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1.
J Nurs Adm ; 50(2): 109-114, 2020 Feb.
Artigo em Inglês | MEDLINE | ID: mdl-31929346

RESUMO

OBJECTIVE: Evaluate the use of the Innovation Studio on interprofessional collaboration and attitudes toward interprofessional learning, job satisfaction, and intent to stay. BACKGROUND: The healthcare workforce is experiencing high burnout rates, and providers are unsatisfied with their work. Evidence supports that interprofessional collaboration is a key strategy to increase job satisfaction and intent to stay in healthcare professionals. The Innovation Studio is a tool to engage healthcare providers in interprofessional collaboration. METHODS: A pretest/posttest evaluation of the Innovation Studio with 14 healthcare professionals was conducted with self-reported scores on job satisfaction, readiness for interprofessional learning, and intent to stay as outcomes. RESULTS: Positive effects were found on interprofessional learning and intent to stay, but not job satisfaction. Eleven interprofessional projects were developed. Responses to open-ended questions indicated satisfaction with the Innovation Studio. CONCLUSIONS: The Innovation Studio was successful in stimulating numerous interprofessional projects and had a positive effect on interprofessional learning and intent to stay.


Assuntos
Atitude do Pessoal de Saúde , Esgotamento Profissional/psicologia , Pessoal de Saúde/psicologia , Relações Interprofissionais , Satisfação no Emprego , Recursos Humanos de Enfermagem no Hospital/psicologia , Reorganização de Recursos Humanos , Adulto , Estudos Transversais , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários
2.
BMC Health Serv Res ; 19(1): 624, 2019 Sep 03.
Artigo em Inglês | MEDLINE | ID: mdl-31481042

RESUMO

BACKGROUND: A physician shortage is a worldwide problem and foreign-born physicians fill in the shortage of physicians in many developed countries. One problem that is associated with the physician shortage is increased physician turnover. Also, regarding foreign-born physicians, migration can be costly. The present study aimed to examine the turnover intentions and intentions to leave the country of foreign-born physicians. We examined how demographics, discrimination, language problems, perceived employment barriers, satisfaction with living in Finland, team climate, job satisfaction and patient-related stress were associated with these factors. METHODS: The present study was a cross-sectional questionnaire study among 371 foreign-born physicians in Finland that were aged between 26 and 65 (65% women). Binary logistic regression analyses were conducted to examine the associations. RESULTS: Half of the respondents had turnover intentions and 14.5% had considered leaving the country. High satisfaction with living in Finland was associated with a lower likelihood of both turnover intentions and intentions to leave the country. High levels of discrimination and employment barriers were associated with a high likelihood of turnover intentions whereas good team climate was associated with a low likelihood of turnover intentions. High levels of language problems were associated with a high likelihood of intentions to leave the country. CONCLUSIONS: The present study showed the importance of satisfaction with living in the host country, the prevention of discrimination and employment barriers, language skills and a good team climate for the retention of foreign-born physicians in their current job and in the host country. Thus, to keep their foreign-born physicians, health care organisations should implement measures to tackle these challenges. Organisations could arrange, for example, diversity training, self-assessment, team reflections, leadership coaching and culturally-specific networks. Moreover, internships associated with the qualification process could be utilised better in order to give a thorough introduction to the host country's health care environment and the possibilities for learning the language.


Assuntos
Médicos Graduados Estrangeiros/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , Idoso , Atitude do Pessoal de Saúde , Estudos Transversais , Emigração e Imigração/estatística & dados numéricos , Emprego/psicologia , Emprego/estatística & dados numéricos , Feminino , Finlândia , Médicos Graduados Estrangeiros/psicologia , Humanos , Intenção , Satisfação no Emprego , Masculino , Pessoa de Meia-Idade , Estresse Ocupacional/etiologia , Satisfação Pessoal , Médicos/psicologia , Médicos/estatística & dados numéricos , Preconceito/psicologia , Preconceito/estatística & dados numéricos , Inquéritos e Questionários
3.
Am J Health Syst Pharm ; 76(13): 992-997, 2019 Jun 18.
Artigo em Inglês | MEDLINE | ID: mdl-31415686

