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Crawford, Grace Edith. "Associations Between Staff Willingness to Help and Client Challenging Behaviour; The Role of Staff Attributions, Emotions and CHent Perceptions of their Relationship with Care Staff." Thesis, University of Manchester, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.525920.
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Greenhaw, Kimberly J. "College Counseling Center Professional Staff Involvement in Professional Organizations." Thesis, University of North Texas, 2007. https://digital.library.unt.edu/ark:/67531/metadc5174/.
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College counselors today face increasing challenges, with fewer resources than in the past. Little has been known as to whether college counselors take advantage of resources and benefits available through involvement in professional organizations in these increasingly challenging professional times. College counseling center professionals in one state in the Southwest were surveyed regarding their professional organization involvement (N = 152). Participants were selected by targeting specific 4-year institutions with undergraduate populations and specific counseling professionals who work in college counseling centers within these schools. Most college counselors surveyed were involved in professional organizations, and involved in a variety of ways within these organizations. Many professional organizations catering to college counselors were identified. Specific motivations for involvement and hindrances to involvement were identified. In addition, no significant difference was found among the involvement of professional counselors versus psychologists.
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Bain, Ruey-Fen Cheryl. "Balancing work and family life needs : extension staff of the Farmers' Associations in Taiwan /." Connect to resource, 2000. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1202414115.
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Hopkins, Elaine Marie Smithson. "An examination of public relations training of contact and professional staff of YMCAs in the United States." Virtual Press, 1985. http://liblink.bsu.edu/uhtbin/catkey/443553.
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The basis for the thesis research was the examination of the extent to which YMCAs in the United States incorporate public relations skills and corporate mission statements into the training of their employees.A mail survey was sent to the total population of 913 corporate YMCAs which represent all 2,170 locations in the United States. The first of two mailings was sent on July 5, 1984. A total of 530 responses were received from forty-nine states representing 58 percent of the total population. Of the returned surveys, 514 were usable in all aspects of the study, or 56.2 percent of the total population.The findings show the typical YMCA is served by a male director with eighteen years of YMCA work experience who has been in his current position just less than ten years. He oversees the management of a YMCA serving an average of 6,700 individual members.Public relations duties are performed by an average of 2.5 persons in the responding YMCAs including the executive director himself. The training and preparation for handling these responsibilities most often comes in "learn-by-doing" situations. Workshops enhance on-the-job training in most cases. Fewer than 20 percent of the professional directors performing public relations functions have had university or college coursework in public relations.Approximately 70 percent of the responding YMCAs have made a specific attempt to determine how their organization is perceived by the community. Two-thirds of the associations which have attempted to measure community perception stated they used formal research methods to do so. Only 32 percent of the YMCAs responding have prepared a written statement of their mission with 28 percent having a formal action plan for achieving their goals and objectives.Just less than 60 percent of the 514 respondents budget public relations items as a planned expense at an average of 3 percent of the total operating budget.Three of the conclusions drawn from this research are:1. The lack of formal training of employees performing public relations functions, in the YMCAs responding, suggests some disparity between job preparation and the generally accepted guidelines for training public relations practitioners.2. The marked increase in the number of YMCAs which have formulated written mission statements and action plans since 1980 is one indication of an increased awareness of the need to operate these nonprofit organizations under traditional management principles.3. Not only must more YMCAs develop and implement formal action plans, but more employees at all job levels must be informed of these plans if their YMCA is to experience the degree of membership growth and the improved community image possible through a total organizational effort.
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Asche, Jane Ann. "Social exchange: an assessment of its role in successful volunteer/salaried staff partnerships." Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/71275.
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Managers of nonprofit voluntary associations are seeking volunteers to work with salaried staff in the delivery of human services as government agencies reduce or eliminate support for programs. Competition among organizations to attract and retain talented volunteers is increasingly a problem. One of the ways organizations are increasing the effectiveness of their programs is to recruit management volunteers to work at all levels of program development and delivery.
The specific purpose of this study was to analyze factors affecting the motivation of individuals to accept and remain in a management-level, volunteer job similar to that being performed by a salaried manager. This was done by conducting ten in-depth case studies of pairs of salaried and volunteer managers working together as a management team at the top administrative level of a national nonprofit human service organization.
Data collection for the study was done through the ethnographic interview process. A structured method for carrying out analytic induction was used to perform the data analysis. One major cultural theme and patterns of related minor themes emerged from the dimensions of similarity and contrast across the ten cases and the three different management sites at which data were collected.
Key motivational factors identified in each of the case studies corroborate the importance of certain theoretical variables identified in Blau's theory of social exchange for attracting and retaining volunteers to management-level jobs. However, these theories did not fully explain the interaction of certain variables to create a pattern of high satisfaction for both partners in certain cases.
Other factors that contributed to the level of expressed satisfaction in the partnerships were related to certain aspects of the management style of the salaried manager, self-esteem of the volunteer manager, organizational climate of the management site and the cultural traditions of volunteerism within each of the three geographic regions in which the sites were located. These factors that created satisfaction with the salaried and volunteer managers are important because of the relationship indicated in the research literature between motivation, job satisfaction and organizational productivity.Ed. D.
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Favell, Margaret Elizabeth, and n/a. "Power, control and accountability in a voluntary organisation : the implications for professional staff and service delivery." University of Otago. Department of Social Work and Community Development, 2007. http://adt.otago.ac.nz./public/adt-NZDU20071003.101609.
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Over the last decade government policy has transformed many aspects of the welfare state and contracted out to private or voluntary non-government organisations many of the services previously provided by the state. Currently there is very little research on the benefits or disadvantages regarding standards of professional practice and delivery of these services when controlled by voluntary organisations and this research is a case study investigating these concerns.
By using the case study method it is possible to understand issues by incorporating concrete examples of practice within the context that it takes place, as it is only when seen in its proper setting that the general and conceptual significance of practice is understood.
This case study explores the relationships of power, control and accountability in one such non-governmental organisation, the Royal New Zealand Plunket Society and the implications these have for professional staff in the delivery of the service. The study uses the archaeology and genealogy methods suggested by Foucault. Archival material was gained from the Minutes of the meetings of the Plunket executive (1917-1984), constitution and rules. These serve to demonstrate the historical power relationships in the organisation, Plunket nurses� working conditions and how some nurses were treated. The dominant discourse in the archaeology contains two major themes, one being volunteers� autonomous 'ownership' of the organisation, and the other, the subordination of professionalism through the discipline and management of the nursing workforce.
Those same themes are also dominant in the contemporary data studied in the genealogy, which highlights the constraints imposed by volunteer 'ownership' in the contemporary period. It is a feature of the "path dependency" of the organisation that the belief that volunteers had a right to discipline and control the nursing workforce has remained largely unchanged in the contemporary period.
The practice and the context are personalised through interviews with some nurses so that their real-life experiences may give an in-depth understanding of the processes going on for them as professionals. This is one of multiple sources of evidence, including reports, reviews and research, used to triangulate the findings. Through the totality of these methods, insight into Plunket�s decision-making is made possible.
These serve to underline the continuing lack of accountability for service delivery of nonprofessional 'owners' of the voluntary organisation and the negative impact it can have on the delivery of professional services although the greater depth in the contemporary data also highlights two new subsidiary themes; the dominance of lay knowledge over both professional and managerial knowledge, and volunteers� motives for volunteering.
The contemporary interview data demonstrated how the historical culture of the organisation enabled this process to continue through poor workplace conditions, high staff attrition and, in some cases, severe personal pressure akin to workplace bullying.
This study exposes the significance of the culture of organisations, and reveals that the substance of apparent altruistic voluntary organisations may be much more complex and problematic than the ideology would lead us to believe. In a field such as this, where an NGO has sole national responsibility for such an important area and where the outcomes are so poor, change must be considered. While a path dependency explanation is pessimistic about change, it is argued that the only option for professional standards of service for this, and other NGOs, lies in much more accountability and democracy in stakeholder relationships. Recommendations are made in that direction.
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Brüggemann, A. Jelmer, and Katarina Swahnberg. "Patients’ silence towards the healthcare system after ethical transgressions by staff : associations with patient characteristics in a cross-sectional study among Swedish female patients." Linköpings universitet, Institutionen för klinisk och experimentell medicin, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-90217.
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Objectives To identify which patient characteristics are associated with silence towards the healthcare system after experiences of abusive or ethically wrongful transgressive behaviour by healthcare staff. Design Cross-sectional questionnaire study using the Transgressions of Ethical Principles in Health Care Questionnaire. Setting A women's clinic in the south of Sweden. Participants Selection criteria were: consecutive female patients coming for an outpatient appointment, ≥18-year-old, with the ability to speak and understand the Swedish language, and a known address. Questionnaires were answered by 534 women (60%) who had visited the clinic, of which 293 were included in the present study sample. Primary outcome measure How many times the respondent remained silent towards the healthcare system relative to the number of times the respondent spoke up. Results Associations were found between patients’ silence towards the healthcare system and young age as well as lower self-rated knowledge of patient rights. Both variables showed independent effects on patients’ silence in a multivariate model. No associations were found with social status, country of birth, health or other abuse. Conclusions The results offer opportunities for designing interventions to stimulate patients to speak up and open up the clinical climate, for which the responsibility lies in the hands of staff; but more research is needed.Funding Agencies|Swedish Research Council|2009-2380|Nordic Council of Ministers||
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Bain, Ruey-Fen Cheryl. "Balancing work and family life needs: extension staff of the Farmers' Association in Taiwan." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1202414115.
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Mitchell, Eric Jay. "Equipping the ministers of the Carey Baptist Association with the skills necessary to experience success during the interim a workshop for interim staff /." Online full text .pdf document, available to Fuller patrons only, 2003. http://www.tren.com.
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Fraser, Jeremiah Owen. "The coach-athletic trainer relationship and its association with athletic trainers' job satisfaction." Scholarly Commons, 2013. https://scholarlycommons.pacific.edu/uop_etds/849.
