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1.
Bone Joint J ; 103-B(2): 347-352, 2021 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-33517742

RESUMO

AIMS: Surgical costs are a major component of healthcare expenditures in the USA. Intraoperative communication is a key factor contributing to patient outcomes. However, the effectiveness of communication is only partially determined by the surgeon, and understanding how non-surgeon personnel affect intraoperative communication is critical for the development of safe and cost-effective staffing guidelines. Operative efficiency is also dependent on high-functioning teams and can offer a proxy for effective communication in highly standardized procedures like primary total hip and knee arthroplasty. We aimed to evaluate how the composition and dynamics of surgical teams impact operative efficiency during arthroplasty. METHODS: We performed a retrospective review of staff characteristics and operating times for 112 surgeries (70 primary total hip arthroplasties (THAs) and 42 primary total knee arthroplasties (TKAs)) conducted by a single surgeon over a one-year period. Each surgery was evaluated in terms of operative duration, presence of surgeon-preferred staff, and turnover of trainees, nurses, and other non-surgical personnel, controlling cases for body mass index, presence of osteoarthritis, and American Society of Anesthesiologists (ASA) score. RESULTS: Turnover among specific types of operating room staff, including the anaesthesiologist (p = 0.011), circulating nurse (p = 0.027), and scrub nurse (p = 0.006), was significantly associated with increased operative duration. Furthermore, the presence of medical students and nursing students were associated with improved intraoperative efficiency in TKA (p = 0.048) and THA (p = 0.015), respectively. The presence of surgical fellows (p > 0.05), vendor representatives (p > 0.05), and physician assistants (p > 0.05) had no effect on intraoperative efficiency. Finally, the presence of the surgeon's 'preferred' staff did not significantly shorten operative duration, except in the case of residents (p = 0.043). CONCLUSION: Our findings suggest that active management of surgical team turnover and composition may provide a means of improving intraoperative efficiency during THA and TKA. Cite this article: Bone Joint J 2021;103-B(2):347-352.


Assuntos
Artroplastia de Quadril , Artroplastia do Joelho , Eficiência Organizacional , Equipe de Assistência ao Paciente/organização & administração , Humanos , Relações Interprofissionais , Duração da Cirurgia , Reorganização de Recursos Humanos , Estudos Retrospectivos
3.
J Am Med Dir Assoc ; 22(1): 199-203, 2021 01.
Artigo em Inglês | MEDLINE | ID: mdl-33321076

RESUMO

OBJECTIVE: The Coronavirus disease 2019 (COVID-19) pandemic is an unprecedented challenge for nursing homes, where staff have faced rapidly evolving circumstances to care for a vulnerable resident population. Our objective was to document the experiences of these front-line health care professionals during the pandemic. DESIGN: Electronic survey of long-term care staff. This report summarizes qualitative data from open-ended questions for the subset of respondents working in nursing homes. SETTING AND PARTICIPANTS: A total of 152 nursing home staff from 32 states, including direct-care staff and administrators. METHODS: From May 11 through June 4, 2020, we used social media and professional networks to disseminate an electronic survey with closed- and open-ended questions to a convenience sample of long-term care staff. Four investigators identified themes from qualitative responses for staff working in nursing homes. RESULTS: Respondents described ongoing constraints on testing and continued reliance on crisis standards for extended use and reuse of personal protective equipment. Administrators discussed the burden of tracking and implementing sometimes confusing or contradictory guidance from numerous agencies. Direct-care staff expressed fears of infecting themselves and their families, and expressed sincere empathy and concern for their residents. They described experiencing burnout due to increased workloads, staffing shortages, and the emotional burden of caring for residents facing significant isolation, illness, and death. Respondents cited the presence or lack of organizational communication and teamwork as important factors influencing their ability to work under challenging circumstances. They also described the demoralizing impact of negative media coverage of nursing homes, contrasting this with the heroic public recognition given to hospital staff. CONCLUSIONS AND IMPLICATIONS: Nursing home staff described working under complex and stressful circumstances during the COVID-19 pandemic. These challenges have added significant burden to an already strained and vulnerable workforce and are likely to contribute to increased burnout, turnover, and staff shortages in the long term.


