Dissertations / Theses on the topic 'Health facilities – Employees'

Thesis (M.A. in interior design)--Washington State University, December 2009.
Title from PDF title page (viewed on Jan. 28, 2010). "Department of Interior Design." Includes bibliographical references (p. 62-69).

Målet med studien er å undersøke og beskrive ansatte i lavterskel botiltak sine erfaringer med overdoser hos beboere. Gjennom å belyse den ofte tause kunnskapen de ansatte i lavterskeltiltak har om hva som karakteriserer en overdosesituasjon, er studiens hensikt å systematisere og presentere denne erfaringskunnskapen, og gjennom det kunne bidra til en kvalitetsforbedring av den tjenesten som ytes til beboerne.Datainnsamlingen ble gjort gjennom fokusgruppeintervjuer med ansatte på lavterskel botiltak. Flere av kodegruppene som ble arbeidet frem i analysen var tema i begge fokusgruppene. Temaene var overganger, tilgang, å legge lokk på det vanskelige, å dempe kriser og relasjonen til andre. Disse ble igjen rekontekstualisert til «min virkelighet» og «den rusfrie virkelighet,» sammenfattet som «når virkeligheten strammer grepet.»Hovedfunnet i studien er at ansatte opplever at det er når virkeligheten strammet grepet, når rusens dempende slør ikke kan holde virkelighetens krav på avstand, at risikoen for overdoser oppstår. Dette taler for viktigheten av gode relasjoner til hjelpeapparatet, og at de ansatte kjenner til hva som beveger seg i den enkelte beboers liv.
Objectives: This study aimed to investigate and describe how employees working in low threshold housing facilities experience overdosing by facility residents. We also aimed to enlighten the often silent employee knowledge about the characteristics of an overdose situation, thus enhancing the quality of resident services.Materials and Methods: Data was collected through focus group interviews with employees working in low-threshold housing facilities. Many of the code terms identified through data analysis were common to both employees and residents (e.g., “transitions,” “access,” “putting a lid on the difficulties,” “attenuating crises,” and “relation to others.” We recontextualized these codes to “my reality” and “drug-free reality,” or “when reality kicks in.”Results: Our study determined that employees recognize the risk of overdosing as the point at which reality kicks in (i.e., when the attenuating effect of the drugs can no longer keep reality at distance).Conclusion: This study shows that employees are fully aware of residents’ lives and activities. Therefore, policies that maintain good employee relationships with and within the different social and health services may contribute significantly to overdose prevention.

ISBN 978-91-86739-07-2

Healthcare is the main contributor to the well-being of the population and the country. Healthcare services ensure that the country has a healthy and productive workforce which influences economic growth. Self-employed healthcare practitioners are key role players in the healthcare system in South Africa. However they are faced with several challenges that affect their relationship with their employees and the service offered in their practises. A lack of leadership skills, professionalism, budget constraints, corruption, increased legislation, medical negligence, poor human resources and poor management are mentioned in this study as part of the challenges facing self-employed healthcare practitioners. Against this background, the primary objective of this study was to establish the level of Servant and Ethical leadership displayed by self-employed healthcare practitioners in both the Eastern Cape and Western Cape, and to investigate whether the dimensions of these leadership styles influence Job satisfaction and Perceived financial performance. In this study a quantitative approach was adopted. A form of purposive sampling called criterion sampling was used to draw the sample for this study. The sample consisted of self-employed healthcare practitioners and their employees in the Eastern and Western Cape Provinces. The survey methodology was implemented using self-administered structured questionnaires. A total of 241 questionnaires were deemed usable, and were subjected to statistical analysis. Factor analysis was used to assess the validity of the independent (dimensions of Servant and Ethical leadership) and dependent variables (Job satisfaction and Perceived financial performance). More specifically, factor analysis was utilised to conduct tests of uni-dimensionality and principal components were used as the extraction method to produce an unrotated factor matrix. Concerning validity assessments, only factors with two or more items loading on them were included for further analysis. Items that did not load were discarded and were subsequently excluded from further statistical analysis. In this study, four items intended to measure Job satisfaction all loaded together as expected. Of the six items intended to measure Perceived financial performance, five items loaded together. Only one item did not load onto this factor and was excluded from further analysis. The items measuring the dimensions of Servant leadership, namely Humility, Servanthood, Caring for others and Developing others, loaded onto the respective factors as expected. All items measuring the dimensions of Ethical leadership, namely Integrity, Ethical commitment, Ethical guidance, Fairness and Sustainability, also loaded as expected. The Cronbach‟s alpha coefficients for all variables were greater than 0.7 which provided sufficient evidence of reliability of the scales. Statistical techniques used to analyse the empirical data, which included the descriptive statistics, Pearson product moment correlations and multiple regression (MRA). T-tests were explained as the method used to determine whether significant differences existed in the mean scores of self-employed healthcare practitioners and their employees for the leadership styles (Servant and Ethical leadership) under investigation. The results of the study show that for the dimensions of Servant leadership, both the healthcare practitioners and their employees returned the highest mean for Caring for others. The majority of self-employed healthcare practitioners agreed that they adopted these dimensions. The majority of employees also agreed that the self-employed healthcare practitioners use these dimensions. Statistically significant differences were found in terms of the mean scores returned for the level of Humility and Caring for others displayed by the self-employed healthcare practitioners. No significant differences were found between the mean scores returned for Servanthood and Developing others for the two sample groups. A significant difference was reported for mean scores returned for the levels of Integrity, Ethical commitment, Ethical guidance, and Fairness. No, significant difference was reported for Sustainability for the two sample groups. The multiple regression analysis (MRA) shows that the dimensions of Servant leadership Developing others and Caring for others had a significant positive influence on Job satisfaction. The MRA results also show a significant positive influence between Fairness, Ethical guidance and Ethical commitment and Job satisfaction. Based on the findings of the study several recommendations were put forward to ensure a Servant and Ethical behaviour among self-employed healthcare practitioners.