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The purpose of this study was to examine if Division I Collegiate Athletic Trainers' (ATs') perceived.quality of their relationship, with a head coach, is associated with total job satisfaction. The study was driven by three questions: 1) Does a correlation exist between ATs' perceptions of the quality of the coach-AT relationship and total job satisfaction? 2) Will either the direct or the meta-perspective held by the AT be significant predictors of overall job satisfaction? and 3) Will ATs' assumed similarity be a significant predictor of overall job satisfaction? In order to examine this issue, ATs assigned to NCAA division I institution's baseball or softball team were given a compendium survey. The survey was composed of the Job Satisfaction Survey (Spector, 1994), a modified Coach-Athlete Relationship Questionnaire (CART-Q) (Jowett & Ntoumanis, 2004), and a modified meta Coach-Athlete Relationship Questionnaire (meta CART-Q). The surveys measured ATs' total job satisfaction.and satisfaction with various job sub factors, and their direct and meta-perspectives of their relationship with their coach, respectively. Correlational and regression analyses were used to determine the influence and predictability of aspects of a quality relationship to total job satisfaction. The findings demonstrate that ATs' perception of the quality of certain aspects of their relationship with a head coach is related to overall job satisfaction. This indicates that greater efforts need to be taken to improve overall coach-AT relationship dynamics. Improving the dynamics is needed to improve conditions that can cause unacceptably low levels of job satisfaction, which lead to burnout and attrition. The quality of the coach-AT relationship and its impact on Job satisfaction needs to be recognized as a contributing factor to AT job satisfaction. Understanding the coach-AT relationship can help direct measures to address decreased job satisfaction levels and stave off attrition in athletic training.
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Fraser, Jeremiah Owen. "The coach-athletic trainer relationship and its association with athletic trainers' job satisfaction : a thesis." Scholarly Commons, 2001. https://scholarlycommons.pacific.edu/uop_etds/849.
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The purpose of this study was to examine if Division I Collegiate Athletic Trainers' (ATs') perceived.quality of their relationship, with a head coach, is associated with total job satisfaction. The study was driven by three questions: 1) Does a correlation exist between ATs' perceptions of the quality of the coach-AT relationship and total job satisfaction? 2) Will either the direct or the meta-perspective held by the AT be significant predictors of overall job satisfaction? and 3) Will ATs' assumed similarity be a significant predictor of overall job satisfaction? In order to examine this issue, ATs assigned to NCAA division I institution's baseball or softball team were given a compendium survey. The survey was composed of the Job Satisfaction Survey (Spector, 1994), a modified Coach-Athlete Relationship Questionnaire (CART-Q) (Jowett & Ntoumanis, 2004), and a modified meta Coach-Athlete Relationship Questionnaire (meta CART-Q). The surveys measured ATs' total job satisfaction.and satisfaction with various job sub factors, and their direct and meta-perspectives of their relationship with their coach, respectively. Correlational and regression analyses were used to determine the influence and predictability of aspects of a quality relationship to total job satisfaction. The findings demonstrate that ATs' perception of the quality of certain aspects of their relationship with a head coach is related to overall job satisfaction. This indicates that greater efforts need to be taken to improve overall coach-AT relationship dynamics. Improving the dynamics is needed to improve conditions that can cause unacceptably low levels of job satisfaction, which lead to burnout and attrition. The quality of the coach-AT relationship and its impact on Job satisfaction needs to be recognized as a contributing factor to AT job satisfaction. Understanding the coach-AT relationship can help direct measures to address decreased job satisfaction levels and stave off attrition in athletic training.
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Stanley, Leisa J. "Association among neonatal mortality, weekend or nighttime admissions and staffing in a Neonatal Intensive Care Unit." [Tampa, Fla.] : University of South Florida, 2008. http://purl.fcla.edu/usf/dc/et/SFE0002421.
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Chang, Yu Yung, and 余永昌. "Predictors of intentions to adopt computer-mediated communication: A study of staff in farmers’ associations." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/14073308098693207504.
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Malunga, Chiku Watchman. "An investigation into factors affecting staff turnover amongst professional staff in NGO's in Malawi." Diss., 2003. http://hdl.handle.net/10500/2547.
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The study set out to investigate the factors influencing turnover among professional staff in some selected NGOs in Malawi. Using qualitative and participatory methods, the study used the levels of complexity model to analyse the factors leading to the problem of staff turnover in the selected NGOs.
The main findings were that:
· Professional staff turnover was 50% within a period of 18 months across all the NGOs interviewed.
· For the professional staff, the main factors contributing to staff turnover were: ineffective organisational policies, systems and procedures; poor relationships and communication; and poor organisational values and culture.
· In addressing the problem, NGO leaders tend to concentrate on efforts to improve salaries and other monetary benefits; and training opportunities.
In order to more comprehensively address the problem of staff turnover among the professional staff however, NGO leaders must adopt a process or an Organisation Development (OD) approach.Public Administration & Development Studies
M.A. (Development Studies)
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Chang, Mei-Chuan, and 張美娟. "Association between Caring Behavior of Nursing Staff and Nursing Quality." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/81277216860734774124.
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碩士高雄醫學大學
公共衛生學研究所碩士在職專班
93
Research Purpose: The aim of this research was to find out the differences of nursing caring behaviors between the nursing staff in different public and private hospitals, furthermore to discuss what are the factors that influence their nursing caring behaviors and whether their behaviors predict the nursing quality. Research Method: This research used purposive sampling, and a cross-sectional study was conducted with the method of structured questionnaire survey among the nursing staff of two local hospitals in Kaohsiung as the research object. The main research tool was the Caring Behavior Assessment (CBA), which was developed by Cronin and Harrison in 1988 according to Jean Watson’s Theory of Human Caring, and was translated into a Chinese survey by MA, Shu-ching in 2002. From the two hospitals we obtained an effective sample size of 206, the effective response rate is 91.6%. Research Finding: The nursing staff of the public and the private hospital via chi-square test in accordance with non-difference of demographic data, through independent samples t-test there was a notable difference between the caring behavior of the nursing staff from these two hospitals, and the public hospital nursing staff had higher caring behavior than the private hospital one. Through ANOVA analysis we also found that their education levels, characters, and licenses had influences on their caring behaviors, and then the ward quality in their working environment as well as the support rating toward the nursing staff also influenced their caring behaviors. From our linear regression analysis, we found that the nursing staff’s characters, licenses, and hospital ownership had effects on their caring behaviors. Via Pearson correlation analysis we found that the nursing staff’s caring behaviors and nursing quality had a negative correlation with the rate of accident occurrence and the nosocomial infection rate, and then had a positive correlation with the nursing satisfaction. Conclusion and Suggestion: We have achieved our research purpose according to the research findings which also supported our hypothesis, thus we obtained the conclusion that nursing caring behavior is related to nursing quality, this proved Roy’s definition toward nursing quality, “It’s a consideration, the core of nursing”, and also proved his opinion that the real effective nursing quality has its clinical aspect and caretaking aspect; this is an empirical research. We suggest that the nursing administration supervisor should integrate caretaking theory with administration theory to set up a caretaking guidance and offer support to the nursing staff, furthermore to affect their motif of caretaking and create a caring implementation manual as the standard of clinical nursing practice.
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Yun, Chou Mei, and 周美雲. "Factors in association with performance and retention for primary nursing staff." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/00651307661175580810.
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碩士亞洲大學
健康管理研究所
94
Abstract The purpose of the present research is to investigate the correlation between overall performance and willingness to retain among nursing staff in order to analyze the affecting factors thereof and the factors within different overall performances. Based on the data gathered via census-taking, a total of 536 questionnaires have been distributed to the basic level nurses of 3 hospitals in central Taiwan from the 1st to 23rd of January, 2006, with an overall return-rate of 84.70%. As research tool, the structural questionnaire includes 2 segments: A) to be filled out by the nursing staff and B) to be assessed by the direct nursing management. This study attempts to file and debug the data yielded from the questionnaire with SPSS 10.0, which is subsequently ordered and analyzed by descriptive and inferential statistics including frequency distribution, independent sampled t-test, percentage, one-way analysis of variance (ANOVA), correlation and multiple regression. Within the scope of the study, it is concluded that: 1. The willingness score for the basic level nursing staff lies between 2.79 ~3.55 with a mean value of 3, therefore, the level of willingness to retain is labeled as “medium”. The percentage point for “Dissatisfied professionals unwilling to remain in the field of nursing” is 52.4% while 19.8% for “Resignation under consideration”. 2. Criterion predictors affecting nurses’ willingness to retain are “financial condition”, “ward unit”, “personality traits”, “job autonomy”, “work load”, “working environment”, “outlet employment opportunity” and “social perception”. 3. Managerial assessment over nursing staff’s overall performance finds the average performance score of the interviewees at 79.96, approximating the range of “good” (a score of 80-89). 4. Criterion predictors affecting nurses’ overall performance are “ward unit”, “employment mode” and “seniority level” 5. There have been discrepancies in the factors effecting willingness to retain and the respective overall performance. 6. Statistically, nurses’ willingness to retain and the respective overall performance have not been significantly correlated. 7. Discrepancies in the factors effecting different performance results of the nursing staff. The alternative strategy is advised as follows: 1. Job enrichment 2. Positive encouragement of the employees for an increase in both willingness and performance 3. Creation of the motto “Internal customers (nurses) are always right”. A better policy for a better working environment 4. Creation of a new professional image for nurses that helps increase their willingness to retain as well as give quality service Keywords: Nursing Staff, Performance, Willingness to Retain
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CHU, MING-HUI, and 朱銘慧. "Association of influenza vaccination among LTC facility staff In Taipei area." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/93098664057033474789.
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碩士國立臺北護理健康大學
長期照護研究所
103
Something leakage usually occurred in long-term care (LTC) scheme in influenza vaccination. The purpose of this study is under the health belief model in influenza vaccination to investigate the related knowledge, attitudes and practical／behavior of staff in long-term care facilities(LTCFs). The study adopted cross-sectional design, through purposive sampling from 330 subjects in totally 6,636 staff member in 415 LTCFs by a semi-structured questionnaire. Sparing those with vaccine allergy and invalid ones, there were 293 valid respondents in 316 participants ultimately. We conducted descriptive statistics, t-test, one-way ANOVA, Scheffé test, trying multiple linear and logistic regression for examining the fit one. The results be presented as follows: 1. health belief in influenza vaccination: the older in age, the related belief score higher, their vaccination trend also higher than in young staff; but the education and belief score was negatively correlated; score of the married or the cohabitation unmarried higher than the scores or the divorced or widowed; staff with 1-2 children higher than the others; the lower SES higher than higher SES, past vaccination experiences, engagement years in LTCFs, and nature of LTCF also posed difference significantly. 2. attitude in influenza vaccination: the older in age, the higher vaccination scores in attitudes; some religious background, i.e. Christian and Buddhist, with higher scores than others; the scores higher also in longer engagement years in LTCF; the trend also significant in past vaccination, advertising. Lower SES. 3 knowledge in influenza vaccination: the SES, education level with the higher knowledge trend, . 4. practice／behavior in influenza vaccination：significantly higher in male, married, lower SES and engagement years in LTCFs. 5. gender, SES, past vaccination, job or role shifting, the directing role, marital status, religion, education and training, self-efficacy variables were all significantly correlated with the ‘flu vaccine inoculated health beliefs, knowledge, attitudes whatever respectively, but multiple linear regression model could link only health beliefs and attitudes significantly. However, binary logistic regression models yielded gender, past experience, action clues, health beliefs could predict ‘flu vaccine inoculated(37.3-52.1%). As for the leakage of influenza vaccination in long-term care (LTC) scheme, it had better establish some policy & regulation to facilitate the vaccination shots. In order to make assure the safety, quality and infection control of LTCFs, national programme such as one system, vaccination day, national propaganda to reinforce the concerning to gain higher vaccination rate. Keywords: LTC facility, influenza vaccination, health belief model, KAP
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Lin, Yan-Su, and 林晏夙. "The association between nursing staff qualification and perceived quality of nursing care." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/91591164781841945084.