Assuntos
Esgotamento Profissional/psicologia , Papel do Profissional de Enfermagem , Relações Enfermeiro-Paciente , Casas de Saúde/organização & administração , Recursos Humanos de Enfermagem/psicologia , /epidemiologia , Feminino , Humanos , Transmissão de Doença Infecciosa do Paciente para o Profissional/prevenção & controle , Masculino , Equipamento de Proteção Individual/estatística & dados numéricos , Reorganização de Recursos Humanos
4.
Trials ; 21(1): 1019, 2020 Dec 11.
Artigo em Inglês | MEDLINE | ID: mdl-33308290

RESUMO

BACKGROUND: Burnout is an occupational syndrome that leads to mental health problems, job turnover, and patient safety events. Those caring for critically ill patients are especially susceptible due to high patient mortality, long hours, and regular encounters with trauma and ethical issues. Interventions to prevent burnout in this population are needed. Preliminary studies suggest debriefing sessions may reduce burnout. This study aims to assess whether participation in regular debriefing can prevent burnout in intensive care unit (ICU) clinicians. METHODS: A randomized controlled trial will be conducted in two large academic medical centers. Two hundred ICU clinicians will be recruited with target enrollment of 100 physicians and 100 non-physicians (nurses, pharmacists, therapists). Participants must have worked in the ICU for the equivalent of at least 1 full time work week in the preceding 4 weeks. Enrolled subjects will be randomized to virtually attend biweekly debriefing sessions facilitated by a psychotherapist for 3 months or to a control arm without sessions. Our debriefs are modeled after Death Cafés, which are informal discussions focusing on death, dying, loss, grief, and illness. These sessions allow for reflection on distressing events and offer community and collaboration among hospital employees outside of work. The primary outcome is clinician burnout as measured by the Maslach Burnout Inventory (MBI) Score. Secondary outcomes include depression and anxiety, as measured by the Patient Health Questionnaire 8 (PHQ-8) and Generalized Anxiety Disorder 7-item scale (GAD-7), respectively. Questionnaires will be administered prior to the intervention, at 1 month, at 3 months, and at 6 months after enrollment. These values will be compared between groups temporally. Qualitative feedback will also be collected and analyzed. DISCUSSION: With ICU clinician burnout rates exceeding 50%, Death Café debriefing sessions may prove to be an effective tool to avert this debilitating syndrome. With COVID-19 limiting social interactions and overloading ICUs worldwide, the virtual administration of the Death Café for ICU clinicians provides an innovative strategy to potentially mitigate burnout in this vulnerable population. TRIAL REGISTRATION: ClinicalTrials.gov NCT04347811 . Registered on 15 April 2020.


Assuntos
Esgotamento Profissional/prevenção & controle , Unidades de Terapia Intensiva/estatística & dados numéricos , Estresse Ocupacional/psicologia , Assistência Terminal/psicologia , Ansiedade/diagnóstico , Ansiedade/epidemiologia , Conscientização/fisiologia , Esgotamento Profissional/epidemiologia , /virologia , Estudos de Casos e Controles , Comunicação , Estado Terminal/mortalidade , Estado Terminal/psicologia , Depressão/diagnóstico , Depressão/epidemiologia , Humanos , Estresse Ocupacional/epidemiologia , Questionário de Saúde do Paciente/estatística & dados numéricos , Segurança do Paciente/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Inquéritos e Questionários , Interface Usuário-Computador
6.
Probl Sotsialnoi Gig Zdravookhranenniiai Istor Med ; 28(Special Issue): 1068-1074, 2020 Oct.
Artigo em Russo | MEDLINE | ID: mdl-33219760

