Dissertations / Theses on the topic 'Hospital staff'
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Wilson, Jeanne Lynn. "Employee Turnover in Frontline Hospital Staff." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3129.
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Employee turnover is costly in service-intensive organizations where employee-customer interactions directly affect the organization's success. The purpose of this multiple case study was to identify strategies community hospital leaders use to reduce frontline support employee turnover. The study population consisted of leaders of a community hospital in southeast Louisiana. The conceptual framework for this study is Kahn's model of employee engagement. Semistructured interviews were conducted with eight hospital leaders in southeast Louisiana who were selected through census sampling. Interview transcripts were analyzed and coded following Yin's case study analysis process. Methodological triangulation allowed for a comparison of the findings of the interviews with information derived from exit interviews and employee engagement survey results. Four themes emerged from the interviews and document review: leadership, hiring and onboarding strategies, pay and compensation, and organizational-related factors. Reducing turnover among frontline hospital support employees can positively affect the quality of care provided to patients, and improve the level of service provided by the hospital to the community it serves. Beyond increasing organizational efficiency, the findings of this study can contribute to social change benefits for employees as continued employment allows individuals to provide for themselves and their families.
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Russell, Daniel Craig. "Educating staff at Fulton State Hospital regarding client spirituality issues." Theological Research Exchange Network (TREN), 2002. http://www.tren.com.
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Radant, Kimberly Lynn Belec. "PATIENT-STAFF PERCEPTIONS OF A REAL AND IDEAL WARD TREATMENT ENVIRONMENT." Thesis, The University of Arizona, 1985. http://hdl.handle.net/10150/275271.
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Chana, Navtej. "Quality of care amongst hospital nursing staff." Thesis, University of Oxford, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.531831.
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Stokes, Mulenga Henry. "Staff perceptions of the 'Hospital at Night' in an NHS hospital." Thesis, Sheffield Hallam University, 2013. http://shura.shu.ac.uk/20765/.
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The study explored staff perceptions of Hospital at Night (Hospital Night) following the implementation of the European Work Time Directive (EWTD). The study focused on the professional experiences of inter-professional working and learning. Initially the focus was on junior medical staff but later evolving into exploratory study of senior professionals particularly midwives. The Purpose of the EWTD was to ensure that patients were treated safely through reduction risk posed by fatigued junior doctors due limited sleep and rest when on duty. The purpose dichotomised into two goals exploring how compliance risks are managed and how senior professionals support strategy risks associated with Hospital Night. The scope of the study included 12 participating professionals from midwifery, nursing, radiography, laboratory science, anaesthesia, and the medical profession. The objectives were to: 1. Explore the experiences of professionals involved in the Hospital Night system. 2. Determine how participants describe the systems in place to maintain patient safety. 3. Investigate experience differences and similarities between professional groups. 4. Explore how participants describe their competences in team collaboration. 5. Describe how participants perceive the capability of the H N system in the Obstetric-Paediatric interface. Methods: The research tradition adopted was Grounded Theory. The data generation method was the in-depth discursive interview method. Key findings: The exploratory study made three inter-related contributions to professional learning within the organisation. These were the identification of unique learning needs arising from the Hospital Night initiative; the value of capturing and using information that arises from practice; and the recognition of opportunities to use incidents in the night for learning. Implications: The study shows how exploratory studies are best suited for investigating services after a change initiative. The study shows how the strategies used to address EWTD have generated crises at organisational, discipline, group and personal levels. Professional engagement could be improved through participation in various inter-professional learning activities.
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Fransson, Sellgren Stina. "Nursing management at a Swedish University hospital : leadership and staff turnover /." Stockholm : Karolinska institutet, 2007. http://diss.kib.ki.se/2007/978-91-7357-330-6/.
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Cheong, Kah Wai. "Pharmacy Staff Perceptions on Complementary Framework and Advanced Scope for Hospital Pharmacy Support Staff." Thesis, Griffith University, 2021. http://hdl.handle.net/10072/402726.
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Pharmacy assistants and technicians, as pharmacy support staff, play an important role in hospital pharmacy departments by alleviating pharmacists’ time to concentrate on more clinically oriented tasks. Whilst organisations such as the Society of Hospital Pharmacists Australia (SHPA) have recognised the need to further integrate pharmacy assistants and technicians into more advanced roles, such as medication reconciliation, there is currently limited research on the availability of training and consistency in service delivery provided by these support staff in Australian hospital settings. As a result, hospitals/organisations around the country have implemented individualised in-house training suited to their respective needs and environment.
In order for pharmacy support staff to be equipped to perform advanced roles, training frameworks and support from pharmacists are required. The aim of this study was to explore and compare the perceptions of roles and available training frameworks that support career advancement for pharmacy support staff, amongst pharmacists and support staff, in the hospital sector. A literature review was completed to inform international comparisons of roles, training frameworks and benefits of support staff advancement within the pharmacy profession. Semi-structured interviews were conducted with personnel from both private and public hospitals to explore key issues identified in the literature. A total of 25 participants consisting of ten pharmacists and 15 pharmacy support staff were recruited from a private (n=13) and a public (n=12) hospital in South East Queensland. Interviews were conducted either face-to-face or via telephone between October 2017 to August 2018 across both sites, with a mean duration of 39.85 minutes (range: of 20.08 to 60.04 minutes). All interviews were audio-recorded, transcribed verbatim, and quality checked by a second researcher prior to data analysis using the qualitative software NVivo® 11. The general inductive approach was used for thematic data analysis, which allowed for the emergence of new themes and sub-themes within the research topic.
Findings from this research confirmed that the core duties of pharmacy support staff were dispensing and inventory management in both hospital settings, with greater clinical task involvement sought by participants. Tasks such as assisting with medication history taking, collating pathological results, research involvement, and discharge facilitation were considered as technical tasks within a clinical setting. Most participants supported the career advancement of pharmacy support staff irrespective of their own professional role, and believed that with appropriate training, this could include technical tasks in a clinical setting and administrative roles currently performed by pharmacists. Professional autonomy, time, and monetary incentives were commonly reported by participants as motivators, with lack of organisational support and course availability reported as common barriers for pharmacy support staff career progression. With some participants having international knowledge and experiences, emerging themes such as pharmacy technician registration and the need for governing bodies such as universities and registration boards were also expressed. Other emerging themes included the perception of hierarchy from inside and outside of the pharmacy profession by selected participants.
This study also identified inconsistencies in the application of role titles used across both sites with pharmacy assistant and pharmacy technician used interchangeably, and differences in role expectations. For example, tasks such as supply of inpatient medication performed across both hospital environments had diverse processes with different levels of pharmacist involvement. As a result, this study highlighted the need for greater consistency in the definition and application of pharmacy support staff titles and roles. Additionally, participants revealed the need for governing bodies to streamline roles and training frameworks similar to the accreditation and registration processes seen internationally, as means of ensuring and maintaining the quality of service provided to stakeholders.
This exploratory study provides valuable insight into the thoughts and motivation of pharmacy support staff and pharmacists that can inform the evolution of support staff career pathways. By documenting the accounts and views of pharmacists and pharmacy support staff in two different hospital environments, this study has added to existing research by being one of the first studies to obtain insight into the lived experience of pharmacy staff within the Australian hospital environment. This study has also identified potential areas for further research in the field of pharmacy support staff education and professional practice.Thesis (Masters)
Master of Medical Research (MMedRes)
School of Medical Science
Griffith Health
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Latha, Sampath Shakti. "Comprehensive Understanding of Injuries in Hospitals through Nursing Staff Interviews and Hospital Injury Records." University of Cincinnati / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1544101088645945.
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Combes, Jean-Baptiste. "An investigation of the impact of the local labour markets on staff shortages and staff mix of hospitals in England and France." Thesis, University of Aberdeen, 2012. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=195747.
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Hillman, Tara, and Ann Kerschen. "Job Satisfaction Among Staff, Clinical, and Integrated Hospital Pharmacists." The University of Arizona, 2006. http://hdl.handle.net/10150/624466.
