Gotowe bibliografie tematyczne / Hospital staff

Gotowa bibliografia na temat „Hospital staff”

Autor: Grafiati
Data publikacji: 4 czerwca 2021
Data aktualizacji: 20 lutego 2023

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Artykuły w czasopismach na temat "Hospital staff"

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Van Der Weyden, Martin B. "Rostering hospital staff". Medical Journal of Australia 191, nr 6 (wrzesień 2009): 297. http://dx.doi.org/10.5694/j.1326-5377.2009.tb02807.x.

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Enright, Sharon Murphy. "Hospital staff reductions". American Journal of Health-System Pharmacy 46, nr 1 (1.01.1989): 139–44. http://dx.doi.org/10.1093/ajhp/46.1.139.

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Abou Ramdan, Amal H., i Walaa M. Eid. "Toxic Leadership: Conflict Management Style and Organizational Commitment among Intensive Care Nursing Staff". Evidence-Based Nursing Research 2, nr 4 (8.10.2020): 12. http://dx.doi.org/10.47104/ebnrojs3.v2i4.160.

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Context: Toxic leadership becomes a real problem in nursing administration. Its toxicity harms the nursing staff's progress and creates a challenging work environment full of struggles that, in turn, produce adverse outcomes on the nursing staff's commitment toward the organization. Aim: This study envisioned to compare toxic leadership among intensive care nursing staff at Tanta University Hospital and El Menshawy hospital and assess its relation to their conflict management style used and organizational commitment at the two hospitals. Methods: A descriptive, comparative, via cross-sectional research design was applied. All intensive care units at Tanta University Hospitals and El-Menshawy General Hospital were included. All available nurses (n=544) at Tanta University hospitals' ICUs (n=301) and El-Menshawy hospital's ICUs (n=243) was incorporated. Toxic leadership, conflict management styles assessment, and organizational commitment scales were utilized to achieve this study's aim. Results: The nursing staff perceived that their leaders had high 10.6%, 11.5%, and moderate 12%, 11.9% overall toxic leadership levels at Tanta University Hospitals, and Elmenshawy Hospital, respectively. 43.9% of the nursing staff had a high level of using compromising style to manage conflict with their supervisors at Tanta University hospitals contrasted to 36.6% using competing style at El Menshawy hospital. 78.4% of the nursing staff had a low level of overall organizational commitment at Tanta University hospital's ICUs compared to 63% at El-Menshawy General hospital's ICUs. Conclusion: Toxic leadership affected the nursing staff's choice of conflict management style used when handling conflict with toxic leaders at two hospitals and had a negative effect on affective and normative dimensions of organizational commitment in both hospitals. Therefore, improving leadership experiences is necessary by conducting a leadership development program to meet the nursing staff's expectations and improve their commitment. Also, adjusting the hospital's policies is vital to permit nursing staffs' involvement in leadership evaluation as a mean for early detection of leaders' toxic behaviors.
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Mukhara Devi, Kangjam, i W. C. Singh. "HOSPITAL STAFF PERCEPTION OF STRUCTURAL ORGANIZATIONAL CLIMATE DIMENSION". Humanities & Social Sciences Reviews 8, nr 2 (2.05.2020): 744–55. http://dx.doi.org/10.18510/hssr.2020.8283.

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Purpose of the Study: Organizational Climate is considered as the perception of the organization by the employees and it is one of the aspects to study the organizational behavior of the human resources in organizations. The purpose of the study is to measure the perception of hospital staff about structural organizational climate dimensions. The dimensions are formalization and working conditions. Methodology: The study was conducted at seven select hospitals of Manipur and employed a structured questionnaire to collect data from the staff like doctors, nurses, and those who are working in the management levels with a sample size of 323. The valid data was statistically analyzed using IBM: SPSS Statistics Version 22. Findings: The results indicated that the socio-demographic factor age is the only factor that significantly influences the variation of perception of the staff towards working conditions; while gender and educational qualification of the staff are those factors that significantly influence the variation in their perception towards formalization. Besides a staff of government hospitals have a significantly higher perception of the working condition than those of private hospitals, while staffs of private hospitals have a significantly higher perception of formalization than those of government hospitals. Application of the study: The outcome of the research would enlighten that by giving importance to the structural Organizational Climate dimensions of the hospital structure, the behavior of the employees can be boosted which then leads to better hospital functioning. The findings would be of immense help to academicians, researchers as well as hospital administration or management for proper policy planning for efficient and effective organizational goal attainment. Novelty/originality of the study: In this research, the model of hospital staff perception of structural organizational climate dimension is presented comprehensively and completely.
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Ruef, Christian. "Immunization for hospital staff". Current Opinion in Infectious Diseases 17, nr 4 (sierpień 2004): 335–39. http://dx.doi.org/10.1097/01.qco.0000136928.37426.70.

