Bibliografie tematiche / Nurse Staff

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Letteratura scientifica selezionata sul tema "Nurse Staff"

Autore: Grafiati
Pubblicato: 29 luglio 2024
Ultima modifica: 30 luglio 2024

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Articoli di riviste sul tema "Nurse Staff"

1

Abdulmalik, Paida P., e Hamdoni Pangandaman. "LEADERSHIP TRAITS OF NURSE MANAGERS AND NURSE STAFF COMMITMENT IN THE PHILIPPINES HOSPITALS". Jurnal Administrasi Kesehatan Indonesia 12, n. 1 (25 giugno 2024): 49–61. http://dx.doi.org/10.20473/jaki.v12i1.2024.49-61.

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Background: Effective nurse leadership significantly influences healthcare service quality. Nurse managers' leadership impacts staff nurse commitment, patient outcomes, and organizational success. Aims: To examine nurse manager leadership traits and their relationship with staff nurse commitment in a government hospital. Methods: Descriptive-inferential correlation research with stratified and randomized nurse managers (n = 21) and staff nurses (n = 117) as participants from five selected hospitals at Lanao del Norte. Adopted questionnaires on leadership traits and commitment were used and data were analyzed using frequency, percentage, mean, and standard deviation in SPSS v.25. Results: The result shows that nurse manager leadership qualities are usually valid for a leader who encourages others to do what is right, gives subordinates continuing education, and is an ethical and self-confident leader. Their staff nurses believed positive components of the leadership traits of nurse managers were sometimes true. Staff nurses were generally still deciding whether they were committed to their work effectively, continuously, or normatively. Nurse managers' leadership traits are significantly related to the staff nurses' affective, continuance, and normative commitment. Conclusion: Fostering positive leadership through education and supportive environments enhances staff nurse commitment and job satisfaction, reducing nurse turnover and improving nursing care quality. Keywords: commitment, leadership traits, leadership qualities, nurse manager, nurse staff
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Schmieding, Norma Jean. "Relationship Between Head Nurse Responses to Staff Nurses and Staff Nurse Responses to Patients". Western Journal of Nursing Research 13, n. 6 (dicembre 1991): 746–60. http://dx.doi.org/10.1177/019394599101300606.

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Sutcliffe, Susan A. "Nurse-to-Nurse Staff Development". Nursing Management (Springhouse) 20, n. 1 (gennaio 1989): 73. http://dx.doi.org/10.1097/00006247-198901000-00020.

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Flores, Ian Flor, Wireen Leila T. Dator, Jennifer Joy Olivar e Mastoura Khames Gaballah. "Congruence of Effective Leadership Values between Nurse Leaders and Staff Nurses in a Multicultural Medical City in Saudi Arabia: A Sequential Mixed-Methods Study". Healthcare 11, n. 3 (25 gennaio 2023): 342. http://dx.doi.org/10.3390/healthcare11030342.

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This study explores the perceived congruence of effective values of nursing leadership between the nurse leaders and the staff nurses in a multicultural tertiary hospital. Methods: This is a descriptive sequential mixed-methods study conducted in a multicultural medical city in Saudi Arabia. Purposive sampling was used in the qualitative phase, while stratified sampling was used for the quantitative part. There were 70 participants in the qualitative phase, including 33 nurse leaders and 37 staff nurses. The quantitative phase had 571 participants, including 105 nurse leaders and 466 staff nurses. Results: Congruent values were categorised into six emerging themes: (1) cascading deference; (2) paragon of probity; (3) professional competence; (4) compassionate presence; (5) team diversity and inclusion; (6) calibrated communication. The quantitative survey confirmed that the values identified from the interviews were considered to be vital by both nurse leaders and staff nurses, and there were no statistically significant differences between staff nurses’ and nurse leaders’ perceptions, regardless of their nationality, as demonstrated by one-way ANOVA, with p-values less than 0.05 deemed to be statistically significant. Conclusion: Both nurse leaders and staff nurses in the multicultural institution have congruent leadership values that are perceived as essential to achieve institutional goals and, ultimately, safe and high-quality patient care.
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Mohamed, Fatma R., e Hanaa Mohamed Ahmed. "Clinical supervision factors as perceived by the nursing staff". Journal of Nursing Education and Practice 9, n. 6 (6 marzo 2019): 67. http://dx.doi.org/10.5430/jnep.v9n6p67.

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Objective: Assess clinical supervision factors as perceived by nurses and first line nurse managers at Assiut University Hospital, and explore the relationships among personal characteristics and clinical supervision factors of studied nurses and first line nurse managers.Methods: A descriptive design was utilized in Medical and Surgical departments at Assiut University Hospital for A convenience sample of first line nurse managers (N = 30) and nurses (N = 151) by using study tools for nurses included two parts: 1) personal characteristics data sheet; 2) clinical supervision factors, and Study tool for first line nurse managers included two parts: 1) personal characteristics data sheet; 2) clinical supervision factors.Results: The highest mean scores were in trust and rapport & Supervisor advice and support of clinical supervision factors among the studied nurses. While among first line nurse managers' the highest mean scores were in improved care and skills & personal issues and reflection of clinical supervision factors.Conclusions: The most important clinical supervision factors which had the positive correlations were between finding time and ward atmosphere with age & years of experience with importance and value of clinical supervision among the studied first line nurse managers, while there was a negative significant correlation between age and trust and rapport & leadership style of the ward manager among the studied nurses. Nurse Managers should direct, monitor and evaluate the staff nurses through scientific standards of supervision as recommendation for the study results.
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K. U., Dr Vinay. "Duties and Responsibilities of Staff Nurse- A Study". International Journal for Research in Applied Science and Engineering Technology 9, n. 11 (30 novembre 2021): 1965–69. http://dx.doi.org/10.22214/ijraset.2021.39139.