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Class of 2006 AbstractObjectives: To determine whether staff, clinical, or integrated hospital pharmacists have greater job satisfaction and to determine if sex, age, number of years worked as a pharmacist, or academic degree result in changes in job satisfaction. Methods: A prospective quasi-experimental study was performed by distributing job satisfaction questionnaires to pharmacists working in inpatient locations at two hospitals. The surveys contained a pre-addressed, pre-postage paid envelope for the respondents to mail the completed questionnaires to the investigators. Results: Questionnaires were completed by 38 subjects (mean age = 38.36). Fourteen pharmacists who spent 0 to 40 percent of their time in clinical activities were categorized as staff pharmacists, 10 who spent 41 to 60 percent of their time in clinical activities were integrated, and 14 who spent greater than 61 percent of their time in clinical activities were clinical pharmacists. Overall each category of pharmacists reported mean satisfaction scores above 2.5, indicating that all are satisfied in their jobs. However, differences were seen in the amount of satisfaction. When it came to work environment and professional interaction, integrated pharmacists were more satisfied than staff pharmacists (p=0.026 and p=0.000, respectively). When it came to professional interaction and personal outlook, clinical pharmacists were more satisfied than staff pharmacist (p=0.001 for both). Conclusions: Job satisfaction is directly related to the number of clinical activities performed. Integrated and clinical pharmacists are both more satisfied than staff pharmacists.
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Walls, Steven Edward 1956. "Measuring control over nursing practice among hospital staff nurses." Thesis, The University of Arizona, 1992. http://hdl.handle.net/10150/278133.
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An adequate measure of Control Over Nursing Practice (CONP) at the organizational level of the nurse's work unit was needed. The purpose of this study was to estimate the reliability and validity of a new unit-level version of an existing CONP scale using a descriptive survey design. A convenience sample of 91 staff Registered Nurses from two urban hospitals voluntarily completed two versions (individual-level and unit-level) of the CONP scale, and an index of work satisfaction.
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Schwehr, Jamin, and Jolene Tarasiewicz. "An Assessment Of The Impact Of Decentralized Clinical Staff Pharmacists On Nurses At A Tertiary Referral Teaching Hospital." The University of Arizona, 2007. http://hdl.handle.net/10150/624412.
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Class of 2007 AbstractObjectives: To evaluate the impact of decentralized clinical staff pharmacists (CSPs) on nursing staff in a university- affiliated teaching hospital. Areas of interest include perceived quality of patient care, job satisfaction and nursing job retention. Methods: CSP impact was evaluated using a print-based survey utilizing outcomes items and a four-point Likert-type scale with response options ranging from “Agree” to “Disagree.” Nurses also answered demographic questions about experience, time at the institution, education leve and frequency of interaction with a CSP. Analysis of the data included use of descriptive statistics as well as use of Kendall’s tau-b to evaluate differences between groups based frequency of CSP interaction. Results: Respondents included 122 nurses at University Medical Center (UMC) in Tucson, Arizona in positions supported by a CSP during the summer of 2006. Nurses overwhelmingly selected “Agree” or “Somewhat Agree” for all 12 statements about the CSPs indicating that they found their interaction with CSPs valuable. Nurses who interacted more frequently with CSPs were more likely to “Agree” or “Somewhat agree that CSPs were valuable members of the hospital (p=.049), one reason they remained at UMC (p=.007), helpful with medication questions (p=.008) and improved job satisfaction (p=.013), made their job easier (p=<.001) as well as more enjoyable (p=.027)
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Watson, Karen Elizabeth. "Staff nurses' perceptions of their power bases in a nursing care setting." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28818.
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The purpose of this study was to describe staff nurses' perceptions of their power bases in their work environment. Power, the capacity to set conditions, make decisions and take action that influences others, is an increasingly important issue within the nursing profession. In the nursing literature, nurses have been encouraged to consider the power to influence nursing care as an attainable goal and a necessary element in the change process. Empowering staff nurses may become a strategy for coping with the nursing manpower shortage. However, research about nursing power has focused on the nurse manager and little is written about staff nurses' perception of their power.
A grounded theory research design was used to collect and analyze data. Data were collected through interviews of nine staff nurses in a 369 bed British Columbia community hospital. A comparative content analysis was used to analyze the data.
The findings showed that the staff nurse participants were able to recognize certain factors in their work environment that impacted on their sense of power. The nature of nurses' work and the communication of information were found to be the most significant factors. The communication of information was perceived to positively influence nurses' sense of power, while the nature of
nurses' work was found to limit nurses' sense of power. Nurses' lack of control over client care was found to contribute to a sense of powerlessness and was linked to units using team nursing.
The eight power bases outlined in Randolph's framework, were useful as a basis for describing the staff nurses' perceptions of their organizational power bases. The staff nurses studied were found to have the most affinity for referent, expert, information, and connection power bases. These nurses were found to have the least affinity for reward, coercion, legitimate, and resource power bases. Primary nursing was found to enhance legitimate power while team nursing was found to enhance connection power. The source of power most frequently mentioned by the nurse participants was personal power in relation to oneself. This did not fit into Randolph's framework and was not well defined. This has implications for nursing since support for the professional nature of nurses' work was found to strenghthen nurses' sense of personal power.
Knowledge about the perceptions described by the subjects in this investigation provides information to assist nurses' to identify power bases that they may not recognize. As well, increased understanding about staff nurses' perceptions of power should enable nursing administration to identify strategies for retaining nurses and enhancing client care.Applied Science, Faculty of
Nursing, School of
Graduate
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Hammers, Garfield Compton. "Transformation of service delivery in the Westcoast winelands region's hospitals: challenges and prospects." Thesis, University of the Western Cape, 2003. http://etd.uwc.ac.za/index.php?module=etd&.
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Messingher, Lang Gabriel. "Relating hospital acoustics to staff outcomes in real and simulated settings." Thesis, Georgia Institute of Technology, 2013. http://hdl.handle.net/1853/52922.
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The sound environment in hospitals is complex. While there have been several studies that address the acoustic environment in hospitals, there is a limited amount of research done concerning the effect that noise has on staff. This thesis describes two related studies: 1) analysis of the relationships between acoustics and perceptual staff outcomes using an existing data set collected in real hospitals; 2) development of methodologies to test the relationships between acoustics and hospital staff task performance in a simulated laboratory setting.
In the first study it was found that mental health and perception of noisiness were occupational factors that were related to the sound environment using a variety of acoustic metrics. Only a few acoustic metrics were shown to be statistically significant related to dependent variables in a direct correlation (e.g., as the acoustic conditions worsened the dependent variable also decreased). However, almost all acoustic metrics tested had a statistically significant relationship with mental health once subjective job strain was considered as a moderating factor. This means that while the direct impact of sound may not be immediately observable, sound may play a more significant role once subjective job strain is taken into account.
In the second study, a new methodology was developed to directly relate staff task performance to noise and beta-tested on a single group of subjects. The methodology development included synthesizing a signal that was acoustically comparable to those heard in real hospitals in order to simulate a realistic noise exposure in a controlled environment. Additionally, objective methods of measuring performance and perception were devised by utilizing task performance scripts already validated in other studies and developing new surveys that could be administered to subjects to garner their perceived task performance and perceptions of the simulation room environment, including noise.
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Toni, Gladys Nosisana. "Accelerated staff turnover among professional nurses at a district hospital." Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/620.
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The study emanated from the researcher’s experience and involvement in clinical nursing and nursing management. The researcher noted how heavy losses of recruited professional nurses might have had an influence on the quality of service delivery. It is a costly and time-consuming task to recruit enough nurses into the profession and retention of staff is especially difficult. There had been a significant increase in the number of professional nurses leaving the district hospitals either to primary health care service, private hospitals or other countries. Before the commencement of the study the turnover rate at the district hospital where the study was conducted, almost doubled the accepted norm, which was ten percent of the staff. For those reasons the researcher decided to conduct a study named, “Accelerated staff turnover among professional nurses at a district hospital.” The constant heavy losses of qualified nurses from the profession constitute one of the serious challenges for nursing managers. The researcher wanted answers to the following question: “What were your experiences of your job as a professional nurse at the district hospital?” The objectives of the study were: · to explore and describe factors leading to high staff turnover of professional nurses at a district hospital · to develop guidelines to help retain professional nurses. The design of this study, which was conducted in one of the district hospitals in the Makana Local Service Area in the Eastern Cape, is qualitative, descriptive and contextual. Informed permission for conducting the research was obtained from relevant authorities and participants were asked to sign a consent form before the researcher proceeded with the study. Participants that met the selection criteria were selected by means of purposive sampling. Data was obtained by means of semi-structured telephonic interviews that were audio-taped and later transcribed verbatim. To ensure trustworthiness of the study, the researcher applied the four strategies as proposed by Lincoln and Guba (De Vos, 2002:351) namely, credibility, transferability, dependability and confirmability. Collected data was analysed according to the descriptive method proposed by Tesch (in Creswell, 1994:154). The services of an independent coder, who was provided with transcripts and a protocol to guide data analysis, were utilised. A consensus meeting was held between the researcher and the independent coder to discuss the identified themes and sub-themes. Following the data analysis, a literature control was undertaken to highlight the similarities to and differences in comparison between this and previous studies. Four major themes and sub-themes were identified through analysis.