O Capital Psicológico e a teoria da Autodeterminação, através do estudo da Motivação para o trabalho, são áreas relacionadas à pesquisa do comportamento humano nas organizações. Ambas as abordagens propõem instrumentos de medida para verificar a influência de fatores subjetivos no desempenho humano nas empresas. Com base nestas duas abordagens teóricas, foi realizada investigação empírica de natureza quantitativa e qualitativa com o objetivo de verificar se existem relações entre as categorias de Desmotivação, Motivação Extrínseca e Motivação Intrínseca com as dimensões do Capital Psicológico (Autoeficácia, Esperança, Otimismo e Resiliência). A amostra pesquisada foi composta por 235 trabalhadores que atuam no segmento da saúde, no Rio Grande do Sul/BR. Na etapa quantitativa foram utilizados os instrumentos PCQ -24 e o MWMS, respondidos por funcionários ativos da área administrativa e assistencial, em hospitais e clínicas médicas. Na etapa qualitativa foram realizadas entrevistas abertas com cinco pessoas que participaram da amostra quantitativa. Os procedimentos metodológicos utilizados foram Análise Fatorial, ANOVA e Matriz de Correlação para a abordagem quantitativa e Análise de Conteúdo na abordagem qualitativa. Dentre os resultados encontrados, destaca-se que há uma correlação negativa entre o Capital Psicológico e a Desmotivação bem como uma correlação positiva entre as dimensões deste Capital Psicológico e Motivação Intrínseca. Considerando a motivação como um continuum entre Motivação Extrínseca e Motivação Intrínseca, observou-se que quanto maior o nível de Capital Psicológico nos indivíduos mais os resultados aproximavam-se dos níveis de motivação do tipo Intrínseca. Os resultados estatísticos sugerem que os profissionais que atuam na assistência possuem maiores níveis de Motivação para o trabalho e Capital Psicológico do que os da área administrativa. Da mesma forma, pessoas com nível de graduação completa apresentaram níveis elevados de Motivação e Capital Psicológico quando comparados aos indivíduos sem escolaridade concluída. Na pesquisa qualitativa constatou-se que a ação reflexiva desencadeada pela participação na etapa quantitativa deste estudo resultou em quatro ideias principais: a autorreflexão sobre o trabalho, a falta de foco no aspecto humano, a cisão entre tarefa e pessoas e a motivação para o desempenho das atividades laborais. Estas ‘ideias principais’ foram discutidas através das abordagens teóricas que deram suporte a esta pesquisa.
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The Psychological Capital and the theory of self-determination, through the study of motivation for the job are related areas will research of human behavior in organizations. Both approaches propose measuring instruments to check the influence of subjective factors in human performance in companies. Based on these two theoretical approaches, empirical research was carried out quantitative and qualitative in order to check whether there is a relationship between Demotivation, Extrinsic Motivation Intrinsic Motivation and with the dimensions of Psychological Capital (Self-efficacy, hope, optimism and resilience). The study sample consisted of 235 workers in the health sector, in Rio Grande do Sul / BR. In the quantitative stage was used the PCQ -24 instruments and MWMS in active employees of administrative and healthcare area, in hospitals and medical clinics. In the qualitative phase were conducted open interviews with five people who participated in the quantitative sample. The methodological procedures used were factor analysis, ANOVA and Correlation Matrix for quantitative and content analysis approach in the qualitative approach. Among the findings highlight that there is a negative correlation between Psychological Capital and Demotivation well as a positive correlation between the dimensions of Psychological Capital and Motivation Intrinsic. Considering the motivation as a continuum between Motivation Extrinsic and Intrinsic Motivation, it was observed that the higher the level of Psychological Capital in individuals over the results closer to the type of Intrinsic Motivation levels. Statistical results suggest that professionals working in care have higher motivation levels to work and Psychological Capital of the administration area. Similarly people with full grade level showed high levels of motivation and Psychological Capital compared to individuals without complete schooling. In qualitative research it was found that the reflex action triggered by participation in the quantitative stage of the study resulted in four main ideas; and self-reflection on the work, the lack of focus on human, the split between task and people and the motivation for the performance of work activities. These 'key ideas' were discussed by theoretical approaches that have supported this research.

