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1
Wheeler, Herman Henry. "Occupational stress in nurses and midwives and the influence of cognitive style on nurses' perception of work stress." Thesis, University of Birmingham, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.311785.
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Gervais, Roxanne Lisaann. "Patterns of work strain and well-being in nurses." Thesis, University of Hull, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.273654.
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Smedley, Julia Carol. "The epidemiology of low back pain : a longitudinal study in hospital nurses." Thesis, University of Southampton, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285649.
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Peacock, Roland. "Stress in the workplace : studies of psychiatric nurses and prison service workers." Thesis, Cranfield University, 1991. http://dspace.lib.cranfield.ac.uk/handle/1826/10643.
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Extensive depth interviews and self-completion questionnaires were used to assess subjective stress experience and issues relating to coping in samples of psychiatric nurses and prison service workers. Psychiatric nurses working within a psychiatric hospital due for closure had particular problems with stress relating to staff shortages, support from senior managers, and obtaining day-to-day resources. Four stress factors were elicited, the more important being related to staff shortages and support, and disputes. Enrolled Nurses and Staff Nurses, and nurses working within Continuing Care wards experienced the greatest problems with occupational stress in general. Comparative intra-role conflict and type A orientations to work were predictive of greater problems with occupational stress. Occupational stress was also a particular problem for dual careerists and nurses experiencing inter-role conflict. Low job satisfaction was related to greater problems with occupational stress. Prison service workers within a custodial establishment undergoing significant organisational change had particular problems with stress relating to paperwork systems, setting priorities, feelings of lack of appreciation from supervisors, inadequate feedback, and noise. Six stress factors were elicited, the more important being definition of work role, inmates, and setting priorities. Probation Officers experienced the greatest problems with occupational stress in general and the lowest levels of general psychological wellbeing as measured by a modified version of GHQ-12. Around one third of the sample experienced negative effects of stress in some area of their lives. Low job satisfaction was related to greater problems with occupational stress, and was predictive of low morale. Various factors regarding stress-related issues were assessed in terms of their predictive utility in determining basic grade prison officers' intentions to seek transfers and potential for leaving the service. The efficacy of presently used coping strategies and preferences for organisational coping resources were assessed for the two samples. Stress associated with role-related issues and significant events in the workplace are discussed. A model of stress is provided to account for stress in work settings - 'Stress in the workplace' - which defines stress in terms of ineffective coping with psychological demands. A variety of individual and organisational stress management / reduction strategies are reviewed. A general organisational framework for addressing stress in the workplace is provided in appended form.
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Kwandt, Joanne. "The use of humor to relieve stress in psychiatric nurses." W&M ScholarWorks, 1992. https://scholarworks.wm.edu/etd/1539618879.
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The purpose of this study was to investigate the effectiveness of humor as a coping mechanism to relieve work stress of psychiatric registered nurses (RNs).;The population was selected from 31 volunteer RNs who worked thirty-two to forty hours a week in psychiatric hospitals in the Norfolk-Tidewater-Williamsburg-Richmond areas of Virginia. The RNs completed three pretest self-report measurements on stress. The Social Readiness Rating Scale (SRRS) was given to assess preexisting life stress. The Work Environment Scale (WES), and the Psychiatric Nurses' Occupational Stress Scales (PNOSS) were given to measure for pre-treatment work stress.;The RNs were then randomly assigned to one of three workshop groups. The treatment groups had workshops on the use of humor or an alternative coping skill (progressive relaxation) to relieve environmental stress. The control group workshop was on the use of neurological assessment. Each workshop lasted three hours. The first segment taught the basic theory and introduced the skill. The second segment taught the RNs how to use what they learned. The third segment allowed the RNs to practice their new tool. All RNs in all the groups were encouraged to practice their new skills within the hospital environment. The progressive relaxation RNs had a relaxation tape and tape recorder available to use on breaks.;Six weeks after the workshops, the RNs were mailed a packet containing a certificate stating they attended the workshop and two self-report measurements on the WES and PNOSS which were completed and returned to the researcher.;The pretest and posttest measurements were scored by hand. Descriptive statistics were used to measure the central tendency or average and the amount of dispersion or spread. The hypotheses were analyzed by one-way analysis of covariance.;The findings were not significant to the p {dollar}>{dollar} =.05 confidence level. With the particular sample population and the groups, it was concluded that the treatment was not successful in reducing work stress or occupational stress or in changing attitudes in the workplace. However, the study indicates that with a greater sample size and more specificity concerning what work stress is to be measured, significant findings are possible.
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Bosman, Theresa Margaret. "Factors influencing occupational health nurses’ functions and professional development within selected organisations in the Western Cape." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2261.
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Thesis (MTech (Nursing))--Cape Peninsula University of Technology.Occupational Health Nursing (OHN) is a specialised field of nursing that deals with exposure risks, prevention of disease and disability in the workplace. These nurses work in isolation and are dependent upon regulations to ensure compliance. Although there is very good legislation, there are no quality-control systems in place to ensure that standards of care have been met, or that companies are compliant. They also report to managers who do not have any medical background. This raises a concern, as managers, due to their lack of field-specific knowledge, will not be able to ensure quality of work rendered or adherence to compliance. The lack of insight into the functions and responsibilities of the OHNP poses frustrations when requests for training and attending meetings are made by the Occupational Health Nurses. The purpose of this study is to investigate factors that influence the functions and professional development of Occupational Health Nurses. A mixed-method, descriptive design was used. The target population was an entire group of OHNPs, working in the Western Cape only. Four managers from the private and public sector were also selected to participate in this study. Two data-collection tools were utilised. One was a questionnaire that was distributed to the Occupational Health Nurses and subsequent, telephonic interviews were scheduled with the nurses’ direct line managers. The process was initiated after ethical approval was obtained from the Ethics Committee at Cape Peninsula University of Technology. The quantitative data was analysed using The Statistical Package for the Social Sciences (SPSS) (V 23). The qualitative data was transcribed by an independent transcriber and descriptive coding was done, after which thematic content analysis was applied. Managers’ responses confirmed the view of 50% of the Occupational Health Nursing Practitioners (OHNPs) - that they did not understand the functions of the OHNPs. Although the majority of OHNPs work alone, they do not have a locum or an administrator to assist with administrative duties. The majority of OHNPs attend regular development programmes. The respondents indicated that a Continuous Professional Development (CPD) System should be implemented by the South African Nursing Council (SANC)
South African Society of Occupational Health Nurses
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Parhizi, Shaghayegh. "Measuring nurses' response to configurations of work system parameters a data mining approach." Thesis, University of Missouri - Columbia, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10157761.
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Medical error, patient safety and nurses’ performance are some of the critical concerns within healthcare systems. Several factors contribute to nurses’ performance and patient safety including fatigue, sleepiness and work system parameters.
Furthermore, because of a shortage of nurses, working nurses are often experiencing high workloads. They often work in 12- hour shifts and/or consecutive night shifts without receiving enough sleep or recovery. Thus, they frequently are fatigued and suffer from sleep deprivation, which again is negatively associated with patient safety. Therefore, health care researchers and decision makers are interested in developing policies and tools that help decrease nurses’ errors and increase their performance.
Thus, there is a need for a promising approach to understanding nurse fatigue and its causes and consequences that is able to capture dynamic nature of the problem. This study aimed to address this need. In the first step, data were collected from a private hospital. Next, a data mining technique was applied to uncover the patterns and associations among contributing factors that affect performance and patient safety. Finally, a model was developed to measure nurses’ responses to different work system parameters and stressors.
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Brand, Tamari. "An exploration of the relationship between burnout, occupational stress and emotional intelligence in the nursing industry." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/2647.
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Thesis (MA (Industrial Psychology))--University of Stellenbosch, 2007.The aim of this study was to explore the relationship between burnout, occupational stress and emotional intelligence (EI) in the nursing industry and to determine whether emotional intelligence is a moderator in the occupational stress and burnout relationship. The existence of these relationships was explored through a non-experimental controlled inquiry. The constructs were defined as follows: burnout, as a syndrome consisting of three components: Emotional Exhaustion, Depersonalisation and a Reduced sense of Personal Accomplishment (Maslach & Jackson, 1986); EI, as the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work (Palmer & Stough, 2001); and Occupational Stress, as an interaction of variables, which involve the relationship between a person and the environment, which is appraised by the individual as taxing or exceeding coping resources and threatening well-being (Schlebusch, 1998). A sample of 220 individuals was randomly selected from a specialist employment agency (in the medical industry) and consisted of two groups, overtime and contract staff, which included those that are contracted to a private hospital group through the employment agency or alternatively, individuals who are permanently employed by the hospital group, but work additional overtime through the agency (contract workers and overtime workers). Three levels were included (1) Registered Nurses, (2) Enrolled Nurses and (3) Auxiliary Nurses. The Maslach Burnout Inventory – Human Services Survey, the Sources of Work Stress Inventory and Swinburne University Emotional Intelligence Test were administered. A hundred and twenty two (122) respondents completed and returned the questionnaires...
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Wilson, Colleen. "Nurses with human immunodeficiency virus or acquired immunodeficiency syndrome." Thesis, McGill University, 1996. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=23974.