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Kacholi, Godfrey, i Ozayr H. Mahomed. "Perceptions of hospital staff on the performance of Quality Improvement teams in the regional referral hospitals in Tanzania: A cross sectional study". PLOS ONE 16, nr 2 (16.02.2021): e0246927. http://dx.doi.org/10.1371/journal.pone.0246927.

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Background To ensure patient-centered quality care for all citizens, Quality Improvement (QI) teams have been established across all public hospitals in Tanzania. However, little is known about how hospital staff perceive the performance of hospital QI teams in Tanzania. This study assessed the perceptions of hospital staff of the performance of QI teams in selected regional referral hospitals in Tanzania. Methods This cross-sectional study was conducted in four selected regional referral hospitals between April and August 2018. A self-administered questionnaire was used to collect data from 385 hospital staff in the selected hospitals. Measures of central tendency, proportions and frequencies were used to assess level of perception of hospital staff. Bivariate and multivariate logistic regression was used to test the association between the perceptions of hospital staff of the performance of QI teams and their socio-demographic factors. Results The overall mean perception score of the performance of QI teams was 4.84 ± 1.25. Hospital staff aged 35 and over (n = 130; 68%), female hospital staff (n = 144; 64%), staff in clinical units (n = 136; 63%) and staff with post-secondary education (n = 175; 63%) perceived that the performance of QI teams was good. Improved hospital cleanliness was viewed as strength of QI teams, whilst inadequate sharing of information and inadequate reduction in patient waiting time were considered as weaknesses of QI team performance. Bivariate and multivariate logistic regression analyses showed that there was no statistical association between the perceptions of hospital staff and their socio-demographic characteristics. Conclusion The overall perception of hospital staff of the performance of QI teams was good, with the main limitation being sharing of hospital QI plans with hospital staff. Hospital staff should be involved in the development and implementation of hospital QI plans, which would promote a positive perception of staff of the performance of QI teams and enhance sustainability of QI teams.
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Reilly, Michael, i David S. Markenson. "Education and Training of Hospital Workers: Who Are Essential Personnel during a Disaster?" Prehospital and Disaster Medicine 24, nr 3 (czerwiec 2009): 239–45. http://dx.doi.org/10.1017/s1049023x00006877.

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AbstractHospital plans often vary when it comes to the specific functional roles that are included in emergency and incident management positions.Bioterrorism coordinators and emergency managers for 31 hospitals in a seven-county region outside of a major metropolitan area, with urban, suburban, and rural demographics were surveyed to determine which specific functional roles were considered “essential” to their hospital's emergency operations plans. Furthermore, they were asked to estimate the percentage of their “essential” staff trained to perform the functional roles delineated in the hospital's plan. Responses were entered into a database and descriptive statistical computations were performed. Only three categories of hospital personnel were reported to be “essential” by all hospitals to their emergency preparedness plans: emergency department physicians, nurse, and support staff. Training for overall “essential” staff ranged by hospital 73.6–83.3%. Some hospitals reported that these staff members have received no training in their anticipated role based on the hospital emergency response plan. Allied health professionals and emergency medical technicians/paramedics (that are employed by hospitals) had the least amount of training on their role in the hospital preparedness and response plan, 33.3% and 22.2% respectively.Without improved guidance on benchmarks for preparedness from regulators and professional organizations, hospitals will continue to lack the capacity to effectively respond to disasters and public health emergencies.
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Qadir, Murad, Rafat Murad i Naveed Faraz. "HOSPITAL WASTE MANAGEMENT". Professional Medical Journal 23, nr 07 (10.07.2016): 802–6. http://dx.doi.org/10.29309/tpmj/2016.23.07.1642.