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Glennie, Judith Anne. "A study of participative decision making and hospital staff nurses." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq24847.pdf.
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金達人 and Tat-yan Deyoung Kam. "Workplace violence prevention programme targeting nursing staff in hospital setting." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B40720792.
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Kam, Tat-yan Deyoung. "Workplace violence prevention programme targeting nursing staff in hospital setting." Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B40720792.
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Adolfsson, Hampus, Mattias Adolfsson, and Daniel Wang. "A Web Application for Daily Staff Coordination in Hospital Care." Thesis, Uppsala universitet, Institutionen för informationsteknologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-387378.
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Stress and heavy workloads are commonplace for those who work within Swedish healthcare; the issue is exacerbated further by the current shortage of qualified personnel. Therein arises a need for tools to help lessen the burden on the personnel. This report presents a prototype of a web application made for daily staff scheduling, tailored to the needs of the pediatric surgery department at Uppsala University Hospital. The aim of the project was to deliver a more flexible digital solution of daily staff coordination at the department. Two fundamentals of the application were that it should be easy to use and display informationclearly with few misunderstandings. The resulting prototype met the usability requirement, other than a few specific usability issues, and improved upon the readability of the contents displayed in comparison to the previous system. To further improve the system, work could be done to increase the efficiency with which tasks can be performed.Stress och tunga arbetsbördor hör till vardagen för den som jobbar inom svensk sjukvård, och problemet förvärras ytterligare av den rådande bristen på kvalificerad personal. Däri uppstår ett behov av verktyg som lätter på personalens belastning. Denna rapport presenterar en prototyp av en webbapplikation för dygnsmässig schemaläggning av personal, anpassad för barnoperationsavdelningen vid Uppsala akademiska sjukhus. Målet med projektet var att leverera en flexiblare digital lösning för avdelningens samordning av personal. Två fundamentala egenskaper hos applikationen var att den skulle vara enkel att använda samt visa upp informationen tydligt och med få missförstånd. Den resulterande prototypen uppfyllde kraven på användbarhet, med undantag för ett antal specifika problem, och förbättrade läsbarheten i jämförelse med det tidigare systemet. Det finns dock viss möjlighet för förbättring vad gäller effektiviteten uppgifter kan genomföras med.
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Walker, Janet Helen. "Job satisfaction among hospital-employed nurses." Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28817.
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This descriptive study was designed to further the exploration of job satisfaction among hospital-employed nurses by using an established theoretical formulation of job satisfaction called the Job Characteristics Model (Hackman & Oldham, 1976) and a standardized tool called the Job Diagnostic Survey (Hackman & Oldham, 1980) to identify and measure job design variables and job satisfaction. Specific study questions guided investigation into perceptions of job characteristics and satisfactions among nurses, the relationship between job design variables and job satisfaction, and the relationship between selected nurse characteristics and job satisfaction. The study was conducted at three geographically dispersed acute care hospitals in British Columbia. A convenience sample of 96 full-time employed registered nurses completed a Nurse Characteristics Questionnaire and a Job Diagnostic Survey. Data were analyzed and compared to normative data using descriptive statistics. Sample data were further analyzed using Pearson's correlation coefficient and the chi-square test of association. Overall, nurses perceived their jobs to be rich in terms of importance, skill variety, and human interaction; but poor in terms of autonomy and the ability to complete a whole and identifiable piece of work. Significant relationships were identified between specific job design variables and job satisfaction. Compared to other professionals, nurses were less satisfied with the autonomy and motivating potential of their job. There was little evidence to support an association between nurse characteristics and job satisfaction.Applied Science, Faculty of
Nursing, School of
Graduate
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Rutledge, M. Hannah. "Patient Family and Hospital Staff Information Needs at a Pediatric Hospital: an Analysis of Information Requests Received by the Family Resource Libraries." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc801947/.
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This research explored the information needs of patient families and hospital staff at a pediatric hospital system in Dallas, Texas. Library statistics recorded in four hospital libraries from 2011 - 2013 were used to analyze the information requests from patient families and hospital staff. Crosstabulations revealed the extent to which patient families and hospital staff used the libraries to satisfy their information needs. The data showed that patient families used the libraries very differently than hospital staff. Chi-square tests for independence were performed to identify the relationships between the Classification (Patient Family, Hospital Staff) and two descriptors of information needs (Request Type, Resources Used). There were a total of 1,406 information requests analyzed. The data showed that patient families and hospital staff information requests differed greatly in the number of information requests, the type of information requested, the resources used and the time the library staff spent on the requests. Chi-square analyses revealed relationships statistically significant at the p < .05 level; however, the strength of the relationships varied.
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Makapela, Lunathi Brian. "Staff motivation and job performance in the Frere Hospital maternity ward." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8769.
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The topic of motivation continues to command substantial attention in the field of industrial or organisational psychology. Motivation has always been an essential factor in managing personnel and is a crucial variable in creating a high performance organization. Public administration research has largely ignored motivation as a topic, contrary to research of private sector management. Nurses represent one of the biggest profession group in South Africa's health care services and forms the vertebrae of the Primary Health Care in South Africa. South Africa has experienced large numbers of nurses immigrating to other foreign countries due to poor working conditions in South Africa. Government has a responsibility of ensuring that there is always a motivational climate in the institutions where nurses work. Several investigations have been conducted by various organisations regarding the state of South African Health Care System, due to a high rate of reported deaths in South African hospitals. Dispatch investigation team in 2005 revealed a number of findings that related to various motivational issues at the Eastern Cape Frere Hospital maternity ward. These motivational issues included but not limited shortage of nurses and doctors; use of interns on night duty without qualified doctors and anaesthetist; a cleaner confirmed to have been seen delivering a baby in the labour ward while wearing a doctor‟s coat, as well as accessing and dispensing medicine; no security to prevent people from wandering the labour ward and the entire maternity section; deaths due to negligence; inappropriate appointment of personnel, a situation causing problems for the nurses; employees complaining of work overload; absenteeism and sick leave leaving one nurse on duty at night in the nursery; lack of equipment like oxygen points, suction catheters, CPAPs and CTG machines, alleged by some nurses to be directly responsible for a number of avoidable deaths; staff shortages thus forcing inexperienced nurses to carry duties beyond their experience; detrimental shortages of labour beds; a general assistant dressed in a green nurse‟s gown rinsing blood-soaked linen before dishing up for, and serving food to patients, still wearing the same clothing. Since the Dispatch investigation and the subsequent investigations by political parties and the National Department of Health, no scientific research or investigation has been done around challenges at Frere Hospital maternity ward. The main purpose of this study is to investigate the levels of staff motivation and staff motivation levels' impact on job performance in the Frere Hospital maternity ward. In conducting this study the researcher explored five motivation theories which are amongst a group of motivational theories that have shaped worker motivation in both the public and private sectors. The study explored Maslow hierarchy of needs, Herzberg two factor theory, Vroom's expectancy theory, Locke's equity theory and Festinger‟s goal setting Theory. These theories were used with a view of gathering an understanding of staff motivation and job performance. The reasons for the researcher to choose these five motivational theories is that they are amongst the most popular theories used by scholars to measure staff motivation and performance both in the private and public sectors. These theories were also used due to their relevance to the organisation investigated. This study followed a quantitative approach and empirical study was conducted using a questionnaire with closed and open-ended questions. The empirical results from the nine sections researched showed some distinct findings, from which the following recommendations were drawn: management should consider employees' involvement during goal setting in the department; management should work towards building in job motivators into the employees’ jobs; management should ensure that there is a reputable performance reward and recognition system in place that is agreed upon with staff, instead of imposing the system; management should support nurses in ensuring that their working conditions and salaries and benefits are improved; and It is therefore the responsibility of managers to ensure that staff are always kept motivated in order to increase job performance.
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Winstanley, Sue. "Violence and aggression toward health care staff in a general hospital." Thesis, University of Liverpool, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.367178.
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Millward, Louise Maria. "Attitudes towards alcoholics : staff patient relationships in the acute hospital setting." Thesis, King's College London (University of London), 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251664.
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Nazarian, Masoumeh. "Hospital nursing staff productivity - the role of layout and people circulation." Thesis, Loughborough University, 2014. https://dspace.lboro.ac.uk/2134/14932.