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This thesis will explore the various legal, administrative and ethical issues arising out of the situation in which nurse is HIV-positive or has AIDS. In contrast to the situation of patients suffering from AIDS or HIV, there has been little in the literature, whether legal or medical, on nurses who are infected. The rights and duties of these nurses, testing of nurses for the presence of HIV infection or AIDS and the issue of discrimination are among the matters discussed with reference to relevant legislation and ethical principles.
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Quinn, Paul Gregory. "Becoming Someone Different| A Grounded Theory Study of How Nurses Integrate Pregnancy and Full Time Employment." Thesis, City University of New York, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3589774.
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In the United States, 40% of the contemporary nursing workforce is comprised of women of childbearing age, 65% of whom are employed full-time. Hence, the likelihood of pregnancy occurring for this population at some point in their employment is high. A holistic exploration of how nurses integrate pregnancy and full-time employment has been lacking. The purpose of this research was to explore how primiparous nurses managed pregnancy and full-time employment. Using a grounded theory approach, nurses who were pregnant and delivered their first baby, while employed full-time on 12-hour work shifts, provided a firsthand account of how they incorporated pregnancy with employment.
Nurses, as social actors, experience many interactions in their workplace environment. The basic social process, becoming someone different , emerged to explain those interactions and allowed a substantive grounded theory to be developed. From that exploration, the researcher will present the basic social process, becoming someone different, and the four core categories that arose from the analysis: 1) looking different, feeling different – to explain how the physical and emotional changes of pregnancy result in nurses looking and feeling differently about themselves as nurses; 2) expectations while expecting – where the nurse, with previous experiences and ideas about what is expected of her and what she expects from others, changes how she sees herself, based upon her interactions in the workplace with her peers and coworkers; 3) connecting differently – explains how the nurse, while pregnant, develops new relationships and interactions with the people in her environment, specifically her peers, coworkers and patients, and 4) transitioning labor – where, despite challenges from interactions within the workplace from coworkers or tasks, the participant nurses began to focus on their eventual maternity leave and working as long as possible up to the time of delivery in order to prolong that maternity leave.
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Feng, Feifei. "Hospital nurses' attitudes to work : a case study of a Chinese hospital." Thesis, University of Wolverhampton, 2018. http://hdl.handle.net/2436/622069.
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The aim of this study is to explore what the relevant factors of nurses' attitudes to and at work are. These include the separate but related hypotheses - the nature of the profession and changes in terms of management and training; the nature of the work situation including contracts and pay determination; and the nature of work relations as they impinge on nurse status including relations with co-workers and patients. All of which can be understood and compared with other workers in terms of both labour process and industrial relations as Goldthorpe (1968) did in the study of car workers. In the context of the contemporary Chinese social and political economy, the research also evaluates the roles of the government and how it affects nurses' attitudes to the profession. It is grounded in a case study of 330 nurses in a Chinese public sector hospital, using questionnaires, interviews, and documentary evidence on government policies and hospital practices. The findings suggest that nurses at the case study hospital are frequently put under pressure due to the high number of patients they are expected to care for. This was caused by insufficient government funding for public sector hospitals, and the pressure to improve overall efficiency within the health service. The use of different types of employment contracts for nurses has caused strong resentment among nurses because it fails to award 'equal pay for equal work'. In addition, the current system used in many Chinese hospitals for nurse education, recruitment, training and development, and pay have not helped establish realistic expectations of nursing or rewarded nurses for the work they do effectively.
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Yoo, Kyung-Hae. "Expectation and evaluation of occupational health nursing services as perceived by occupational health nurses, employees and employers in the United Kingdom." Thesis, University of Ulster, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.292793.
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Mollica, John A. "Exploring the Relationship between Patient Acuity and Fatigue among Nurses." Ohio University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1587375659501817.
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Lanz, Julie J. "Examining the Impact of Resilience on Work Stress and Strains in Nurses." FIU Digital Commons, 2015. http://digitalcommons.fiu.edu/etd/2232.
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To address commonly cited organizational and personal outcomes in the nursing industry, it is important to identify factors that may mitigate the relationship between workplace stressors and strains such as turnover intentions, job satisfaction, burnout, and injuries. The purpose of the current study is to explore the role of trait resilience on the emotion-centered model of job stress in a sample of U.S. nurses. The study uses a multiwave design to examine the mitigating role of trait resilience on work strains in nurses. In a sample of 185 nurses and 97 multiwave pairs, resilience was found to be significantly related to job-related affect, turnover intentions, job satisfaction, emotional exhaustion, and personal accomplishment. Using multiple regression analyses, the relative effects of four common stressors affecting nurses were compared: interpersonal conflict at work, quantitative workload, emotional labor, and traumatic events. After accounting for the common workplace stressors that nurses experience, interpersonal conflict at work was the only significant predictor of emotional and behavioral strains among nurses. Moreover, resilience was found to moderate the relationship between interpersonal conflict at work and job-related negative affect such that nurses that were high on resilience reported lower job-related negative affect. Given these significant relationships, resilience in the nursing industry should be further explored, as well as the potential for resilience training in the health care sector.
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Gers, Keith Edward. "Predictors of absenteeism among hospital nurses: An examination of Blau amd Boal's model of absenteeism behavior." CSUSB ScholarWorks, 1989. https://scholarworks.lib.csusb.edu/etd-project/441.
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Ngesa, Anna Adhiambo. "The management of blood and body fluids in a Kenyan university hospital : a nursing perspective." Thesis, Link to the online version, 2008. http://hdl.handle.net/10019/884.
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Jacobs, Laurie Marie. "Work Stress Reactivity and Health Outcomes: A Study of Nurses." PDXScholar, 2013. https://pdxscholar.library.pdx.edu/open_access_etds/1515.
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Negative events encountered in daily life influence individual well-being. Individuals vary in their reactivity to these events, the extent to which they are behaviorally, physiologically, and psychologically influenced by them (Almeida, 2005; Neupert, Almeida, & Charles, 2007). Reactivity to events in the form of changes in health behavior could represent either an attempt at coping (Cooper, Frone, Russell, & Mudar, 1995) or a stressor-related failure of self-control (Muraven & Baumeister, 2000). Such changes in behavior could have later effects on health.
Although a great deal of attention has been paid to both the immediate and long-term effects of stressors on individuals, little is understood about the potential relationship between these immediate and long-term consequences. Exploration of this connection could not only expand the understanding of the relationships between stressors, behavior, and well-being, but also inform intervention strategies.
One important domain in which stressors occur is work; certain occupations such as nursing expose individuals to a greater likelihood of experiencing stressors simply by nature of the tasks and/or environment involved. As a nursing shortage continues, stress is in fact one of the most-often cited reasons for nurses to leave the profession (Cangelosi, Markham, & Bounds, 1998). Using a sample drawn from the Oregon Nurse Retention Project and the relatively novel statistical method of slopes-as-predictors, I examined the relationships between work stressors and nurses' health behaviors (alcohol consumption, diet, exercise) and then used those relationships as predictors of follow-up outcomes (depression, life satisfaction, perceived health).
Significant variability was found for five combinations of stressors and health behaviors, indicating that varying patterns of health behavior reactivity were indeed present in this sample; moreover four of those five stressor-behavior (reactivity) slopes emerged as significant predictors of later health and well-being. Notably, reactivity in the form of increased days of exercise during weeks of greater demands or negative events was associated with lower depression scores, and reactivity in the form of increased days of exercise during weeks of greater conflicts was associated with greater satisfaction with life. Implications of these findings, including the importance of exercise in maintaining well-being, are discussed.
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Du, Toit Jacqueline. "The scope of bullying among nurses in a public hospital in the Free State : a mixed-method study." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80304.
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Thesis (MComm)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Orientation: Bullying is a form of counterproductive behaviour that is more subtle and more difficult to detect and that can be instigated by either individual or organisational antecedents. Research purpose: This study aims to explore bullying in a public hospital, and strives to contribute to the body of knowledge by providing guidance not only to organisational practitioners but also to employees to assist with the formation of policies and procedures to protect employees against bullying. Motivation for the study: Bullying is currently a substantial phenomenon in schools, and little research exists in South Africa that explains the extent of bullying within organisations. The focus of the study is to explore the possible antecedents and cost of bullying within a public hospital and to provide guidelines for the prevention of bullying behaviour. Research design, approach and method: The design followed was that of a mixed-method study. First, a quantitative approach was used whereby questionnaires were distributed to 77 participants. The questionnaire consisted of five sections, namely demographic particulars, prevalence of bullying and intervention against bullying, types of bullying, Negative Acts Questionnaire and Work Harassment Scale, and the cost of bullying. Data was then analysed by means of descriptive statistics to determine the sample group with the highest prevalence of bullying. The second approach was a qualitative approach that included conducting an in-depth interview with seven participants who volunteered to be interviewed. Main findings: The results represented and discussed suggest that bullying is prevalent in the public hospital in the Free State, and that some of the most prevalent behaviours are that of interrupting someone while they are speaking, belittling someone’s opinion, excessive monitoring of work, or flaunting one’s status or authority. Antecedents such as attitude, job environment, perception, power and language have been identified as possible causes for bullying behaviour. Whereas anxiety, not looking forward to going to work and constantly feeling tired are some of the psychological cost, a high frequency of sick leave indicated the organisational cost of bullying. Practical/managerial implications: Participants suggested the following interventions that can be implemented by the organisation to possibly prevent bullying behaviour: an orientation programme; a policy on how to interact with staff; complying with the language policy; creating a grievance policy; support groups and training with a specific focus on anger management; emotional intelligence, and coping skills. Contribution: While bullying is prevalent and actively combated elsewhere in the world and in local schools, the importance and consequences thereof should still be realised in South African organisations. This study examined the prevalence of bullying in a public hospital, and the possible antecedents of bullying behaviour, the cost of such behaviours that should be considered by the organisation, and possible interventions that could be implemented. In line with the literature, South African organisations can benefit from realising the importance and implementation thereof.