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Objectives: To evaluate the knowledge and practices of hospital administrationregarding hospital waste management at Tertiary Care Hospitals of Karachi. Study Design:Cross sectional study. Period: June 2014 to December 2014. Methods: Study was conductedin fifteen tertiary care hospitals. Five government, eight private and two trust hospitals wereselected by quota sampling technique. Information was collected from selected hospitalwaste management staff, using a pretested questionnaire regarding knowledge and practicesof hospital waste disposal. Results: Data shows that only 33.3% had knowledge regardinginfectious and noninfectious waste disposal and 27% of the understudy hospitals wereseparate infectious and noninfectious waste. Only 20% of the total hospitals were using propermethod for the separation of the sharps.93.3% hospital waste management staff was notvaccinated against hepatitis ‘B’ and tetanus. Only 53.3% hospitals have their own incineratorfacilities. Conclusions: This study showed that the practices employed by the hospital wastemanagement staff were not safe. There is a need to implement the recommended SOP’s ofhospital waste management program.
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Leatt, Peggy, Keith O'Rourke, Bruce Fried i Raisa Deber. "Regulatory Intensity, Hospital Size and the Formalization of Medical Staff Organization in Hospitals". Health Services Management Research 5, nr 2 (lipiec 1992): 123–36. http://dx.doi.org/10.1177/095148489200500205.

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Using a theory of organizational response to regulation, this study examined the effects of regulatory intensity and hospital size on the formalization of medical staff organization in Canadian hospitals. The general hypothesis was that, in provinces with greater regulatory intensity, hospitals would exhibit greater formalization of medical staff, and greater involvement of physicians in hospital governance and management; larger hospitals would have greater formalization of medical staff than smaller hospitals. Data from 574 hospitals indicated that both hospital size and provincial regulatory intensity were important factors predictive of the overall formalization of medical staff organization. Depending upon the provincial location, hospitals have developed different patterns of formalizing their medical staff structures.
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Shergill, Sukhwinder S., Robert Butler i Maurice Greenberg. "Can staff predict day hospital responders?" Psychiatric Bulletin 19, nr 3 (marzec 1995): 145–47. http://dx.doi.org/10.1192/pb.19.3.145.

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To maximise the effectiveness of psychiatric day hospitals it is important to establish which patients benefit most. We tested the hypothesis that day hospital therapists can predict responders. The consultant, key-workers, junior psychiatrist and secretary predicted outcome for 26 patients. These were measured blind using the Brief Psychiatric Rating Scale (BPRS), Global Assessment Scale (GAS), Becks Depression Inventory (BDI) and the Social Functioning Questionnaire (SFQ). There was poor correlation generally between staff predictions and patient progress as measured by the standardised instruments. The only significant correlation was the consultant's prediction with the BPRS. We suggest this is consistent with the consultant's experience and training in phenomenology. We conclude that consultants should be fully involved in day hospital assessments.
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Rozprawy doktorskie na temat "Hospital staff"

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Wilson, Jeanne Lynn. "Employee Turnover in Frontline Hospital Staff". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3129.

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Employee turnover is costly in service-intensive organizations where employee-customer interactions directly affect the organization's success. The purpose of this multiple case study was to identify strategies community hospital leaders use to reduce frontline support employee turnover. The study population consisted of leaders of a community hospital in southeast Louisiana. The conceptual framework for this study is Kahn's model of employee engagement. Semistructured interviews were conducted with eight hospital leaders in southeast Louisiana who were selected through census sampling. Interview transcripts were analyzed and coded following Yin's case study analysis process. Methodological triangulation allowed for a comparison of the findings of the interviews with information derived from exit interviews and employee engagement survey results. Four themes emerged from the interviews and document review: leadership, hiring and onboarding strategies, pay and compensation, and organizational-related factors. Reducing turnover among frontline hospital support employees can positively affect the quality of care provided to patients, and improve the level of service provided by the hospital to the community it serves. Beyond increasing organizational efficiency, the findings of this study can contribute to social change benefits for employees as continued employment allows individuals to provide for themselves and their families.
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Russell, Daniel Craig. "Educating staff at Fulton State Hospital regarding client spirituality issues". Theological Research Exchange Network (TREN), 2002. http://www.tren.com.