RESUMO

PURPOSE: To describe the methods used in the development of an intravenous chemotherapy workload and productivity dashboard and its impact on symptoms of burnout and technician turnover. SUMMARY: In February 2017, chemotherapy sterile preparation pharmacy technicians reported symptoms of burnout as a result of perceived increase in workload. In response, an i.v. chemotherapy workload and productivity dashboard was developed at an academic medical center to validate workload in comparison to the reported job stress of pharmacy technicians. The dashboard provided pharmacy leadership objective data to validate staff concerns and leveraged lean principles to level-load the work prior to requesting additional full-time equivalents (FTEs) to senior leadership. The rate of turnover of i.v. chemotherapy technicians was assessed before (December 2016-June 2017) and after (July 2017-January 2018) dashboard implementation and approval of an additional i.v. chemotherapy technician FTE. The addition of the new FTE resulted in a decrease in productivity from an average of 106% (range 67%-151%) to 84% (range 65%-110%). The interventions allowed for the ability to leverage a staffing-to-demand model, resulting in the observed improvement in technician symptoms of burnout and a notable decrease in the overall turnover rate of i.v. chemotherapy technicians. CONCLUSION: The i.v. chemotherapy workload and productivity dashboard confirmed frontline staff perception and provided data to support the addition of labor resource and an opportunity to leverage a staffing-to-demand model to decrease symptoms of burnout and technician turnover.


Assuntos
Eficiência Organizacional , Reorganização de Recursos Humanos/estatística & dados numéricos , Serviço de Farmácia Hospitalar/organização & administração , Técnicos em Farmácia/estatística & dados numéricos , Carga de Trabalho/estatística & dados numéricos , Administração Intravenosa , Antineoplásicos/administração & dosagem , Atitude do Pessoal de Saúde , Esgotamento Profissional/epidemiologia , Esgotamento Profissional/prevenção & controle , Esgotamento Profissional/psicologia , Implementação de Plano de Saúde , Humanos , Neoplasias/tratamento farmacológico , Serviço de Farmácia Hospitalar/estatística & dados numéricos , Técnicos em Farmácia/psicologia , Desenvolvimento de Programas , Avaliação de Programas e Projetos de Saúde , Carga de Trabalho/psicologia
4.
J Clin Nurs ; 28(21-22): 3957-3965, 2019 Nov.
Artigo em Inglês | MEDLINE | ID: mdl-31410891

RESUMO

AIMS AND OBJECTIVES: To identify the situation of organisational justice, organisational support, work engagement and turnover intention among community nurses and clarify the relationship among them. BACKGROUND: Nurse shortage has become a worldwide issue, and the shortage of community nurses is more serious. Nurse turnover is one important factor for this situation. While previous studies about turnover intention mostly focused on hospital nurses, few involved community nurses. DESIGN: A descriptive, cross-sectional design was adopted. METHODS: Questionnaire investigation was implemented among 410 community nurses to collect data about organisational justice, organisational support, work engagement and turnover intention. Structural equation modelling was applied to test the hypothesised model. The STROBE statement for observational studies was followed. RESULTS: Results showed the average score of turnover intention was 2.50 ± 0.75. The final model indicated: (a) work engagement had a direct negative effect on turnover intention; (b) organisational support had both direct and indirect effects on turnover intention, and the indirect effect was mediated by work engagement; and (c) organisational justice had an indirect effect on turnover intention mediated by organisational support. CONCLUSION: Turnover intention could be reduced directly or indirectly by improving work engagement, organisational support and organisational justice. RELEVANCE TO CLINICAL PRACTICE: This study provides evidence for community health centre managers and policymakers to improve the level of nurses' engagement and to retain more nurses in primary healthcare service.