AFRIKAANSE OPSOMMING: Oriëntasie: Bullebakkery is 'n vorm van onproduktiewe gedrag wat meer subtiel is en moeiliker is om te bepaal. Dit word aangehits deur individuele asook organisatoriese faktore. Doel van navorsing: Hierdie studie het ten doel om bullebakery te verken in 'n publieke hospitaal, en streef daarna om by te dra tot die literatuur, deur riglyne te verskaf om organisatoriese praktisyns, maar ook werknemers te help met die vorming van beleide en prosedures om werknemers teen die bullebakery te beskerm. Motivering: Bullebakery is tans 'n groot fenomeen in skole, en min navorsing bestaan in Suid-Afrika wat die omvang van bullebakery binne organisasies kan verduidelik. Die fokus van die studie is om die moontlike faktore en die koste van bullebakery in 'n publieke hospitaal te ondersoek en riglyne vir die voorkoming van bullebakery te voorsien. Ontwerp, benadering en metode van navorsing: Die navoringsontwerp wat gevolg is, is 'n gemengde metode studie. Eerstens, is 'n kwantitatiewe benadering gevolg waarvolgens vraelyste aan 77 deelnemers uitgedeel is. Die vraelys bestaan uit vyf afdelings, naamlik: demografiese besonderhede, die voorkoms van bullebakery en intervensies teen bullebakery, tipes bullebakery, negatiewe gedragvraelys en werkteisteringvraelys, en die koste van bullebakery. Data is deur middel van beskrywende statistiek ontleed om die steekproef met die hoogste voorkoms van bullebakery te bepaal. Die tweede benadering wat gevolg is, is 'n kwalitatiewe benadering, met die uitvoering van 'n in-diepte onderhoud met sewe deelnemers wat vrywillig aan 'n onderhoud deelgeneem het. Vernaamste bevindings: Die resultate en bespreking daarvan dui daarop dat bullebakery algemeen voorkom in die openbare hospitaal in die Vrystaat. Dit dui aan dat die algemeenste bullebakery behels die onderbreking van iemand terwyl hulle praat, verkleinering van iemand se opinie, oormatige monitering van werk en dan spog met jou status of gesag. Faktore soos houding, werksomgewing, persepsie, krag en taal is geïdentifiseer as moontlike oorsake vir die bullebakery gedrag. Verder is angs, om nie daarna uit te sien om te gaan werk nie en voortdurende moegheid, as sommige van die sielkundige koste van bullebakery wat geïdentifiseer is. ‘n Hoë frekwensie van siekteverlof is geïdentifeer as die organisatoriese koste van bullebakery. Praktiese/bestuursimplikasies: Die deelnemers het aangevoer dat die volgende stappe deur die organisasie geïmplementeer kan word om moontlik bullebakery te voorkom: 'n oriënteringsprogram, 'n beleid oor hoe om te kommunikeer met die personeel, navolging van die taalbeleid, die skep van 'n griefbeleid, ondersteuningsgroepe; opleiding met 'n spesifieke fokus op woedebestuur, emosionele intelligensie en hanteringsvaardighede. Bydrae: Terwyl die bullebakery algemeen en aktief in plaaslike skole bestry word, is dit ook van belang om die impak daarvan op Suid-Afrikaanse organisasies te ondersoek. Die fokus van hierdie studie is die ondersoek na bullebakery in 'n publieke hospitaal en die moontlike oorsake daarvanvan, die koste van sodanige gedrag wat deur organisasies oorweeg moet word, en moontlike intervensies wat geïmplementeer kan word. In ooreenstemming met die literatuur kan Suid-Afrikaanse organisasies baat vind deur die belangrikheid van die implementering daarvan te besef.
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Zhou, Zhiqing. "Effects of Workplace Incivility on Nurses' Emotions, Well-being, and Behaviors: A Longitudinal Study." Scholar Commons, 2014. https://scholarcommons.usf.edu/etd/5338.
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This dissertation used an experience sampling design to examine effects of experienced workplace incivility from three categories of organizational insiders (coworkers, supervisors, and physicians) and from organizational outsiders (patients and their visitors) on targets' emotions, burnout, physical symptoms, and their own uncivil behaviors toward each of the four groups of people. Data were collected from 75 nurses with each nurse responding to online surveys twice per week for 5 consecutive weeks. Results from hierarchical linear modeling showed that within individuals, negative emotions were positively associated with experienced workplace incivility (overall and source-specific), burnout was positively associated with overall workplace incivility and incivility from coworkers, and that physical symptoms were positively associated with experienced workplace incivility from supervisors. In addition, within individuals overall and source-specific experienced workplace incivility all positively predicted targets' own uncivil behaviors correspondingly. None of the proposed moderating effects of three between-person level personality traits (emotional stability, hostile attribution bias, and emotional competence) were supported, and the only significant moderating effect found was that emotional stability moderated the relationship between experienced workplace incivility from- and targets' own uncivil behaviors toward- supervisors was opposite to the prediction. Further, both violence prevention climate and civility climate showed main effects in negatively predicting participants' own uncivil behaviors, but only violence prevention and two of its dimensions (policies and procedures, and pressure for unsafe practices) buffered some of the negative effects of experienced workplace incivility. In summary, the current study found that within individuals experienced workplace incivility had negative effects on targets' emotions, well-being, and behaviors, and that perceived violence prevention climate buffered some of the negative effects.
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Anton-Solanas, Isabel. "Nurses, practicantes and volunteers : the dissolution of practice and professional boundaries during the Spanish Civil War (1936-1939)." Thesis, University of Manchester, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.517455.
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A hypothetical journey from the moment a soldier was wounded to his discharge from the field hospital was detailed in order to provide an idea of the organisation of military health services, evacuation strategy and roles of health care personnel during the Spanish Civil War. It was observed that despite both Nationalists and Republicans formally banning female nurses as part of the military units stationed on the front lines, nurses working at the auto-chirs, advanced surgical units and some field hospitals often found themselves only metres from the firing lines. Both men and women volunteered to nurse the war casualties from the start. It was soon observed, however, that untrained nursing staff could often cause more harm than benefit to patients, hence training courses for both nurses and orderlies were organised by a variety of organisations and political groups all over Spain. Due to the circumstances of war, nursing experienced a clear practical development expanding its professional boundaries from core to complex procedures which, until the outbreak of war, had been the sole responsibility of another professional group known as practicante. Nursing's unchallenged evolutionary process during the Spanish Civil War was explained by a number of factors including not only the war situation itself but the large number of nurses available, their determination, adaptability and capacity to evolve in order to meet the new health care needs of the population. The impact of key individuals such as Mercedes Mil, Inspector General of all Female Hospital Personnel, in the Nationalist side, and the nurses of the International Brigades, in the Republican side, on Spanish nursing was also significant. The evidence confirmed the hypothesis that the Civil War exerted a positive impact on Spanish nursing.
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Simmons, Nicholas L. "The Validation of a Structured Situational Interview for Registered and Licensed Practical Nurses." TopSCHOLAR®, 2010. http://digitalcommons.wku.edu/theses/152.
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The profession of nursing is experiencing a shortage of qualified nursing professionals. Hospitals understaffed with nurses are likely to experience several negative consequences including low quality care, which places the health and safety of patients at risk. In order to ensure an effective selection process for hospital nurses, a structured situational interview, developed using a content validation approach, was validated using a criterion-related approach.
Interviews that have a high degree of structure consistently demonstrate higher predictive validities with job performance than do interviews with less structure. The structured situational interview in this study had a high degree of structure and was developed after a job analysis was completed. Interviewee responses were evaluated using a behavioral summation scale.
The results of the current study confirmed the hypothesis that there would be a positive relationship between nursing student interview scores and Grade Point Average, thus indicating that the structured interview should be useful in the selection of professionals in the field of nursing. However, the observed validity coefficient (r = .29) was lower than expected based on a review of previous research on the criterion-related validity of structured situational interviews. It is recommended that future research with this instrument use a larger sample of nurse incumbents as participants and nurse managers as interviewers. Additional interview items, developed following a content validity approach, would likely increase the reliability and the validity of the interview
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Belelie, Cindylou. "The relationship of SOC to well-being and its effect on the perception of a selected number of work characteristics." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53675.