RESUMO

In the health care sector, due to a long cycle of accumulation of human capital, a change of profession often leads to a disruption of this cycle. Therefore, stable employment in the workplace for medical specialists is preferable and should be accompanied by permanent qualification growth within the framework of the profession. Labour mobility to a large extent contradicts this process. One of its most powerful incentives is dissatisfaction with earnings, and this article presents an analysis of the impact of this dissatisfaction on readiness for vocational and labour mobility, based on a questionnaire survey of doctors and nurses of Moscow health care system. A reference group of specialists with proactive attitude towards vocational and professional growth has been singled out. Its assessments of satisfaction with the size of earnings and with correspondence between earnings and labour contribution showed that the dissatisfaction with the inadequacy of earnings is widely spread. This dissatisfaction relates to both base salary and incentive payments against labour contribution. An increase in base salary and in incentive payments together with a simultaneous increase in the share of incentive payments should be the basis for adjusting the wage system. A more accurate accounting of the workload (which has grown as a result of optimization) in earnings is also relevant for paramedical personnel. Should the authorities fail to do this, the undesirable staff turnover, which is already high, may increase even further.


Assuntos
Salários e Benefícios , Especialização , Atitude , Humanos , Moscou , Reorganização de Recursos Humanos
7.
J Nurs Adm ; 50(12): 655-662, 2020 Dec.
Artigo em Inglês | MEDLINE | ID: mdl-33181601

RESUMO

OBJECTIVE: The objective of this study was to determine whether an innovative program including psychoeducation grounded in positive psychology and awareness of cognitive biases, along with access to a dedicated relaxation environment, would lower burnout for nurses. BACKGROUND: Promoting well-being of nurses is an essential goal of healthcare leaders because of the negative effects of burnout out on nurses' health and patient outcomes. METHODS: A prospective cohort analysis was conducted to examine whether exposure to the OASIS (Opportunity to Achieve Staff Inspiration and Strength) education content and using the OASIS rooms were associated with improvements in quality of life or turnover intention among nurses. RESULTS: Nurses who reported receiving 3 to 6 education sessions and who used the OASIS room reported lower levels of burnout, on average, than nurses who did not receive any education sessions. CONCLUSION: The OASIS program has the potential to be an effective, easy-to-deliver education program that can integrate well-being into the workday of nursing professionals.


Assuntos
Esgotamento Profissional/terapia , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital , Local de Trabalho/psicologia , Adulto , Esgotamento Profissional/prevenção & controle , Feminino , Humanos , Intenção , Recursos Humanos de Enfermagem no Hospital/educação , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Reorganização de Recursos Humanos/tendências , Estudos Prospectivos , Qualidade de Vida , Inquéritos e Questionários
9.
PLoS One ; 15(9): e0237028, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32898142

RESUMO

BACKGROUND: Nurse turnover is a significant issue and complex challenge for all healthcare sectors and is exacerbated by a global nursing shortage. Nurse-Family Partnership is a community health program for first-time pregnant and parenting girls and young women living in situations of social and economic disadvantage. In Canada, this program is delivered exclusively by public health nurses and only within a research context. The aim of this article is to explore and describe factors that contribute to recruitment, retention, and turnover of public health nurses delivering Nurse-Family Partnership in British Columbia, Canada between 2013 and 2018. METHODS: Interpretive description was used to guide sampling, data collection and analytic decisions in this qualitative component drawn from the British Columbia Healthy Connections Project mixed methods process evaluation. Semi-structured, individual interviews were conducted with 28 public health nurses who practiced in and then exited Nurse-Family Partnership. RESULTS: Nurses were motivated to join this program because they wanted to deliver an evidence-based program for vulnerable young mothers that fit with their personal and professional philosophies and offered nurse autonomy. Access to program resources attracted nursing staff, while delivering a program that prioritizes maintaining relationships and emphasizes client successes was a positive work experience. Opportunities for ongoing professional development/ education, strong team connections, and working at full-scope of nursing practice were significant reasons for nurses to remain in Nurse-Family Partnership. Personal circumstances (retirement, family/health needs, relocation, career advancement) were the most frequently cited reasons leading to turnover. Other factors included: involuntary reasons, organizational and program factors, and geographical factors. CONCLUSIONS: Public health organizations that deliver Nurse-Family Partnership may find aspects of job embeddedness theory useful for developing strategies for supporting recruitment and retention and reducing nurse turnover. Hiring nurses who are the right fit for this type of program may be a useful approach to increasing nurse retention. Fostering a culture of connectivity through team development along with supportive and communicative supervision are important factors associated with retention and may decrease turnover. Many involuntary/external factors were specific to being in a study environment. Program, organizational, and geographical factors affecting nurse turnover are modifiable.