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Abstract: Nursing has come a very, very long way in the past century. However, some of the challenges highlighted by nurse leaders in the late 1800’s to early 1900’s, still face the profession a century later even though their exact nature might be somewhat different. Throughout the history of nursing, most of the challenges can be linked to the gender and class barriers faced by women in society and the ever-present economic demands of the healthcare industry.The Staff Nurse is the first level professional Nurse in the hospital set up. Therefore by appearance and by word she will be professional at all time. Taking a walk through the history of nursing, the shortage of nurses appears to have been a problem from the time when the value of trained nurses in hospitals and the community was recognized. From the mid-1800’s, when scientific developments in Western medicine increasingly led to successful treatment, hospitals changed from places where the sick and destitute were cared for to institutions where the ill were admitted for treatment. The time was ripe when Florence Nightingale introduced formal training of nurses, and since then, it appears that the demand for qualified nurses increased exponentially. The objective of obtaining state registration for nurses was the priority issue for nurse activists from the 1880’s. At the Chicago World’s Fair, British nurses introduced the nurse leaders from all over the world to the idea of state registration for nurses as well as the issue of standards for nurse training schools, which would satisfy a requirement to introduce registration. The struggle for state registration was at the time also the main driving force behind the establishment of nursing organizations in various countries. Keywords: Staff Nurse, Hospital Stress, Tolerance Adjustment, Florence Nightigale. Demand, Shipt System.
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Winland, Julie, e Amy Shannon. "School Staff’s Satisfaction With School Health Services". Journal of School Nursing 20, n. 2 (aprile 2004): 101–6. http://dx.doi.org/10.1177/10598405040200020801.

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The School Nurse Impact Committee of the Columbus Public Schools in Columbus, Ohio, initiated a survey to determine staff satisfaction with the delivery of health services. School nurses need the cooperation and support of the staff to successfully deliver school health services, therefore, the staff’s satisfaction with school health services is crucial to the school nurses’ ability to fulfill their role. The objectives of the survey were to (a) determine staff satisfaction with school nurse interventions, (b) determine staff satisfaction with the effectiveness of interventions, (c) identify areas of health service delivery which may need improvement, and (d) determine areas of school health services where school nurses may need to more effectively communicate their involvement. Critical elements of school nurse practice included staff health, safety and environment, classroom education, medication, school system collaboration, and program management. Several key issues were identified through the survey. School system collaboration issues need more school nurse involvement. School nurses also need to improve their visibility regarding school system collaboration, and in classroom and individual pupil education. Traditional school nurse functions were adequately covered. Results indicate that staff would be more satisfied if they had more nursing support in the classroom and more nurse time in their building.
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Johnson, Jancy, e Bindu Shaiju. "Leadership Competencies of Frontline Nurse Leaders and its Effect on the Job Satisfaction and Performance of Staff Nurses". Nursing Journal of India CVIII, n. 02 (2017): 57–60. http://dx.doi.org/10.48029/nji.2017.cviii201.

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A descriptive corelational study was conducted in a selected hospital of Delhi to determine the relationship of the leadership competencies of the frontline nurse leaders with the job satisfaction and performance of staff nurses. The sample consisted of 19 nurse leaders and131 staff nurses with over one year of experience, selected through total enumeration technique. Data collection was done for a period of two weeks. The study showed that there was a significant positive correlation between the leadership competency of frontline nurse leaders and the job satisfaction of the staff nurses working under them. The study suggested that effective leadership training be instituted for prospective nurse managers before appointments are made into management and administrative positions. It also emphasises that the nurse managers at all levels must find innovative ways to retain staff by enhancing work environment and ensuring high job satisfaction
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Biancuzzo, Marie. "Staff Nurse Preceptors". Clinical Nurse Specialist 8, n. 2 (marzo 1994): 97–103. http://dx.doi.org/10.1097/00002800-199403000-00012.

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Stull, Mary K. "Staff Nurse Performance". JONA: The Journal of Nursing Administration 16, n. 7 (luglio 1986): 26???30. http://dx.doi.org/10.1097/00005110-198607000-00005.

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Tesi sul tema "Nurse Staff"

1

Moss, Rita J. "The relationship of staff nurse job satisfaction and head nurse management style". Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/935941.

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America's health care industry is in a state of crisis. Nursing administrators are in the position to facilitate change in institutions. One aspect of nursing which has remained constant is high turnover rates. The high turnover rates have been linked to job dissatisfaction. One method of reducing turnover is to provide greater job satisfaction to staff nurses. Job satisfaction has been connected with management style (Lucas, 1991; Price & Mueller, 1981; Volk & Lucas, 1991).This study described the impact of head nurse management style on staff nurse job satisfaction. Likert's (1967) System 4 management theory was utilized as the framework in the study. All staff nurses and head nurses from three Central Indiana hospitals were given the opportunity to participate in the study. Participants completed two questionnaires, one from Price and Mueller's (1981) work on turnover to determine job satisfaction and one from Likert and Likert's (1976) work to determine management style.Data analysis was conducted to describe any variations between staff nurse experience of head nurse management style and staff nurse job satisfaction. Differences between head nurse and staff nurse description of management style were also examined. There were no identified risks as participation was voluntary and did not affect the employment status of any individual.Results of the study demonstrated agreement with previous research findings. When management style is closer to participative (system 4), greater job satisfaction is expressed. Recommendations are to provide management training and training in communication and self-awareness for head nurses, and to form unit based committees designed to achieve greater staff input in decisions affecting the unit functioning.Benefits of the study include identification of the management style which leads to improved staff nurse job satisfaction. Equipping nurse administrators with information regarding desirable management style to employ for staff nurses to experience greater job satisfaction, and training present managers in that management style are also possible benefits from the study.
School of Nursing
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Feather, Rebecca A. "Staff nurse perceptions of nurse manager behaviors that influence job satisfaction". Thesis, Indiana University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3609150.

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The Bureau of Labor Statistics projected a shortage of registered nurses (RNs) growing to an estimated 581,500 by the year 2025 (an increase of 22 percent since 2008). Recent economical downturns have found many healthcare organizations experiencing a positive effect with the stabilization of nursing turnover. Once the economy begins to recover, however, experts predict the profession of nursing will still face the largest shortage in history according to projections by the American Nurses Association. Because lack of job satisfaction is a precursor to resignation, additional research regarding the identification of interventions that increase RN job satisfaction may result in retaining professionally qualified and prepared staff. This study proposed to identify through focus groups, staff nurse perceptions of nurse manager behaviors that influence RN staff nurse job satisfaction. A sample of 28 RNs, each participating in one of five focus groups, answered questions related to satisfaction with nurse manager behaviors. The investigator used qualitative content analysis to identify patterns within and across focus group data.