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Thesis (MA)--University of Stellenbosch, 2002.ENGLISH ABSTRACT: Many Black nurses who originally come from previously disadvantaged communities find themselves at present in relatively senior positions. The reality is, however, that many of these employees are still residing in residential areas where transformation and changes are still very limited and progress hardly noticeable. Such employees experience the stressful world of nursing on the one hand while on the other hand they also have to battle with the realities of the legacy of Apartheid. These may include aspects such as financial burdens, long distances from work, poor public transport, high crime rates in their communities and schools that are yet to improve standards. There are still Black South Africans, amongst them Black nursing sisters, who have to battle with these problems daily, in addition to having to cope with occupational stressors. One would assume then that they may be experiencing a large degree of strain and burnout. This research was therefore concerned with those nurses who remain productive and efficient in their work by overcoming constant occupational and non-occupational demands and stressors. Not all nurses, however, experience ill health due to stressors. There are nurses who do cope well. Two research questions were investigated with reference to the above: (a) Why some Black nursing sisters appear to cope better than others; and (b) What the role of Sense of Coherence (SOC) is as a coping resource. The study therefore investigated the statistical relationship between (a) SOC and well-being and (b) the effect that SOC has on the perception of a selected number of work characteristics. Significant Pearson Correlations were found between SOC and psychosomatic strain symptoms and burnout frequency. No significant relationship was found between SOC and burnout intensity. A significant relationship was found between SOC and work demands, as well as SOC and career rewards. Findings further indicate that no significant relationship was found between organisational climate, leadership relations, influence at work, time pressures and adverse factors in the work environment. Two-way ANOVAs indicate that no significant main effect exists in respect of SOC on psychosomatic strain symptoms. The study also indicates that a significant main effect exists for SOC on burnout frequency, whereas no significant main effect exists for SOC on burnout intensity. No significant interaction effect exists between SOC and age on psychosomatic strain symptoms, burnout frequency and burnout intensity. A significant interaction effect exists between SOC and education level on burnout intensity, while there is no significant interaction effect between SOC and educational level on psychosomatic strain symptoms and burnout frequency. A significant main effect exists for SOC on the perception of leadership relations, influence at work and career rewards. Findings further indicate that no significant main effect exists for SOC on the perception of: orgnisational climate, time pressures, work demands and adverse factors in the work environment. No significant interaction effect exists between SOC and age on the perception of organisational climate, influence at work, work demands, time pressures, career rewards, leadership relations and adverse factors in the work environment. Results indicate that no significant interaction effect exists between SOC and educational level on the perception of organisational climate, influence at work, work demands, time pressures, career rewards, leadership relations and adverse factors in the work environment. The results thus indicate that a positive correlation exists between SOC and wellbeing.
AFRIKAANSE OPSOMMING: Talle verpleegters uit voorheen benadeelde gebiede, bevind hulself huidiglik in relatiewe senior posisies. Die werklikheid is egter dat hierdie werknemers nog steeds onder andere in woongebiede bly waar transformasie en verandering gering is en algemene vordering nie waarneembaar is nie. Hierdie werknemers ondervind die stresvolle omstandighede van verpleging eendersyds en andersyds voer hulle 'n stryd teen die nalatenskap van apartheid. Dit kan aspekte soos finansiele probleme, lang afstande van hul werkplek, publieke vervoer, hoë misdaadsyfers in hul gemeenskappe asook skole waar die opvoedkundige standaarde nog aangespreek moet word, insluit. Daar is nog talle Swart Suid-Afrikaners, Swart verpleegsusters onder andere wat daagliks met hierdie probleme die stryd voer met 'n langsame veranderingsproses, terwyl hulle ook met talle stressors in hul beroepe te make het. Dit kan dus aanvaar word dat hierdie persone 'n groot mate van stres en uitbranding ondervind. Hierdie navorsing het te make met daardie groep verpleegsters wat produktief en bekwaam in hul werk bly funksioneer het, weens die feit dat hulle hierdie voordurende beroeps-en nie-beroeps vereistes en stressors suksesvol die hoof kan bied. Nie al die verpleegsters se geestegesondheid word dus deur genoemde stresfaktore benadeel nie en kan deurgaans effektief funksioneer. Twee navorsings-vraagstukke is met betrekking tot bogenoemde Suid-Afrikaanse realiteit ondersoek: (a) Waarom sommige Swart verpleegsusters die stressors in hul beroeps-en lewensomstandighede beter as ander hanteer en (b) Watter rol speel koherensiebelewing ("SOC") as enstreshantering meganisme. Die studie het (a) die verhouding tussen koherensiebelewing en werknemer welsyn en (b) die rol van koherensiebelewing ("SOC") as enmeganisme vir die hantering van stres, nagevors. Beduidende Pearson Korrelasies tussen koherensiebelewing, psigosomatiese stressimptome en die frekwensie van uitbranding is gevind. Geen beduidende verband is tussen koherensiebelewing, werkseise en loopbaanbelonings gevind nie. Die resultate dui verder aan dat daar geen beduidende verband tussen organisatoriese klimaat, leierskap verhoudings, invloed by die werk, tydsdruk, en nadelige faktore in die werksomgewing bestaan nie. Twee-rigting variansie ontledings dui egter aan dat daar geen beduidende hoof effek tussen koherensiebelewing en psigosomatiese stressimptome bestaan nie. Die studie dui ook op 'n beduidende hoof effek tussen koherensiebelewing en die frekwensie van uitbranding. Geen beduidende hoof effek is tussen koherensiebelewing en uitbranding intensiteit gevind. Geen beduidende interaksie effek bestaan tussen koherensiebelewing en ouderdom op psigomatiese stressimptome, frekwensie van uitbrandiqg en uitbrandings intensiteit nie. 'n Beduidende interaksie effek bestaan tussen koherensiebelewing en opvoedkundige kwalifikasie op uitbranding intensiteit, terwyl daar geen interaksie effek bestaan tussen psigomatiese stressimptome en frekwensie van uitbranding nie. 'n Beduidende hoof effek ten opsigte van koherensiebelewing op die persepsie van leierskap-verhoudings, invloede by die werk, en loopbaanbelonings is gevind. Die navorsing dui verder daarop dat geen betekenisvolle hoof effek bestaan ten opsigte van koherensiebelewing op die persepsie van organisatoriese klimaat, tydsdruk, werksvereistes en nadelige faktore in die werksomgewing nie. 'n Statisties beduidende hoof effek ten opsigte van koherensiebelewing op die persepsie van leierskap-verhoudings, invloede by die werk, en loopbaanbelonings, bestaan. Geen beduidende interaksie effek bestaan tussen koherensiebelewing en ouderdom op die persepsie van organisatoriese klimaat, invloed by die werk, werkseise, tydsdruk, loopbaanbelonings, leierskap-verhoudings en nadelige faktore in die werksomgewing nie. Resultate toon geen statisties beduidende interaksie effek tussen koherensiebelewing en opvoedkundige kwalifikasie op die persepsie van organisatoriese klimaat, invloede by die werk, werkseise, tydsdruk, loopbaanbelonings, leierskap-verhoudings en nadelige faktore by die werk nie. Die resultate dui derhalwe op 'n positiewe verband tussen koheresensiebelewing en werknemerwelstand.
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Li, Jing. "Lower Extremity Musculoskeletal Disorders in In-Patient Hospital Based Staff Nurses: Prevalence and Risk Factors." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1512089725166484.
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Balnave, Nikola Robyn. "Industrial Welfarism in Australia 1890-1965." Thesis, The University of Sydney, 2002. http://hdl.handle.net/2123/572.
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This thesis examines industrial welfarism in Australia from 1890 to 1965. This period witnessed the gradual spread of the welfarism movement throughout Australian industry as employers sought ways to increase productivity and control in the face of external challenges. Once reaching its peak in the immediate post-War period, the welfarism movement was gradually subsumed as part of the increasing formalisation of personnel management. Waves of interest in welfare provision coincided with periods of labour shortage and/or labour militancy in Australia, indicating its dual role in the management of labour. Firstly, by offering benefits and services beyond that made necessary by the law or industrial awards, welfarism was designed to create a pool of good quality workers for management to draw from. Secondly, managers sought to enhance their control over these workers and their productive effort, using welfarism as a technique to build worker consent to managerial authority. This could be achieved through subtle methods aimed at boosting loyalty and morale, or through more direct programs designed to increase worker dependency on the company. In both ways, individual and collective worker resistance could be minimised, thereby reinforcing managerial prerogative. Despite its adoption by a variety of companies, a number of economic, political and institutional factors limited the extent of industrial welfarism in Australia. These include the small-scale of most enterprises prior to the Second World War, state involvement in the area of industrial relations and welfare provision, and the strength of organised labour. While the welfarism movement did not reach the heights experienced overseas, it nonetheless provided an important contribution to the development of formal labour management in Australia.
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Balnave, Nikola Robyn. "Industrial Welfarism in Australia 1890-1965." University of Sydney. Work and Organisational Studies, 2002. http://hdl.handle.net/2123/572.
Full textAbstract:
This thesis examines industrial welfarism in Australia from 1890 to 1965. This period witnessed the gradual spread of the welfarism movement throughout Australian industry as employers sought ways to increase productivity and control in the face of external challenges. Once reaching its peak in the immediate post-War period, the welfarism movement was gradually subsumed as part of the increasing formalisation of personnel management. Waves of interest in welfare provision coincided with periods of labour shortage and/or labour militancy in Australia, indicating its dual role in the management of labour. Firstly, by offering benefits and services beyond that made necessary by the law or industrial awards, welfarism was designed to create a pool of good quality workers for management to draw from. Secondly, managers sought to enhance their control over these workers and their productive effort, using welfarism as a technique to build worker consent to managerial authority. This could be achieved through subtle methods aimed at boosting loyalty and morale, or through more direct programs designed to increase worker dependency on the company. In both ways, individual and collective worker resistance could be minimised, thereby reinforcing managerial prerogative. Despite its adoption by a variety of companies, a number of economic, political and institutional factors limited the extent of industrial welfarism in Australia. These include the small-scale of most enterprises prior to the Second World War, state involvement in the area of industrial relations and welfare provision, and the strength of organised labour. While the welfarism movement did not reach the heights experienced overseas, it nonetheless provided an important contribution to the development of formal labour management in Australia.