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碩士臺灣大學
衛生政策與管理研究所
96
Quality of care is one of the important issues in the healthcare system. Nowadays, the professional judgment of quality is prevailing in measuring quality of healthcare; quality from patients’ perspectives is less concerned. However, along with the development of healthcare system and the National Health Insurance in Taiwan, patient-centered care gradually becomes the main-stream. Previous studies focused on the quality of nursing care using data from a small sample or only for specific diseases. Others reported the association between nursing staffing and hospital mortality rates. Nursing staff is the majority of work force in a hospital to take care patients directly. Literature indicated that sufficient and/or better trained nursing staff is associated with fewer deaths of patients as well as less healthcare cost. Therefore, the purpose of this study is to understand the quality of nursing staff in hospital, the quality of nursing care from patient’s perspectives, and the association between these two variables. This study employed data from a national discharged patient survey in 2004. There were five items concerning patient’s ratings of nurse performances such as clinical competence, attitude, response to calls and communication skills. A summary score (from 10 to 25) can be calculated. The questionnaire data was then linked with hospital nursing staff information from the Taiwan Joint Commission on Hospital Accreditation and Quality Improvement in 2004 and 2005. Four variables concerning the quality of nursing staff included the proportion of registered nurse, the percentage of nurses with bachelor degree or higher, years of experience, and total nursing hours per patient-day. This study included 95 hospitals and 5923 patients with completed questionnaires. Results from our sample hospitals indicated that 77.0% of the nurses are registered nurse, 19.5% of the nurses with a bacelor degree of higher, the average years of clinical experience was 5.4 years, and the average nursing hours was 2.5 hours per patient-day. The average patient’s rating on nursing performance was 20.1 (with SD of 2.8). The patient’s rating was then dichotomized and fitted in a multiple logistic regression. After controlling for the hospital accreditation levels, patient’s diagnosis, and patient’s education level in the regression model, we found that the percentage of nurses with bachelor degree, years of clinical experience, and total nursing hours were significantly and positively associated with patient’s ratings. Generally speaking, we found that more sufficient and better qualified nursing staff may increase patient’s perception of nursing performance. Our finding is similar to those previously reported. Hospitals intend to raise patient’s perception of healthcare quality to achieve the patient-centered care should increase the qualification of nursing staff first. Government and healthcare industry should encourage the enrollment of nurse graduates, increase nursing staff in hospitals, and encourage on-job training of nurses in order to promote the quality of nursing staff and the quality of care as a whole.
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chen, de-ren, and 陳德仁. "The Association among Metabolic Syndrome, Life Style and Work Stress in Hospital Staff." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/46980240709307430272.
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碩士國防醫學院
公共衛生學研究所
96
Metabolic syndrome (MS) is increasingly becoming common and causing a huge economic burden of medical care system in Taiwan. The problem is not only due to genes, but also many studies have shown that major causes of MS are unhealthy lifestyle. The working characteristics of hospital staff are most likely to be with intensity and stress, they are prone to be one of MS high-risk groups. The aims of this thesis were to investigate the association among lifestyle, work stress and MS in the hospital staff, Taipei, Taiwan. We conducted a cross-sectional study via self-administered questionnaire into hospital staff annual health check data to exam the association in 2007. The definition of Taiwan-MS was adapted for this analysis. Results: There was 29.7% of staff with high strain jobs. There was 76.8% of staff without physical exercise. The MS prevalence was 8.7% in all staff , 14.8％ in male staff and 7.1％ in female staff. The prevalence of the waist’s abnormal was 21.9% in all staff. The finding of male staff: The odds ratios for having MS in the 24≦ BMI < 27 and 27≦BMI were 23.80 (95％ CI:1.13～501.13) and 182.38 (7.65～4345.64). The male staff with Passive were more likely to have MS than those with Low Strain (odds ratios=13.63, 1.30～142.44).The finding of female staff: The odds ratios for having MS in the 30-39 (age) , 40-49 and 50-60 were 5.71(1.21～27.04), 33.17(5.86～187.78) and 26.72 (4.42～161.70). The odds ratios for having MS in the 24≦ BMI < 27 and 27≦BMI were 12.99 (3.67～45.97) and 87.44 (25.50～299.84). The female staff with paternal and maternal history of diabetes were more likely to have MS than those without history of diabetes (OR=2.81, 1.19～6.67). The female staff without exercise were more likely to have MS than those with exercise (OR=3.67 ,1.17～11.51). The female staff with drinking were more likely to have MS than those without drinking (OR=3.07, 1.14～8.25). The study suggests：1. The strategy of weight management, the hospital manager should help the staff to control weight. 2. Exercise may be beneficial to the MS cluster of risk factors among hospital staff. 3. Management executives can pinpoint the problem of work stress. They should build effective stress management strategies to avoid the stress hazards affect on the health of staff. 4. Management executives should pay attention to health of the male staff with Passive and the older female staff with family diabetes. 5. We suggest strengthening a multidisciplinary approach to implement the preventive strategies in hospital staff.
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Feng, Wei-Hsin, and 馮維馨. "The Association of Workplace Violence and Job Stress with Turnover Intention among Nursing Staff." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/64669906261315783789.
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碩士中臺科技大學
醫療暨健康產業管理系碩士班
103
Violent behaviors at the hospital settings have been a main issue globally. Nursing staffs were confronted about four times higher aggressive behaviors than the other health professional employees. The workplace violence was the major cause of the occupational injuries for the health professionals. It would create high level work stress, and lead to the intention of turnover. The major studies of workplace violence towards the health professionals focused on emergency and psychiatry departments. It has lacked studies on the association between the workplace violence, work stress, and the turnover intention. Therefore, the objective of this study is aiming to focus on the association among the above three factors. This cross-sectional study adapted a self-administrative structured questionnaire to clinical nursing staffs in a teaching hospital located in central Taiwan . SPSS was used to analyze the descriptive and inferential statistics, such as t-test, one way ANOVA, and multiple regression. The results of this study showed: (1)The positive association between the personal charactristics and the workplace violence. 2-5 years of working experiences, regular night shift , and work in emergency department confronted the higher workplace voilent experience than the others. (2)The verbal harassment was the most common among workplace violences . The major external source of workplace violence was families of patients and doctors was the mjaor internal source. (3)Nurses who suffers from workplace violences appeared to have poorer job control and higher mental workload. (4)There were positive associations between bullyong experience, mental workload, lack of workplace justice, and turnover intention among nursing staffs. Suggestions:(1) 21% of nurses suffering workplace violence did not report because they believed that there is no use. It showed that the workplace violence policies of hospital were not met the real requirements. The hospital should develop an effective violence prevention and treatment mechanism, such as education and training in the prevention of workplace violence, continuing to strengthen clinical nurses facing the process of workplace violence, particularly for specific job requirements or new staff. (2) The communication between clinical staffs and their departmental leaders must be reinforce mutually. Support and care were provided from senior officers at the first time, as well as the timely counseling and legal assistance (3) Rational human resource allocation among 3 shifts could result in reducing workplace violence an job stress, as well as senior supervisors were assighed to deal with the violence events in 24 hours. (4) A systematic, open-minded communication channel would be established to prevent miscommunication that resulted in dissatisfaction or misunderstanding, as well as to reduce bullying among peers. The internal grievance and disciplinary procedures must pay attention to confidential and complete within a certain period to avoid being unfair for the person involved and other stakeholders. Keywords: Nursing Staff, workplace violence, Job Stress , turnover intention
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Chang, Hsin-Yin, and 張馨尹. "Association between Staff Experience and Performance of CPA Firms-The Moderating Effects of Strategy Type." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/g93bc2.
Full textAbstract:
碩士朝陽科技大學
會計系
104
In this study, after eliminating the top four CPA firms, our sample are divided into large and small or medium size CPA firms based on their public offering of financial statement audits. First of all, this study investigates the association of staff experience and firm performance. Then, this study adds strategy type variables as moderator to investigate if the moderating effect of staff experience and strategy type would influence firm performance. The results show that more experienced staff will reduce the performance of per CPA and CPA firm. Adopting Prospector Strategy can increase the performance of per CPA in small or medium size CPA firms; adopting Analyzer Strategy can increase the performance of per CPA and each employee in small or medium size CPA firms; having experienced staff and also adopting Prospectors Strategy can increase the performance of each employee in small or medium size CPA firms; Large size CPA firms adopt Defender Strategy will decrease firm performance. Furthermore, large size CPA firms adopt Defender Strategy and hire experienced staff will decrease firm performance. Nevertheless, the staff experience can offset the impact of market segmentation on firm performance.
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TSENG, CHIA-WEN, and 曾佳雯. "A Study on the Acceptance and Satisfaction with Attendance Management System of the Farmers' Association Staff-A Case of Chupei City Farmers' Association." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/qg2r56.
Full textAbstract:
碩士中華大學
科技管理學系
105
The purpose of this study is to explore the analysis of the acceptance and satisfaction of the farmers' association staff, and it is worthwhile to study the difference between the acceptance of the farmers' association staff and the training system. The purpose is to focus on understanding the use of volunteer systems for the use of the attendance management system, which is easy to operate, effective and fast, with a view to helping to understand the acceptance and satisfaction of the farmers' staff for the imported attendance management system. Technology Acceptance Model (TAM) was used as the reference for the study structure. The staff and the satisfaction degree of the farmers' association staff were discussed. The questionnaire survey was conducted by questionnaire. The questionnaire was collected and analyzed, and 60 questionnaires were sent out. 60 valid questionnaires were collected and the recovery rate was 100%. Statistical analysis, reliability analysis, single factor analysis, correlation analysis, and regression analysis were performed by SPSS statistical software. The results of the study show that computer self-efficacy has a significant positive effect on perceived ease of use. Computer anxiety has a significant negative effect on perceived ease of use, and perceived ease of use is significant for perceptual usability. The influence of perception, perceived ease of use and perceived usefulness has a significant positive effect on the intention of use, in which the perceived perceptual effect is the greatest effect on the intention of use, and the intention of use has a significant positive effect on satisfaction, the attendance management system is satisfied.