Major findings of the study resulted in the identification of two conceptual categories (manager behaviors supportive of RNs and RN's perceived disconnect of work issues from the manager's role) and three major themes related to supportive behaviors (communication, respect, and feeling cared for). The results suggest the following as staff nurse preferences for nurse manager behaviors: open and honest communication that involves listening, consistency, and confidentiality; an increased level of respect including fairness and recognition of a job well done; and the sense of feeling cared for as when a manager meets individual needs and supports staff as professionals. The investigator compared the categories and themes to previous tools used in healthcare, which indicate the need for further item and/or tool development as well as further research regarding RNs' perceived disconnect of work issues from the manager's role.

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Buffenbarger, Jennifer Sylvia. "Nurses' Experiences Transitioning from Staff Nurse to Management in a Community Hospital". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2346.

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This project study addressed the problem of frequent turnover of nurse managers at a Northeastern community hospital. The lack of retention of nurse managers has led to attenuated support for the nursing staff who continued to hold the front line in patient care. The purpose of this qualitative bounded case study was to explore nurse managers' experiences with turnover in order to identify strategies for enhancing retention. Work empowerment and servant leadership theories served as the frameworks for the study. Research questions focused on nurse managers' perceptions of empowerment and servant leadership characteristics that were important in decisions to assume and remain in a management/leadership role. Data collection included audio-recorded interviews with seven current or past full-time nurse managers, and observation of three of the participants at a leadership meeting. Interview transcripts were open coded and thematically analyzed. Observation data were categorized according to empowerment and servant leadership characteristics. Five themes were identified that related to research questions: struggling in management transition, seeking opportunity for transformation, being committed but powerless, embarking unprepared on an unplanned journey, and having the presence to lead others by serving. The findings of this study guided development of a 12-month program for new nurse managers that integrated characteristics of servant leadership to empower leaders and others. These contributions may promote positive social change by preparing new nurse managers for their role and developing their skills to become successful nurse managers.
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Goree, Jushanna. "The Experience of a Staff Registered Nurse Transitioning to a Nurse Manager". Thesis, University of Mount Olive, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10810102.

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Duties performed by staff Registered Nurses (RNs), and Nurse Managers (NMs) require a different skill set to be effective. Nursing leadership is responsible for guiding staff RNs in providing quality, effective, and cost-efficient care. Incompetent leadership may lead to decreased retention and negative patient outcomes. Quality nursing leadership positively influences professional development of staff RNs and patient care. A literature review exposed a gap in leadership training that assists new NMs to function independently and efficiently. The purpose of this original basic qualitative study, which employed Husserl and Heidegger’s approach of phenomenology, was to explore the experiences of staff RNs who transitioned into the NM role within the last five years and practice in either a small rural hospital or large urban medical center in southeastern North Carolina. Semi-structured interviews using open-ended questions were utilized to collect rich, contextual data until data saturation occurred. Open and axial coding of the data, documented in a code/theme frequency table, facilitated the discovery of central themes within the data including: the benefit of having performed managerial duties while in a staff RN role; leadership training to introduced a broader view of NM responsibilities and techniques needed to accomplish these duties; and a dedicated mentor who provided intimate guidance during the transition. The evidence from this study aligns with the published literature regarding the transition from a staff RN role into a NM role and supports making a proposal to the hospital’s administration for a systems-oriented NM training opportunity such as a 90-day nursing leadership orientation that included formal classes on budgeting, common human resource management issues, and how to evaluate staff. This formalized training, in concert with one-on-one mentoring with experienced NM, would ensure a smoother transition from the staff RN role into the NM role and would produce more efficient, more satisfied nursing leadership professionals who are more inclined to stay with the organization that helped their career growth.

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Miyata, Chiharu. "Characteristics and perception gap between staff nurse and nurse manager of the nurse manager's recognition behavior in Japan". 京都大学 (Kyoto University), 2014. http://hdl.handle.net/2433/188710.

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Cole, Sandra L. "Differences in managers' and staff nurses' job satisfaction in public health offices in a rural state". Laramie, Wyo. : University of Wyoming, 2007. http://proquest.umi.com/pqdweb?did=1313920481&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.

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Keane, Merry-Ann Janine. "The influence of nurse leaders on the presence of horizontal violence on staff nurses". Thesis, University of British Columbia, 2013. http://hdl.handle.net/2429/45252.

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Horizontal violence is a reality for many staff nurses; it has been recognized as an issue across the nursing profession for more than three decades, and yet there is very little interventional research on how nurse leaders can, and should, address the problem. This study has assessed the research evidence obtained using the Rapid Evidence Analysis (REA) method. What can be concluded from this analysis is that leaders should use tools such as authentic leadership, education of horizontal violence and cognitive behavioral rehearsal training to influence the presence of horizontal violence among staff nurses. Due to the limited number of studies, and methodologies used in those studies, further interventional research is needed to strengthen the science.
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Baloga-Altieri, Bonnie L. "Comparison of staff nurse perceptions of nurse executive and nurse manager leadership in magnet and non-magnet hospitals". Click here for download, 2008. http://proquest.umi.com/pqdweb?did=1597607751&sid=1&Fmt=2&clientId=3260&RQT=309&VName=PQD.

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Macyk, Irene. "Staff Nurse Engagement, Decisional Involvement, Staff Nurse Participation in Shared Governance Councils and the Relationship to Evidence Based Practice Belief and Implementation". Thesis, Adelphi University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10610423.

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A nurse's use of evidence-based practice (EBP) is imperative if the goal is for quality and safe care that is safe. Patient quality care is directly correlated to the degree to which hospital nurses are active participants in decision making. Nurses possess the skills that should promote their presence in decision-making forums using evidence-based strategies. Both evidence-based practice (EBP) and participatory Shared Governance Models, independently, have been found to promote improved patient outcomes (Kramer & Schmalenberg, 2004). Shared governance models include formal councils that address recruitment and retention, policy and procedure development, professional practice challenges, quality improvement initiatives and research opportunities. A nurses' Decisional Involvement (DI) and participation in a Shared Governance Council (SGC) may serve as a venue to best utilize Evidenced-Based Practice (EBP) skills with the overall goal of improving care outcomes.