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Keorekile, Opelo. "Occupational health hazards encountered by nurses at Letsholathebe II memorial hospital in Maun, Botswana." Thesis, University of Limpopo, 2015. http://hdl.handle.net/10386/1613.
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Thesis (MPH.) -- University of Limpopo, 2015Nurses are an integral component of the health care delivery system and they encounter occupational health problems classified as biological, chemical, physical, and psychosocial hazards. Nurses also face health hazards such as Hepatitis B, Acquired Immune Deficiency Syndrome, tuberculosis, cytotoxic drugs, anesthetic agents, needle stick injury, back pain, and stress. At Letsholathebe II Memorial Hospital in Maun, nurses and other health professionals face occupational health and safety risks at the workplace. Aim and Objectives The aim of the study was to identify the occupational health hazards encountered by nurses at Letsholathebe II Memorial Hospital in Maun, Botswana. The objectives were to identify occupational health hazards at Letsholathebe II Memorial Hospital; determine organic and inorganic disorders caused by occupational health hazards; determine coping mechanisms of nurses towards occupational health hazards and the compliance of nurses to written protocols that address occupational health hazards. Research Method and Design A quantitative descriptive cross-sectional method was adopted. The population comprised 200 nurses employed at Letsholathebe II Memorial Hospital. Simple random sampling was used to select 132 nurses who participated in the study. A self-administered questionnaire was used for data collection. Descriptive and inferential statistics were used for data analysis. Results The study revealed health hazards namely; back aches, frequent headaches, and persistent tiredness; mercury, solvents and anaesthetic gases; HIV, streptococcus, staphylococcus, Hepatitis B and measles. Nurses also reported fatigue, loss of sleep due to stress, anxiety and persistent tiredness. Conclusion The study concluded that nurses at Letsholathebe ll Memorial hospital experienced physical, chemical, biological and psychological health hazards. Recommendations The study recommends that nurses should have access to OHS information, that OHS awareness should be created at Letsholathebe II Memorial Hospital.
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Yeats, Rowena Margaret. "An ethnographic study of the impact of service transition on the well-being of nurses in two National Health Service acute trusts." Thesis, University of Birmingham, 2013. http://etheses.bham.ac.uk//id/eprint/4633/.
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The National Health Service (NHS) continues to go through a period of considerable transition as health services change to meet the needs of a 21st century population. Staff are acknowledged as key to such processes. Staff well-being is a key concept in organisational change literature. For example, levels of staff well-being can be used to measure the success of organisational change. Existing literature has established that a number of different features of change are associated with staff well-being such as levels of control and demand, and social support. The study presented here extends these relationships to focus on how and why staff well-being is influenced during organisational transition. An ethnographic approach was used to observe two surgical units, both of which were undertaking transitions by relocating to new purpose-built facilities. Findings are arranged around three different themes and within each theme a number of aspects of the change were found to be driving effects on well-being: 1) information and communication during transition: the extent to which change-related communications were consultative/participatory, well-scheduled, transparent and incorporated job-related technical information; 2) the nature of the transition: working with ‘unsuitable’ patients, working in restrictive and disconnected work spaces and the fast-paced nature of work; 3) the impact of the transition on social relationships: the presence of support structures and changes to team dynamics. This investigation contributes to improving understanding of what affects staff well-being during change. A number recommendations for best practice are subsequently formulated.
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Mohammed, Sheila. "Evaluation of Occupational Risk Factors for Nurses and CNAs: Analysis of Florida Workers' Compensation Claims Database." Scholar Commons, 2013. http://scholarcommons.usf.edu/etd/4731.
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Musculoskeletal injuries lead to most claims even though needlestick injuries receive the most attention. In 2010, health expenditures in the United States neared $2.6 trillion. CNAs, orderlies, and attendants had the highest rates of musculoskeletal disorders of all occupations with an incidence of 249 per 10,000 compared to 34 per 10,000 for all workers. The financial burden of back injuries in the healthcare industry is estimated to add up to $20 billion annually. Data was extracted for cause of injury, nature of injury and body part injured. Extracted data was analyzed both descriptively and by logistic and linear regression using SAS version 9.2. Results were significant for falls, lifting, being struck and pushing and pulling as major causes for injury. Regarding the nature of injury, sprains and strains constituted the majority of claims. The lower back was the body part most commonly injured in a claim. It was concluded that emphasis must be placed on risk factors for musculoskeletal injuries such as falls, lifting, temporal and environmental factors, age and lifestyle factors rather than needlestick injuries.
Results from this study will be used to characterize risk factors for occupational injuries in CNAs and nurses, and to devise and implement preventive measures, including new legislation, to curb such injuries.
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Dahling, Jason J. "SUPPRESSING POSITIVE EMOTIONAL DISPLAYS AT WORK: AN ANALYSIS OF THE INDIVIDUAL AND ORGANIZATIONAL CONSEQUENCES AMONG NURSES." Akron, OH : University of Akron, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1195068338.
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Dissertation (Ph. D.)--University of Akron, Dept. of Psychology, 2007."December, 2007." Title from electronic dissertation title page (viewed 03/21/2008) Advisor, James M. Diefendorff; Committee members, Robert G. Lord, Rebecca J. Erickson, Rosalie J. Hall, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Ronald F. Levant; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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Berry, Elizabeth Anne. "Self Esteem, Locus of Control, and the Relationship with Registered Nurses' Experience with Workplace Incivility." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/489.
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The study's purpose is evaluating the relationship between locus of control and selfesteem
in relation to the registered nurse's experience and perception with lateral and
vertical incivility. There is a lack of research concerning nurse-to-nurse incivility within
the nursing profession. The hypothesis examined whether dynamics of locus of control
and self-esteem could provide insight into the personality dynamics influencing incivility
in the workplace. This non-experimental quantitative study used 2 self-evaluation tools
and 1 demographic survey tool to collect data via Survey Monkey, a commercial data
collection company. Participants were 65 randomly selected faculty (n = 36) and
graduate students (n = 29) from schools of nursing in Southern California, all active
practitioners. Descriptive statistics provided the demographic data and RNs' experience
of incivility analysis. Inferential statistics, t-test, and Pearson's correlation analyzed the
relationships between study variables. Study results indicated no significant negative
relationship between RNs' perceived experience with lateral and vertical incivility, and
RNs' level of self-esteem and locus of control. Participants indicated a greater than 80%
experience with incivility in the work place either directed at the participant or towards a
colleague. The study results will be of interest to health provider managers as a means of
insight into the pervasiveness of incivility in the workforce. The study indicated the
problem of professional incivility is widely encountered, it rules out the hypotheses that
self-esteem and locus of control are related to the problem, and it encourages the need for
further study as to the etiology and dynamics of the problem.
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Pham, Hieu Chi. "Effects of feedback, education, and work experience on self-efficacy." CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/2985.
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Examines the contextual effects of social persuasion (represented by self, client, peer and supervisor's feedback) and mastery experiences (represented by formal level of education and work experience) on specific self-efficacy outcomes and perceived advancement potential in a sample population of nurses at a Southern California hospital. Results of the study suggest that self, client, peer, and supervisor's feedback consistently predict significant self-efficacy outcomes.
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Smuts, Nicolette. "The elaboration and empirical evaluation of a partial talent management competency model in the nursing profession." Thesis, Stellenbosch : Stellenbosch University, 2011. http://hdl.handle.net/10019.1/17786.
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Thesis (MComm)--Stellenbosch University, 2011.ENGLISH ABSTRACT: This study stems from an urgent need to understand which factors contribute to nurse practitioners’ intention to quit, and consequently what organisations can do to retain these practitioners. There is increased pressure on the healthcare sector, more specifically nursing, due to a severe shortage in this discipline. These shortages are not an isolated phenomenon, but influence the private as well as public sector worldwide, as well as in South Africa. A multitude of factors contribute to the fact that nursing is a scarce skill worldwide. Some factors are controllable, others not. By isolating the controllable factors, organisations and managers can be equipped to put action plans in place to decrease the impact of this crisis. Processes and action plans to enlarge the nursing pool, and also to retain the current workforce, can contribute to overcoming this challenge. There is proof that the implementation of a structured talent management programme can contribute to overcoming this challenge. Line managers and their competence regarding the management of personnel play a key role in such a talent management programme. This study has as its objective to re-evaluate an existing talent management competency model for line managers, and to propose additional variables that can influence organisational outcomes like job satisfaction, organisational commitment and turnover intention. By understanding which line manager competencies influence organisational outcomes, and the manner in which they influence these outcomes, line managers as well as organisations can be equipped to formulate processes and programmes that can contribute to the retention of a scarce skill, and importantly, also minimise the impact of a worldwide crisis. The results of the study indicated that the operationalisation of the talent management competencies failed. The originally proposed model consequently had to be reduced by deleting all talent management latent variables from the model. Poor model fit was obtained for the reduced model. Modifications were, however, made to the reduced model based on modification index suggestions derived from the data. The modified model showed good fit and support was obtained for all the paths in the modified model. Crossvalidation of the modified model was recommended.
