional upheaval felt by road accident victims. These factors are linked to the event itself, its medical management, the quality of family support and the patient's history. Early psychotherapy, the awareness of the nursing teams and the involvement of the families are the key elements ensuring coherent and effective prevention.


Assuntos
Acidentes de Trânsito/psicologia , Psicoterapia/métodos , Transtornos de Estresse Pós-Traumáticos/prevenção & controle , Humanos , Papel do Profissional de Enfermagem , Recursos Humanos de Enfermagem/organização & administração , Transtornos de Estresse Pós-Traumáticos/enfermagem
SELEÇÃO DE REFERÊNCIAS
DETALHE DA PESQUISA