This study involved the development and implementation of a model for providing structured on-the-job training (SOJT) in a healthcare foodservice operation. The model was developed to provide a structured method for conducting SOJT Events, the process when an incumbent employee trainer teaches another employee to perform his/her job. The model was composed of four components, each serving to support the Event. An SOJT Event Process established a series of steps to follow when conducting SOJT. A Training Manual and Training Checksheet were Support Documents used to assure the consistency of each Event and to document standard procedures. Trainers were prepared to conduct Events during the Trainer Preparation Workshop. Finally, the last component was the SOJT Event Performance Support System, a set of guidelines devised to create the support network necessary for Events to be carried out in the work setting. The model was implemented as each Trainer was scheduled to conduct two SOJT Events over a three month period. It was tested by measuring Trainee knowledge, performance and assessment of the SOJT Events. Other employees, who had been trained with unstructured training in the past served as control groups. Subjective observations of the applicability and acceptability of the model among employees were also noted. The model was successful in producing knowledge gains among Trainees. Trainees who were recipients of SOJT assigned higher assessment scores to SOJT than control group employees assigned to unstructured on-the job training. There was no difference in performance among employees trained using structured or unstructured on-the-job training. Employees that were directly involved in the SOJT Events were positive about supporting the model. Modifications for the model and the components are suggested. It was concluded that the model components that were developed and the use of a consultant with experience in training and instructional design are necessary for implementation of structured on-the-job training in foodservice operations.
Graduation date: 1992

Thesis (MPH.) -- University of Limpopo, 2016.
The South African government has introduced PMDS as a tool to monitor and manage the performances of departments, institutions, teams and individuals in order to improve service delivery, and to counteract the legacy of poor performance. In order for the government to achieve this goal, PMDS implementers must be equipped with adequate knowledge and skills which will enable them to implement the system correctly, in compliance with the standards and procedures laid down in the government PMDS policy. The aim of the study was to determine the knowledge and practices of PMDS of supervisors who are tasked with the responsibility to supervise their subordinates. Methods A cross sectional descriptive quantitative study was carried out in the Greater Tzaneen Primary Health Care facilities. A total of 117 participants comprising of professional nurses, operational managers and assistant managers completed the questionnaires. These comprised largely of close-ended questions and some open- ended questions. Analysis of data was done using statistical software, SPSS 22.0 version and results were interpreted. Results Generally all the respondents had average (65.8%) understanding of the PMDS processes including the purpose and their roles as supervisors. However, a gap exists between the theoretical knowledge and the actual ability to practise PMDS which was found to be around 52%. There are areas of weakness that still need attention: unavailability of PMDS guidelines, lack of training of both supervisors and employees. Lastly, the nature of challenges which the respondents reported regarding PMDS implementation signifies that there might be underlying problems with PMDS which were not covered by this study, and these challenges, by far outweigh their confident knowledge and ability to practise PMDS. v Conclusion To improve the knowledge and ability to supervise PMDS, the following recommendations were brought forth: proper induction of all PMDS supervisors and periodic in-service training, PMDS policy manuals as a source of reference to be made available in the facility and all supervisors to be orientated how to use them.