Assuntos
Satisfação no Emprego , Enfermeiras de Saúde Comunitária/psicologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , Enfermagem em Saúde Comunitária/organização & administração , Enfermagem em Saúde Comunitária/estatística & dados numéricos , Estudos Transversais , Feminino , Humanos , Intenção , Masculino , Pessoa de Meia-Idade , Inquéritos e Questionários
5.
J Grad Med Educ ; 11(4): 402-409, 2019 Aug.
Artigo em Inglês | MEDLINE | ID: mdl-31440333

RESUMO

Background: Little is known about the level of burnout among program administrators (PAs) working in graduate medical education. Objective: We created a national database with baseline burnout data for PAs from residency and fellowship programs, including intention to leave their current positions. Methods: A cross-sectional study was conducted in July 2017 to assess levels of burnout in a national cohort of PAs, who were largely members of online specialty forums. The Copenhagen Burnout Inventory (CBI) was used to measure burnout. Univariate analysis produced descriptive statistics for CBI. We performed a 2-sample t test to measure differences in average burnout scores for those who had thoughts of resigning from their positions and those who had not. Results: Of the approximately 10 205 national PAs, we sampled 1126 (11%). Of the 1126 individuals who received the study information, 931 (83%) completed the baseline survey. Total mean scores for all subscales were elevated (personal: 53.7, SD 21.4; work-related: 52.0, SD 22; and client-related: 30.6, SD 20.8; each scale ranged from 0, low, to 100, high). Burnout scores differed between those contemplating leaving their jobs and those who were not, across all subscales of CBI, including personal (64.2 versus 42.4, -24.18 to -19.44 confidence interval [CI]), work-related (63.5 versus 39.7, -26.12 to -21.35 CI), and client-related (36.6 versus 24.2, -14.95 to -9.84 CI; P < .0001 for all). Conclusions: In this national survey of PAs, burnout scores measured by the CBI were higher among those who had considered leaving their positions.


Assuntos
Esgotamento Profissional/psicologia , Bolsas de Estudo , Internato e Residência , Diretores Médicos , Carga de Trabalho/psicologia , Adulto , Estudos Transversais , Bases de Dados Factuais/estatística & dados numéricos , Educação de Pós-Graduação em Medicina , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , Reorganização de Recursos Humanos , Diretores Médicos/psicologia , Diretores Médicos/estatística & dados numéricos , Inquéritos e Questionários , Adulto Jovem
6.
Lakartidningen ; 1162019 Aug 26.
Artigo em Sueco | MEDLINE | ID: mdl-31454055

RESUMO

There is evidence that Continuous Medical Education (CME) can improve patient outcomes. Interventions involving bundles of activities, such as evidence based routines, new skills and team training of the skills and routines seem to be effective. There is some evidence that healthy staff delivers better care, and that burn-out can be a risk to patients as well as staff. To increase quality and better enforce the need for CME we suggest that education should be part of quality and patient safety organizations.


Assuntos
Educação Médica Continuada , Segurança do Paciente , Medicina Baseada em Evidências , Pessoal de Saúde/psicologia , Humanos , Capacitação em Serviço , Estresse Ocupacional , Equipe de Assistência ao Paciente , Reorganização de Recursos Humanos , Garantia da Qualidade dos Cuidados de Saúde
7.
J Forensic Nurs ; 15(3): 133-142, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31436681

RESUMO

Moral distress has been widely addressed across the nursing profession and within other disciplines. Forensic nurses are a vital part of the nursing profession as they care for complex patients who may suffer physically and psychologically. However, forensic nurses' moral distress in the context of caring for victims of violence has not been addressed. This integrative review of the literature reveals the consequences of moral distress on the nursing workforce particularly regarding nurses' burnout and intentions to leave their jobs. Turnover contributes to the country's critical shortage of nurses, which affects the quality of care patients receive and increases the costs for healthcare institutions.


Assuntos
Esgotamento Profissional/psicologia , Princípios Morais , Recursos Humanos de Enfermagem/psicologia , Reorganização de Recursos Humanos , Humanos , Inventário de Personalidade
8.
J Nurs Adm ; 49(9): 430-435, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31436741

RESUMO

OBJECTIVE: The purpose of this integrative literature review is to examine the effects that nurse residency programs (NRPs) have on the retention of new graduates. BACKGROUND: The Institute of Medicine recommends implementing NRPs and evaluating their effectiveness. Nursing leaders need to understand if an investment in a residency program is beneficial to their organization. METHODS: A database search was performed for research from 2010 to 2016 reporting outcomes of new graduate NRPs relating to retention. RESULTS: In the articles reviewed, the 1-year retention was higher than the national average for new graduate nurses ranging from 74% to 100%. Higher rates were associated with national programs such as the University Hospital Consortium/American Association of Colleges of Nursing or Versant compared with organization-based programs. CONCLUSIONS: NRPs can increase 1-year retention of new graduate nurses. More controlled and comparative studies are needed to evaluate program differences. Nurse leaders need evidence to ascertain which programs are the most effective in supporting retention and return on investment.