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As a facility that offers an important service to its users, a hospital can be considered as a production unit ; a unit that provides health-care service. Therefore, a range of factors that facilitate this service (i.e. healthcare) need to be considered when speaking of improving the productivity in a hospital ward. Evidence suggests that one of the main factors that affect the productivity level of a hospital ward is how the design of the hospital deals with access and circulation of the people inside the ward (e.g. Joseph and Ulrich, 2007). A productivity-oriented circulation system will need to improve staff performance; enhance patients safety, privacy and rate of recovery; minimise the risk of cross-infection; reduce the delay time of external service delivery; create a more welcoming environment for visitors; and reduce the evacuation time in emergency situations. Thus, the need to design ward layouts that benefit from the most effective circulation system cannot be over-emphasised. The study presented in this thesis focused on finding a method for identifying different systems of access and people circulation in hospital wards and how they could affect nursing staff productivity. The study comprised five main phases. The first phase involved a literature review of existing healthcare environments to identify different types of access and people circulation requirements. In the second phase, data on nursing staff s movements were collected from a case study. The third phase focused on categorising and modelling the existing approaches and layout design systems. Phase four provided a comparative study of different categories of people circulation designs and contrasted their advantages and disadvantages to improve access and people circulation. In the fifth and final phase, the study concluded with proposing guidelines for choosing between different layout options in the design of new hospital wards or the refurbishment of the existing ones. Findings of the study included: further empirical and analytical support for the impact of the ward design on nursing staff s performance; a ranking of the suitability of different design layouts for minimising staff s unnecessary walking in wards similar to the case study; the importance of considering different staff members needs in such analyses; and a ranking of the criticality of different routes within a ward.
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Woodrow, Christopher. "Organizational socialization, staff well-being and service quality in a hospital." Thesis, King's College London (University of London), 2013. https://kclpure.kcl.ac.uk/portal/en/theses/organizational-socialization-staff-wellbeing-and-service-quality-in-a-hospital(ddac7ce7-37d2-4716-9423-faf4094519a9).html.
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The purpose of this thesis is to examine the process of organizational socialization in hospital newcomers, and the effects of this process on their levels of well-being and service quality. Following a review of the literature, two original models of socialization are presented and then tested using a longitudinal mixed methods case study approach that includes quantitative and qualitative components. The models take a novel approach by viewing the psychological contract as the key mechanism through which communication and learning facilitate employee integration. The survey study revealed that during the first three months of socialization, proactively obtained useful information about the new environment led to an increase in perceived organizational promises, which in turn was related to better attitudes and well-being. Useful information provided by the organization led to an increased focus on service quality, but did not influence perceived promises. After twelve months, greater knowledge about the environment led to lower perceptions of violation, which in turn was associated with better attitudes, well-being and service quality focus. The interview study revealed that breach and fulfilment of the psychological contract, under certain circumstances, acted as turning points which caused a sharp change in well-being and service quality. Overall, there is broad support for the theoretical framework and for the role of the psychological contract as an intervening mechanism in the socialization process. Additionally, the findings suggest that socialization is not the smooth process towards integration that much previous work implies. In practical terms, the findings indicate that organizations must ensure that newcomers are provided with both functional and social information, that they are encouraged to ask questions and that existing insiders are encouraged to respond with useful information.
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Ahlström, Mandy, and Valles Carmelle Fajutrao. "Hand hygiene compliance among nursing staff in a Philippine private hospital." Thesis, Sophiahemmet Högskola, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:shh:diva-1585.
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Background Healthcare-associated infections constitute a threat to patient safety and an economic burden on health systems worldwide. The most effective way to prevent healthcare-associated infections is through proper hand hygiene practice, but studies show that compliance is low. In 2009, the World Health Organization released hand hygiene guidelines and tools to address the issue. Aim The aim of the study was to measure the compliance to the WHO Guidelines on Hand Hygiene in Health Care among nursing staff in a private hospital in the Philippines using the evaluation framework of the World Health Organization. Method The method used to assess compliance was structured direct observations using the World Health Organization’s observation form. Data was collected in 15 days, during full shifts, and analyzed quantitatively based on overall compliance, according to indication, ward, week day/weekend and shift. Results A total of 1920 opportunities were recorded, of which 336 were hand rub performances, 168 hand wash and 1416 missed opportunities, giving an overall compliance of 26.25 percent. The ward with the highest compliance rate was the Neonatal Intensive Care Unit (45.40 percent) and the lowest was Nursing Station 1 (22.26 percent). Conclusion The overall compliance rate of 26.25 percent is lower compared to most published studies and healthcare workers were more compliant to indications that protect themselves than to indications that protect patients. The results can be useful in improving quality of care and patient safety.
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Allan, Cameron, and n/a. "Labour Utilisation in Queensland Hospitals." Griffith University. Griffith Business School, 1996. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20050906.171638.
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Within Australia and in Europe. there is evidence of growth in the incidence of non¬standard forms of employment such as part-time and casual work. Part of this growth can be attributed to changes in the structure of the economy and the increasing importance of service industries where non-standard forms of employment proliferate. There is also evidence, however, that employers at the firm level are progressively expanding their use of non-standard employment and reducing their reliance on full-time labour. One explanation for this organisational-level phenomena has been suggested by Atkinson (1987) in his account of the flexible firm. Atkinson claims that employers are increasingly attempting to divide the workforce into two major segments: a skilled, full-time core labour force and an unskilled, non-standard segment. This thesis examines Atkinsons flexible firm model through a study of labour-use practices of three acute hospitals in Queensland. A main finding of this thesis is the generalised and substantial growth of non-standard employment in all types of Queensland hospitals. The growth of non-standard hospital labour is not as, Atkinson would suggest, largely the result of demand-side strategies of employers but is also conditioned by supply-side factors. Gender, rather than skill, is found to be an important determinant of the proliferation of non-standard employment. Non-standard employment is not the major labour adjustment mechanism in all sectors of the hospital industry. Labour intensification is a critical and overlooked form of labour adjustment in the public sector. Overall, this thesis concludes that employers labour-use practices need to be conceptualised within the context of the opportunities and constraints imposed by the interaction of demand and supply-side factors.
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Allan, Cameron. "Labour Utilisation in Queensland Hospitals." Thesis, Griffith University, 1996. http://hdl.handle.net/10072/367208.
Full textAbstract:
Within Australia and in Europe. there is evidence of growth in the incidence of non¬standard forms of employment such as part-time and casual work. Part of this growth can be attributed to changes in the structure of the economy and the increasing importance of service industries where non-standard forms of employment proliferate. There is also evidence, however, that employers at the firm level are progressively expanding their use of non-standard employment and reducing their reliance on full-time labour. One explanation for this organisational-level phenomena has been suggested by Atkinson (1987) in his account of the ‘flexible firm’. Atkinson claims that employers are increasingly attempting to divide the workforce into two major segments: a skilled, full-time core labour force and an unskilled, non-standard segment. This thesis examines Atkinson’s ‘flexible firm’ model through a study of labour-use practices of three acute hospitals in Queensland. A main finding of this thesis is the generalised and substantial growth of non-standard employment in all types of Queensland hospitals. The growth of non-standard hospital labour is not as, Atkinson would suggest, largely the result of demand-side strategies of employers but is also conditioned by supply-side factors. Gender, rather than skill, is found to be an important determinant of the proliferation of non-standard employment. Non-standard employment is not the major labour adjustment mechanism in all sectors of the hospital industry. Labour intensification is a critical and overlooked form of labour adjustment in the public sector. Overall, this thesis concludes that employers’ labour-use practices need to be conceptualised within the context of the opportunities and constraints imposed by the interaction of demand and supply-side factors.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
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Busolo, Mellanda Isia. "Motivation levels of tuberculosis healthcare staff at a district hospital in Kenya." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1008292.
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Background: The success of tuberculosis (TB) treatment largely depends on healthcare team factors within a healthcare system, as healthcare workers play a vital role in fostering patient adherence to TB treatment. Strengthening motivation amongst Kenya’s TB healthcare workers should thus be reinforced in order to improve on clinical outcomes of TB treatment in Kenya. Objectives: To determine motivational needs of TB healthcare staff at a district hospital in Kenya and to provide recommendations on how to enhance their motivation. Design: TB healthcare workers including nurses, doctors, pharmacists and community healthcare workers were purposively sampled from a district hospital in Kenya. Their motivational levels were measured using a questionnaire adapted from Bennet and colleagues (2000). Key Findings: A high level of job satisfaction was present in more than 50 percent of the employees, although the ‘extrinsic job satisfaction’ sub-scale stood out as scoring relatively poorly in comparison to the other ‘job satisfaction’ sub-scales. Cognitive motivation yielded mixed results with 44 percent of respondents rating themselves as being satisfied, and 56 percent between neutral and very dissatisfied. The overall organisational commitment was positive, with the majority (60 percent) of respondents rating themselves as being committed to their organisation. The majority (96 percent) of workers rated their performance at work as very high. Conclusion: Improvement in staff motivation can be attributed to how well a hospital's management organises and runs its hospital. It was recommended that hospitals should provide an environment where motivational strategies are continuously implemented and where change is positively rewarded. This may, in turn, have a positive impact on TB treatment outcomes. The study may be of interest to key decision makers in Kenya’s healthcare system as well as TB programme managers, hospital managers and health managers in general. Further investigations are needed in order to determine whether Kenya’s public healthcare system has a staff retention strategy that is up to date with the motivational needs of Kenya’s health workforce.