Assuntos
Satisfação no Emprego , Enfermeiras e Enfermeiros , Seleção de Pessoal , Reorganização de Recursos Humanos , Colúmbia Britânica , Feminino , Humanos , Mães , Poder Familiar , Gravidez , Sociedades de Enfermagem
10.
J Nurs Adm ; 50(10): 508-514, 2020 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-32889974

RESUMO

OBJECTIVE: The purpose of this study was to describe generation Y nurses' perceptions of their nurse managers' servant leadership characteristics as well as the relationship between these characteristics and intent to stay on the job. BACKGROUND: To attract and retain generation Y nurses, organizational leaders need to develop an understanding of this generation's perspectives around workplace loyalty and commitment. METHOD: This study had a quantitative correlational research design. The Servant Leadership Survey (SLS) measured 116 generation Y nurses' perception of their manager's use of servant leadership. RESULTS: Generation Y nurses' most positively rated servant leadership characteristic of their managers was accountability; the lowest was forgiveness. Significant positive relationships were found between the overall SLS score and intent to stay and between the SLS dimensions of standing back, empowerment, authenticity, humility, and stewardship, and intent to stay on the job. CONCLUSIONS: Generation Y nurses are seeking characteristics in their nurse managers that will attract them to stay on the job; if these characteristics are lacking, they may leave.


Assuntos
Relação entre Gerações , Satisfação no Emprego , Enfermeiras Administradoras/psicologia , Adulto , Atitude do Pessoal de Saúde , Feminino , Humanos , Liderança , Masculino , New York , Reorganização de Recursos Humanos
11.
Artigo em Chinês | MEDLINE | ID: mdl-32892582

RESUMO

Objective: To explore the relationship between job stress, job burnout and turnover intention of operating room nurses in a tertiary hospital in Shandong Province. Methods: From January 2016 to January 2019, the operating room nurses with an average daily operation volume of more than 200 operating rooms in a tertiary hospital in Shandong Province were selected as the research objects. The work pressure, job burnout and turnover intention of nurses were investigated with the Chinese nurses' job stressor scale, job burnout table and turnover intention table. Pearson related factors were used to analyze job stress, job burnout and turnover intention Multivariate logistic regression was used to analyze the factors influencing turnover intention. A total of 98 questionnaires were distributed and 98 questionnaires were returned, with a recovery rate of 100%. Results: The average score of job stress, job burnout and turnover intention were 85.49±5.42, 36.17±3.52 and 14.99±3.32, respectively. There were differences in the scores of work stress among different age, working years, education background and establishment groups (P<0.05) . The scores of job burnout among nurses with different working years, education background, professional title, salary and establishment were different (P< 0.05) ; the scores of turnover intention of nurses in different age, working years, professional title, salary and establishment group were different (P<0.05) ; salary, job burnout and occupational pressure were the influencing factors of turnover intention (P<0.05) . Conclusion: The operating room nurses have high work pressure and job burnout is an important factor leading to high turnover intention.