The aim of this research was to determine the relationship of staff nurse engagement, DI and its impact on participation in a SGC and the relationship to EBP. A quantitative non-experimental correlational, on-line survey design was utilized. A total of 156 staff nurses from two (2) Magnet® recognized hospitals in the Northeastern region of the United States was studied.

Results revealed a significant positive relationship between participation in a SGC and staff nurse engagement, actual DI, age, years of experience and professional certification. Additionally, nurses that participated in a SGC had a significantly higher self-reported EBP implementation. Exploratory logistic analysis revealed EBP implementation, staff nurse engagement, full time work status and participation in IDRs were significant predictors of participation in a SGC. A multiple regression analysis resulted in EBP belief, staff nurse engagement, and participation in a SGC explaining 34.5% of the variability of predicting EBP implementation. The findings give beginning support to the importance of creating an infrastructure that fosters staff nurse engagement and participation in a SGC to promote EBP implementation.

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Socks, Julie Renee 1961. "Staff nurse views of important aspects of nursing practice". Thesis, The University of Arizona, 1991. http://hdl.handle.net/10150/277883.

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The purpose of this study was to identify what registered nurses employed in hospitals perceived to be important to their nursing practice. Staff nurse opinions were analyzed to explore similarities and differences between demonstration and comparison sits, and demonstration sties over time, during early implementation of the Differentiated Group Professional Practice (DGPP) model. An exploratory/descriptive design was used to analyze the content of written responses to one open-ended question. Nurses on the demonstration units expressed fewer responses related to administrative and nursing management support and more responses related to lack of recognition from nursing management, continuing education, pay related to responsibility, non-nursing tasks, and group cohesion. Results supported the conceptual framework of the DGPP model. Additional categories revealed by the analysis included administration, education, interdepartmental communication, job alternatives, nursing management, physical environment, and staffing.
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Libri sul tema "Nurse Staff"

1

Wells, Helen. Cherry Ames staff nurse. New York: Springer Pub. Co., 2007.

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Fowler, John. Staff nurse survival guide: Essential questions and answers for the practising staff nurse. London: Quay Books, 2005.

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Campbell, Margaret L. Nurse to Nurse. New York: McGraw-Hill, 2008.

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Hospice of Community Nurse Association. Hospice of Community Nurse cookbook: Including contributions from Community Nurse staff. Kearney, NE: Fundraising Cookbooks by Morris Press, 1994.

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Peate, Ian. The essential guide to becoming a staff nurse. Chichester, West Sussex: John Wiley & Sons Inc., 2015.

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Mary, Sykes, a cura di. Licensed to practise: The role of the staff nurse. London: Bailliére Tindall, 1985.

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Folan, Dermot. The practice nurse: An information guide for the general practitioner. Dublin: Irish College of General Practitioners, 1999.

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J, Hannon Barbara, a cura di. Quality improvement for nurse managers: Engage staff and improve patient outcomes. Danvers, MA: HCPro Inc., 2010.

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R, LaRochelle Diane, e Shahinpour Nayereh, a cura di. Staff nurse initiated total quality management projects achieve quality nursing outcomes. Philadelphia: Saunders, 1995.

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Jeffery, Alvin D. Staff educator's guide to professional development: Assessing and enhancing nurse competency. Indianapolis, IN: Sigma Theta Tau International, 2016.

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Capitoli di libri sul tema "Nurse Staff"

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Salminen, Leena, e Camilla Strandell-Laine. "Cooperation Between Clinical Staff and Nurse Teachers". In The CLES-Scale: An Evaluation Tool for Healthcare Education, 81–88. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-63649-8_8.

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Laing, Karen. "Staff Nurse Clinical Application of Lifestyle Medicine". In Lifestyle Medicine, Fourth Edition, 864–70. 4a ed. Boca Raton: CRC Press, 2024. http://dx.doi.org/10.1201/9781003227793-87.

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McGuiness, Bill. "Using Computers in Nurse Education, Staff Development, and Patient Education". In Nursing and Computers, 581–87. New York, NY: Springer New York, 1998. http://dx.doi.org/10.1007/978-1-4612-2182-1_78.

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McGuiness, Bill. "Using Computers In Nurse Education, Staff Development And Patient Education". In Nursing Informatics ’91, 43–50. Berlin, Heidelberg: Springer Berlin Heidelberg, 1991. http://dx.doi.org/10.1007/978-3-642-95656-0_9.

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Hoare, Steve, e Stephen Ho. "Nursing Care". In Longer-Term Psychiatric Inpatient Care for Adolescents, 49–60. Singapore: Springer Nature Singapore, 2022. http://dx.doi.org/10.1007/978-981-19-1950-3_6.

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AbstractOf all professional groups, the nurses at the Walker Unit have, undoubtedly, the greatest contact with patients. Much of this contact is informal, through supervision of activities of daily living and unstructured time. Nursing staff are the guardians for maintaining environmental safety and undertake searches of young people returning to the unit and regular environmental searches to ensure young people have no access to implements used for self-harming. Responding to duress alarms and the emergency administration of parenteral medication is also a common occurrence. Various ways of coordinating care have been trialled. In an effort to increase the likelihood patients will interact with a familiar nurse, the Walker Unit presently organises the nursing workforce into three teams that are allocated specific patients.
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O’Toole, Anita Werner, e Sheila Rouslin Welt. "Clinical Supervision of Staff Nurses". In Hildegard E. Peplau, Selected Works, 164–67. London: Macmillan Education UK, 1994. http://dx.doi.org/10.1007/978-1-349-13441-0_12.

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Black, Rachel, e Arlene Honeyman. "Support for Staff: Building Resilience in Nurses". In Neonatal Palliative Care for Nurses, 21–38. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-31877-2_3.

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Juhng, James. "Interactions with Nurses, OR, and Office Staff". In General Surgery Residency Survival Guide, 61–62. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-25617-2_15.

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"staff nurse, n." In Oxford English Dictionary. 3a ed. Oxford University Press, 2023. http://dx.doi.org/10.1093/oed/1152536052.

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"Clinical Staff/Nurse Services". In Pediatric Coding Q&A. American Academy of PediatricsItasca, IL, 2023. http://dx.doi.org/10.1542/9781610027151-ch14.