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HSU, YA-HUI, and 許雅惠. "A Study on the Association between Work-Family Conflict, Social Support and Burnout among Nursing Staff." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/94xxdd.
Full textAbstract:
碩士中臺科技大學
醫療暨健康產業管理系碩士班
106
Background: Nursing staff are the professionals who are the majority of medical staff in healthcare institutions, and play an important role in the healthcare system. They are the first-line medical professionals who have to face patients. According to the national statistical data in 2016, the employment rate of nursing staff in Taiwan is only 58.4%.Because of manpower shortage and heavy workload, it is normal condition for nursing staff to overtime and overwork. However, people always keep the double expectations for women in the society: on the one hand, women are expected to actively participate in society and make contribution to society; on the other hand, they cannot forget the expectations of their role-playing in the family, and then the double expectations are easy to make conflicts for the nursing staff. If the conflict between the role of work and family still exist, it will lead to job burnout and leave the Workplace. Purpose: This study explores that the current condition and related factors associated working-family conflicts, social support and job burnout among the nursing staff, as well as the associations between the work-family conflicts, job burnout and social support among the nursing staff. Methods: This cross-sectional study adopted a self-administrated structured electronic questionnaire to the clinical nursing staff of a reginal teaching hospital in central Taiwan. The questionnaire included personal characterictics, work-family conflict scale, social support scale and job burnout scale. All scales were scored by Likert five-point scale. After the approval by research ethic commitee, 239 of 300 subjects were responsed, the response rate was 80%. All of the internal consistency were above 0.896. Statistical analysis includes descriptive statistical analysis, independent samples t-test, One-way ANOVA, Pearson correlation and multiple regression. Result: According to the results, the average of work-family conflict domain was 30.18, and that of family-work conflict domain was 25.71. In the social support, the average score of supervisor support, colleagues support, and family support were 29.42, 31.62, and 38.57 respectively. In the the job burnout, emotional exhaustion averaged 17.14, depersonalization averaged 12.33, and diminished personal accomplishment averaged 13.90. Among the associations of the variables, it showed that there was a significantly positive association between work-family conflict and emotional exhaustion, and there was a significantly positive association between behavior level of family work conflict and emotional exhaustion. Colleague support was a significantly negative associationand to depersonalization and the diminished personal accomplishment. Family support, the strain level and the behavior level of family work conflict and emotional alienation had a significantly positive association, there was a significantly negative association between the time level of family work conflict and the diminished personal accomplishment. Conclusion: Based on the results of this stidy, there were low-work family conflict, high social support and low job burnout in this case hospital. It showed that the nursing staff was affirmed by family members and received high social support. The welfare system and workload reduction were probably the factors to eliminate the work family conflict and work burnout. The high support of the supervisor to the nursing staff resulted in the job burnout reduction among nursing staff, and the appropriate assistance of the supervisors could reduce the degree of the conflict among the work, family and job burnout, and also it can lower the turnover rate of the nursing staff, and improve the quality of care. Keyword: Nursing staff, work-family conflict, social support, job burnout
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Chen, Yi-Hui, and 陳翊慧. "Association between Staff Experience and Performance of CPA Firms─The Moderating Effects of Educational Level and Educational Training." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/9dzrvw.
Full textAbstract:
碩士朝陽科技大學
會計系
103
Since the financial tsunami, professional accounting industry by the market shocks, therefore accounting firms that how to enhance their competitive advantage is most important. In view of this, according to this study differs from its market segment patterns, investigate the effect of the accounting firm of experienced staff and operating performance, and further analysis of whether the employee education and staff education and training on the relevance of experienced staff and operating performance of the production of regulator effect. The results of this study showed that relatively experienced staff will help enhance the overall profits of small and medium sized accounting firms, but regardless of large and small and medium sized accounting firms, with the more experienced staff, will reduce the profits of per CPA. Employ experienced and highly educated staff, in terms of the large accounting firms, to offset the negative effect of experienced staff to the profits of per CPA; small and medium accounting firms, the experienced staff of more abundant, and higher education, high representative of the personnel costs, but to reduce the firm's overall performance, but also to offsetthe negative effect of experienced staff to the profits of per CPA. In addition, enhance employee education and training, we can’t lift large accounting profit and small and medium sized firms as a whole, but again will offset the negative effect of experienced staff to the profits of per CPA.
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LIN, PI-LING, and 林碧鈴. "The Association between Social Support, Job Satisfaction and Turnover Intention of Nursing Staff in a Remote Area Hospital." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/d5y948.
Full textAbstract:
碩士中臺科技大學
醫療暨健康產業管理系碩士班
107
The district hospital has maintained the highest rate of both turnover and staff shortage among all levels of hospitals, having a difficulty of nursing staff recruitment. For the district hospital, which locates in the remote area, the staff’s retention and recruitment has been also hindered by its location. By understanding the job satisfaction, social support and turnover intention of the nursing staffs in the remote regional hospital, this study explores the potentials of job dissatisfaction and ways for the improvement. In addition, the essential items to strengthen job satisfaction are also discussed in this paper. The result of this study can be used to refer to increase the nursing staffs’ job intention and to decrease the turnover intention. There are three primary purposes in this paper. Firstly, the author intends to investigate the current nursing staff’s condition in job satisfaction, social support and turnover intention. Secondly, the author plans to explore the impacts of job satisfaction, social support and turnover intention. Lastly, the author aims to find the association among job satisfaction, social support and turnover intention.The study has adapted a cross-sectional study design of a clinical survey. The instrument has used a structured questionnaire including the scales of job satisfaction, social support, turnover intention and nursing staffs’ personal characteristics from a remote area hospital in central Taiwan. 278 effective questionnaires have been collected and analyzed in this study. All data have been tested through SPSS (the 21th version).The results of social support shows that supervisor support has an average score of 4.12, co-worker support has an average score of 4.13 and kinship support has an average score of 4.11. In job satisfaction, the average score of the supportive work environment is 3.69, the average score of professional authority is 3.80, the average score of cooperation and interpersonal interaction is 3.87, the average score of leadership style is 3.93, and the average score of nursing workload is 3.59. The average score in the table of turnover intention is 2.70. The major findings of this study indicates that job satisfaction and social support are significantly and positively related while turnover intention and job satisfaction are significantly and negatively related. Supervisor support and professional autonomy correlate significantly and negatively to turnover intention. The correlation between leadership style and retention turnover is significantly negative. There is a significant and positive correlation between satisfaction of nursing workload and retention turnover.This paper recommends the authorities to provide appropriate nursing training and supportive activities, to strengthen the leadership, to offer retention bonus or related incentives to senior nursing staffs (those who employed for 5 to 10 years) and to supply more related job aids for the nursing staffs to reduce stress at work. Through the above-mentioned methods, the degree of job satisfaction can be enhanced and the retention turnover can be decreased.
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Lai, Hsiao-Ting, and 賴筱婷. "A Study on the Impact of Financial Technology on the Farmers’ Association and the Transformation of Staff Competency." Thesis, 2019. http://ndltd.ncl.edu.tw/cgi-bin/gs32/gsweb.cgi/login?o=dnclcdr&s=id=%22107NCHU5412041%22.&searchmode=basic.
Full textAbstract:
碩士國立中興大學
農業企業經營管理碩士在職專班
107
With the rapid development of financial technology (FinTech), customers’ reliance on physical financial institutions has noticeably declined. The convenience online banking brings to customers has consequently threatened the physical presence of traditional bank branches, leading to Famers’ credit department counter staff in financial institutions of all kinds, including community-based Farmers’ Associations. To leverage the organization''s human resources, job rotation has become a viable option for the management team. To learn more about the challenges bank tellers have been facing in the digital era, this research aims to explore the impact FinTech has on Farmers'' Associations. Specifically, the thesis investigates how the staff cope with the transformation of staff competency and the driving forces that push them to develop their competencies. In addition, the thesis discusses how to construct a course map based on the skillset and expertise the staff possess within the organization. In-depth interviews and Developing A Curriculum (DACUM)were conducted with the staff in the Farmers’ Association. There responses were subject to statistical analysis using SPSS (version 20). Developing A Curriculum (DACUM)was applied to analyze the skillset the staff possess in order to succeed in the workplace. Statistical analyses reveal a moderate correlation between the staff’s knowledge of financial technology and their job insecurity. No correlations were observed between their knowledge of financial technology and turnover intention and between their job insecurity and turnover intention. In addition, the results indicate that when dealing with heavy pressure from FinTech, the staff’s personal property of being resilient and the provision of performance rewards and bonuses by the employer are among the most important factors facilitating successful staff competency transformation. Furthermore, the results suggest to build a course map based on the staff’s core skills and competencies. Four suggestions are made by this research. First, the staff should embrace the challenges posed by FinTech with open-mindedness and positive attitudes. Second, themanagement team in the Farmers’ Associations should provide bonus incentives to encourage the staff to diversify their talents. Third, the management team should offer training programs to enhance the staff’ skills and knowledge in FinTech. Last, the management team should provide the staff with necessary assistance to facilitate efficient and smooth internal job transitions. The research has the potential to help enhance the staff’s competencies, to build smooth transitions for the staff as they are moving into a new position, and to provide suggestions for decision- and policy-makers in human resource management, at both the regional and national levels.
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Jeng, Sheng-Fong, and 鄭勝峯. "The Association among Medical Staffs’ Professional Commitment, Self-esteem and Intention to Report Incident." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/t8z25y.