Assuntos
Competência Clínica , Educação de Pós-Graduação em Enfermagem/organização & administração , Admissão e Escalonamento de Pessoal/organização & administração , Reorganização de Recursos Humanos/estatística & dados numéricos , Preceptoria/organização & administração , Estudantes de Enfermagem/psicologia , Estudantes de Enfermagem/estatística & dados numéricos , Adulto , Feminino , Humanos , Masculino , Fatores de Tempo , Estados Unidos , Adulto Jovem
9.
Nurs Outlook ; 67(5): 578-585, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31439321

RESUMO

BACKGROUND: The departures of chief academic administrators of nursing programs within a short tenure are likely to affect the operation of their institutions significantly. PURPOSE: To help nursing schools improve recruitment and retention of chief academic administrators. METHODS: We obtained deans' records from the membership database of the American Association of Colleges of Nursing (AACN) for 11 starting cohorts between 2001 and 2011 and matched the data with dean data collected in the AACN Annual Survey to retrieve additional information on individual and institutional characteristics. Bivariate and multivariate analyses were used to examine the association between a characteristic and short tenures (less than 5 years). FINDINGS: We found that 41% of deanships have short tenures, and the figure increased from earlier cohorts to later cohorts in general. We did not find that first-time deans were more likely to experience a short tenure. However, we found in bivariate analyses that deans in newly created nursing programs have a higher likelihood of leaving deanships in less than 5 years. We also found in bivariate and multivariate analyses that an individual characteristic, age 60 or older, and three institutional attributes, deans with a title as Chair, Director, or Department Head, deans in nursing schools without a tenure system, and deans in baccalaureate or associate degree granting institutions are more likely to have a short tenure. In brief, our findings show that deans in smaller nursing programs are more likely than deans in larger nursing programs to experience a short tenure DISCUSSION: Our findings that deans in smaller programs and newly created programs are more likely to experience early attrition provide useful information to the nursing education community so more focused efforts can be made to improve the retention of chief academic administrators in nursing programs.


Assuntos
Docentes de Enfermagem/estatística & dados numéricos , Docentes de Enfermagem/tendências , Enfermeiras Administradoras/estatística & dados numéricos , Enfermeiras Administradoras/tendências , Reorganização de Recursos Humanos/estatística & dados numéricos , Escolas de Enfermagem/estatística & dados numéricos , Escolas de Enfermagem/tendências , Adulto , Feminino , Previsões , Humanos , Liderança , Masculino , Pessoa de Meia-Idade , Reorganização de Recursos Humanos/tendências , Fatores de Tempo , Estados Unidos
10.
Emerg Med J ; 36(9): 558-563, 2019 Sep.
Artigo em Inglês | MEDLINE | ID: mdl-31366625

RESUMO

BACKGROUND: Prolonged wait times prior to triage outside the emergency department (ED) were a major problem at our institution, compromising patient safety. Patients often waited for hours outside the ED in hot weather leading to exhaustion and clinical deterioration. The aim was to decrease the median waiting time to triage from 50 min outside ED for patients to <30 min over a 4-month period. METHODS: A quality improvement (QI) team was formed. Data on waiting time to triage were collected between 12 pm and 1 pm. Data were collected by hospital attendants and recorded manually. T1 was noted as a time of arrival outside the ED, and T2 was noted as the time of first medical contact. The QI team used plan-do-study-act cycles to test solutions. Change ideas to address these gaps were tested during May and June 2018. Change ideas were focused on improving the knowledge and skills of staff posted in triage and reducing turnover of triage staff. Data were analysed using run chart rules. RESULTS: Within 6 weeks, the waiting time to triage reduced to <30 min (median, 12 min; IQR, 11 min) and this improvement was sustained for the next 8 weeks despite an increase in patient load. CONCLUSION: The authors demonstrated that people new to QI could use improvement methods to address a specific problem. It was the commitment of the frontline staff, with the active support of senior leadership in the department that helped this effort succeed.