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Atti di convegni sul tema "Nurse Staff"

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Yalman, Sakine, e Abdulsamet Hasiloglu. "Drug distribution in hospitals real-ti̇me nurses / staff nurse development of robots". In 2015 Medical Technologies National Conference (TIPTEKNO). IEEE, 2015. http://dx.doi.org/10.1109/tiptekno.2015.7374552.

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Amrani, M., R. Tullet, B. Sandler, N. Duarte, H. Mutubuki e M. How. "The Covid-19 nurse aide programme in southern Africa: improving provision of basic patient care on Covid-19 wards". In MSF Scientific Days International 2022. NYC: MSF-USA, 2022. http://dx.doi.org/10.57740/t5h3-qe92.

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INTRODUCTION During the second wave of Covid-19 in January 2021 in Lesotho, MSF carried out an exploratory assessment at hospitals providing care for Covid-19 patients. We observed healthcare teams were understaffed and overworked, with an absence of nurse aides or patient care assistants to provide basic care (helping patients to eat and drink, dress, toilet, changing bed linen). Hence nurses and medical doctors would prioritise skilled tasks, such as medication administration, over more basic care, normally performed by nurse aides. Such basic care is essential to patient experience. quality of care, and dignity. As part of Covid-19 care, training nurse aides on proning or repositioning oxygen masks of hypoxic patients could potentially reduce morbidity and mortality. To date, MSF has never implemented formal training for nurse aides, relying instead on on-the-job training, with significant variations in the delivery of training and what tasks are fulfilled. METHODS A pilot programme was implemented in Lesotho during February and March 2021. 16 nurse aides were trained and supervised by MSF. Further programmes were initiated during the third wave of Covid-19 in Zimbabwe (two hospitals) and South Africa (three hospitals) in 2021. Specific training materials and implementation tools were developed to support deployment of this innovative strategy. As part of programme monitoring, nurse aide and staff surveys covering satisfaction with the programme impact, the experience of staff and patients, and training received were carried out at the end of the interventions. At two sites, nurse aides and their supervisor recorded data for a sample of their daily tasks and the time spent performing each task. ETHICS This innovation project does involve human participants and their data. Permission was granted by the Medical Director of MSF Operational Centre Brussels. RESULTS 100% of medical staff surveyed (nurses, doctors, and nurse aides) from all six hospitals reported satisfaction with this programme for improving the provision of basic patient care during the waves of Covid-19. Qualitative data highlighted the programme helped support basic patient care, to reduce workloads of nurses and doctors for these tasks, and to improve patient dignity. Nurse aides reported overall satisfaction with their training, especially for bedside and practical sessions. A hands-on nursing supervisor was reported as crucial for success. Showing potential for handover, the Ministry of Health continued employing nurse aides at one hospital in South Africa, and a partner non-governmental organisation took over the group trained in Lesotho. CONCLUSION These short programmes supported the surge workload of Covid-19 waves. While the role of nurse aides exists within MSF projects, scope exists to develop formal training packages covering essential patient care. Training can be adapted to extend such roles in the context of other outbreak scenarios, such as cholera or Ebola virus disease, and to support provision of holistic patient care. There is interest in repeating the programme in the southern Africa region, and to share the model as a strategy to support medical human resources. CONFLICTS OF INTEREST None declared.
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Yashchenko, A. S. "Improving organization of nursing activities in a medical organization providing specialized medical care". In VIII Information school of a young scientist. Central Scientific Library of the Urals Branch of the Russian Academy of Sciences, 2020. http://dx.doi.org/10.32460/ishmu-2020-8-0015.

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The most important part of the modern health care system is nursing. Nurses are a huge human resource with real potential opportunities in the context of modernizing the domestic healthcare. This article presents the results of a survey of nurses of the regional narcological dispensary. Analysis of a time-based study of the main types of functional responsibilities of outpatient nurses in the dispensary Department. This study may affect organizational activities of a specialized drug treatment nurse. The purpose of this study is to improve the organization of the nursing activities in a medical organization that provides specialized medical care. Proper organization of the nurses’ work contributes to high involvement in the treatment process, improving the quality of medical care, and motivation for active professional development. Effective professional activity of the nursing staff is aimed to meeting the needs of patients in affordable and acceptable medical care.
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Adair, E., E. Akers, B. Low e A. Bull. "082 Tailored learning for undergraduate student nurses using simulation to ease the transition from student to staff nurse". In Great Ormond Street Hospital Conference 2018: Continuous Care. BMJ Publishing Group Ltd and Royal College of Paediatrics and Child Health, 2018. http://dx.doi.org/10.1136/goshabs.82.

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Nicolls, Barbara Anne, Maria Cassar, Corinne Scicluna e Sharon Martinelli. "Charting the competency-based eportfolio implementation journey". In Seventh International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2021. http://dx.doi.org/10.4995/head21.2021.13183.

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As health professionals, nurses are responsible not only for staying abreast of current professional knowledge to provide effective care but also for managing their own career, professional growth and development. Nurse educators have acknowledged that eportfolios provide a means through which nurses can record and provide evidence of skills, achievements, experience, professional development and, on-going learning, not only for themselves, but for the information and scrutiny of registration boards, employers, managers and peers. Recognising that practices to support these activities that foster 21st century learning should ideally start during their student years, the authors explored eportfolios as a valuable learning device for on-going personal and professional development for fostering students’lifelong learning and enhancing continuous personal and professional development. This paper describes the critical success factors for successful implementation of the Google Sites Practice eportfolio embedded in the three-year BSc(Hons) Nursing Programme in Malta. Evidence-based practice of successful eportfolio implementors was examined and their methods adapted to ensure the initiative had a sound foundation and fit for purpose.The authors argue that to be successful, eportfolio implementation must primarily be strategic, holistic, supported and have senior management buy-in and secondarily, have a robust tool, good pedagogy, and skilled and enthusiastic staff. Keywords:nursing;competency;implementation;eportfolio;Malta;Nurse Education
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Reeves, Helen, e Katie Taroni. "P-238 Staff nurse rotation inpatient to community – breaking the barriers to care settings". In Leading, Learning and Innovating, Hospice UK 2017 National Conference, 22–24 November 2017, Liverpool. British Medical Journal Publishing Group, 2017. http://dx.doi.org/10.1136/bmjspcare-2017-hospice.263.