Full textAbstract:
碩士國立中山大學
高階經營碩士班
102
Since 2004, Taiwan Patient’s Safety Reporting System (TPR) was gradually adopted by hospitals. The perspective of individual behaviors such as professional commitment, self-esteem has seldom been adopted in previous studies when addressing the determinants for intention of medical staffs, such as physicians, nurses and technicians to report patient safety events. Furthermore, most previous studies do not distinguish between the intention of reporting self-related events and that of reporting others-related events. Therefore, this study discusses the determinants of the intention to report self-related and others-related patient safety events, and regulated by self-esteem in terms of the theory of reasoned action. The survey questionnaires are from 170 medical staffs. The hierarchical regression modeling will be used to test the research hypotheses. Analytical results indicate that professional commitment is positively linked to the intention to report self-related events. The perceived effect of reporting, self-esteem is positively related to both the intention to report self-related and others-related events. Finally, this study expects to complement the theory of safety climate, and construct the new model of education for safety climate-performance relationship in the adoption of more friendly medical information system. Practically, these hospitals could refine the safety practice based on the condition of TPR usage and safety awareness.
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HUANG, YU-CHEN, and 黃宇晨. "Associations among Shift System, Eating Habits, Lifestyle and Health-Related Indicators among Medical Staffs in Taichung." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/6p8mrf.
Full textAbstract:
碩士靜宜大學
食品營養學系
107
Research indicates that shift work can cause changes in sleep quality, work stress and eating habits, lead to an increased risk of obesity and chronic diseases. The purpose of this study was to investigate the relationships between relevance of the shift system, dietary habits, lifestyle and health status from medical staff in the Taichung Armed Forced General Hospital. The study subject were 181 medical staffs from the Taichung Armed Forced General Hospital. The demographic information, shift status (shift time and the night shift frequency), lifestyles (exercise habits, sleep quality and work stress) and eating habits (daily water intake, general food intake and the intake of high-fat, high-sugar, high-salt and high-fiber foods) were investigated from a self-designed questionnaire. Position status and biochemical data from routine health checkups, contained waist circumference, blood pressure, fasting blood sugar, high-density lipoprotein (HDL) and triglyceride (TG) were collected. The results of the study showed that the shift system caused changes in the lifestyle for shift medical staff, including reduced willingness to exercise (shift :62.8%, non-shift :63.6%), increased constipation (shift :26.3%, non-shift :25%) and work stress (shift :7.3%, non-shift :2.3%), also caused a higher proportion of HDL (shift :19%, non-shift :18.2%)and TG (shift :10.9%, non-shift :9.1%)than non-shift medical staff, and the longer the shift experience, the higher the proportion of constipation and poor sleep quality. However, in the part of eating habits, the proportion of people who eat often and the frequency of food intake of high-fiber foods were higher than non-shift medical staff, and the longer the shift experience, the higher the frequency of eating high-fat and high-salt foods. Although the results did not confirm that the shift system has a direct relationship with the health status, it could be seen that the shift system does cause changes in lifestyle and eating habits, which may affect the health of medical staff.
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Chen, Hung-En, and 陳宏恩. "The Study on the Association between Utilization Management in Hospital, Medical Autonomy, and Job-Career Satisfaction among Attending Staff." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/00302097401933399828.
Full textAbstract:
碩士國立臺灣大學
醫療機構管理研究所
94
Objectives: To Study the Association between Utilization Management in Hospital, Medical Autonomy, and Job-Career Satisfaction among Attending Staff Material and Methods: The study is a secondary data analysis from the survey of Prof. Duan-Rung Chen on medical managements. The survey was conducted between late 2004 and early 2005 with structured questionnaires. A total of 674 attending staffs practiced in 50 hospitals acrreditated as district teaching hospitals or higher was included for analysis. SPSS 12.0 was used for descriptive statistics as well as bivariate analysis and multivariate logistic regression. Results: The overall questionnaire response rate was 17.05%. Most respondents were male physicians aged between 30 to 49 years old (84.7%). Few respondents had bachelor of management (9.4%). About 30% of attending staffs felt satisfaction for current practice work and medical career. Among them, only 1.6% of physicians reported very satisfied. Older physician (over 50 years old) were more satisfied in job and career than their younger colleagues. Positive statistically significant correlation was also noted between physicians’ status of professionalism and job-career satisfaction (β=0.141, p<0.01). Multivariate logistic regression revealed that the non-compulsive utilization management of prescription cost and patient number per outpatient clinic were related negatively to job-career satisfaction. The results were statistically significant (β=-0.133 and -0.121 respectively, p<0.5). Besides, medical autonomy was proved to be one of the most important positive predictors for job-career satisfaction (β=0.163, p<0.001). Conclusions: Low job-career satisfaction of attending staffs was noted in Taiwan. Two factors including utilization management and medical autonomy posed such results. Detailed considerations and planning should be made by Bureau of National Health Insurance before policy revision. In front of financial crisis, hospital managers needed more wisdom to perform adequate utilization management.
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HUANG, CHEN-YANG, and 黃陳洋. "Association between Good-Death Belief and Attitude toward Caring Dying Resident of Care-Staff in Long-Term Care Facility." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/06936040745940246275.
Full textAbstract:
碩士亞洲大學
健康產業管理學系長期照護組 在職專班
99
The phenomenon of “sent dying resident to hospital for expiration” existed in long-term care facility, which against “good-death” principle of hospice. Hence this research mainly has four goals:(1) Understanding “Good-Death Belief” of care-staff in long-term care facility (2) Investigating “ Attitude Toward the Care of Dying residents” and its relevant factors of care-staff in long-term care facility (3)Investigating associations between “ Good-Death Belief ” and “ Attitude Toward the Care of Dying residents” of care-staff in long-term care facility (4) Investigating of relevant factors influencing care-staff’s “whether supporting residents can choose to die in the facility” in long-term care facility. Structured questionnaire include “Attitude Scales toward the Care of Dying Patient” (translated and adjusted from “Attitude Scales toward the Care of Dying Patient” of Brent (1991)) and “Scales toward Good-Death Belief”. Cross-sectional survey was conducted, a total of 372 care-staff in long-term care facility (including nursing-staff and care-attendant) enrolled from middle counties of Taiwan (Taichung City, Nantou County, Changhua County). After a total of 420 copies issued, 384 were recovered and 372 valid questionnaires were acquired (effective recovery rate of 96.9%). The data was analyzed via Chinese version of SPSS12.0 statistical software. The main statistical methods include Descriptive Analysis, Independent Sample t-Test, One-way ANOVA Analysis, Pearson’s Correlation Analysis, Chi-square, Stepwise Regression Analysis, Binary Logistic Regression Analysis. The results show: (1)About “Good-Death Belief” of care-staff, care-staff focus on “psychological” and “spirituality” dimensions; (2) “Good-Death Belief” makes care-staffs’ “Personal satisfaction” , “professional challenge” and “professional harvest” dimensions (emphasizing a sense of achievement, positive emotion and professional attitude of “dying residents care attitude”) more positive ; (3) About End-of-life Care attitude of care-staff, there is still more negative attitudes toward death and care-staff lack of ability to discuss issues related to death ;(4) After stepwise regression analysis, the relevant factors of “Attitude Toward the Care of Dying residents” include: family talk about death or burial, perceived health status, more than three days of death or life education, age, experience for funeral rites, experience of dying, but only 17.3% of the variance could be explained ; (5) Care-staff who do not support “residents can choose to die in the facility” accounted for 54.3%. After logistic regression analysis, “facility supporting residents can choose to die in the facility” own the largest odds ratio (Odds Ratio = 48.601) among the relevant factors for “care-staff supporting residents can choose to die in the facility”. The rest include: no religion, “take-care” of terminally ill or dying residents, number of take-care for dying patients or residents is greater than (with) 10. For improving end-of-life care ability and nurturing positive attitude for end-of-life care, this study provided recommendations for future research, long term care education and training curriculum, development of life education, long-term care policy and end-of-life practice. And researcher wishes to help terminally ill resident achieving “Good-Death” in the long term care facility.
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Eisler, Karen. "The Leadership Practices of Nurse Managers and the Association with Nursing Staff Retention and the Promotion of Quality Care in Two Saskatchewan Hospitals." Thesis, 2009. http://hdl.handle.net/1807/17459.
Full textAbstract:
Abstract
The leadership practices of nurse managers and the association with nursing staff retention and the promotion of quality care in two Saskatchewan hospitals?
Doctor of Philosophy, 2009, Karen Eisler
Graduate Department of Faculty of Nursing, University of Toronto
The purpose of this descriptive correlational study was to explore the relationship between nurse managers’ leadership practices as measured by Kouzes and Posners’ (2001) Leadership Practice Inventory and staff nurses’ intent to leave the job, absenteeism, medication errors and the quality of care. A total of 450 RNs and LPNs responded to a mailed survey. The respondents were representative of the target population; 54% were 46 years of age or older, 81% RNs and 19% LPNs, 95% female, over 65% had at least 11 years of nursing experience, and 65% worked fulltime. Staff nurses gave low ratings of their managers’ use of the five transformational leadership practices. There was a weak or non significant relationship between the five leadership practices and staff nurses’ intent to leave, absenteeism or medication errors. Results of hierarchical multiple regression analyses revealed that some of the leadership practices had a significant positive relationship with perceived quality of patient care and nursing care on the unit. The strongest predictors of quality of patient care (23% of the variance) were the leadership practices, Challenge the process, Inspire a shared vision, Enable others to act and Model the way. The strongest predictors of the quality of nursing care (16% of the variance) were the leadership practices, Model the way and Challenge the process. The results of this study indicated that managers’ use of transformational leadership practices can affect the staff nurses’ perception of the quality of patient care and nursing care on a unit. It is important that nurse managers develop leadership practices to promote high quality care in Saskatchewan hospitals.
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Pauzé, Enette. "Working Together across Primary Care, Mental Health & Addictions: Exploring the Association between the Formalization of Organizational Partnerships & Collaboration among Staff Members." Thesis, 2012. http://hdl.handle.net/1807/34839.
Full textAbstract:
The purpose of this study was to explore the relationship between the formalization of inter-organizational partnerships and collaboration among staff members working together across primary care, mental health and addition organizations to provide services to adults with complex mental health and addiction needs. Phase I of the study provided an environmental scan of existing partnerships among Family Health Teams (FHTs) and Community Health Centres (CHCs), and the Mental Health and/or Addiction (MHA) organizations they partner with, in the province of Ontario (Canada). Phase II explored the relationship between formalization and a) administrative collaboration and b) and service delivery collaboration. The hypotheses proposed that staff members who are part of formalized partnerships would report higher levels of collaboration. Phase III explored how formal and informal partnerships and collaboration are experienced by the administrative and service provider staff members who work across FHTs, CHCs and MHAs organizations. Using a mixed methods approach, data were collected using electronic surveys and telephone interviews. The results of Phase I indicated that FHTs and CHCs in Ontario have between 1-3 partnerships with MHA organizations. Most are informal partnerships, have existed for less than 5 years, and most staff members (partners) interact on a monthly basis. The quantitative results of Phase II showed no significant relationship between formalization and either form of collaboration. The qualitative findings from Phase III provide two key contributions. First, the results of the interviews may help explain why collaboration was not higher in formalized partnerships, as demonstrated by the range of advantages and disadvantages experienced by administrators and service providers in both formal and informal partnerships. Second, the findings illuminate factors related to the process of creating and/or formalizing partnerships, suggesting that there may be other factors that mediate or have a direct impact on the relationship between formalization and collaboration. By bringing together the study findings, the study addresses a gap in the literature by proposing a pathway through which formalization may be associated with collaboration. The results of the study provide opportunities for future research to help improve the quality and accessibility of services to adults with complex mental health and addiction needs.