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Torres, Beth. "FRONTLINE NURSING LEADERS AND STAFF RETENTION IN AN ACUTE CARE COMMUNITY HOSPITAL." VCU Scholars Compass, 2009. http://scholarscompass.vcu.edu/etd/1724.
Full textAbstract:
The current and projected nursing shortage makes it imperative for healthcare organizations to examine factors that promote staff retention. Previous studies identify nursing leadership as a key component influencing staff retention and turnover. This study supplements these studies by identifying key behaviors and attitudes of frontline nursing leaders that influence staff retention. Using a grounded theory qualitative approach, the researcher interviewed 19 frontline nursing leaders in an acute care community hospital. The researcher also explored the extent to which nursing leaders felt current leadership education and training programs support their practices that promote staff retention. The goal of the study was to create a theory or model of nursing leadership and staff retention grounded in the data. Five major themes emerged from the interview data analysis process using grounded theory strategies. These themes include organizational culture and policies, nursing leaders training and development, behaviors and attitudes, employee factors, and turnover. The researcher interpreted the data within a systems theory conceptual framework. Using this framework aided the researcher in creating a model of frontline nursing leaders and staff retention. This model illustrates the inter-relationship of the five major themes from a systems perspective. The usefulness of the data collected in this study is predicated on three major domains: competency identification; human resource management and development; and education. Competencies form the foundation for the education and practice of frontline nursing leaders (Barker et al., 2006). These role-specific, evidenced-based expectations should be clearly delineated in competency-based job descriptions, which in turn merge into performance evaluations. Explicitly defined competencies provide a conceptual framework for collegiate and hospital-based education and training programs to train current and future frontline nursing leaders.
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O'Connor, Sophie. "Experiences of the relationship between hospital staff and people who self-harm." Thesis, University of Hull, 2015. http://hydra.hull.ac.uk/resources/hull:12305.
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The portfolio thesis consists of three parts: a systematic meta-synthesis, an empirical study, and appendices. Part one is a meta-synthesis of hospital staffs’ relationships with people who self-harm. The review aimed to gain an insight in to staffs’ experiences of their interactions with people who self-harm, and how that may influence the delivery of care. Three main themes emerged from nine papers detailing experiences, and the influence of contextual factors on their interaction with people who self-harm. The themes were discussed in relation to theory, and the implications for clinical practice are described. Part two is an empirical study exploring experiences of people who re-attend Accident and Emergency with self-harm. Six people were interviewed and the data was analysed through Interpretive Phenomenological Analysis. Three superordinate themes encompassed the experiences of peoples’ relationships with A&E, but also of additional support networks in times of crisis. Implications on the delivery of care for people in crisis are discussed. Part three is an appendix that provides additional information for the meta-synthesis and the empirical study, as well an epistemological, reflexive and reflective statement.
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Buffenbarger, Jennifer Sylvia. "Nurses' Experiences Transitioning from Staff Nurse to Management in a Community Hospital." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2346.
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This project study addressed the problem of frequent turnover of nurse managers at a Northeastern community hospital. The lack of retention of nurse managers has led to attenuated support for the nursing staff who continued to hold the front line in patient care. The purpose of this qualitative bounded case study was to explore nurse managers' experiences with turnover in order to identify strategies for enhancing retention. Work empowerment and servant leadership theories served as the frameworks for the study. Research questions focused on nurse managers' perceptions of empowerment and servant leadership characteristics that were important in decisions to assume and remain in a management/leadership role. Data collection included audio-recorded interviews with seven current or past full-time nurse managers, and observation of three of the participants at a leadership meeting. Interview transcripts were open coded and thematically analyzed. Observation data were categorized according to empowerment and servant leadership characteristics. Five themes were identified that related to research questions: struggling in management transition, seeking opportunity for transformation, being committed but powerless, embarking unprepared on an unplanned journey, and having the presence to lead others by serving. The findings of this study guided development of a 12-month program for new nurse managers that integrated characteristics of servant leadership to empower leaders and others. These contributions may promote positive social change by preparing new nurse managers for their role and developing their skills to become successful nurse managers.
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Layton, Cheryl Marie. "Relationship Between Hospital Size, Staff Communication, Physician Communication, and Patient Experience Scores." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7816.
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Healthcare leaders who struggle to understand the importance of interactions between patients, staff, and physicians can result in poor patient experience. Healthcare care leaders who understand the importance of patient experience can develop customer service training modules and tutorials to improve organizational outcomes. The purpose of this correlational study was to examine the relationship between staff communication, physician communication, size of the hospital, and patient experience. House's path-goal theory was used to frame the study. Secondary data were collected from hospitals in Northeastern Ohio, that reported patient experience scores through the Centers for Medicare and Medicaid's Hospital Consumer Assessment of Healthcare Providers and Systems survey database for the years 2016 and 2017. The results of the multiple linear regression indicated the results were significant, F(5, 144) = 56.822, p <.001, R2 = .652. The findings may provide health care leaders with tools to communicate with staff on how to improve patient experience through improving employee and patient engagement, thereby improving patient experience scores.
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Bentley, Tabitha Anne. "Performance Improvement Data and Staff Responsibility." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3485.
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Improving the role the nurse plays in health care delivery should be embodied in the performance improvement initiatives to successfully improve the quality of care that is delivered. The purpose of this evidence-based practice project was to collect performance improvement data and present it to staff who, in turn, used the information to improve practice and influence patient safety outcomes. The practice-focused question addressed what would occur if a tool that allowed frequent data trending was used to measure effectiveness of care and thereby influence key outcome measures. Duffy's quality caring model provided a framework for the study to support the need for the development of a dashboard for staff and to ensure that staff were informed as they developed interventions to improve patient outcomes. Publicly available data published by the Centers for Medicare/ Medicaid (CMS) for the Quality Star Report were explored to inform the project. Workgroups, comprised of volunteers from leadership and staff providing care at the bedside, were formed to implement practice changes based on the dashboard reports. By bringing the data to the attention of nurses within the organization, improvements were made in the overall score for safety of care from below national average (25th percentile of the reported 3,647 hospitals across the nation) to the same as national average (47th percentile) as reported by CMS. Through staff involvement, social change occurred as strategies were hardwired to improve categories of the Quality Star Report and ultimately patient care. The project showed that quality improvement tools can assist in empowering staff to understand the data needed to implement process improvement strategies.
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Sheikh, Ahmad Md Khadzir. "Morbidity study among staff nurses in the hospital services : a comparison between the United Kingdom and Malaysia." Thesis, University of Birmingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391023.
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Khandokar, Fahmida. "Determinants for intention to change travel mode choice behaviour of NHS hospital staff." Thesis, Loughborough University, 2016. https://dspace.lboro.ac.uk/2134/21570.
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The UK's NHS is the largest employer in Europe with approximately 1.3 million staff. Around 83% of the journeys associated with the NHS are made by private car. In this context, every healthcare authority was required to produce a travel plan by December 2010, including an emphasis on promoting walking and cycling as a means of accessing hospitals. Evidence shows that although the take-up of travel plans is increasing across the NHS, the impact of travel plans in promoting walking as a travel option is relatively low among hospital staff. A scoping study has been conducted aiming to bridge the gap between research and practice by capturing the views of the NHS representatives on hospital travel plans by a nationwide survey and review of hospital travel plans. The survey findings show that despite having a high potential to promote walking as a key travel option among the hospital staff, the measures to promote walking were cited as the least effective. A Spearman's ρ correlation coefficient test was performed to evaluate the correlation between travel plan measures to promote walking and restrictive measures to reduce the use of cars. The results show that the effectiveness of measures to reduce the use of cars is positively correlated with the effectiveness of measures to promote walking. The effectiveness of travel plan measures to secure the targeted outcome is attributed to the methods used to address the determinants for changing travel behaviour whilst designing travel plan measures and the successful adoption of innovative strategies in the given context. A theoretical framework has been developed based on the Theory of Planned Behaviour and five key research hypotheses have been proposed to demonstrate the key determinants for changing travel behaviour. The analysis was based on a nationwide survey among the NHS hospital staff in England in 2013. There were 863 completed responses, out of which 459 responses were from hospital staff, who solely relied on car journeys for commuting purposes. Structural equation modelling was performed to investigate the effects of socio-economic, psychological and situational factors in determining intention to change travel behaviour among the car users only. The model estimation results show that the effects of cognitive attitude towards walking and objective mobility were significant on determining intention to change travel behaviour. The respondents exhibited a habitual nature of travel behaviour, which is characterised by longer commuting distance and journey time than the national UK average. The practical implications of the study were addressed by providing recommendations that need to be considered whilst designing travel plan measures. The recommendations were based on the concept of Model for Planned Promotion. This study provides a basis for further conceptualisation of travel behaviour change and identifies several areas that need further investigation in relation to designing interventions to promote walking in the context of healthcare.