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Mizuno, Yuki, Motoki Mizuno, Yasuyuki Yamada, Yasuyuki Hochi, Takumi Iwaasa, Kentaro Inaba, Emiko Togashi e Yumi Arai. "Organizational Climate for Health to Enhance Psychological Safety in Nursing Organizations". In AHFE 2023 Hawaii Edition. AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1004392.

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The roles required of nurses are becoming more diverse and complex, and the number of nurses who feel mentally unwell due to stress is increasing. One of the countermeasures is psychological safety. A workplace with a high level of psychological safety is linked to the revitalization of the organization, such as improved employee engagement and performance. In addition, it is effective in terms of mental health, such as relieving stress for employees. In this study, we examined the relationship between psychological safety and organizational health promotion support for nurses, and examined the organizational climate of health that enhances psychological safety. A web questionnaire was conducted for nurses working in hospitals in Japan, using the items of attributes, health promotion support, and psychological safety. The survey was conducted in March 2022, and the data of 377 people were considered valid responses based on the time required to respond. Respondents were 17.2% male and 82.8% female, with an average age of 43.1±9.6 years and an average of 12.6±8.8 years of service. Psychological safety scores by attribute were highest for those in their 50s, followed by those in their 20s, and those in their 30s and 40s. There was a large gap between executives and staff (F(3.019) = 0.000). Many of the items related to organizational climate of health and health promotion efforts were significantly correlated with psychological safety scores (p<0.05). The items requiring priority improvement were "high interest for health and safety of hospital organizations" and "high interest in creating a healthy working environment for hospital organizations". From the above, it is important to consider how to make the health support system known and how to promote its use so that nurses can continue to work in a healthy and motivated manner. In addition, since the psychological safety of mid-career nurses and, staff nurses without titles such as chief nurse or director of nursing, it is important to consider support specialized for them.
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C. Barcelona, Airene Arcemaice, Cecilia O. Martinez, Ferdinand A. Lazaro, Kathleen G. de Leon, Ornest S. Santos, Adelson V. Aviguetero e Kennedy Lita. "SAFETY ATTITUDES AS ASSESSED BY NURSES IN A TERTIARY HOSPITAL IN THE PHILIPPINES". In London International Conference on Research in Life-Science & Healthcare, 19-20 June 2024. Global Research & Development Services, 2024. http://dx.doi.org/10.20319/icrlsh.2024.9193.

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This study was conducted to assess safety attitudes in the clinical area of a tertiary hospital in the Philippines. Respondents of the study were nurses purposively selected as they satisfied the criteria set by the researchers as follows: they have worked at the hospital for more than 1 year and are willing and able to participate in the conduct of this study. Results showed that most of the nurse respondents belonged to the 31 – 40-year-old; females; assigned to the Adult Female Ward; Nurse 1; working for 1 – 3 years in the current unit/area of assignment; had been working at the current hospital/workplace for 1 – 3 years; and with 30 to 40 working hours per week; high nurse’s perceived degree of safety attitude in the clinical area in terms of teamwork culture, safety climate, job satisfaction, stress recognition, perception of management on a unit level, perception of management on a hospital level, and working conditions; there were no significant differences in the nurse’s perceived degree of safety attitude in the clinical area in terms of the dimensions: Teamwork Climate, Safety Climate, Job Satisfaction, Stress Recognition, Management on a Hospital Level, and Work Condition when grouped according to age; in terms of all the dimensions: Teamwork Climate, Safety Climate, Job Satisfaction, Stress Recognition, Management on a unit level, Management on a Hospital Level, and Work Condition when grouped according to gender; in terms of the dimensions: Teamwork, Job Satisfaction, Management on a Unit Level, Management on a Hospital Level, and Work Condition when grouped according to the unit of assignment; in terms of all the dimensions: Teamwork Climate, Safety Climate, Job Satisfaction, Stress Recognition, Management on a unit level, Management on a Hospital Level, and Work Condition when grouped according to work position; in terms of the dimensions: Safety Climate, Job Satisfaction, Stress Recognition, Management on a Unit Level, Management on a Hospital Level, and Work Condition when grouped according to the length of time working in the current unit of assignment; in terms of the dimensions: Teamwork Climate, Safety Climate, Job Satisfaction, Stress Recognition, Management on a Hospital Level, Management on a Hospital Level, and Work Condition when grouped according to the Length of Time Working in San Lazaro Hospital; in terms of the dimensions: Safety Climate, Stress Recognition, Management on a Hospital Level, and Work Condition when grouped according to Work Hours per Week; and Hypothesis 1 is rejected at point where there is/are significant difference/s: in the dimension Management on a Unit when grouped according to age; in the dimensions Safety Climate, and Stress Recognition when grouped according to the unit of assignment; in the dimension Teamwork Climate when grouped according to the length of time working in the current unit of assignment; in the dimensions: Teamwork Climate, Job Satisfaction, and Management on a Unit Level when grouped according to Work Hours per Week. It was recommended that nurses should maintain their safety attitudes in nursing units and across hospitals to have a very positive outcome of patient safety and that they participate in the conduct of the Staff Development Programs developed through the results of this study; patients to have confidence in the services being rendered to them by the nurses; nursing leaders/managers to adequately assess the safety culture in their workplace and clearly articulate a framework to guide their staff nurses as they work to increase safety within their work settings; they must contribute to the development of plans, future training, and programs that will enhance the safety culture and level of commitment of staff nurses and the nursing service as a whole; the hospital to implement the Staff Development Program developed through the results of this study, that they should also identify the strengths and areas for improvement in the clinical area to develop appropriate interventions to maintain safety inside the hospitals; the Department of Health to use the results of this study as a basis for planning for realistic health programs and projects that will genuinely address the safety of nurses and patients in the clinical areas; they can also use the results of this study as part of their policy reforms that can contribute to nurses’ and patient safety culture; and future researchers to use this study as a reference for their future research endeavors.
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Shukla, Shruti, Elham Morshedzadeh e Jeff Feng. "A multisensory design approach to help relieve stress in a healthcare workplace". In 15th International Conference on Applied Human Factors and Ergonomics (AHFE 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1005125.