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Gresie-Brusin, Florentina Daniela. "Occupational exposure to ethylene oxide in women sterilising staff working in Gauteng province, South Africa: Exposure assessment and association with adverse reproductive outcome." Thesis, 2006. http://hdl.handle.net/10539/1616.
Full textAbstract:
Faculty of health sciences
School of Public Health
0204521g
dgresie@yahoo.co.uk;dgresie@hotmail.comEthylene oxide is used widely in hospitals as a gaseous sterilant for heat-sensitive medical items, surgical instruments and other objects and fluids that come into contact with biological tissues. Although ethylene oxide is recognised as a reproductive toxicant in humans, so far few studies have been carried out to investigate the association between exposure to ethylene oxide and the occurrence of adverse reproductive outcomes (Hemminki et al 1982 and 1983; Rowland et al, 1996; Yakubova et al, 1976). The results of these studies suggested that ethylene oxide is capable of causing reproductive dysfunction and that further research is needed in order to understand its effects on reproductive health. This study investigated the association between exposure to ethylene oxide during pregnancy and adverse reproductive outcome in women sterilising staff working in sterilising units using ethylene oxide in Gauteng province, South Africa. The study had the following objectives: 1) to describe the extent and nature of ethylene oxide use in sterilising units operational in medical facilities in Gauteng; 2) to assess the current exposure to ethylene oxide in sterilising units in Gauteng; 3) to collect information on the last recognised pregnancy using a questionnaire; 4) to assess the validity of the information on the evolution and outcome of the last recognised pregnancy collected by the means of the questionnaire; 5) to assess the association between occupational exposure to ethylene oxide during pregnancy and adverse reproductive outcome. The study population was represented by singleton pregnancies that: 1) occurred in women currently working in sterilising units using ethylene oxide in Gauteng province, South Africa; 2) were the last recognised pregnancy occurring in these women after the 1st January 1992; 3) occurred while the mother was employed. The adverse reproductive outcome was defined as the occurrence of any the following: spontaneous abortion, still birth, pregnancy loss (spontaneous abortion or still birth), low birth weight and combined adverse reproductive outcome (spontaneous abortion, still birth or low birth weight). The study enrolled 68.8% of the medical facilities in Gauteng that were using ethylene oxide to sterilise medical equipment. The majority of the employees working in the sterilising units included in the study were women (96.6%) and they were employed in one of the following jobs: technician (operator), instrument packer and cleaner. xiii Most of the sterilising units participating in the study used ethylene oxide sterilisation daily and only 15.4% of them reported that the employees operating the ethylene oxide steriliser used protective clothing. Recorded levels of ethylene oxide were provided by 46.2% of the sterilising units; they were all bellow 0.25 ppm (the South African long-term exposure limit for occupational exposure to ethylene oxide is 5 ppm). Changes in ethylene oxide sterilisation equipment and or technology were reported by 42.3% of the sterilising units and they were all engineering control measures aimed at reducing exposure to ethylene oxide. Measurements of the current levels of ethylene oxide were performed at the time of the study by the National Institute for Occupational Health using hydrobromic acid-coated petroleum charcoal tubes connected to calibrated Gilian pumps through which air containing ethylene oxide was drawn. The samples were analysed by the Analytical Services of the National Institute for Occupational Health. A total of 418 samples were collected (100 blank samples, 97 personal samples and 221 static samples). Quality control was ensured by the following methods: 1) verification by an Approved Inspection Authority; 2) collection of duplicate samples; 3) collection of blank samples. These measurements showed that exposure to ethylene oxide still occurred in sterilising units (ethylene oxide was detected in 9 out of the 10 public hospitals) and that the employees most exposed are the ones working with the ethylene oxide steriliser (technician or operator). There were 113 women working in the sterilising units enrolled in the study who had been pregnant after the 1st January 1992; 109 of them agreed to participate in the study and to complete the questionnaire. Information on exposure to ethylene oxide during pregnancy was obtained from three sources: walk-through survey, questionnaire-collected data and measurements of the levels of ethylene oxide in sterilising units at the time of the study. Information on the evolution and outcome of these pregnancies was gathered from the mother using a questionnaire. The questionnaire collected demographic data, reproductive history, medical data, risk factors for the adverse reproductive outcome (environmental and occupational exposures, lifestyle), and data regarding the evolution and outcome of the last recognised pregnancy. The questionnaire also collected detailed information on the job held at the time of the last recognised pregnancy (if the woman was working with ethylene oxide, she was asked to provide a complete list of daily tasks she was performing). Prior to administration, the questionnaire was tested on a small sample of working women. xiv The validity of the questionnaire-collected information on the evolution and outcome of the last recognised pregnancy was assessed by comparing this information against medical records (considered the “gold standard”). The assessment showed that mothers’ recall was accurate for the following variables: medical facility were the pregnancy was recorded, date of the reproductive event, gestation length, vital status of the newborn, number of foetuses, child gender, disease/medical problems during pregnancy and treatment received during pregnancy. There was an error in the mothers’ reporting of the birth weight of their babies. The possible misclassification of outcome resulting from this error was shown to be nondifferential (the proportion of subjects misclassified on outcome did not depend on exposure). Therefore, this misclassification could bias the effect estimate towards the null value or it could not produce any bias at all. The analysis carried out to detect possible associations between exposure to ethylene oxide and adverse reproductive outcomes included 98 of the initial 109 pregnancies on which information had been collected (11 pregnancies were excluded from the analysis for the following reasons: 2 were multiple pregnancies, 4 were conceived before 1st January 1992 and 5 were conceived while the mother was not employed). Amongst the 98 singleton pregnancies included in the analysis, 19 were classified as exposed and 79 as unexposed to ethylene oxide. The relative risk for spontaneous abortion was RR=16.63 (95%CI=1.97-140.42; p=0.004), for stillbirths RR=3.47 (95%CI=0.63-19.01; p=0.18), for pregnancy loss RR=6.24 (95%CI=1.95- 19.93; p=0.003), for low birth weight RR=0.61 (95%CI=0.09-4.30; p=0.51) and for combined adverse reproductive outcome RR=2.09 (95%CI=1.00-4.36; p=0.06). No confounders were detected for any of the associations between exposure to ethylene oxide and the adverse reproductive outcomes under study. For the association between exposure to ethylene oxide and combined adverse reproductive outcome the analysis detected three effect modifiers: paternal age (father aged 40 or older at conception), passive smoking and maternal age (mother aged 35 or older at conception). In conclusion, this study, the first in South Africa on ethylene oxide exposure and adverse reproductive outcomes, confirmed the widespread use of ethylene oxide, exposure to this agent in public sector hospitals and associations between exposure to ethylene oxide and spontaneous abortion and between exposure to ethylene oxide and pregnancy loss (either spontaneous abortion or stillbirth). xv Moreover, the study provided data on reproductive outcomes in employed women (on which scant data are available in South Africa) and added information on the validity of selfreported pregnancy data relative to medical records. The findings of the study support the conclusions of the previous studies that had suggested that exposure to ethylene oxide during pregnancy could lead to adverse reproductive outcomes. The study detected no associations between exposure to ethylene oxide and stillbirth, low birth weight or between exposure to ethylene oxide and combined adverse reproductive outcome.
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Ackah, Shiroma. "The association of demographics and occupational factors with latent tuberculosis infection in radiology staff at public sector hospitals in the eThekwini health district." Thesis, 2015. http://hdl.handle.net/10321/1422.
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Submitted in fulfillment of the requirements for the degree of Master’s of Technology: Radiography, Durban University of Technology, Durban, South Africa, 2015.Introduction Tuberculosis remains a leading cause of death, second to the Human Immunodeficiency Virus. The risk of latent tuberculosis infection and active tuberculosis disease is a known occupational hazard. In South Africa, a high tuberculosis burden country, the potential of Mycobacterium tuberculosis transmission to health care workers is high. This includes diagnostic radiographers and other radiology staff working in radiology departments. Purpose of the Study This study aimed to investigate the association of demographic and occupational factors with latent tuberculosis infection in radiology staff in public sector hospitals of the eThekwini Health District. Methodology This cross-sectional study was conducted from 26 February 2013 to 07 June 2013. Quantitative methods were used to test for associations of demographic and occupational factors with latent tuberculosis infection in participants. A sample size of 181 participants for an estimated population of 340 radiology staff was recommended at the proposal stage. The study consisted of two phases; the questionnaire survey (phase one) and the administration of a two-step tuberculin skin test (phase two). Data was obtained with regard to demographics, occupational history, social behaviours, medical history; and family and home histories. Demographic and occupational associations with latent tuberculosis infection were made in relation to the size of the first tuberculin skin test induration. Frequency distributions were developed to describe data categories. Pearson’s and Spearman rho’ correlation coefficients were used to test for correlations between the independent variables. The chi-square test was used to determine associations between the categorical independent variables and the dependent variable. Bivariate analyses were performed using these tests. The multivariate analysis was performed using logistic and linear regression on the dependent variable. Results A total of 182 questionnaires were returned from approximately 280 radiology staff. At the outset, all doctors working in the radiology department had to be excluded due to numerous failed attempts to enlist their participation. Fifty-three (29.12 percent) participants were excluded from phase one of the study and a further thirteen participants were excluded from phase two. The total sample was 116 participants. Of the 116 participants, 86.2 percent tested positive for latent tuberculosis infection at the first step of the two-step testing method used. One (0.86 percent) participant went on to convert at the second step, testing positive at this level. Demographic associations with latent tuberculosis infection included age (older) as an associated factor. A significant demographic association with latent tuberculosis infection was the use of alcohol (p-value 0.033 on the multivariate analysis). Occupational associations with latent tuberculosis infection included longer durations of employment. The annual income (higher income earners) displayed significant associations with latent tuberculosis infection (p-value 0.048 on the multivariate analysis). It is necessary in this study to note that participants include support personnel (lower income earners) making up 37.8 percent of the study, diagnostic radiographers making up 48.3 percent; and radiography managers/assistant managers (highest income earners) making up 13.8 percent of the study. Conclusion and recommendations The risk of transmission of Mycobacterium Tuberculosis to health care workers is a known occupational hazard. This study has described the prevalence of latent tuberculosis infection in radiology staff, at district and regional hospitals within the eThekwini Health District. With 23.62 percent of all participants already having active TB disease and 86.2 percent of the tested group displaying positive results for latent tuberculosis infection, using the tuberculin skin tests, the need for tuberculosis screening is essential. The findings of this study will be used as a health improvement mechanism for stakeholders, having identified potential gaps in medical screening in healthcare in Kwa-Zulu Natal. This study makes recommendations for the early detection of active tuberculosis infection and the monitoring of health care workers that are latently infected, thus assisting in reducing the rate of conversion of latent tuberculosis infection to active tuberculosis disease in radiology staff. This reduces long-term exorbitant costs related to health care associated infections, such as tuberculosis. It also reduces rates of transmission and cross infection to both co-workers and already immunocompromised patients, helping to curb the overall epidemic in South Africa.