AFRIKAANSE OPSOMMING: Hierdie studie spruit uit ‘n dringende behoefte om te verstaan watter faktore daartoe bydra dat verpleegkundiges die voorneme ontwikkel om ‘n organisasie te verlaat, en gevolglik wat organisasies kan doen om verpleegkundiges wel te behou. Toenemende druk word in die gesondheidsorgsektor ervaar, meer spesifiek op verpleging, weens ernstige tekorte in hierdie dissipline. Hierdie tekorte is nie ‘n geïsoleerde verskynsel nie, maar raak die privaatsektor sowel as die publieke sektor wêreldwyd, sowel as Suid-Afrika. ‘n Veelvoud van faktore dra daartoe by dat verpleegkunde ‘n skaars vaardigheid wêreldwyd is. Sekere faktore is beheerbaar, ander nie. Deur die beheerbare faktore te isoleer, kan organisasies en bestuurders aksieplanne in plek stel om die impak van hierdie krisis te verminder. Prosesse en aksieplanne om byvoorbeeld die verplegingpoel te vergroot, en ook om die huidige werksmag te behou, kan bydra tot die oorbrugging van hierdie uitdaging. Daar is bewyse dat die implementering van ‘n gestruktureerde talentbestuurprogram kan bydra om hierdie uitdaging te oorkom. ‘n Sleutelrol in so ‘n talentbestuurprogram, is die lynbestuurder en sy/haar bevoegdheid ten opsigte van die bestuur van personeel. Hierdie studie het ten doel om ‘n bestaande talentbestuurmodel vir lynbestuurders te her-evalueer en addisionele veranderlikes voor te stel wat organisasie-uitkomste soos werkstevredenheid, organisasie-verbondenheid en voorneme om te bedank beïnvloed. Deur te verstaan watter lynbestuurbevoegdhede organisasie-uitkomste beïnvloed en die wyse waarop hierdie bevoegdhede op hierdie uitkomste inwerk, kan lynbestuurders, sowel as organisasies, toegerus word om prosesse en programme te formuleer. Hierdie programme kan ‘n bydra lewer tot die behoud van ‘n skaars vaardigheid, en sodoende die impak van ‘n wêreldwye krisis minimaliseer. Die resultate van die studie het aangetoon dat die operasionalisering van die talentbestuurbevoegdhede onsuksesvol was. Die oorspronklik voorgestelde model moes gevolglik gereduseer word deur die talentbestuur-latente veranderlikes uit die model te verwyder. Swak modelpassing is vir die gereduseerde model bevind. Wysigings is egter aan die gereduseerde model aangebring gebaseer op modifikasie-indeksvoorstelle afgelei uit die data. Die gewysigde model het goeie passing getoon en steun is vir al die bane in die gewysigde model gevind. Kruisvalidasie van die gewysigde gereduseerde model is aanbeveel.
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Nagavarapu, Shasank. "Measuring Biomechanical Loads on the spine during Patient Lifting Sling Application and Removal: Assessing the effects of Work Method, Patient Weight and Bed Height." The Ohio State University, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=osu1440270675.
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Mount-Campbell, Austin Fraser. "NurseBrain: A design concept for patient handover support in hospital care based on identification of useful aspects of paper-based cognitive artifacts for nurses." The Ohio State University, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=osu1480635675557003.
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Jones, Martyn C. "The nature, measurement and management of student nurse stress, distress and coping." Thesis, University of St Andrews, 1998. http://hdl.handle.net/10023/7279.
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Following a review of the stress, distress and coping reported by student health professionals and students in higher education, see Chapters 2 and 3, the hypothesis that a problem existed with distress early in training was confirmed by screening two cohorts of first year student nurses, see Chapter 4. Some 50.5% of students, in Cohort one (N=109, Week 40) and 67.9% of students in Cohort two (N=111, Week 24) suffered significant levels of affective distress. All students were enrolled on the newly implemented 1992 scheme of nurse education in Tayside. The underlying dimensions of situational sources reported by student nurse stress were clarified with the development of the Student Nurse Stress Index, see Chapter 5. A reliable 22 variable solution with oblique structure and non-orthogonal factors of "academic load", "clinical sources", "intet/ace worries", "personal problems" was obtained. This measure showed cross sample factor congruence, good internal reliabilities, and concurrent and discriminant validity across a range of reporting conditions. A stress reduction/management intervention set at individual and interface levels, designed to reduce levels of student nurse distress revealed by the earlier screening study, was implemented during a second series of hospital placements, see Chapter 6. A randomised controlled trial revealed the success of this programme in reducing affective distress in 73 student nurses shown to have experienced significant levels of distress earlier in training. A series of significant treatment x time interactions were found with a range of context-free measures of affective distress, e.g. General Health Questionnaire-30 (Goldberg, 1972), State and Trait Anxiety Inventory (Speilberger, et aI., 1983), Beck Depression Inventory (Beck, et aI., 1987), with situational sources of stress (Beck & Srivastava, 1991), and Domestic Satisfaction (Derogatis, 1980). Similar treatment x time interactions were found with Direct Coping (Parkes, 1984), and Relaxation Potential (Derogatis, 1980). Adaptive changes were confmed to the experimental group alone. In addition, State Anxiety on the morning of an important exam was lower for students receiving stress management (Treatment X= 45.88, Control X =59.09). The intervention had no detectable effect on organisational variables of sickness, absence and examination performance. However, logistic regression and hierarchical multiple regression analysis showed that initial distress at screen did not predict pre or post-treatment changes in sickness or absence, or subsequent examination performance. Stress management delivered in groups reduced affective distress and increased adaptive coping use in both clinical and academic settings. Possible future directions for this research targeting student nurses are outlined in Chapter 7.
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Jones, April Lavette. "Generational Cohort Differences in Types of Organizational Commitment." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/118.
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In hospitals in the United States, the ratio of nurses to patients is declining, resulting in an increase in work demands for nurses. Consequently, organizations face challenges with nurses' organizational commitment. Studies have revealed generational differences, as determined by birth year, in employee levels of organizational commitment in a number of organizational settings. However, there is a gap in the literature regarding the impact of generational cohorts on the organizational commitment of nurses. The purpose of this quantitative, nonexperimental, cross-sectional design was to address whether generational cohorts of nurses differed in their levels of organizational commitment, and to investigate whether licensed practical nurses (LPNs) and registered nurses (RNs) differed in their levels of organizational commitment. A purposive sampling method was used to recruit 132 nurses in Alabama for this study. A MANOVA was employed to test the mean differences in organizational commitment by generational cohort status and nursing degree. Results revealed that generational cohort status did not have a significant impact on nurses' levels of organizational commitment. However, the findings showed that LPNs had significantly lower levels of affective commitment than RNs. This study provided information that may be of use to hospital administrators and human resource managers in communicating the need for flexible incentive packages to address the needs of a diverse workforce. Results from the study may promote social change by providing information about how nurse credentials are associated with their organization commitment. This association is critical for building organizational stability, organizational effectiveness, and nurse recruitment and retention.
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Carpenter, Mick. "The development of trade union activity among nurses in Britain, 1910-76." Thesis, University of Warwick, 1985. http://wrap.warwick.ac.uk/79540/.
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This thesis examines the uneven development of trade union activity among hospital nurses in Britain between 1910-1976, within a 'situated' materialistic perspective on union growth. It is argued that both professionalism and unionism developed as a result of the decay of traditional nursing ideology in its home base of the voluntary hospital, and the failure of its proponents to win total hegemony in areas where nursing reform spread, notably the asylums, workhouse infirmaries and private nursing. In explaining these developments due emphasis is given to both material changes in the labour process and the influence of 'subjective' predispositions that are the result of prior and continuing orientations, and of the extent to which wider economic and political conditions are favourable. Thus, the expansion of the medical division of labour in the 'acute-oriented' voluntary hospitals, involving the delegation of more tasks to subordinates, encouraged the development of professionalism; while in private nursing the attempt to realise the value of nursing as a commodity was the key material influence. However, in both instances the social background of recruits was also influential in determining that 'professional strategies of occupational closure would be the favoured 'solutions' to problems caused by material changes. Thepartial success of professionalism in achieving the 1919 Nurses Registration Act was influenced by the temporarily favourable political and economic situation. Trade unionism arose out of the contradictions with traditional nursing ideology and the failure of professionalism to solve them fully. These contradictions were most intense in those sectors where work was of lower status, like the asylums and workhouse infirmaries, and where the social background of recruits would also incline them to be more inclined towards trade unionism. Changes in the tempo of popular struggle are also shown to have had an important influence on the development of trade unionism. Successive chapters follow the unfolding of these contradictions, ideological responses and wider influences through to the 1970's, where it is argued that, despite continuing differences, there has been some convergence between the apparently competing strategies of professionalism and unionionism. The relative importance of the purported'proletarianisation' of the nursing labour force, is also assessed.
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Green, Kemble. ""Nursing Contamination: Wearing Scrubs in Public"." Digital Commons @ East Tennessee State University, 2014. https://dc.etsu.edu/honors/238.
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Nurses are frequently seen in public in their “scrubs,” which could mean that contaminated clothing is being brought into the community, thereby posing an infection risk. The purpose of this study is to investigate if and which contaminants are present on the fabrics and the actions nurses are taking to eliminate contamination risks.