Assuntos
Esgotamento Profissional/epidemiologia , Estresse Ocupacional/epidemiologia , Estudos Transversais , Hospitais , Humanos , Intenção , Satisfação no Emprego , Salas Cirúrgicas , Reorganização de Recursos Humanos , Inquéritos e Questionários
12.
J Am Med Dir Assoc ; 21(10): 1371-1377, 2020 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-32981663

RESUMO

OBJECTIVES: During the Coronavirus Disease 2019 (COVID-19) pandemic, US nursing homes (NHs) have been under pressure to maintain staff levels with limited access to personal protection equipment (PPE). This study examines the prevalence and factors associated with shortages of NH staff during the COVID-19 pandemic. DESIGN: We obtained self-reported information on staff shortages, resident and staff exposure to COVID-19, and PPE availability from a survey conducted by the Centers for Medicare and Medicaid Services in May 2020. Multivariate logistic regressions of staff shortages with state fixed-effects were conducted to examine the effect of COVID-19 factors in NHs. SETTING AND PARTICIPANTS: 11,920 free-standing NHs. MEASURES: The dependent variables were self-reported shortages of licensed nurse staff, nurse aides, clinical staff, and other ancillary staff. We controlled for NH characteristics from the most recent Nursing Home Compare and Certification and Survey Provider Enhanced Reporting, market characteristics from Area Health Resources File, and state Medicaid reimbursement calculated from Truven data. RESULTS: Of the 11,920 NHs, 15.9%, 18.4%, 2.5%, and 9.8% reported shortages of licensed nurse staff, nurse aides, clinical staff, and other staff, respectively. Georgia and Minnesota reported the highest rates of shortages in licensed nurse and nurse aides (both >25%). Multivariate regressions suggest that shortages in licensed nurses and nurse aides were more likely in NHs having any resident with COVID-19 (adjusted odds ratio [AOR] = 1.44, 1.60, respectively) and any staff with COVID-19 (AOR = 1.37, 1.34, respectively). Having 1-week supply of PPE was associated with lower probability of staff shortages. NHs with a higher proportion of Medicare residents were less likely to experience shortages. CONCLUSIONS/IMPLICATIONS: Abundant staff shortages were reported by NHs and were mainly driven by COVID-19 factors. In the absence of appropriate staff, NHs may be unable to fulfill the requirement of infection control even under the risk of increased monetary penalties.


Assuntos
Betacoronavirus , Infecções por Coronavirus/enfermagem , Casas de Saúde/organização & administração , Recursos Humanos de Enfermagem/provisão & distribução , Reorganização de Recursos Humanos/estatística & dados numéricos , Pneumonia Viral/enfermagem , Recursos Humanos/organização & administração , Infecções por Coronavirus/terapia , Feminino , Humanos , Controle de Infecções/organização & administração , Masculino , Casas de Saúde/estatística & dados numéricos , Pandemias , Pneumonia Viral/terapia , Qualidade da Assistência à Saúde , Estados Unidos
13.
J Appl Psychol ; 105(10): 1073-1087, 2020 Oct.
Artigo em Inglês | MEDLINE | ID: mdl-32866024

RESUMO

Employees around the world have experienced sudden, significant changes in their work and family roles due to the COVID-19 pandemic. However, applied psychologists have limited understanding of how employee experiences of work-family conflict and enrichment have been affected by this event and what organizations can do to ensure better employee functioning during such societal crises. Adopting a person-centered approach, we examine transitions in employees' work-family interfaces from before COVID-19 to after its onset. First, in Study 1, using latent profile analysis (N = 379; nonpandemic data), we identify profiles of bidirectional conflict and enrichment, including beneficial (low conflict and high enrichment), active (medium conflict and enrichment), and passive (low conflict and enrichment). In Study 2, with data collected before and during the COVID-19 pandemic, we replicate Study 1 profiles and explore whether employees transition between work-family profiles during the pandemic. Results suggest that although many remain in prepandemic profiles, positive (from active/passive to beneficial) and negative (from beneficial to active/passive) transitions occurred for a meaningful proportion of respondents. People were more likely to go through negative transitions if they had high segmentation preferences, engaged in emotion-focused coping, experienced higher technostress, and had less compassionate supervisors. In turn, negative transitions were associated with negative employee consequences during the pandemic (e.g., lower job satisfaction and job performance, and higher turnover intent). We discuss implications for future research and for managing during societal crises, both present and future. (PsycInfo Database Record (c) 2020 APA, all rights reserved).