MCur
Departrment of Advanced Nursing Science
In mental health, a Maximum-Security Ward is a special setting for care of patients who are unique and exceptional. People who have committed crimes due to their mental conditions are admitted for care, treatment and rehabilitation. Patients admitted in this ward are verbally and physically aggressive, violent, unpredictable, unmanageable and at times manipulative. Professional nurses working in the Maximum-Security Ward are at risk of suffering from occupational stress, burnout, lack motivation and are anxious. The aim of this study is to investigate the experiences of professional nurses working in the Maximum-Security Ward at Hayani hospital. A qualitative approach using a descriptive, exploratory and contextual design was used. A purposive, convenient sampling was used to sample professional nurses working in the Maximum-Security Ward of Hayani hospital. In-depth interviews were used to collect data. A voice recorder was utilised to record all data and the researcher being the main instrument for data collection. Dependability, confirmability and transferability were upheld to ensure trustworthiness of the findings. Data was analysed using Tech’s eight steps approach. Three themes with their categories and subcategories emerged after data analysis. The themes were as follows: the participants’ views on type of patients admitted in the ward, participants’ views on safety in the ward and participants’ views on staff interaction. The study recommended the following: Emotional counselling and debriefing sessions to be conducted at regular intervals or after a traumatic incident. Motivational and team building activities to be organised for professional nurses. Safety of professional nurses must be of significant value. More support is needed in times of emotional difficulties. Development of a model to support professional nurses.
NRF

碩士
國立臺北護理健康大學
健康事業管理研究所
100
Objectives: To examine the relationship between the quality indicators of indoor environment, which included noise, illumination, temperature, humidity, carbon monoxide, carbon dioxide, and the employee’s mental health of sixteen long-term care facilities in Taipei. Method: A total of 16 facilities were randomly selected among 148 long-term care facilities in Taipei City through stratified by bed-size during March to May 2010, including 1 large facility and 15 small facilities with a total of 130 employees. The questionnaires were used to examine the extent to which employee’s self-reported depression, anxiety, and sleep quality. Various equipments were used to measure the exposure level of 6 indoor environmental quality indicators. A multilevel analysis was adopted to examine the relationship between the indoor environmental quality and employee’s self-reported mental health among the facilities. Results: The direct effect of different facilities on employee’s self-perceived mental health is significantly. The impact of facilities on employee’s mental health can not be ignored. Facilities with a higher exposure level of noise, employees were more likely to perceive poor health compared to one year ago. The noise had negative effects on their general health. Facilities with a higher exposure level of carbon monoxide, employees were more likely to perceived less depression symptoms, less poor sleep symptoms, and better general health compared to one year ago. This study did not support the impact of exposure level of carbon dioxide, illumination, temperature and humidity in facilities on the employee’s perceived mental health. Conclusion: The quality of indoor environment had impact on employee’s mental health. Therefore, managers who worked in long-term care facilities should pay more attention to improving the indoor environmental quality in order to enhance employee’s mental health and improve long-term care quality. More studies are needed to confirm the relationship between the quality of indoor environment and mental health in future.

South Africa has been brain drained of nurses and doctors and the Eastern Cape as a Province within South Africa is not an exception. Its rural nature has caused many nurses and doctors loose interest of serving in its facilities. This study sought to describe factors that can influence retention especially of nurses in the rural health facilities of the Eastern Cape Province and develop recommendations for nurse managers on how to retain nurses in rural areas. The major inferences drawn from this study is that nurses are dissatisfied with lack of promotional opportunities, lack of professional support, facing drastic responsibilities but with less income, tremendous workloads, emotional demands and unrealistic salary package. The researcher believes that the nurse managers have a crucial role to play in ensuring nurse retention and the recommendations drawn from this study can contribute in improving the work environment.
Health Studies
M.A. (Health Studies)