Eleven scrub tops were worn on hospital units over one twelve-hour shift. The contaminated scrubs and three control tops were then swabbed and used to inoculate agar plates. After incubation, colonies were counted, streaked onto nutrient and Mannitol-salt agar for isolation, and incubated. Using API Staph strips and Gram staining, the bacteria were identified. The nurses also completed a short survey on laundering and scrub care.
All scrub tops, except the controls, were contaminated with multiple species of bacteria including Staphylococcus species. Responses to the survey showed that no two nurses washed their scrubs in the same manner and many wear them in public. The results determined that bacteria can survive on clothing and pose the possibility of transmission throughout the hospital and public venues. The survey results indicate a need for employer laundering policies, public awareness of the risk for transmission of disease from contaminated clothing, and stricter regulations about employees wearing scrubs outside of health care facilities.
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Miller, Nathan Michael. "Redlands Nursery and Tree Company." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2246.
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The purpose of this project is to outline a business that is in the start up phase. This business is going to come to life when the City of Redlands approves the plan. The plan is in its final stages with the City of Redlands. The business will be known as Redlands Nursery and Tree Company.
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Mascarenhas, Yoná Serpa. "Diagnose por subtração de nutrientes em mudas de tomate para processamento industrial." Universidade Federal de Goiás, 2014. http://repositorio.bc.ufg.br/tede/handle/tede/4064.
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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
The objective of the study was to identify and describe the visual symptoms in seedlings of tomato processing, stemming from lack of macro and micronutrients and determine biometric attributes that stage. For this, using two hybrid (N901 and H9553) conducted an experiment in a agricultural greenhouse, in randomized complete block and in factorial arrangement with four replications. The treatments are composed of fourteen nutrient solutions as follows : full/control and the solutions with omitting isolated nutrients (-N, -P, -K, -Ca, -Mg, -S, -B, -Cu, -Fe, -Mn, -Mo, -Zn) and only deionized water. Held sowing in trays with substrates for later transplanting for phenolic foam. Daily treatments to be applied and/or deionized water solutions. For 30 days of experiment was realized the analysis and records the evolution of nutritional deficiency symptoms. The results showed that the omission of isolated nutrient committed to quality seedlings, leading to morphological changes. The first symptoms developed on seedlings grown under omission, N and deionized water, Fe and Ca, respectively. The dry mass decreased in all treatments, except in the absence of B, with the following order of reduction: deionized water = N > Ca > K = P = S = Fe > Mg = Mn = Mo > Complete = Cu = Zn > B. These results are different from those found in the literature of adult plants. There was not interaction between the solutions and the hybrids, however the H9553 was more sensitive to nutritional deficiencies.
O objetivo do estudo foi identificar e descrever os sintomas visuais em mudas de tomate para processamento industrial, decorrentes da carência de macro e micronutrientes e determinar atributos biométricos nessa fase. Para isso, utilizando dois híbridos (N901 e H9553) foi conduzido um experimento em estufa agrícola, em blocos casualizados e arranjo fatorial com quatro repetições e quatorze soluções nutritivas configurando os tratamentos: completa/controle e as soluções com omissão isolada dos nutrientes (-N, -P, -K, -Ca, -Mg, -S, -B, -Cu, -Fe, -Mn, -Mo, -Zn) e somente água deionizada. Realizou-se o semeio em bandejas com substratos para posterior transplantio para espuma fenólica. Diariamente aplicavam-se soluções tratamentos e/ou água deionizada. Durante 30 dias foram realizadas analises descritivas e registros da evolução dos sintomas de deficiência nutricional. Os resultados mostraram que a omissão isolada dos nutrientes comprometeu a qualidade das mudas, levando a alterações morfológicas. Os primeiros sintomas se manifestaram em plântulas cultivadas com omissão de N e água deionizada, Fe e Ca, nessa ordem. A fitomassa seca mostrou uma redução em todos os tratamentos, exceto sob ausência de B, apresentando a seguinte ordem de redução: água deionizada=N > Ca > P = K = S = Fe > Mg = Mn = Mo > Completa = Cu = Zn > B. Estes resultados diferem dos encontrados na literatura para plantas adultas. Não houve interação entre soluções e híbridos, porem o H9553, mostrou-se mais sensível às deficiências nutricionais.
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Lilleby, Hilde Elise Sæther. "A Strategic Tool for Competence Building within the Health Sector : With the Use of Nurse Rerostering." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for industriell økonomi og teknologiledelse, 2012. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-20091.
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Implementing a model of competence building in the XpressMP and building a case based on a simplified version of a hospital gave room for computational studies. A lower amount of nurse rotation lead to lower cost of external hires and thus decreased the cost of absence. The hospital chose to invest in gained competence, though even by several rotations the nurses gained mostly competence and special expertise within their belonging home wards. The main result of this thesis was the positive change in cost, by the increase of nurses competence. Compared to the solution of working with the initial competence profile, the optimal profile found by the model proved to be more beneficial even though the building phase produce an extra yearly fixed cost by increased salary.
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Parks, Agatha Custodio Dado. "The relationship among registered nurse's years of experience, credentials, work location, completed non-required continuing education hours, moral development and conceptual level." W&M ScholarWorks, 1999. https://scholarworks.wm.edu/etd/1539618825.
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Limited research has been done regarding the relationship among registered nurses years of experience, credentials, work location, completed non-required continuing education hours, moral development, and conceptual level. This study's theoretical framework is based on the cognitive-developmental theory domains of moral and conceptual development. A descriptive and correlational research design was used to discover the relationship between variables. One hundred registered nurses were selected from a hospital in southeastern Virginia. Participants completed a general questionnaire, Defining Issues Test-2 and the Paragraph Completion Method. Findings resulted in failing to reject the null hypotheses. There was no statistically significant correlation among the variables. The findings may be related to low sampling, unclear understanding of terms and/or participant's demographic profile being more similar than different.
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Nilsen, Oda Kulleseid. "Simulation of crack propagation using isogeometric analysis applied with NURBS and LR B-splines." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for matematiske fag, 2012. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-19545.
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This report features the isogeometric finite element method applied to the elastodynamic problem in a brittle medium with a potential for cracking. Griffith's theory for fracturing is used. The development of the model is outlined, complete with the Euler-Lagrange equations. The cracking is described with a phase field supplemented with a history field, contrary to the usual way of building the crack directly into the geometry by modification of the basis, facilitating the use of isogeometric analysis even with simplistic basis functions such as Non-Uniform Rational B-Splines (NURBS). The introduction of the crack-phase field results in non-linearity in the coupled problem. The problem is semi-discretized, upon which the spatial sub-problem is treated with isogeometric analysis. The numerical time-stepping solution routine is built around the Newton-Raphson method, but includes both pre-conditioning and correctors and is known as the predictor/multi-corrector time integration scheme. The Jacobian of the semi-discretized system (needed for the Newton-Raphson iteration) is developed analytically. In addition to the numerical tests with NURBS as our basis, we will also test the method with Locally Refined B-splines (LR B-Splines), ensuring better resolution along the crack path. The LR B-spline represents an alternative to the more commonly used T-Spline.
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Bembry, Earl Dan. "Comparison of Ammonia and Particulate Matter Air Sample Concentrations at Task-Locations within Swine Confinement Buildings." Digital Commons @ East Tennessee State University, 2009. https://dc.etsu.edu/etd/1880.
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Introduction: A task-associated analysis of ammonia and particulate matter concentrations was conducted on swine farms in breeding and gestation barns. The purpose of this study was to determine if specific tasks performed by workers increase concentrations of ammonia and particulate matter exposure.
Methods: An exploratory, descriptive design was used to determine if swine confinement workers have increased ammonia and particulate matter exposure when performing assigned tasks in breeding and gestation barns. A convenience sample of 8 workers volunteered from among all breeding and gestation workers (n=24). Data collection occurred in the morning at each of the 8 farms and continued until tasks were completed (~4 hrs). Analysis of covariance (ANCOVA) was computed to determine if the type of task or type of barn was related to workers' exposure to ammonia or particulate matter.
Results: Ammonia levels were below the sensitivity of the instrument (<0.1) except on 1 morning when the ammonia concentration was recorded at 8 ppm. However, concentrations above 0.1 ppm lasted for less than 5 minutes. Consequently, this variable was not included in the analysis. Correlation analysis was used to answer the 1st research question. The results suggested a statistically significant decrease in particulate matter as the number of operating fans increased. Analysis of covariance (ANCOVA) was used to answer the last 2 research questions. The results suggested a significant interactive effect between the type of confinement barn and the type of tasks workers were performing. The barn types differed by the number of exhaust fans and the type of animal waste disposal system.
Conclusions: Occupational health nurses can use study results to implement interventions to minimize worker exposures. These results indicate that understanding the relationship between building design and type of work tasks along with the importance of proper ventilation may minimize worker exposure to harmful particulate matter in SCBs during the summer months.
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Myers, Robert A. "Engineering Healthcare Delivery: A Systems Engineering Approach to Improving Trauma Center Nursing Efficacy." Wright State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=wright1482419145222356.
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Garcia, Rodolfo D’Aloia [UNESP]. "Qualidade das mudas clonais de dois híbridos de eucalipto em função do manejo hídrico." Universidade Estadual Paulista (UNESP), 2011. http://hdl.handle.net/11449/99753.