Assuntos
Betacoronavirus , Infecções por Coronavirus/psicologia , Conflito Familiar/psicologia , Satisfação no Emprego , Pneumonia Viral/psicologia , Estresse Psicológico/psicologia , Desempenho Profissional/estatística & dados numéricos , Adaptação Psicológica , Adulto , Infecções por Coronavirus/complicações , Empatia , Feminino , Humanos , Análise de Classes Latentes , Masculino , Pessoa de Meia-Idade , Pandemias , Reorganização de Recursos Humanos/estatística & dados numéricos , Pneumonia Viral/complicações , Estresse Psicológico/etiologia
14.
Am J Nurs ; 120(8): 58-63, 2020 08.
Artigo em Inglês | MEDLINE | ID: mdl-32732484

RESUMO

Nursing leaders continue to struggle with capacity issues in both clinical and academic settings-particularly those related to aging patient and nurse populations and the increasing complexity of health care in general. Programs and resources for formal mentoring have primarily focused on mid- and advanced-career RNs, but there is an imperative to develop methods of expertly mentoring "professionally younger" RNs across all settings and roles. In 2017, the American Nurses Association (ANA) conducted an extensive member needs assessment with more than 15,000 respondents. Three distinct career-stage categories were identified: early-career nurses, up-and-comers, and nursing leaders. The early-career nurses and up-and-comers listed "being mentored" among their top two member benefit requests. In response, the ANA launched a national virtual mentorship program in September 2018. The program aligned with criteria, recommendations, and charges from the American Nurses Credentialing Center's 2019 Magnet Recognition Program; the landmark 2010 report from the Institute of Medicine (IOM), The Future of Nursing: Leading Change, Advancing Health; and a 2019 IOM consensus study, The Future of Nursing 2020-2030. This article provides a general overview of the program, including evaluation and modifications, and discusses implications of using the ANA's career-stage categories in virtual mentoring.


Assuntos
Enfermagem/tendências , American Nurses' Association , Previsões , Humanos , Liderança , Mentores , Reorganização de Recursos Humanos , Estados Unidos
15.
Am J Trop Med Hyg ; 103(4): 1614-1620, 2020 10.
Artigo em Inglês | MEDLINE | ID: mdl-32815512

RESUMO

We conducted a cross-sectional survey to assess the anxiety, distress, and turnover intention (likelihood to leave their current job) of healthcare workers in Peru during the COVID-19 pandemic. Our results reported that 21.7% healthcare workers in Peru experienced severe anxiety, whereas 26.1% of them experienced severe mental distress. A higher level of education related with a lower level of anxiety. Younger workers had a higher level of turnover intention than their older colleagues did. Healthcare workers in the private sector had a higher turnover intention than those in the public sector. Most importantly, people who were geographically far from Lima, the epicenter in Peru, during the outbreak experienced less anxiety and mental distress, corroborating the ripple effect and disconfirming the typhoon eye theory. However, the direction of these relationships can change depending on the type of institutions (public versus private) and the type of employees' contract (full time versus part time). Our research helps provide insights for clinical professionals in identifying the vulnerable groups to mental disorders in Peru. This is the first study to assess anxiety, mental distress, and turnover intention in healthcare workers in Peru during the COVID-19 pandemic.