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林佩萱. "The association between the leadership styles of hospital clinical guidance teachers and turnover intention of post graduate year staffs." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/6nbv42.
Full textAbstract:
碩士長榮大學
職業安全與衛生學系碩士在職專班
107
Post Graduate Year (PGY) staffs are in a transition when they change their roles from students into hospital staffs. The turnover rate would be high if they do not adapt well in the workplace. The leading roles of clinical guidance teachers can be critical at this moment. The association between the leadership styles of the teachers and turnover intention of PGY staffs is worth studying. This study aims at PGY staffs as study population from hospitals in the southern Taiwan. Structure questionnaires were administered to collect information for study. There were 374 (96%) questionnaires returned. In the questionnaire, leadership styles contain two dimensions: consideration and initiating structure. We further classified leadership styles into four groups: low consideration and low initiating structure (LCLI), low consideration and high initiating structure (LCHI), high consideration and low initiating structure (HCLI), and high consideration and high initiating structure (HCHI). The study results show respiratory therapists had the highest turnover intention, followed by nurses, doctors and other types of professionals in the study subjects; cross analysis reveals that the LCLI group had the highest turnover intention score and was significantly different from the HCHI group (p<0.05). Stepwise regression showed that, besides leadership style, health condition, loyalty, work stress, job type, family factors, going back to school and work satisfaction were significant factors which were able to predict turnover intention. After controlling for aforementioned factors, relative to LCLI, HCHI still significantly associated with turnover tendency (β = -1.104，p < 0.0001)。 This study showed leadership styles of clinical guidance teachers were associated with turnover intention of post graduate year staffs. We suggest hospitals choose clinical guidance teachers with suitable personal dispositions or train teachers to possess positive leadership styles.
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Chung, Hsiu-Ling, and 鍾秀玲. "The Association of Healthy Lifestyle and Health-Related Quality of Life (HRQOL) among the Staffs in the Health-Promoting Hospital." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/89657425644282752299.
Full textAbstract:
碩士國立臺北護理健康大學
護理研究所
100
In recent years the mass media constantly reports about a number of medical personnel "death from overwork" event, it triggering the concerns by public and government for hospital staff health, then advocate the "health-promoting hospital" and the "healthy days" toward staff's health-related quality of life are the international common trends. This study aims to investigate the relationships among the health-related quality of life with employees properties, Health-Promoting Lifestyle, and metabolic symptoms index, and physical fitness. Research tools included: basic properties of the population, metabolic syndrome indicators, indicators of physical fitness, Health-Promoting Lifestyle, and the health-related quality of life scale. A cross-sectional design for the north hospital, to adopt a comprehensive survey completed 303 samples, cover rate of 79.7%. Data analysis methods, including frequency distribution, percentage, mean, standard deviation, t test, One-way ANOVA, multiple linear regression, and the Sobel test was used for hypotheses testing. The results showed: in the last 30 days, its average number of healthy days was only 17.4 days, the unhealthy days was 12.6±7.2 (mental- and physical-unhealthy days is 6.9 ±7.7, 5.7±6.7 respectively) and prevent the number of days of daily life average 4.2 ± 6.0. The four predictors of the health-related quality of life, including: perceived health status, healthy lifestyle, work to feel tired, and working rotated. The hypothesis was accepted that is, the healthy lifestyle is a mediator between the condition of working and the health-related quality of life, the effect size from 12.2% to 27.1%. , which means positive "healthy lifestyle" can ease staff background work for the threat to the quality of life. Implications of this study is to enhance hospital managers and staffs to understand and risk-related factors, strengthen the improvement of working conditions, environment and personal health behavior change, might be achieved the goal of health-related quality of life. Keywords: Health-Promoting Hospital, Health-Related Quality of Life, Healthy Days, Health-Promoting Lifestyle, Sobel Test
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Lin, Kun-Tse, and 林昆澤. "Research of the relation among the Individual characteristic, job satisfaction and job involvement - The Farmers Association Credit department staff in Gaoxiong County to be the examples." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/73019897125473842052.
Full textAbstract:
碩士義守大學
管理學院碩士班
99
The Banking field innovated a lot recently, the Farmers Association credit regulation amended as well that will face more external competition and challenge t nowadays. It is an important lesson for Farmers Association credit department to strength manpower quality, improve working efficiency and service while running for the balance in between service and profit. This study uses the personal variants as the controls variable; the job involvement as the independent variable and job satisfaction as dependent variable, and use job satisfaction as independent variable; Job involvement as dependent variable trying to probe the possible correlations between the two abovementioned factors and personal variants. This thesis’ object is the staff of the Kaohsiung county Farmers Association. It uses questionnaires to collect data. With regard to the data analysis, the methods of description statistics analysis, factor analysis, credibility analysis, the T-survey of independent objects, the single factor variation analysis and the regression analysis etc. are used. Firstly, it describes how the objects get scores among the variants. Secondly, the T-survey of independent objects to verify, and single factor variation analysis is used to examine whether the personal variants show up apparent differences to the job satisfaction, job involvement. The multiple regression analysis is used to analyze the possible influence and the predictability of the personal variants towards the job satisfaction and job involvement. The outcome shows: (1). There was a significant difference among gender on job satisfaction and involvement. (2). Age has apparent difference on job satisfaction and involvement. (3). There has no apparent difference on job satisfaction and involvement of marriage status,level of education and length of service. (4). There has no apparent difference on job satisfaction and involvement of different job title. (5). There has significant correlation in between Job satisfaction and involvement.
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Yen, Yi-Sheng, and 葉義聖. "Commitment Factors and Consequences of Justice, Subjective Norms, Satisfaction, Trust, Switching Costs and Alternative Attractiveness Which Effect Farmers’ Association Members and Staffs－An Example of Farmers’ Association in Kaohsiung and Pingtung Area." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/08885941060780828761.
Full textAbstract:
碩士國立屏東科技大學
農企業管理系所
96
This study will find out how the members of the Farmers' Association are thinking about the commitment of relationship, comparing with the data of different Population Estimates about the commitment of relationship, the factors and results in influencing the commitment of relationship. By proceeding results to regression analysis, we could provide some suggestions to people of related industry by justice, subjective norms, satisfaction, trust, switching costs, alternative attractiveness, switching intention, commitment of relationship of the research. The Farmers' Association is as a bridge between the government and farmers for a long time, and it is an important role that helps the development of agricultural policies. With the economic environment changing rapidly in Taiwan, the Farmers' Association also faces the overdue loan and the exceed loan etc., so the farmers will be worried about the development of Farmers' Association, and some Farmers' Associations also have face the danger in running their business. The results show that the satisfaction strongly affects the member of the Farmers' Association toward the commitment of relationship of the Farmers’ Association. So the Farmers' Association should emphasize on advice, complaint and how to run their business. And it could improve the relationships. In addition, the research suggests that Farmers' Association should attach the importance and the complaint, concerned about the methods of operation, raising their relationship.Besides, this study suggests that the Farmers' Association provide some extra service to the members, and they will feel the efforts of the Farmers' Association in the normal processes.
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Ying-Chi, Chuang, and 莊茵淇. "Investigation on the Association of Quality of Life and Health Promoting Lifestyle Among Psychiatric Hospital Staff -An Example of a Psychiatric Hospital in Hualien County Southern District." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/6m732m.
Full textAbstract:
碩士國立臺東大學
進修部運動休閒管理碩(假日)
105
Background: In terms of quality of life and health promoting lifestyle, hospital staff and nurses were in unsatisfactory conditions. Long-term unhealthy lifestyle was the main cause of chronical disease; thus, health promoting lifestyle affected not only staff’s personal health but also hospital’s effectiveness. Related researches often discussed staff in general hospitals, but seldom in psychiatrical hospitals; therefore, this was the motivation and background of this particular research. Objective: This research was to investigate the quality of life and health promoting lifestyle of the staff in a psychiatrical hospital in Southern Hualien. Methods: By using cross-sectional correlation study, 477 questionaires were given to the staff in a psychiatrical hospital in southern Hualien. 429 questionaires were valid. The response rate was 89.94%. Results : (1) The average score was 60.91%. The top 3 factors were physical health, social relations, and mental health. (2) Health promotion lifestyle score was 73.16 %, which was a little better than ordinary. The top 3 factors were personal relationship, spiritual growth and stress management . (3) The following factors, such as being married, having a master degree or better, doctor and medical personals, having kids, higher income, having regular exercise, non-smokers, would yield a better life quality. (4) The following factors, which would yield a better health promoting lifestyle, were: (a) being married; (b) having a master degree or better (in nutritional behavior category, a junior high school education was also good); (c) all job categories except nurses; (d) having kids and (e) having regular exercise. (5) Quality of life and health promotion lifestyle of hospital staff in the psychiatrical hospital had positive correlation.
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Hsu, I.-Ting, and 許依婷. "Investigate the association with job stress and remain or not by using health promotion of hospital staffs-referring a regional teaching hospital." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/7f6swd.