INTRODUCTION The high staff turnover and high rates of absenteeism in health professionals poses an alarming challenge in the Public Health Facilities in the Nkangala Health District of Mpumalanga province. This could lead to the quality of care to patients being compromised. The Human Resource Directorate within the Department of Health has introduced a formal induction and orientation process in the health facilities for new staff which should assist with the retention of staff and enhance their productivity. PURPOSE OF THE STUDY The purpose of this research study was to evaluate the effectiveness of the Human Resource Management unit in implementing the induction and orientation programme for newly appointed health professionals at the Nkangala Health District of Mpumalanga Province. METHODS The study method is quantitative in nature using an observational descriptive design with the minor qualitative component for detailing the quantitative findings. Stratified random sampling was used to select the respondents from the Persal database of 2006-2007. Two hundred and three respondents participated in this study. The Persal database is the human resource database used for managing the personnel records of all permanent employees. A self-administered questionnaire was developed to collect data from the health care professionals at the Thembisile and JS Moroka health facilities in the Nkangala Health District in Mpumalanga. The exposure variable was the implementation of the induction and orientation programme. The outcome variable was the measurement of the effective implementation of the induction and orientation programme. The questionnaire consisted of open- and closed-ended questions covering demographic data and organisational characteristics related to the objectives of the study. The validation of the questionnaire was done in consultation with the Human Resource Development unit of the Nkangala Health District through a pilot study. The data was collected using Microsoft Excel and analysed using SPSS statistical software. RESULTS The data was categorised and interpreted according to the respondents’ views. The findings were presented using categorical variables of medical doctors, allied health professionals, nursing staff and health facility managers. The site questionnaire was based on the Departmental Transformation Unit tool to assess the 6 variables being purpose, empowerment, relationships and communications, flexibility, optimal productivity, recognition and morale relating to the performance of health facilities. MS Excel was used to consolidate the views of the respondents in relation to the implementation of induction and orientation programme which did not benefit the medical doctors and allied health professionals as they were not assigned with mentors. DISCUSSION This study identified the most important interventions and support that newly employed health professionals expected in their career development. The induction and orientation programmes are used interchangeably by the Human Resource Department - hence, there was no formal induction process conducted. The induction and orientation process is not being evaluated to review the programme. The facility managers’ participation in the study assisted with their supportive roles in the career development of the health professionals. CONCLUSION It is hoped that the findings of this study will be of benefit to the Health Professionals in the Department of Health, Mpumalanga Province, South Africa. In addition, the study assessed the Management of Career Development programme which is used by the Department of Health in Mpumalanga Province to strengthen the induction and orientation programme of health professionals.
Thesis (M.Med.)-University of KwaZulu-Natal, Durban, 2010.

碩士
國立高雄應用科技大學
人力資源發展系
98
This study discussed the relationships among organizational change in transformational leadership , career self-efficacy, attitudes and organizational change correlation between organizational commitment and to further explore the career self-efficacy , transformational leadership of attitude will affect the organization through a commitment to organizational change . Samples are from primary health facilities in Kaohsiung city and county merger employees, answer questionnaires with five main aspects, including appendix shows, consists of career self-efficacy scale, transformational leadership scale, organizational commitment scale , attitude scale organizational change , personal information. The analysis results showed the following findings: 1、Career self-efficacy and organizational commitment have significant positive effects . 2、Transformational leadership style and organizational commitment have significant positive effects . 3、Organizational change attitudes on a significant positive effect on organizational commitment . 4、Career self-efficacy attitudes of organizational change have a significant effect . 5、Organizational change attitudes on career self-efficacy and organizational commitment, mediated .

The topic of this diploma thesis is ´Smoking in restaurant facilities in Pilsen city center´. Smoking in restaurant facilities harms not only their visitors but especially their employees. This group of citizens becomes passive smokers for the entire working time which may have negative health consequences. The main goal of this thesis was to map out the problem of smoking in restaurant facilities from their employee´s point of view. Three research questions have been determined towards fulfilling this goal. The research was implemented with the help of qualitative survey. Semi-structured in-depth interview was carried out with 13 respondents who had been chosen through the snowball sampling method. Information was evaluated through the open coding method and it has responded to the research questions. The first research question - What are the smoking habits of smoking restaurant facility employees? The research has proven that the amount of cigarettes smoked by the smoking restaurant facility employees has raised. The second research question - How do the employees of smoking restaurant facilities perceive the risk of passive smoking? Respondent´s answers have provn that they do not perceive passive smoking to be a risk factor which might harm their health. Only a minor part of respondents minds working in a smoking environment. The third research question was put this way: What is the attitude of employees in smoking restaurant facilities towards the new planned anti-smoking legislation? The research has proven that most respondents does not wish the acceptance of smoking prohibition in restaurant facilities. The reasons are concerns for their jobs, decrease in revenue, refusal of prohibition in general ort he fact that they themselves are smokers. Only a small number of respondent sis acutally concerned about their health and would welcome an amendment to the Act. A short intervention was carried out with the respondents within the research, which was supposed to inform the employees of restaurant facilities about the risks of passive smoking. The research has proven that employees of smoking restaurant facilities do not perceive the risk of passive smoking really. They are often exposed to tobacco smoke even in their leisure time. The most effective prevention may be ensured by politicians who would enforce a stricter legislation.