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Nurse stress and burnout have underscored the need for supportive work environments and effective coping mechanisms. The World Health Organization identifies healthcare workplace stress as a significant hazard, exacerbated by staff shortages, particularly in nursing. To address these challenges, efforts include promoting self-care, implementing mental health support programs, advocating for manageable workloads, emphasizing the crucial role of healthcare organizations in prioritizing nurse well-being, and enhancing patient care. Research employing design tools aims to explore how design practices can effectively impact the psychological well-being of the healthcare workforce. This study has taken into consideration the previous solutions employed for the purpose of stress relief has built on those ideas and has presented findings. The study aims at capturing the sensory modalities of interactions that users have with their product and leveraging them to design a product that produces a calming effect on the user.
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Aziz, Ayesha, e Nashi Khan. "PERCEPTIONS PERTAINING TO STIGMA AND DISCRIMINATION ABOUT DEPRESSION: A FOCUS GROUP STUDY OF PRIMARY CARE STAFF". In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact013.

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"The present study was conducted to explore the perception and views of primary care staff about Depression related Stigma and Discrimination. The Basic Qualitative Research Design was employed and an In-Depth Semi-Structured Discussion Guide consisted of 7 question was developed on the domains of Pryor and Reeder Model of Stigma and Discrimination such as Self-Stigma, Stigma by Association, Structural Stigma and Institutional Stigma, to investigate the phenomenon. Initially, Field Test and Pilot study were conducted to evaluate the relevance and effectiveness of Focus Group Discussion Guide in relation to phenomena under investigation. The suggestions were incorporated in the final Discussion Guide and Focus Group was employed as a data collection measure for the conduction of the main study. A purposive sampling was employed to selected a sample of Primary Care Staff (Psychiatrists, Medical Officers, Clinical Psychologists and Psychiatric Nurses) to elicit the meaningful information. The participants were recruited from the Department of Psychiatry of Pakistan Medical and Dental Council (PMDC) recognized Private and Public Sector hospitals of Lahore, having experience of 3 years or more in dealing with patients diagnosed with Depression. However, for Medical Officers, the experience was restricted to less than one year based on their rotation. To maintain equal voices in the Focus Group, 12 participants were approached (3 Psychiatrist, 3 Clinical Psychologists, 3 Medical Officers and 3 Psychiatric Nurses) but total 8 participants (2 Psychiatrists, 2 Medical Officers, 3 Clinical Psychologists And 1 Psychiatric Nurse) participated in the Focus Group. The Focus Group was conducted with the help of Assistant Moderator, for an approximate duration of 90 minutes at the setting according to the ease of the participants. Further, it was audio recorded and transcribed for the analysis. The Braun and Clarke Reflexive Thematic Analysis was diligently followed through a series of six steps such as Familiarization with the Data, Coding, Generating Initial Themes, Reviewing Themes, Defining and Naming Themes. The findings highlighted two main themes i.e., Determining Factors of Mental Health Disparity and Improving Treatment Regimen: Making Consultancy Meaningful. The first theme was centered upon three subthemes such as Lack of Mental Health Literacy, Detached Attachment and Components of Stigma and Discrimination. The second theme included Establishing Contact and Providing Psychoeducation as a subtheme. The results manifested the need for awareness-based Stigma reduction intervention for Primary Care Staff aims to provide training in Psychoeducation and normalization to reduce Depression related Stigma and Discrimination among patients diagnosed with Depression."
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Rapporti di organizzazioni sul tema "Nurse Staff"

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Ciapponi, Agustín. Do changes to hospital nurse staffing models improve patient and staff-related outcomes? SUPPORT, 2017. http://dx.doi.org/10.30846/170311.

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Many countries have introduced new nurse staffing models in hospitals to respond to changing patient care needs and shortages of qualified nursing staff. These new models include changes in the mix of skills, qualifications or staffing levels within the hospital workforce, and changes in nursing shifts or work patterns. Nurse staffing might be associated with the quality of care that patients receive and with patient outcomes.
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Ciapponi, Agustín. Do changes to hospital nurse staffing models improve patient and staff-related outcomes? SUPPORT, 2017. http://dx.doi.org/10.30846/1703115.

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Many countries have introduced new nurse staffing models in hospitals to respond to changing patient care needs and shortages of qualified nursing staff. These new models include changes in the mix of skills, qualifications or staffing levels within the hospital workforce, and changes in nursing shifts or work patterns. Nurse staffing might be associated with the quality of care that patients receive and with patient outcomes.
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Lees-Deutsch, Liz, e Catherine Hulley. Implementation of a Criteria Led Discharge Standard Operating Procedure in an Acute Medicine Ward: A Pilot Study. Coventry University, novembre 2020. http://dx.doi.org/10.18552/rihw/2020/0001.

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Background: Criteria Led Discharge (CLD) is advocated globally as a way of improving patient flow in hospital by bringing forward the time of patient discharge. Problem: Complexities regarding the heterogeneity of patient conditions have inhibited development of CLD in acute medicine. A Standard Operating Procedure (SOP) was operational for CLD although this had not been introduced in practice within acute medicine. Approach: Prospective observation of the CLD procedure in practice through testing which included; staff involvement, development of supporting tools, interrogation of patient clinical criteria and staff feedback. Design, data collection and analysis were undertaken using the Cultural Historical Activity Theory (CHAT) to reveal contradictions to the SOP in acute medicine. Outcomes: Common and special cause contradictions to the SOP were revealed namely; delay in writing discharge medications / GP letters and nurses being unable to routinely participate in the patient clinical reviews. Staff were engaged with usual discharge practices, which effectively isolated them from agreed activities to support CLD. Conclusion: activities within the SOP need to be routinely and systematically supported in order for the CLD SOP to be successfully implemented in acute medicine. Oversight and continuity from acute medicine consultant team is also essential.
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Johnson, C. An assessment of a training program designed to teach staff nurses in an acute care facility to transfer nursing process theory to practice. Portland State University Library, gennaio 2000. http://dx.doi.org/10.15760/etd.417.

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Burkina Faso: Upgrading postabortion care benefits patients and providers. Frontiers in Reproductive Health, 2000. http://dx.doi.org/10.31899/rh2000.1002.