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No Brasil observa-se que o cultivo do eucalipto contribui expressivamente na economia nacional, isso se dá em decorrência de elevadas taxas de produtividade das florestas existentes no território nacional. Analisando então, uma floresta produtiva se inicia através de mudas com boa qualidade morfológicas e resistentes às adversidades fisiológicas apresentadas pelo meio, para se definir como sendo de boa qualidade uma série de fatores são considerados essenciais no processo de produção desta muda, e o manejo hídrico é um fator primordial a ser analisado. Os estudos sobre manejo hídrico em viveiros de produção são escassos e desatualizados em decorrência das diversas descobertas no âmbito clonal de produção de mudas. Neste sentido o trabalho teve por objetivo verificar a influência da lâmina e a frequência de irrigação, aplicadas as mudas de Eucalyptus grandis vs. Eucalyptus urophylla em ambiente controlado, com o foco final na formação de uma muda de melhor qualidade para as mais diversas necessidades do mercado florestal. O experimento foi conduzido no Viveiro do Departamento de Recursos Naturais/Setor de Ciências Florestais, na Fazenda Experimental Lageado, pertencente à Faculdade de Ciências Agronômicas (FCA) da UNESP, no município de Botucatu – SP. O trabalho constituiu-se de dois experimentos sendo um com o clone 144 (mais resistente ao déficit hídrico) e o outro com o clone 103 (mais suscetível ao déficit hídrico). O substrato utilizado foi o produto comercial denominado Carolina Soil Florestal®. O delineamento estatístico foi um fatorial (3x2) inteiramente casualizado constituído dos seguintes fatores: 2 frequências de irrigação (2 e 5 vezes ao dia) e 3 lâminas brutas de irrigação (8, 12 e 16 mm). O experimento foi composto por 06 tratamentos, cada qual composto por...
In Brazil we found that each passing day the national economy depends on the cultivation of eucalyptus. Thus a productive forest comes from a good quality seedlings. This study aimed to investigate the influence of intensity and frequency of irrigation applied to seedlings of Eucalyptus grandis vs. Eucalyptus urophylla in a controlled environment with a focus on the formation of a final change to better quality, both in nursery and field workers. The experiment was conducted in the Nursery Department of Natural Resources / Division of Forest Science at the Experimental Farm Lageado belonging to the Faculdade de Ciências Agronômicas (FCA) of UNESP, Botucatu - SP. The substrate used was a commercial product called Carolina Forest Soil. The design was a factorial (3x2x2) randomized consists of the following factors: 3 intensity of irrigation (8, 12 and 16 mm), two irrigation frequencies (2 and 5 x day), two hybrid clones of Eucalyptus grandis vs. Eucalyptus urophylla. The experiment consisted of 12 treatments, each treatment with 04 replications, each consisting of 48 plants (24 plants useful per plate), totaling 96 plants per treatment. The seedling were evaluated as: aerial part height (H); diameter of collect (DC); aerial part... (Complete abstract click electronic access below)
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Doudna, Aaron Seth II. "Examining Adverse Patient Outcomes: The Role of Task Demand and Fatigue." Ohio University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1574380981746224.
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Garcia, Rodolfo D'Aloia 1984. "Qualidade das mudas clonais de dois híbridos de eucalipto em função do manejo hídrico /." Botucatu : [s.n.], 2011. http://hdl.handle.net/11449/99753.
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Orientador: Magali Ribeiro da SilvaBanca: João Carlos Cury Saad
Banca: Jane Luisa Wadas Lopes
Resumo: No Brasil observa-se que o cultivo do eucalipto contribui expressivamente na economia nacional, isso se dá em decorrência de elevadas taxas de produtividade das florestas existentes no território nacional. Analisando então, uma floresta produtiva se inicia através de mudas com boa qualidade morfológicas e resistentes às adversidades fisiológicas apresentadas pelo meio, para se definir como sendo de boa qualidade uma série de fatores são considerados essenciais no processo de produção desta muda, e o manejo hídrico é um fator primordial a ser analisado. Os estudos sobre manejo hídrico em viveiros de produção são escassos e desatualizados em decorrência das diversas descobertas no âmbito clonal de produção de mudas. Neste sentido o trabalho teve por objetivo verificar a influência da lâmina e a frequência de irrigação, aplicadas as mudas de Eucalyptus grandis vs. Eucalyptus urophylla em ambiente controlado, com o foco final na formação de uma muda de melhor qualidade para as mais diversas necessidades do mercado florestal. O experimento foi conduzido no Viveiro do Departamento de Recursos Naturais/Setor de Ciências Florestais, na Fazenda Experimental Lageado, pertencente à Faculdade de Ciências Agronômicas (FCA) da UNESP, no município de Botucatu - SP. O trabalho constituiu-se de dois experimentos sendo um com o clone 144 (mais resistente ao déficit hídrico) e o outro com o clone 103 (mais suscetível ao déficit hídrico). O substrato utilizado foi o produto comercial denominado Carolina Soil Florestal®. O delineamento estatístico foi um fatorial (3x2) inteiramente casualizado constituído dos seguintes fatores: 2 frequências de irrigação (2 e 5 vezes ao dia) e 3 lâminas brutas de irrigação (8, 12 e 16 mm). O experimento foi composto por 06 tratamentos, cada qual composto por... (Resumo completo, clicar acesso eletrônico abaixo)
Abstract: In Brazil we found that each passing day the national economy depends on the cultivation of eucalyptus. Thus a productive forest comes from a good quality seedlings. This study aimed to investigate the influence of intensity and frequency of irrigation applied to seedlings of Eucalyptus grandis vs. Eucalyptus urophylla in a controlled environment with a focus on the formation of a final change to better quality, both in nursery and field workers. The experiment was conducted in the Nursery Department of Natural Resources / Division of Forest Science at the Experimental Farm Lageado belonging to the Faculdade de Ciências Agronômicas (FCA) of UNESP, Botucatu - SP. The substrate used was a commercial product called Carolina Forest Soil. The design was a factorial (3x2x2) randomized consists of the following factors: 3 intensity of irrigation (8, 12 and 16 mm), two irrigation frequencies (2 and 5 x day), two hybrid clones of Eucalyptus grandis vs. Eucalyptus urophylla. The experiment consisted of 12 treatments, each treatment with 04 replications, each consisting of 48 plants (24 plants useful per plate), totaling 96 plants per treatment. The seedling were evaluated as: aerial part height (H); diameter of collect (DC); aerial part... (Complete abstract click electronic access below)
Mestre
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Scott, Eunice. "Wellness Education and Job-Related Injuries and Illnesses for Federal Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3510.
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Work-related injuries and illnesses may lead to absenteeism, which affects the level of productivity. The purpose of this study was to determine the success of an employee workplace training program on work-related injury and illness rates at selected federal districts within a federal organization. Newman's model, which describes internal and external factors that may have an effect on an individual's health, was the framework that guided this project. A pre-post design was used to compare data from 2 publically available data sets, the Occupational Safety and Health Administration Illness and Injury and the Voice of the Employee Survey, for the years 2013 and 2014, before and after a wellness training program. According to a descriptive analysis of 91 illness and injury events that occurred during the 2-year period, the greatest number of employees who reported illnesses were mail handlers and mail processing clerks. Slips/trips and falls, strikes by machine/equipment or other objects, and repetitive motion were the top 3 types of injuries. After training, the total number of illness and injury days away from work and days of limited duty were decreased, indicating a positive impact of this workplace wellness program and a need for future training for these workers. This project has the potential to affect social change by supporting the benefits of workplace wellness in improving employee health and reducing workplace injuries at federal agencies.
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Arrouk, Khaled. "Techniques de conception assistée par ordinateur (CAO) pour la caractérisation de l'espace de travail de robots manipulateurs parallèles." Phd thesis, Université Blaise Pascal - Clermont-Ferrand II, 2012. http://tel.archives-ouvertes.fr/tel-00766814.
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Les environnements CAO fournissent des outils puissants pour la programmation graphique et la manipulation d'entités géométriques complexes. Dans cette thèse, nous proposons d'exploiter ce potentiel dans le domaine de la conception de robots parallèles. Ces robots sont considérés comme une alternative intéressante vis-à-vis de leurs homologues sériels dans différentes applications comme le " pick and place " et l'usinage. Cependant, leur utilisation industrielle est encore restreinte en raison d'un espace de travail limité, de modèles géométriques difficiles à résoudre et l'existence de configurations singulières délimitant leur domaine d'exploitation. L'analyse et la caractérisation de l'espace de travail jouent alors un rôle fondamental dans la phase de conception de robots manipulateurs parallèles. Dans ce travail de thèse, nous proposons des approches géométriques originales donnant lieu à un ensemble de méthodes et techniques basées CAO pour l'analyse et la caractérisation de l'espace de travail de robots parallèles plans et spatiaux. L'espace de travail est généré comme un solide dans l'environnement CAO à partir d'un paramétrage géométrique, d'esquisses et d'opérations élémentaires telles que le balayage hélicoïdal et l'intersection. Nous avons montré que ces méthodes constituent des outils pertinents et efficaces d'aide à la conception des mécanismes parallèles. Ils permettent également la résolution du problème géométrique direct et la génération de trajectoires libres de singularités. Plusieurs types de manipulateurs ont été considérés dans ce travail pour mettre en avant et illustrer les techniques CAO / Géométriques proposées : robots parallèles plans à 3 degrés de mobilité de type 3-RPR, 3-RRR, 3-PPR et 3-PRR, robots parallèles spatiaux à 6 degrés de mobilité de type ou 3-CRS ou 3-PRRS.