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Radant, Kimberly Lynn Belec. "PATIENT-STAFF PERCEPTIONS OF A REAL AND IDEAL WARD TREATMENT ENVIRONMENT". Thesis, The University of Arizona, 1985. http://hdl.handle.net/10150/275271.

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Chana, Navtej. "Quality of care amongst hospital nursing staff". Thesis, University of Oxford, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.531831.

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Stokes, Mulenga Henry. "Staff perceptions of the 'Hospital at Night' in an NHS hospital". Thesis, Sheffield Hallam University, 2013. http://shura.shu.ac.uk/20765/.

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The study explored staff perceptions of Hospital at Night (Hospital Night) following the implementation of the European Work Time Directive (EWTD). The study focused on the professional experiences of inter-professional working and learning. Initially the focus was on junior medical staff but later evolving into exploratory study of senior professionals particularly midwives. The Purpose of the EWTD was to ensure that patients were treated safely through reduction risk posed by fatigued junior doctors due limited sleep and rest when on duty. The purpose dichotomised into two goals exploring how compliance risks are managed and how senior professionals support strategy risks associated with Hospital Night. The scope of the study included 12 participating professionals from midwifery, nursing, radiography, laboratory science, anaesthesia, and the medical profession. The objectives were to: 1. Explore the experiences of professionals involved in the Hospital Night system. 2. Determine how participants describe the systems in place to maintain patient safety. 3. Investigate experience differences and similarities between professional groups. 4. Explore how participants describe their competences in team collaboration. 5. Describe how participants perceive the capability of the H N system in the Obstetric-Paediatric interface. Methods: The research tradition adopted was Grounded Theory. The data generation method was the in-depth discursive interview method. Key findings: The exploratory study made three inter-related contributions to professional learning within the organisation. These were the identification of unique learning needs arising from the Hospital Night initiative; the value of capturing and using information that arises from practice; and the recognition of opportunities to use incidents in the night for learning. Implications: The study shows how exploratory studies are best suited for investigating services after a change initiative. The study shows how the strategies used to address EWTD have generated crises at organisational, discipline, group and personal levels. Professional engagement could be improved through participation in various inter-professional learning activities.
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Fransson, Sellgren Stina. "Nursing management at a Swedish University hospital : leadership and staff turnover /". Stockholm : Karolinska institutet, 2007. http://diss.kib.ki.se/2007/978-91-7357-330-6/.

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Cheong, Kah Wai. "Pharmacy Staff Perceptions on Complementary Framework and Advanced Scope for Hospital Pharmacy Support Staff". Thesis, Griffith University, 2021. http://hdl.handle.net/10072/402726.