Assuntos
Ansiedade/psicologia , Betacoronavirus/patogenicidade , Infecções por Coronavirus/epidemiologia , Infecções por Coronavirus/psicologia , Pessoal de Saúde/psicologia , Pandemias , Pneumonia Viral/epidemiologia , Pneumonia Viral/psicologia , Angústia Psicológica , Adolescente , Adulto , Fatores Etários , Infecções por Coronavirus/virologia , Estudos Transversais , Escolaridade , Feminino , Geografia , Humanos , Intenção , Masculino , Saúde Mental/estatística & dados numéricos , Pessoa de Meia-Idade , Reorganização de Recursos Humanos/tendências , Peru/epidemiologia , Pneumonia Viral/virologia , Índice de Gravidade de Doença
16.
J Psychol ; 154(7): 499-532, 2020.
Artigo em Inglês | MEDLINE | ID: mdl-32816655

RESUMO

This research examines how the direction and intensity of employee's positive and negative affect at work combine within different profiles, and the relations between these profiles and theoretically-relevant predictors (psychological need satisfaction and supervisor autonomy support) and outcomes (work-family conflict, absenteeism, and turnover intentions). A total sample of 491 firefighters completed our measures initially, and 139 of those completed the same measures again four months later, allowing us to examine the stability of these affect profiles over time. Latent profile analyses and latent transition analyses revealed five identical profiles across the two measurements occasions: (1) Low Negative Affect Facilitators; (2) Moderately Low Positive Affect Incapacitators; (3) High Positive Affect Facilitators; (4) Very Low Positive Affect Incapacitators; and (5) Normative. Membership into Profiles 3, 4, and 5 was very stable over time. In contrast, Profiles 1 and 2 were associated with a highly unstable membership over time. The highest levels of work-family conflict, absenteeism, and turnover intentions were associated with the Very Low Positive Affect Incapacitators. In contrast, the lowest levels of turnover intentions were associated with the Low Negative Affect Facilitators and High Positive Affect Facilitators.


Assuntos
Afeto , Local de Trabalho/psicologia , Absenteísmo , Feminino , Humanos , Intenção , Masculino , Pessoa de Meia-Idade , Satisfação Pessoal , Reorganização de Recursos Humanos , Equilíbrio Trabalho-Vida
17.
Artigo em Inglês | MEDLINE | ID: mdl-32796738

RESUMO

Chronic health workforce shortages significantly contribute to unmet health care needs in rural and remote communities. Of particular and growing concern are shortages of allied health professionals (AHPs). This study explored the contextual factors impacting the recruitment and retention of AHPs in rural Australia. A qualitative approach using a constructivist-interpretivist methodology was taken. Semi-structured interviews (n = 74) with executive staff, allied health (AH) managers and newly recruited AHPs working in two rural public health services in Victoria, Australia were conducted. Data was coded and categorised inductively and analysed thematically. The findings suggest that to support a stable and sustainable AH workforce, rural public sector health services need to be more efficient, strategic and visionary. This means ensuring that policies and procedures are equitable and accessible, processes are effective, and action is taken to develop local programs, opportunities and supports that allow AH staff to thrive and grow in place at all grade levels and life stages. This study reinforces the need for a whole-of-community approach to effectively support individual AH workers and their family members in adjusting to a new place and developing a sense of belonging in place. The recommendations arising from this study are likely to have utility for other high-income countries, particularly in guiding AH recruitment and retention strategies in rural public sector health services. Recommendations relating to community/place will likely benefit broader rural health workforce initiatives.


Assuntos
Pessoal Técnico de Saúde , Mão de Obra em Saúde/estatística & dados numéricos , Seleção de Pessoal , Reorganização de Recursos Humanos/estatística & dados numéricos , Serviços de Saúde Rural/organização & administração , Emprego/psicologia , Humanos , Serviços de Saúde Rural/estatística & dados numéricos , População Rural , Estados Unidos , Vitória
18.
Artigo em Inglês | MEDLINE | ID: mdl-32599700