Assuntos
Serviço Hospitalar de Emergência/organização & administração , Segurança do Paciente , Melhoria de Qualidade , Centros de Atenção Terciária/organização & administração , Triagem/organização & administração , Serviço Hospitalar de Emergência/estatística & dados numéricos , Feminino , Implementação de Plano de Saúde , Humanos , Índia , Equipe de Assistência ao Paciente/organização & administração , Reorganização de Recursos Humanos/estatística & dados numéricos , Avaliação de Programas e Projetos de Saúde , Centros de Atenção Terciária/estatística & dados numéricos , Fatores de Tempo , Triagem/estatística & dados numéricos
11.
Artigo em Inglês | MEDLINE | ID: mdl-31337098

RESUMO

Employment turnover among doctors at healthcare facilities negatively influences healthcare provision, facility management, and staffing. To support institutional and policy change, turnover intentions and its related factors of employed doctors were evaluated with 2016 Korean Physician Survey (n = 2719) in Korea. About 30.5% intended a turnover within two years. The significant related factors by multivariate analysis via binary logistic regression were gender, age, specialty, type of facility, length of current employment, usual number of hours worked per week, and income satisfaction. The odds of reporting turnover intention are 46.2% greater for males than females and 55.5% greater for aged 30-39 than aged 40-49. The odds are 28.9% smaller for support medicine than internal medicine. The odds are 224.2% greater for those employed at tertiary hospitals than those employed at clinics, but the odds are 34.0% smaller for convalescent hospital employment than general hospital employment. The number of years of current employment and income satisfaction each negatively, and the number of hours worked per week positively, related to turnover intentions. Fair compensation and performance evaluation systems and reasonable working hours should be guaranteed at healthcare facilities to reduce turnover, and institutional and policy measures should be implemented to improve workplace environmental quality.


Assuntos
Emprego , Intenção , Satisfação no Emprego , Reorganização de Recursos Humanos , Médicos/psicologia , Adulto , Feminino , Humanos , Masculino , Pessoa de Meia-Idade , República da Coreia , Inquéritos e Questionários , Local de Trabalho
12.
J Nurs Adm ; 49(7-8): 354-358, 2019.
Artigo em Inglês | MEDLINE | ID: mdl-31335518

RESUMO

Turnover rates for nursing assistants (NAs) cause considerable financial cost to healthcare organizations and negatively impact the quality of care and patient satisfaction. In 1 organization, a task force was created to focus on NA recruitment and retention. The task force evolved into a committee consisting of NAs representing all inpatient settings, a nursing director and manager, and human resources. Recruitment and retention were evaluated, and collaborative strategies were initiated for improvement in recruiting and retention of the current NA workforce.


Assuntos
Assistentes de Enfermagem/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Hospitais , Humanos , Satisfação no Emprego , Assistentes de Enfermagem/psicologia , Admissão e Escalonamento de Pessoal/estatística & dados numéricos
13.
Am J Public Health ; 109(9): 1202-1204, 2019 09.
Artigo em Inglês | MEDLINE | ID: mdl-31318602

RESUMO

Objectives. To describe the career trajectories of 1 cohort of US Public Health Associate Program (PHAP) alumni over 3 years since completing PHAP.Methods. We distributed a Web-based survey at 3 time points between 2014 and 2017 (response rate = 76%). We calculated descriptive statistics in SPSS.Results. At all time points, most alumni were employed. Of those, the percentage employed in public health was 100% at program completion, 86% at year 1, and 68% at year 3.Conclusions. Most alumni were employed in public health jobs at each time point. At the 3-year mark, approximately a third of the alumni had left public health employment, which is in line with documented rates of turnover within the broader public health workforce.Public Health Implications. Service learning programs like PHAP are effective at recruiting early career professionals into public health. The extent to which PHAP is effective at retaining workers in public health after the program appears most promising immediately following the program or in the short term after the program concludes. The extent to which workers are retained in the longer term requires further study.