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Pharmacy assistants and technicians, as pharmacy support staff, play an important role in hospital pharmacy departments by alleviating pharmacists’ time to concentrate on more clinically oriented tasks. Whilst organisations such as the Society of Hospital Pharmacists Australia (SHPA) have recognised the need to further integrate pharmacy assistants and technicians into more advanced roles, such as medication reconciliation, there is currently limited research on the availability of training and consistency in service delivery provided by these support staff in Australian hospital settings. As a result, hospitals/organisations around the country have implemented individualised in-house training suited to their respective needs and environment. In order for pharmacy support staff to be equipped to perform advanced roles, training frameworks and support from pharmacists are required. The aim of this study was to explore and compare the perceptions of roles and available training frameworks that support career advancement for pharmacy support staff, amongst pharmacists and support staff, in the hospital sector. A literature review was completed to inform international comparisons of roles, training frameworks and benefits of support staff advancement within the pharmacy profession. Semi-structured interviews were conducted with personnel from both private and public hospitals to explore key issues identified in the literature. A total of 25 participants consisting of ten pharmacists and 15 pharmacy support staff were recruited from a private (n=13) and a public (n=12) hospital in South East Queensland. Interviews were conducted either face-to-face or via telephone between October 2017 to August 2018 across both sites, with a mean duration of 39.85 minutes (range: of 20.08 to 60.04 minutes). All interviews were audio-recorded, transcribed verbatim, and quality checked by a second researcher prior to data analysis using the qualitative software NVivo® 11. The general inductive approach was used for thematic data analysis, which allowed for the emergence of new themes and sub-themes within the research topic. Findings from this research confirmed that the core duties of pharmacy support staff were dispensing and inventory management in both hospital settings, with greater clinical task involvement sought by participants. Tasks such as assisting with medication history taking, collating pathological results, research involvement, and discharge facilitation were considered as technical tasks within a clinical setting. Most participants supported the career advancement of pharmacy support staff irrespective of their own professional role, and believed that with appropriate training, this could include technical tasks in a clinical setting and administrative roles currently performed by pharmacists. Professional autonomy, time, and monetary incentives were commonly reported by participants as motivators, with lack of organisational support and course availability reported as common barriers for pharmacy support staff career progression. With some participants having international knowledge and experiences, emerging themes such as pharmacy technician registration and the need for governing bodies such as universities and registration boards were also expressed. Other emerging themes included the perception of hierarchy from inside and outside of the pharmacy profession by selected participants. This study also identified inconsistencies in the application of role titles used across both sites with pharmacy assistant and pharmacy technician used interchangeably, and differences in role expectations. For example, tasks such as supply of inpatient medication performed across both hospital environments had diverse processes with different levels of pharmacist involvement. As a result, this study highlighted the need for greater consistency in the definition and application of pharmacy support staff titles and roles. Additionally, participants revealed the need for governing bodies to streamline roles and training frameworks similar to the accreditation and registration processes seen internationally, as means of ensuring and maintaining the quality of service provided to stakeholders. This exploratory study provides valuable insight into the thoughts and motivation of pharmacy support staff and pharmacists that can inform the evolution of support staff career pathways. By documenting the accounts and views of pharmacists and pharmacy support staff in two different hospital environments, this study has added to existing research by being one of the first studies to obtain insight into the lived experience of pharmacy staff within the Australian hospital environment. This study has also identified potential areas for further research in the field of pharmacy support staff education and professional practice.
Thesis (Masters)
Master of Medical Research (MMedRes)
School of Medical Science
Griffith Health
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Latha, Sampath Shakti. "Comprehensive Understanding of Injuries in Hospitals through Nursing Staff Interviews and Hospital Injury Records". University of Cincinnati / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1544101088645945.

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Combes, Jean-Baptiste. "An investigation of the impact of the local labour markets on staff shortages and staff mix of hospitals in England and France". Thesis, University of Aberdeen, 2012. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=195747.

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Hillman, Tara, i Ann Kerschen. "Job Satisfaction Among Staff, Clinical, and Integrated Hospital Pharmacists". The University of Arizona, 2006. http://hdl.handle.net/10150/624466.

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Class of 2006 Abstract
Objectives: To determine whether staff, clinical, or integrated hospital pharmacists have greater job satisfaction and to determine if sex, age, number of years worked as a pharmacist, or academic degree result in changes in job satisfaction. Methods: A prospective quasi-experimental study was performed by distributing job satisfaction questionnaires to pharmacists working in inpatient locations at two hospitals. The surveys contained a pre-addressed, pre-postage paid envelope for the respondents to mail the completed questionnaires to the investigators. Results: Questionnaires were completed by 38 subjects (mean age = 38.36). Fourteen pharmacists who spent 0 to 40 percent of their time in clinical activities were categorized as staff pharmacists, 10 who spent 41 to 60 percent of their time in clinical activities were integrated, and 14 who spent greater than 61 percent of their time in clinical activities were clinical pharmacists. Overall each category of pharmacists reported mean satisfaction scores above 2.5, indicating that all are satisfied in their jobs. However, differences were seen in the amount of satisfaction. When it came to work environment and professional interaction, integrated pharmacists were more satisfied than staff pharmacists (p=0.026 and p=0.000, respectively). When it came to professional interaction and personal outlook, clinical pharmacists were more satisfied than staff pharmacist (p=0.001 for both). Conclusions: Job satisfaction is directly related to the number of clinical activities performed. Integrated and clinical pharmacists are both more satisfied than staff pharmacists.
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Książki na temat "Hospital staff"

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W, Pratt Paul, Colville Joann i Hillyer Elizabeth V, red. Hospital administration for veterinary staff. Goleta, CA: American Veterinary Publications, 1994.