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Ragde, Siri Fenstad. "Characterization of surgical staff `s exposure to surgical smoke at St. Olavs Hospital." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for samfunnsmedisin, 2012. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-19642.
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Introduction: Surgical smoke is produced when electrosurgery is applied to the patient`s tissue during surgical procedures. The smoke is known to contain numerous of volatile chemical compounds, and carcinogens have been identified. The smoke also contains ultrafine particles, which may propose a health hazard to the surgical staff in the operating room. Methods: The aim of the study was to characterize the personal exposure of surgical smoke to the surgical personnel in the operating room, with emphasis on ultrafine particles. Five surgical procedures were selected to be included in the exposure assessment based on frequent use of electrosurgery and relatively short length of the procedures. Sampling of personal exposure to particles in surgical smoke in the range of 5.6-560 nm was performed using a Fast Mobility Particle Sizer, on four different job groups in the operating room. Important determinants of exposure were also investigated, using linear mixed effects models. In addition, three random samples of exposure to volatile organic compounds and aldehydes were executed on the main surgeon on three types of surgeries. Results: Type of surgery was an important determinant of exposure to surgical smoke, and the use of electrosurgery resulted in exposure to mainly ultrafine particles. The exposure was highest during abdominoplasty and the lowest during hip replacement surgeries. A total of five VOC`s was identified and quantified. One sample contained low levels of formaldehyde. For the other samples, the levels were below the detection limit. Conclusion: The use of electrosurgery resulted in short term high peak exposures to mainly ultrafine particles in surgical smoke. The job groups closest to the emissions are usually the highest exposed. Compared to other working environments the exposure levels for ultrafine particles was low. The concentrations of VOC`s and aldehydes was below the Norwegian OEL.
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Celaya, Melisa P., and Melisa P. Celaya. "Evaluation of a Medically Supervised, Multidisciplinary Obesity Management Program on Community Hospital Staff." Diss., The University of Arizona, 2018. http://hdl.handle.net/10150/626746.
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Obesity is presently one of the leading preventable causes of mortality and is an increasing issue that affects the workplace. This pilot study investigates the effects of a multidisciplinary obesity management program on employees within a community hospital setting. The purpose of this study is to assess the outcome factors of the intervention and to detect an association between the participants’ biological factors, psychological status, eating behaviors, and lifestyle components to that of their current body weight status.
Methods.
An evaluation of a tailored obesity management program was conducted in a corporate setting with employees of a large community hospital. The evaluation sought to determine if this program could be efficiently and effectively implemented in this corporate setting. This program also allowed an exploration of those sociological, biological, and behavioral factors that were associated with weight loss. An employee health outcomes assessment visit was used to identify, recruit and enroll overweight employees into a quasi-experimental study designed to evaluate potential impacts of a tailored weight management program. The 6-month intervention included medical assessments, nutritional coaching, activity counseling, and behavioral therapy. The following specific aims were proposed for this dissertation research: Specific Aim 1 sought to evaluate the effectiveness of the multidisciplinary weight loss program to change a series of modifiable health risk factors, body composition, clinical indicators, and biological markers from baseline to 6 months for overweight participants. Specific Aim 2 evaluated factors associated with achieving weight loss and patterns of attrition from the program. Weight and lifestyle factors included onset of obesity, family history, weight loss history, weight loss goals, self-perceptions, physical activity factors, and eating habits/patterns. Within Specific Aim 3, we determined if body composition measurements [body mass index (BMI), weight, basal metabolic rate, fat mass, percent fat, fat free mass, and total body water] correlated with standing or supine measurements of waist, hip, or thigh circumferences. We also investigated if there was a significant difference between recording measurements made in both positions. This aim sought to determine if both sets of position measurements needed to be included for subsequent weight management studies.
Results.
Forty-six (46) employees, with a mean age of 48.6 +/- 10.9 years and predominately female (91.3%), consented to participate in the pilot intervention, with 26 participants completing the 6 months (response = 50.9%). Statistically significant changes from baseline were seen at 6 months in the 44 participants that continued in the study after enrollment. In the intent to treat analysis, the participants, regardless of completion status, had a clinically significant (p<.0001) mean percent weight loss of 4.1% and a total weight loss of 9.3 pounds, with a corresponding 5.6% mean weight loss in those participants that completed the program. When analyzing predictors of attrition from the program, models indicated significant associations between overall program attrition and an increase in baseline systolic blood pressure (p=0.02), along with decreased compliance with eating three meals per day (p=0.04). Primary attrition (dropout < 3 months) was statistically associated with an increase in baseline systolic blood pressure (p=0.02) and decreased compliance with eating three meals per day (p=0.01). Secondary attrition (dropout between 3-6 months) was associated with decreased compliance with eating three meals per day (p=0.05) and an increase in weight loss expectations during the intervention (p=0.05). The mean absolute difference between the two techniques (standing vs. supine) was 4.14 inches for waist, hip, and thigh measurements combined. An increase in body mass index was associated with a greater magnitude of discrepancy in the measurement between the two techniques for waist circumference (p=0.02).
Conclusions.
The changes seen following this multidisciplinary intervention were clinically significant and advantageous for the participants. These substantial results suggest that the use of multidisciplinary weight management programs merits further investigation in larger, randomized, controlled trials.
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Morice, Tura. "Patient falls and hospital consumer assessment of healthcare providers and systems staff responsiveness." Thesis, California State University, Long Beach, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1524142.
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The purpose of this study is to establish a relationship between responsiveness of hospital staff to a patient's call for help and the hospital fall rate. Patient falls are a very serious matter so data that furthers understanding in this area may be of help for hospitals trying to raise patient satisfaction scores, improve patient outcomes, and improve financial impact. The data utilized in this project are datasets downloaded from the Centers for Medicare and Medicaid Services (CMS) website.
Two hypotheses were tested from each extreme end of the responsiveness spectrum. The final conclusion is that the hospital fall rate is strongly associated with the high ("Always") but not the lower end ("Sometimes or Never").
Further research in this area is recommended to account for casual factors. The limitations of the study may be the collection and manipulation of the data by CMS.
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Ngcobo, Richard Sibongiseni. "Nursing staff absenteeism at the Red Cross Children's Hospital and it's financial implications." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/9336.
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Includes bibliographical references (leaves 58-60).Absenteeism is a problem affecting the Public and the Private sector institutions alike. Anecdotal evidence from monthly absenteeism statistics and managers' comments suggest that it is also a problem for Red Cross Children's Hospital (RCCH). This dissertation describes the investigation into absenteeism among nurses at RCCH that was conducted by the writer in the year 2004. The writer reviewed attendance records for the year 2003. The main findings from the investigation and recommendations on management of absenteeism are then presented. The overall objective of the study was to establish the determinants of absenteeism among nursing personnel of RCCH and financial implications thereof. This involved establishing the extent of absenteeism among the nursing personnel, identifying major causes, estimating the financial burden and making recommendations on how to manage this problem. The study followed a descriptive as well as analytic methodology in presentation and discussion of results. The methodology included a review of the literature on absenteeism, motivation and migration of health personnel. The study has a qualitative and a quantitative aspect. Focus groups and in-depth interviews were conducted for collection of primary data from nurses. Two questionnaires were used as interview guides. Secondary data was collected from PERSAL database using the data capture sheet. Attendance records of all nurses were reviewed for the quantitative aspect of the study. A major finding of the study was that absenteeism among nursing personnel at RCCH was above what most writers on the subject regard as acceptable level. Staff turnover was found to be high in the nursing department with staff leaving the service and posts remaining vacant. It was felt that there is difficulty in recruiting nurses especially from the outskirts of the Western Cape and other provinces because of lack of accommodation. It was suggested that Staff Residence policy be enforced to address this problem since it confers power of granting or refusing accommodation to management. Stress was identified as the major cause of absenteeism by all interviewees. The source of stress was identified as both personal and work related problems. The financial burden of nurses' absenteeism was estimated at more than one million rands for the year 2003. Important recommendations that emerged from the study were that absenteeism control should be included in the job descriptions of supervisory positions. Development of institutional absenteeism policy was also recommended. it was also recommended that mechanisms be developed to recognize staff members with good attendance records.