Assuntos
Mão de Obra em Saúde/estatística & dados numéricos , Reorganização de Recursos Humanos/estatística & dados numéricos , Administração em Saúde Pública/estatística & dados numéricos , Mão de Obra em Saúde/organização & administração , Humanos , Saúde Pública , Inquéritos e Questionários , Estados Unidos/epidemiologia
14.
J Korean Acad Nurs ; 49(3): 286-297, 2019 Jun.
Artigo em Coreano | MEDLINE | ID: mdl-31266925

RESUMO

PURPOSE: To investigate the effect of nurses' emotional labor on their turnover intention that was mediated by burnout and to examine the moderated mediation effect of authentic leadership. METHODS: A total of 227 nurses working at two general hospitals in Seoul were recruited from March 21 to May 6 in 2016. Emotional labor including surface acting and deep acting; burnout factors such as emotional exhaustion and personal accomplishment; and turnover intention were assessed. The data were analyzed using SPSS 22.0 and SPSS PROCESS macro. RESULTS: Surface acting significantly increased emotional exhaustion and reduced personal accomplishment. Deep acting significantly increased personal accomplishment. Emotional exhaustion significantly increased turnover intention. Conversely, personal accomplishment significantly reduced turnover intention. Surface acting had an indirect effect on turnover intention that was mediated by emotional exhaustion. Deep acting had an indirect effect on turnover intention that was mediated by personal accomplishment. Authentic leadership had a moderated mediation effect on the relationship between surface acting and turnover intention that was mediated by emotional exhaustion. CONCLUSION: The findings of this study indicate that the establishment of strong authentic leadership by head nurses would help nurses reduce their burnout and turnover intention. Conducting intervention studies would be also important to promote better work environments that would enable nurses to fortify the positive aspect of emotional labor and to reduce their burnout levels.


Assuntos
Liderança , Recursos Humanos de Enfermagem no Hospital/psicologia , Adulto , Esgotamento Profissional , Emoções , Feminino , Humanos , Masculino , Reorganização de Recursos Humanos , Inquéritos e Questionários , Local de Trabalho
15.
Artigo em Inglês | MEDLINE | ID: mdl-31277473

RESUMO

The purpose of this study is to explore the causal system between entrepreneurial leadership and turnover intention of employees by examining the mediating effect of affective commitment and the moderating effect of person-job fit in start-ups. A quantitative approach was used to test the hypotheses and data were collected through the internet questionnaire tool. The authors selected employees from ventures newly established within the past five years and finally collected 427 questionnaires. The authors then used the hierarchical regression analysis method of Baron and Kenny for test mediating effect and the Hayes bootstrapping method for the test moderating effect by using Hayes' SPSS PROCESS macro. The results demonstrated that affective commitment functions as a mediator and person-job fit functions as a moderator. This paper provides implications for start-up leaders that entrepreneurial leadership is an effective style of leadership and plays a crucial role which accompanies the development of venture.


Assuntos
Satisfação no Emprego , Liderança , Reorganização de Recursos Humanos , Adulto , Coleta de Dados , Pessoal de Educação , Feminino , Humanos , Intenção , Masculino , Análise de Regressão , Inquéritos e Questionários
16.
Nurse Educ Today ; 79: 188-193, 2019 Aug.
Artigo em Inglês | MEDLINE | ID: mdl-31153089

RESUMO

BACKGROUND: There is a lack of research on resilience in midwifery, yet this may be a factor that can help prevent burnout and intention to leave the profession. OBJECTIVES: To explore the relationship between perceived stress, resilience and burnout and the intention to leave midwifery within Midwifery students. DESIGN: A Quantitative study with a cross-sectional survey design. SETTING: A London University in the UK. PARTICIPANTS: 150 BSc student midwives, aged between 18 and 44, studying at University participated in this study. This included 72 students in year one, 26 in year two and 52 in year three. METHODS: Participants completed the Perceived Stress Scale, the Oldenburg Burnout Inventory and the Resilience Scale-14 to examine their self-reported stress levels, burnout (emotional exhaustion and disengagement) and level of resilience. Intentions to quit the profession were also measured. RESULTS: All variables were significantly correlated but in multiple regression analyses only stress predicted disengagement, and stress and year of study predicted emotional exhaustion. High stress and reduced resilience predicted intentions to quit midwifery. Resilience did not act as a moderator. Thus the findings suggest that resilience did not protect students from high levels of stress leading to burnout or wanting to quit, although resilience did help to reduce intentions to quit. CONCLUSION: Student stress levels are not moderated by resilience and resilience played no role in reducing burnout. However, resilience may help students to persevere in the profession rather than leaving their studies. In order to minimise burnout and stress we need to consider alternative ways of enhancing the current workforce to reduce the decline in midwives entering the profession.