RESUMO

Shift work nurses experience multiple health problems due to irregular shifts and heavy job demands. However, the comorbidity patterns of nurses' health problems and the association between health problems and turnover intention have rarely been studied. This study aimed to identify and cluster shift work nurses' health problems and to reveal the associations between health problems and turnover intention. In this cross-sectional study, we analyzed data from 500 nurses who worked at two tertiary hospitals in Seoul, South Korea. Data, including turnover intention and nine types of health issues, were collected between March 2018 and April 2019. Hierarchical clustering and multiple ordinal logistic regressions were used for the data analysis. Among the participants, 22.2% expressed turnover intention and the mean number of health problems was 4.5 (range 0-9). Using multiple ordinal logistic regressions analysis, it was shown that sleep disturbance, depression, fatigue, a gastrointestinal disorder, and leg or foot discomfort as a single health problem significantly increased turnover intention. After clustering the health problems, four clusters were identified and only the neuropsychological cluster-sleep disturbance, fatigue, and depression-significantly increased turnover intention. We propose that health problems within the neuropsychological cluster must receive close attention and be addressed simultaneously to decrease nurse's turnover intentions.


Assuntos
Intenção , Recursos Humanos de Enfermagem no Hospital , Reorganização de Recursos Humanos , Jornada de Trabalho em Turnos , Adulto , Análise por Conglomerados , Estudos Transversais , Humanos , Satisfação no Emprego , República da Coreia , Seul , Inquéritos e Questionários , Adulto Jovem
19.
Am J Obstet Gynecol ; 223(5): 715.e1-715.e7, 2020 11.
Artigo em Inglês | MEDLINE | ID: mdl-32697956

RESUMO

As an academic department, we sought to identify effective strategies to engage our faculty and staff in diversity, equity, and inclusion initiatives and programs to build an inclusive department that would address our needs and those of our community and partners. Over a 4-year period, our faculty and staff have participated in town hall meetings, focus group discussions, surveys, and community-building activities to foster stakeholder engagement that will build a leading academic department for the future. We noted that our faculty and staff were committed to building diversity, equity, and inclusion, and our mission and vision were reflective of this. However, communication and transparency may be improved to help support a more inclusive department for all. In the future, we hope to continue with the integration of diversity, equity, and inclusion into our department's business processes to achieve meaningful, sustained change and impact through continued focus on recruitment, selection, retention, development, and wellness of faculty and staff-in addition to the continued recruitment of faculty and staff from underrepresented minority groups. Our findings should serve as a call to action for other academic obstetrics and gynecology departments to improve the health and well-being of the individuals we serve.


Assuntos
Diversidade Cultural , Docentes de Medicina , Grupos Minoritários , Unidade Hospitalar de Ginecologia e Obstetrícia/organização & administração , Relações Médico-Paciente , Ginecologia/educação , Humanos , Obstetrícia/educação , Seleção de Pessoal , Reorganização de Recursos Humanos , Desenvolvimento de Pessoal , Participação dos Interessados , Visitas com Preceptor , Local de Trabalho
20.
Artigo em Inglês | MEDLINE | ID: mdl-32708123

RESUMO

This study examines how an occupational commitment and a fun work environment serve as important mechanisms that influence the job demands-turnover intentions relationship. On the basis of the job demands-resources model, the study explored the relationship between job demands, occupational commitment, fun at work, and turnover intention. The hypotheses were (1) that job demands would be positively associated with predicted turnover intention; (2) that occupational commitment would mediate the job demands-turnover intention link and (3) that a fun environment would moderate the relationship between job demands and occupational commitment and between job demands and turnover intention. The study sampled 294 seafarers using an online survey, and applied descriptive, correlative analysis and the PROCESS Macro to test the hypotheses. Findings provide preliminary support for the three hypotheses, and contribute to a better understanding of the mechanism determining seafarers' turnover intention. The results suggest the importance of holding appropriate group activities on-board to help seafarers alleviate fatigue and stress.


Assuntos
Esgotamento Profissional/psicologia , Satisfação no Emprego , Reorganização de Recursos Humanos , Local de Trabalho , Estudos Transversais , Feminino , Humanos , Intenção , Masculino , Inquéritos e Questionários
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