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Lasko, Mark Christian. "Effects of Psychiatric Hospital Closures on Local Jail Administrators, Correctional Staff, and Inmates." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7399.
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A series of psychiatric hospital closures has led to a movement of care for individuals with mental illness from state-run facilities to managed care centers. Many of the individuals who no longer reside in psychiatric hospitals have become ensnared in the criminal justice system. Correctional facilities have an increased burden to care for the needs of the mentally ill, but lack the training and facilities to do so adequately. In this study, the lived experiences of correctional staff who have experienced the process of a hospital closure were examined. Psychiatric rehabilitation and gatekeeper theories served as the theoretical framework for the study. Data were collected using focus group interviews with 17 correctional officers and individual interviews with 3 administrative staffers at a jail in a southern U.S. state. Data were recorded and transcribed and then analyzed for themes. Six themes emerged: (a) open the psychiatric hospital back up, (b) training, (c) they don't need to be here, (d) mental health housing/they can't function in general population, (e) public awareness, and (f) they didn't think it through. Analysis of study data resulted in the identification of several gaps in community supports that can improve the lives of mentally ill individuals. These include avoiding future hospital closures, improving correctional mental health bed space, and providing correctional-specific training for staff at the jail. The study has positive social change implications for both correctional staff and mentally ill inmates in that the study can inform the improvement of officer training and the development of new community supports, which can reduce negative outcomes for mentally ill individuals.
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Passos, Andréa Rodrigues. "Absenteísmo do pessoal de Enfermagem: percepções e ações de enfermeiros coordenadores de um hospital especializado." Universidade de São Paulo, 2014. http://www.teses.usp.br/teses/disponiveis/7/7140/tde-21082014-110215/.
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Introdução: O termo absenteísmo, palavra de origem francesa, absentéisme, significa pessoa que falta ao trabalho, ausência no serviço por diversos motivos, proposital ou por circunstâncias que não dependem da vontade do trabalhador. Objetivos: Identificar as taxas de absenteísmo, levantar as ações e decisões que os enfermeiros coordenadores adotam frente ao absenteísmo, e as ações de impacto positivo, realizadas frente ao absenteísmo. Método: Descritiva e exploratória adotando o Estudo de Caso desenvolvido em dois momentos: na abordagem quantitativa foram identificadas as taxas de absenteísmo do pessoal de enfermagem das unidades estudadas nos anos de 2010 e 2011. Na abordagem qualitativa, os dados foram coletados mediante a adoção das técnicas da Entrevista e do Grupo Focal. A análise dos dados quantitativos tomou como base a taxa de 6,7%, preconizada pela Resolução do Conselho Federal de Enfermagem 293/04 e dos qualitativos foi efetuada segundo a proposta da análise temática de Minayo. Resultados: Em 2010 e 2011, das 6 unidades que apresentaram as mais altas taxas de absenteísmo, três são Unidades de Terapia Intensiva. No entanto, foram evidenciadas, também, taxas elevadas em unidades como centrais de material esterilizado, ambulatório e internação. Dentre as unidades com as mais baixas taxas de absenteísmo, duas são de hemodiálise, uma unidade transfusional, um laboratório, uma de hematologia e um ambulatório clínico. A análise dos dados obtidos nas entrevistas possibilitou a construção das categorias temáticas e respectivas Unidade de Significado (US): Elementos constitutivos do absenteísmo com as US Característica de absenteísmo, Insatisfação no trabalho e Consequências do absenteísmo; Ações realizadas frente ao absenteísmo com as US Ações de caráter institucional e Ações de caráter profissional; Ações de impacto positivo frente ao absenteísmo com as US Ações de impacto positivo de caráter institucional e Ações de impacto positivo de caráter profissional. O Relatório Síntese resultante desta análise foi o elemento disparador do Grupo Focal que permitiu a elaboração das categorias Elementos constitutivos do absenteísmo com as U.S Características de absenteísmo e Consequências do absenteísmo e Ações de impacto positivo frente ao absenteísmo com as U.S Ações de impacto positivo de caráter institucional e Ações de impacto positivo de caráter profissional. Considerações finais: O presente estudo corrobora resultados de estudos que atribuem as mais altas taxas de absenteísmo às especificidades de algumas unidades, caracterizadas por maior exposição dos profissionais a desgastes físicos e mentais, como as unidades de tratamento intensivo, que atendem pacientes graves com alta dependência de cuidados. Grande parte dos motivos/causas do absenteísmo, não podem ser gerenciados, e principalmente resolvidos, pelos agentes de âmbito decisório das unidades de serviço. São realizados encaminhamentos para atendimento de problemas pessoais, no entanto, existem encaminhamentos de caráter institucional que precisam ser direcionados a agentes organizacionais com maior poder decisório e governabilidade.Absenteeism is a term of French origin absentéisme which means absence from work for a number of reasons, absenteeism rates were determined among nursing staff at the units studied between 2010 and 2011. Secondly, as a quality indicator of the nursing staff management at an oncology-specialized hospital. A descriptive and exploratory methodology was adopted for , at the qualitative approach level, at the quantitative approach level, data were collected through the employment of two techniques: interview and focus group. The analysis of qualitative data was carried out according to, dissatisfaction at work and consequences of absenteeism); Actions against absenteeism and the units of meaning (actions of institutional character and, either voluntary or due to circumstances beyond a workers own will. The objective of this study is to validate absenteeism, of the data obtained from interviews enabled the development of the following thematic categories and their respective units of meaning: Absenteeism c, under a given concrete situation
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Iwamoto, Helena Hemiko. ""Recursos humanos de enfermagem na rede hospitalar do município de Uberaba-Minas Gerais"." Universidade de São Paulo, 2005. http://www.teses.usp.br/teses/disponiveis/22/22132/tde-15052006-101523/.