Assuntos
Esgotamento Psicológico , Tocologia/educação , Resiliência Psicológica , Estresse Psicológico/psicologia , Estudantes de Enfermagem/psicologia , Adulto , Estudos Transversais , Feminino , Humanos , Londres , Reorganização de Recursos Humanos , Inquéritos e Questionários , Adulto Jovem
17.
Health Qual Life Outcomes ; 17(1): 93, 2019 May 30.
Artigo em Inglês | MEDLINE | ID: mdl-31146735

RESUMO

BACKGROUND: Workplace violence (WPV) is a global public health problem and has caused a serious threat to the physical and mental health of healthcare workers. Moreover, WPV also has an adverse effect on the workplace behavior of healthcare workers. This study has three purposes: (1) to identify the prevalence of workplace violence against physicians; (2) to examine the association between exposure to WPV, job satisfaction, job burnout and turnover intention of Chinese physicians and (3) to verify the mediating role of social support. METHODS: A cross-sectional study adopted a purposive sampling method to collect data from March 2017 through May 2017. A total of nine tertiary hospitals in four provinces, which provide healthcare from specialists in a large hospital after referral from primary and secondary care, were selected as research sites based on their geographical locations in the eastern, central and western regions of China. Descriptive analyses, a univariate analysis, a Pearson correlation, and a mediation regression analysis were used to estimate the prevalence of WPV and impact of WPV on job satisfaction, job burnout, and turnover intention. RESULTS: WPV was positively correlated with turnover intention (r = 0.238, P < 0.01) and job burnout (r = 0.150, P < 0.01), and was negatively associated with job satisfaction (r = - 0.228, P < 0.01) and social support (r = - 0.077, P < 0.01). Social support was a partial mediator between WPV and job satisfaction, as well as burnout and turnover intention. CONCLUSIONS: The results show a high prevalence of workplace violence in Chinese tertiary hospitals, which should not be ignored. The effects of social support on workplace behaviors suggest that it has practical implications for interventions to promote the stability of physicians' teams. TRIAL REGISTRATION: (Project Identification Code: HMUIRB2014005), Registered March 1, 2014.


Assuntos
Esgotamento Profissional/psicologia , Satisfação no Emprego , Médicos/psicologia , Violência no Trabalho/psicologia , Adulto , China/epidemiologia , Estudos Transversais , Feminino , Humanos , Intenção , Masculino , Pessoa de Meia-Idade , Reorganização de Recursos Humanos/estatística & dados numéricos , Prevalência , Qualidade de Vida , Apoio Social , Centros de Atenção Terciária/estatística & dados numéricos , Violência no Trabalho/estatística & dados numéricos
18.
Artigo em Inglês | MEDLINE | ID: mdl-31234390

RESUMO

Women in Japan face difficulties balancing work and personal life due to the gender division of labor, and medical professions are no exception. The purpose of this study was to investigate if the gender division of labor affects the intention to leave the workplace among the nursing profession. Among 328 female nurses working for three university-affiliated hospitals in Tokyo, Japan, above 70% were in their 20s and 30s and single, and agreed with the gender division of labor that men should be the breadwinner and women should assume family responsibilities. Adjusting for three types of Copenhagen burnout inventory, stepwise multivariable logistic regression models identified that being younger (all p-values < 0.05), each domain of burnout score (each p < 0.001 for work-, personal-, and client-related burnout) increased a risk of intention to leave, and high support decreased the risk (all p < 0.001). Women who agreed with the gender division of labor were more likely to have intentions to leave (p = 0.003 but this association disappeared when adjusted. The findings of study demonstrate that perceptions toward gender division of labor are not a determinant of intention to leave the workplace but the young nurses and those who scored high on burnout were the most vulnerable population.