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At the request of the Family Health Directorate of the Ministry of Health in Burkina Faso, the Reproductive Health Research Network (CRESAR) conducted a study during 1996–98 to introduce emergency care for women with complications from miscarriage or unsafe abortion. With technical assistance from the Population Council and JHPIEGO, CRESAR trained staff at two large hospitals in Ouagadougou and Bobo-Dioulasso to provide postabortion care (PAC). Training for physicians, nurses, and midwives covered manual vacuum aspiration, family planning methods, infection prevention, and communication with patients. Staff also participated in the development of policies and standards for PAC services. To measure changes in knowledge and behavior, CRESAR interviewed 330 patients with abortion complications and 78 providers before the intervention, and 456 patients and 41 providers after the intervention. This brief states that training hospital staff to improve emergency medical care for women with miscarriage and unsafe abortion leads to better patient care, shorter hospital stays, lower costs, and increased contraceptive use, and that local anesthesia is essential for pain control.
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Improving the counseling and medical care of postabortion patients in Egypt. Population Council, 1995. http://dx.doi.org/10.31899/rh1995.1026.

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This pilot study conducted in Cairo and Minya examined the effects of improving the medical care and counseling of post-abortion patients in Egypt. A pre-test/post-test, no control group study design was used to measure the effects of an intervention that upgraded physicians' clinical and interpersonal communication skills for the care of post-abortion patients, including counseling and family planning (FP). The study's surveys utilized direct interviews with staff working in the OB/GYN wards, structured observations of treatment procedures and counseling of post-abortion patients, and interviews with patients prior to discharge. Changes in the clinical management of post-abortion patients were introduced through a five-day training program in each hospital for senior staff, who then trained junior colleagues individually. Training for nurses and other paramedical personnel was also provided. Results demonstrate that the use of vacuum aspiration for treating post-abortion patients offers significant potential benefits for women, service providers, and the health care system. As this report states, the challenge now is to consolidate the experience gained from this study and develop a larger-scale introduction program in Egypt for the use of vacuum aspiration, combined with minimal pain-control medication and improved counseling.
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Meeting family planning needs of factory workers in Port Said: Lessons from pilot testing an intervention in eight garment factories. Population Council, 2021. http://dx.doi.org/10.31899/sbsr2021.1043.

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The Evidence Project conducted an intervention to raise awareness about family planning and reproductive health (FP/RH) topics with factory workers in Port Said, Egypt. This policy brief describes lessons from its implementation over three years and offers recommendations for designing FP/RH worker health programs. These lessons and recommendations are based on insights from factory worker program beneficiaries, their peer educators, factory managers, and project staff. Key lessons learned from the intervention were: (1) worker health programs offered a unique venue for raising young people's awareness of FP/RH issues and available services; (2) factory workers played an important role in sharing FP/RH information with their co-workers, and factory nurses could expand their role to include FP/RH counseling for workers as well as referrals for FP/RH services; (3) factories with large numbers of female workers could consider on-site women's health clinics to address workers' FP/RH needs, and factory health committees for worker health program management may help enhance their sustainability.
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Meeting family planning needs of factory workers in Port Said: Lessons from pilot testing an intervention in eight garment factories [Arabic]. Population Council, 2021. http://dx.doi.org/10.31899/sbsr2021.1044.

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Abstract (sommario):
The Evidence Project conducted an intervention to raise awareness about family planning and reproductive health (FP/RH) topics with factory workers in Port Said, Egypt. This policy brief describes lessons from its implementation over three years and offers recommendations for designing FP/RH worker health programs. These lessons and recommendations are based on insights from factory worker program beneficiaries, their peer educators, factory managers, and project staff. Key lessons learned from the intervention were: (1) worker health programs offered a unique venue for raising young people's awareness of FP/RH issues and available services; (2) factory workers played an important role in sharing FP/RH information with their co-workers, and factory nurses could expand their role to include FP/RH counseling for workers as well as referrals for FP/RH services; (3) factories with large numbers of female workers could consider on-site women's health clinics to address workers' FP/RH needs, and factory health committees for worker health program management may help enhance their sustainability.
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Kenya: Identifying RTIs remain problematic: Prevention is essential. Population Council, 2000. http://dx.doi.org/10.31899/rh2000.1015.

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Since 1990, the Nakuru Municipal Council (Kenya) has implemented a multifaceted program to reduce the incidence of reproductive tract infections (RTIs), especially those that are sexually transmitted, including HIV/AIDS. Staff in the Council’s five health clinics use syndromic management guidelines, based on clients’ reported symptoms and clinical signs, to identify clients with RTIs. In 1998, the Population Council conducted a study to assess the accuracy of syndromic management and determine the best ways to integrate RTI management into existing antenatal (ANC) and family planning (FP) services. After an assessment of existing RTI services, 18 nurses from the five municipal clinics attended a three-day refresher course in syndromic management. As noted in this brief, more than half of the FP and ANC clients in Nakura had one or more RTIs, and roughly one-third of these infections were sexually transmitted. Using syndromic management algorithms based on reported symptoms, providers correctly classified only 5–16 percent of women who later tested positive with laboratory results. Given the limitations of syndromic management, programs need to stress prevention of sexually transmitted infections.
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Honduras: Postpartum and postabortion patients want family planning. Population Council, 2001. http://dx.doi.org/10.31899/rh2001.1014.

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Approximately half of deliveries in Honduras take place in hospitals, however hospitals rarely offer family planning (FP) services to postpartum or postabortion patients. In 1999, the Honduran Ministry of Health and the Population Council began a two-year project to expand access to FP counseling and methods following childbirth or treatment for incomplete abortion. The intervention built upon a previous Population Council project that showed that 30 percent of women hospitalized for a delivery or an abortion-related complication were interested in adopting an FP method prior to discharge. In all five hospitals participating in the study, delivery was the principal reason for admission. Admission for abortion complications was also relatively common. The intervention consisted of training all staff members assisting postpartum and postabortion women in FP service promotion and counseling; training 65 physicians and nurses in contraceptive methodology; providing FP methods, equipment, and educational aids; and supervising activities. As detailed in this brief, when providers were trained to provide FP counseling and methods to postpartum and postabortion women, the proportion of women receiving this information doubled and the proportion who received a method tripled.
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