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A área de enfermagem tem vivenciado algumas problemáticas relativas a recursos humanos, entre elas: escassez de enfermeiros, insatisfação no trabalho e alta rotatividade nos serviços.Este estudo descritivo teve como objetivos: descrever a distribuição das diferentes categorias de trabalhadores de enfermagem segundo variáveis demográficas e de inserção no emprego na rede hospitalar do município de Uberaba-Minas Gerais; mensurar e descrever a rotatividade desses trabalhadores. O estudo foi realizado em 11 hospitais, sendo um público, seis privados e quatro filantrópicos. A população constituiu-se de todos os enfermeiros, técnicos e auxiliares de enfermagem que, no período de 1º de janeiro a 31 de dezembro de 2003, antiveram vínculo empregatício nos hospitais estudados. As variáveis demográficas estudadas foram: sexo e idade; aquelas de inserção no emprego: regime de contrato, jornada semanal, tempo de trabalho e rendimento médio. A rotatividade foi verificada aplicando-se indicadores globais: taxas de admissão (TA) e de desligamento (TD), taxa líquida de substituição (TLS), permanência média no emprego (em anos); e específicos: tempo mediano de trabalho dos demitentes (em meses) e curva de sobrevivência no emprego. Os dados foram coletados mês a mês, em fontes secundárias originárias do cadastro de empregados e folha de pagamento. Durante o ano de 2003 estiveram empregados na rede hospitalar 1.368 trabalhadores de enfermagem, sendo 805 auxiliares de enfermagem, 417 técnicos de enfermagem e 146 enfermeiros. Essa força de trabalho era composta, majoritariamente, por mulheres (81,8%), com idade mediana de 38 anos, a maioria cumprindo jornada de trabalho semanal de 36 horas, sob contrato celetista. Nos hospitais privados e filantrópicos os trabalhadores eram mais jovens que no público; 70% dos técnicos de enfermagem, 60% dos auxiliares de enfermagem e 50% dos enfermeiros tinham menos de cinco anos no emprego atual. Os enfermeiros apresentaram média de rendimentos de 5|-10 SM e os técnicos e auxiliares de enfermagem, de 2|-5 SM. Nos hospitais estudados ocorreram 327 admissões e 276 demissões. As taxas de admissão dos trabalhadores (31%) foram superiores às de desligamento (26,1%). Os hospitais privados apresentam as maiores TA (44,3%) e TD (42,1%). A TLS dos trabalhadores foi de 24,3%. O maior nível de TLS situou-se nos hospitais privados (30,7%). O quadro de trabalhadores da rede hospitalar seria totalmente renovado em 3,6 anos; nos hospitais privados, isso ocorreria em 2,4 anos enquanto no público, em 5,3 anos. Todos os enfermeiros seriam substituídos em 4,7 anos e os técnicos e auxiliares de enfermagem em, aproximadamente, 3,5 anos. A mediana de tempo de trabalho dos 276 trabalhadores que saíram do emprego foi de 19 meses; para os demitentes do hospital público, esse tempo foi de 37 meses; nos hospitais privados, de 13 meses, cerca de um ano; pelas curvas de sobrevivência no emprego dos demitentes, identificou-se maior estabilidade e, por conseqüência, menor rotatividade para o grupo de trabalhadores do hospital público. De modo geral, a rotatividade nos hospitais estudados pode ser considerada elevada. Os resultados do estudo trazem contribuições importantes, tanto à direção dos hospitais e serviços de enfermagem, como ao gestor local com vistas ao gerenciamento de recursos humanos em enfermagem no município.The Nursing area has been facing some difficulties regarding the human resource aspects like nurse scarceness, work dissatisfaction, high turnover rate. The present report aims to describe the allocation of the different Nursing working categories according to demographic variables and working admittance in the hospital network staff of Uberaba - Minas Gerais; to evaluate and portray the turnover of these professionals. The study had embraced eleven hospitals, including a public one, six privates and four philanthropics. The large sample is composed by every Nurse, Technician and Nurse Assistant that had employment relationships with the hospitals aforementioned, in the period of January, 1st to December, 31st of 2003. The demographic variables analyzed were: gender and age; regarding the working admittance: labor agreement, weekly working journey, average income. The turnover was evaluated using global indexes: admission (TA) and dislodgment (TD) rate, liquid replacement rate (TLS), stayers mean service (by years); and specifics: leavers mean service (months), and survival of leavers curve. The data were acquired monthly, using secondary sources, derived from Employees Official Register and Payroll. During 2003, the hospital network engaged 1368 Nursing employees, including 805 nursing assistants, 417 nursing technicians and 146 nurses. This working power was compounded mostly by women (81,8%), with ages varying from 38 years, the majority with 36 hours weekly work journey, under usual rules agreement. The workers are younger in the private and philanthropic hospitals than in the public ones; 70% of nursing technicians, 60% of nursing assistants and 50% of nurses have been less than 5 years in the present work. The nurses have average income of 5 to 10 minimum salaries and the nursing auxiliaries and technicians have 2-5 minimum salaries. In the aforementioned studied hospitals occurred 327 admissions 276 resignations. The admission rate (31%) was higher than the resignation rate (26,1%). The private hospitals presented the biggest TA (44,3%) and TD (42,1%). The TLS was 24,3%. The TLS highest rate is on the private hospitals (30,7%). The entire employee staff would be completed renewed on 3,6 years; in the private hospitals this situation would happen in 2,4 years, while the public would take 5,3 years. All the nurses would be replaced in 4,7 years and the nursing assistants and technicians in 3,5 years. The median service of the 276 workers who left the job were 19 months; for the leavers of the public hospital this time were of 37 months; in the private hospitals, 13 months, approximately a year; by the survival leavers curve could be identified a higher work stability rate, therefore lower turnover rate in the public hospitals. In general, the turnover in the studied hospitals can be considered high. When the issue is the management of human resources in nursing, the results of the study bring important contributions, as much to the hospitals direction and nursing services, as to the local manager in town.
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McAdams, Marie. "What do nursing staff in an high security hospital perceive as (traumatic) critical incidents?" Thesis, University of Reading, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.394208.
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Chen, Li-Zi, and 陳麗資. "Analysis of Job satisfaction in Hospital staff－Nursing staff Serving as an example." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/73702159613880614259.
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碩士輔仁大學
應用統計學研究所
93
Abstract： The most important asset in the medical community is human resource. Nursing staff constitutes 63.8% of health care workers (Health statistics, 2003) and is the largest and most significant component of the medical personnel. Medical services consist of a series of communications and mutual reactions (Lin, I-Ling, 1998). Realizing the importance of employee’s job satisfaction can improve not only the job satisfaction of employees, but also the quality of medical services and patient’s satisfaction. The research takes nursing workers from two regional hospitals in northern Taiwan as research targets, and applies the quota sampling to complete 306 effective questionnaires. The research reveals that those employees feel utmost content about team cooperation, but least about the efficiency evaluation system and study mechanism during official leaves. Questions are categorized into three groups, including efficient completion, comfort and complaisant, and achievement anxiety based on their personality responses. Each group shows differentiations in marital status, age, work year, and job integrity factor of job characters； that is, employees of married, older, senior worker, monthly salary between NT 40,000 and NT 49,000, Christian, and higher job integrity and cognition relevantly fall in the category of efficient completion while those of single, younger than 25, working years less than 4, staying in special working units, monthly payment less than NT 30,000, and lower job integrity and cognition relevantly settle in the group of achievement anxiety. Otherwise, those of the comfort and complaisant group usually work in the surgical department and in region of Taoism. The research therefore concludes the suggestion for the human resource departments in medical institutes, including (1) to keep maintaining team cooperation and enhancing planning for efficiency evaluation and official-leave study to prevent from erosion of human resource base, (2) to promote working achievement of efficient completion group through senior nursing staff in clinical jobs, associated with the improved the efficiency evaluation procedure to coordinate goals of individuals and organizations, and (3) to broaden educational trainings for junior staff in clinical jobs (the achievement anxiety group) to upgrade overall working confidents of the group and to stimulate better performances, as well as organizational innovation.
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Beech, Bettina M. "Patient satisfaction and nursing staff work satisfaction in an urban public teaching hospital /." 1995. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:9610025.
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Huang, Pei-Fnag, and 黃珮芳. "Preventive Behavior Toward Worksite Violence among Hospital Emergency Staff." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/01261961188019254453.
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碩士義守大學
醫務管理學系
104
Purpose: This research was based on the theory of planned behavior investigating workplace violence and prevention strategy in emergency department of hospital. The aims of this study were: 1) to comprehend the status quo of emergency staff in terms of workplace violence; 2) to analyze the demographic characteristics of emergency staff, and 3) to investigate the effects attitude, subjective norms and perceived behavioral control on violence prevention behavior among emergency staff, based on the theory of planned behavior. Methods:. All the emergency staff of the case hospital participated in the study. SPSS 18.0 was used for statistical analyses, such as descriptive statistics, factor analysis, reliability and validity analyses, ANOVA, t-test, related Pearson correlation coefficient and multiple linear regressions. Results: No significant differences were found in age, education, position, seniority, and experience of violence and/or injury in terms of attitude; however, significant difference was found in position in terms of perceived behavioral control. Subjective norms and perceived behavioral control tended to have moderate positive correlation, but Attitude was not related to the formers. Medical seniority, seniority of emergency and seniority of the case hospital were significantly correlated with attitude, subjective behavior and perceived behavioral control. Regression analysis and PLS illustrated 31.2% predictive capability and 45.7% explanatory power respectively. Conclusions: Subjective behavior and perceived behavioral control had significant effects on violence prevention behavior among emergency staff of the case hospital. Administrators of the case hospital can use the study results as a norm, and develop coping strategies accordingly.
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"Hospital Authority staff opinion survey on human resources issues." Chinese University of Hong Kong, 1996. http://library.cuhk.edu.hk/record=b5888635.
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by Mo Ka-Keung, Loar, Yuen Wai-Yiu, Elza.Thesis (M.B.A.)--Chinese University of Hong Kong, 1996.
Includes bibliographical references (leaves 71-73).
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
LIST OF FIGURES --- p.iv
ACKNOWLEDGMENT --- p.v
Chapter
Chapter I --- INTRODUCTION --- p.1
Background --- p.1
Objective --- p.3
Chapter II --- LITERATURE REVIEW --- p.4
Chapter III --- METHODOLOGY --- p.7
Chapter IV --- ANALYSIS & RESULTS --- p.10
Chapter V --- CONCLUSION --- p.27
Discussion --- p.27
Survey by Questionnaire --- p.27
Linking Findings to Theory --- p.28
Encouraging Opinions --- p.29
Major Concern Areas --- p.30
Other General Opinions --- p.33
Summary --- p.34
Chapter V --- RECOMMENDATION --- p.35
APPENDIX --- p.41
BIBLIOGRAPHY --- p.71