Assuntos
Esgotamento Profissional/epidemiologia , Esgotamento Profissional/psicologia , Intenção , Recursos Humanos de Enfermagem no Hospital/psicologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Equilíbrio Trabalho-Vida/estatística & dados numéricos , Adulto , Estudos Transversais , Feminino , Hospitais Universitários , Humanos , Pessoa de Meia-Idade , Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos , Tóquio/epidemiologia , Adulto Jovem
19.
Artigo em Inglês | MEDLINE | ID: mdl-31195753

RESUMO

This longitudinal study among Registered Nurses has four purposes: (1) to investigate whether emotional, quantitative and physical demands, and family-work conflict have a negative impact on nurses' perceived effort; (2) to investigate whether quality of leadership, developmental opportunities, and social support from supervisors and colleagues have a positive impact on meaning of work; (3) to investigate whether burnout from the combined impact of perceived effort and meaning of work mediates the relationship with occupational turnover intention; and (4) whether the relationships in our overall hypothesized framework are moderated by age (nurses categorized under 40 years versus ≥ 40 years old). In line with our expectations, emotional, quantitative, and physical demands, plus family-work conflict appeared to increase levels of perceived effort. Quality of leadership, developmental opportunities, and social support from supervisors and colleagues increased the meaning of work levels. In addition, increased perceived stress resulted in higher burnout levels, while increased meaning of work resulted in decreased burnout levels. Finally, higher burnout levels appeared to lead to a higher occupational turnover intention. Obviously, a nursing workforce that is in good physical and psychological condition is only conceivable when health care managers protect the employability of their nursing staff, and when there is a dual responsibility for a sustainable workforce. Additionally, thorough attention for the character of job demands and job resources according to nurses' age category is necessary in creating meaningful management interventions.


Assuntos
Esgotamento Profissional/prevenção & controle , Enfermeiras e Enfermeiros/psicologia , Recursos Humanos de Enfermagem/psicologia , Reorganização de Recursos Humanos/estatística & dados numéricos , Adulto , Esgotamento Profissional/psicologia , Feminino , Humanos , Intenção , Estudos Longitudinais , Masculino , Pessoa de Meia-Idade , Países Baixos/epidemiologia , Enfermeiras e Enfermeiros/estatística & dados numéricos , Recursos Humanos de Enfermagem/estatística & dados numéricos
20.
BMC Health Serv Res ; 19(1): 372, 2019 Jun 11.
Artigo em Inglês | MEDLINE | ID: mdl-31185984

RESUMO

BACKGROUND: Hospital accreditation is widely adopted as a visible measure of an organisation's quality and safety management standards compliance. There is still inconsistent evidence regarding the influence of hospital accreditation on hospital performance, with limited studies in developing countries. This study aims to explore the association of hospital characteristics and market competition with hospital accreditation status and to investigate whether accreditation status differentiate hospital performance. METHODS: East Java Province, with a total 346 hospitals was selected for this study. Hospital characteristics (size, specialty, ownership) and performance indicator (bed occupancy rate, turnover interval, average length of stay, gross mortality rate, and net mortality rate) were retrieved from national hospital database while hospital accreditation status were recorded based on hospital accreditation report. Market density, Herfindahl-Hirschman index (HHI), and hospitals relative size as competition indicators were calculated based on the provincial statistical report data. Logistic regression, Mann-Whitney U-test, and one sample t-test were used to analyse the data. RESULTS: A total of 217 (62.7%) hospitals were accredited. Hospital size and ownership were significantly associated with of accreditation status. When compared to government-owned, hospital managed by ministry of defense (B = 1.705, p = 0.012) has higher probability to be accredited. Though not statistically significant, accredited hospitals had higher utility and efficiency indicators, as well as higher mortality. CONCLUSIONS: Hospital with higher size and managed by government have higher probability to be accredited independent to its specialty and the intensity of market competition. Higher utility and mortality in accredited hospitals needs further investigation.


Assuntos
Acreditação/estatística & dados numéricos , Competição Econômica/estatística & dados numéricos , Hospitais Públicos , Pesquisa sobre Serviços de Saúde , Hospitais Públicos/normas , Humanos , Indonésia , Modelos Logísticos , Reorganização de Recursos Humanos
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