Full textAbstract:
碩士國立雲林科技大學
工業工程與管理系
104
The concept of health promotion is an important issue into workplace, and the importance of health promotion can create good working atmosphere. This research is going to discuss whether the hospital staff attended health promotion activities will affect the work pressure and willingness to remain in this job by case study. According to the result of questionnaire, the age, education, personal title, current services, years of hospital work, and the work shift is significant difference with the attending number of health promotion. It’s significant difference in age, number of children, personal title, current services and the years of hospital work in working control part. It is also have significant difference of workload in age, number of children, and years of hospital work. The personal title is significant difference in perception of work, and the age has a significant difference in the willingness to remain in office. The number of participation, work stress and the willingness to remain in job has no significant correlation however the control of work and workload has positive correlation. The result means the higher degree in control of work has little pressure of work. The control of work and job experience has positive correlation means their high satisfaction of work than others. This result showed that the case study of hospital has less work stress; their control of work, workload and perception of work has positive correlation and less work pressure higher willingness to remain.
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Pan, Ching Yi, and 潘靜宜. "The association between Work Stress and Metabolic Syndrome among Nursing Staffs-A case study on the Department of Respiratory and Thoracic medicine." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/8uvp7k.
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Lin, Jian-Jhang, and 林建璋. "The association about health promotion programs of hospital’s staffs’ cognition and the degree of participation---from the view of health promoting hospitals." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/99846638132992882970.
Full textAbstract:
碩士臺北醫學大學
公共衛生學研究所
95
The study explores the implementation of worksite health promotion programs and degree of participation among the staff in a teaching regional hospital, from the view of health promoting hospitals. In order to understand the situation, the channels of the information dissemination, advantages and barriers of worksite health promotion programs, we used in-depth interviewing with the workers of unit which is responsible for worksite health promotion in the hospital; and in order to understand the availability, the degree of participation, data were collected by structural questionnaires in the quantitative, cross-sectional study design. According to the result of in-depth interviewing, worksite health promotion which the hospital implemented was still in the initiative stage, but would be a promising emphasis in the future. The health promotion activities in the hospital were divided into four subjects: mental health, weight control, health promotion in exercise, tobacco hazard control. Advantages included good coordination among units; while barriers were the shortage of personnel and resource. A total of 531 questionnaires in this quantitative research were collected, and response rate is 50.9%. Deducting questionnaires from missing data, pages of loss, excursive answers, effective samples consisted 526 questionnaires. The main results of study are as follow: 1.Health responsibility, perceived health status and depression are related to work stress and loading: The better perceived health status, the better health responsibility; while depression remains low. And the higher work stress and loading, the higher depression, and the worse its perceived health status. 2.The availability of health promoting activities is generally higher, but the degree of participation is low: The availability of every health promoting activity is quite high for staffs, the channels of information dissemination are also diverse, but the degree of participation for every subject is low. Female staff’s availability is higher than that of male; married staff’s availability is also higher than those unmarried. 3.The scores to staff’s cognition of health promotion programs is low: No matter the aspect of policy, plan, administration or entire cognition, the score is low. It demonstrates the hospital’s staffs’ cognition of health promotion programs is generally insufficient. 4.The degree of participation of health promoting activities is significant difference in the availability and cognition of health promoting activities: After controlling demographic data, job characteristics, perceived health status and health responsibility, staff’s cognition of health promotion programs and staff’s availability of health promotion programs can explain 36.7% of total variances in the degree of participation of health promoting activities. This study finds the degree of participation of health promoting activities is affected by the staff’s cognition of health promotion programs and staff’s availability of health promoting activities. If we want to elevate the participative rate of the health promoting activities and promote staff’s health, we have to set about it from the two aspects. This can strengthen the quality of medical care and the patient’s satisfaction.
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LU, GUO-LIANG, and 呂國良. "Study on the Association of Teacher’s Organiztional Climateperception, Subjective Well-being, and Intentions of Working asAdministrative Staff among the Population of ElementarySchool of Truku Tribe in Hualien County." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/6r756c.
Full textAbstract:
碩士大仁科技大學
休閒事業管理研究所
105
The study attempted to explore in how teacher’s intention of concurrently assume administration tasks associate with the school organizational climate and teacher’s perceived happiness. The research conducted among the population of teachers of elementary schools in the Truku district of Hualien. A total of 180 valid responses from 200 structured questionnaires formed the data for analyses. Statistical analytic techniques of descriptive statistics, t-tests, one-way analysis of variance, Pearson correlation coefficient, and multiple regressions were used to explore into the current facts and to test the hypotheses. Test results revealed useful information regarding the unique district. 1. Perceived levels organizational climates were varied along with gender, age, age of youngest child, occupational status, and tenure. 2. Perceived happiness levels were varied along with cohabitation with spouse, and the respondent’s age. 3. Levels of intent of taking concurrent administrative task were varied along with several factors of marital status, cohabitation with spouse, age of youngest child, monthly household income, current occupation, occupational status, seniority, and scale of the school. 4. Levels of taking concurrent administrative job positively associated with teacher’s perceived happiness and school organizational climate. 5. School organizational climate positively influenced teacher’s levels of happiness (R2=0.13), as well as the willingness levels of assuming administrative job (R2=0.02). Perceived happiness positively affected the willingness levels of assuming administrative job (R2=0.02). Despite that the effect of organizational climate on teacher’s willingness concurrent mission was fractional, yet its effect on teacher’s perceived happiness was acceptable, by which in turn benefits the quality of teaching and learning. Based on the conclusion, this research provided several suggestions to the school administrators, top management team, and for future research directions.
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Krull, Ivy. "Government funding requirements to promote implementation of evidence-based practices in community-based addiction treatment organizations: the association between funder requirements and treatment staff reports of barriers to implementation." Thesis, 2013. https://hdl.handle.net/2144/15390.
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A number of research studies have highlighted the importance of using empirically supported treatment (evidence-based practices (EBPs)) as the most effective means to reduce addiction. Even though significant federal funding has been committed to support implementation of EBPs in community-based treatment organizations (CBOs) (Glasner-Edwards & Rawson, 2010; NIDA, 2006; IOM, 2003) systematic study of the policy-components of EBP implementation is limited to date. This study examined whether the federal-funder-specific activities (measured as: recommending specific EBPs rather than promoting CBO selection of EBPs, activities associated with specific funding mechanisms, and providing training through ATTCs) were associated with staff perception of level of barriers to implementing federally-funded EBPs. Data sources included interviews with 510 clinical staff from CBOs nationwide who received SAMHSA funding (2003-2008) to implement EBPs. Bivariate analysis and regression modeling methods examined the relationship between federal-funder specific activities and three dependent variables: level of barriers experienced when implementing the EBP, level of modifications made to the EBP that was implemented, and a series of questions regarding attitudes about the usefulness of EBPs. In the regression models, the study controlled for staff, geographic and treatment unit characteristics. It also controlled for variables related to organizational capacity. Findings include: 1. whether or not federal-funders promoted the use of a specific EBP or whether the organization self-selected the EBP to implement was not significantly associated with the level of barriers experienced, the modifications made to the EBP or the attitudes about EBPs. 2. Staff receiving funding from different federal funding mechanisms was associated with reporting different levels of barriers, modifications and attitudes toward EBP implementation. 3. Finally, having received ATTC training was not significantly associated with having more positive attitudes about specific EBPs or the level of modifications or barriers to EBP implementation.
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Wu, Yu-shan, and 吳育珊. "A Study on the Professionalization Process of Taiwan Dr. Dog: the example of analysis of the Partnerships between Dr.Dog, Dr.Dog volunteer, animal behavior trainer and Formosa Animal-Assisted Activity & Therapy Association (FAAATA) staff." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/42528687933543647376.
Full textAbstract:
碩士南華大學
生死學系
100
Considering the unfair treatment of the animal in the Taiwan society, this study focuses on the professionalization establishment process of Dr. Dog after a series of training, exams and certification. By making comparison between the professionalization characteristics and the training, exams and certification process of the Dr. Dog, this study firstly reviews the professionalization establishment process. Then, this study conducts a qualitative process, which takes in-depth interview with the members of Formosa Animal-Assisted Activity & Therapy Association, animal behavior trainer, volunteer owner of Dr. Dog and dedicated personnel of Home for the Disabled of Social Affairs of City Government as the main research subjects. Besides collecting interview texts, this study also adopts the notes of the participant observation, when the researcher attends not only once at the places of Dr. Dog training, service providing and certification identified. Through these two kinds of analysis texts, this study constructs the connotation of the partnership relationship and the patterns of the professionalization establishment process provided by the service of Dr. Dog and its volunteer owner. After that, this study tries to make suggestions and critiques, in order to promote better treatment of the animal in the Taiwan society.
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VOLFOVÁ, Hana. "Návrh organizace a managementu cestovního ruchu destinace Český Krumlov." Master's thesis, 2010. http://www.nusl.cz/ntk/nusl-53456.
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Task of this work was to make analysis focused on current management of tourism in the city of Český Krumlov, models of other destinations and business enviroment. On basis of conclusion of those analysis were made posibilities of cooperation and comunication between business enviroment and Destination management ČK, and also were accepted specific steps to improve all activities of this organisation. Data gathered through managed interviews showed complex information of state of destination management in Czech Republic and abroad. In following comparation was found out, at what level is currently destionation managememt in Český Krumlov, Analysis of business enviroment defined relations, which can be improved and amplified, with privat enviroment of city. For purpose of creating communication base was designed specific platform Jourfix. As a next step suggestions for better organisation and coordination of activities of Destination management were defined, including its economic calculations. The main purpose was to correctly evaluate actual situation of this subject and to create specific solutions.
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MacLeod, Suzanne. "From the "rising tide" to solidarity: disrupting dominant crisis discourses in dementia social policy in neoliberal times." Thesis, 2014. http://hdl.handle.net/1828/5213.
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As a social worker practising in long-term residential care for people living with dementia, I am alarmed by discourses in the media and health policy that construct persons living with dementia and their health care needs as a threatening “rising tide” or crisis. I am particularly concerned about the material effects such dominant discourses, and the values they uphold, might have on the collective provision of care and support for our elderly citizens in the present neoliberal economic and political context of health care. To better understand how dominant discourses about dementia work at this time when Canada’s population is aging and the number of persons living with dementia is anticipated to increase, I have rooted my thesis in poststructural methodology. My research method is a discourse analysis, which draws on Foucault’s archaeological and genealogical concepts, to examine two contemporary health policy documents related to dementia care – one national and one provincial. I also incorporate some poetic representation – or found poetry – to write up my findings. While deconstructing and disrupting taken for granted dominant crisis discourses on dementia in health policy, my research also makes space for alternative constructions to support discursive and health policy possibilities in solidarity with persons living with dementia so that they may thrive.Graduate
0452
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macsuz@shaw.ca