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The hospital medical staff. Albany, NY: Delmar Publishers, 1997.

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1940-, Porter Karen W., red. Medical staff bylaws handbook. Chicago, Ill: American Hospital Pub., 1987.

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Northern Health and Social Services Board. Infection Control Department. MRSA: Information for hospital staff. [Ballymena]: The Board, 2002.

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1923-, Fifer William R., Wilson Toma C i Estes Park Institute, red. The medical staff and the modern hospital. Englewood, Colo: Estes Park Institute, 1985.

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Joint Commission on Accreditation of Hospitals. Hospital accreditation program scoring guidelines: Medical staff standards. Chicago, Ill: Joint Commission on Accreditation of Hospitals, 1986.

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Sheff, Richard A. The Greeley guide to new medical staff models: Solutions for changing physician-hospital relations. Marblehead, MA: HCPro Inc., 2008.

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Sheff, Richard A. The Greeley guide to new medical staff models: Solutions for changing physician-hospital relations. Marblehead, MA: HCPro Inc., 2008.

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E, Thompson Richard. The medical staff leaders' practical guide: The resource library for medical staff leaders. Wyd. 3. Marblehead, MA: Opus Communications, 1996.

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Great Britain. Department of Health. Statistics and Management Information Division. Hospital medical staff, England and Wales. [London]: Department of Health, Statistics and Management Information Division, 1991.

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Części książek na temat "Hospital staff"

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D’Alberton, Franco. "Anxiety Management Groups for Staff Members". W Psychoanalytic Work with Children in Hospital, 191–203. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003252238-13.

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Lowbury, E. J. L., G. A. J. Ayliffe, A. M. Geddes i J. D. Williams. "Hospital Staff Health Services in the Control of Infection". W Control of Hospital Infection, 229–33. Boston, MA: Springer US, 1998. http://dx.doi.org/10.1007/978-1-4899-6884-5_14.

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Dietscher, Christina, Ulrike Winter i Jürgen M. Pelikan. "The Application of Salutogenesis in Hospitals". W The Handbook of Salutogenesis, 397–418. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-79515-3_37.

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AbstractHospitals, in developed countries the center of curative health care in practice, research, and education, still have a dominantly pathogenic orientation. Therefore, salutogenic principles definitely have to offer quality improvement of cure and care in hospitals. But salutogenesis also is a considerable challenge to be implemented in hospitals, and hospitals are challenging for health and salutogenesis promoters. In this chapter, the authors first demonstrate how salutogenesis, if understood as a specific dimension of hospital quality, could considerably contribute to better health gain for patients and hospital staff. Second, drawing on a comprehensive literature search, it is highlighted which aspects of salutogenesis in relation to hospitals already are covered in descriptive and intervention research focusing on patients (and family members), staff, and the hospital as an organization.
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Gala, R., J. Hill i R. Amedee. "Engaging the Hospital’s House Staff". W Optimizing Widely Reported Hospital Quality and Safety Grades, 373–78. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-04141-9_40.

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Lacour, A., R. Brown, S. F. Bardot, S. Warren, G. Ciccotto, R. Dauterive, A. Akingbola, E. Davis i A. Schubert. "Engaging the Hospital’s Medical Staff". W Optimizing Widely Reported Hospital Quality and Safety Grades, 363–71. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-04141-9_39.

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Weimann, Edda, i Peter Weimann. "Find the Best Staff and Develop Their Skills". W High Performance in Hospital Management, 161–75. Berlin, Heidelberg: Springer Berlin Heidelberg, 2017. http://dx.doi.org/10.1007/978-3-662-49660-2_8.

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Lake, Fiona. "The Educational Role of Senior Hospital Staff". W Management and Leadership – A Guide for Clinical Professionals, 197–211. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-11526-9_14.

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Golding, Rosemary. "Bethlem Hospital: Talented Staff in an Urban Setting". W Music and Moral Management in the Nineteenth-Century English Lunatic Asylum, 237–71. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-78525-3_9.

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Perring, Christine. "The experience and perspectives of patients and care staff of the transition from hospital to community-based care". W Psychiatric Hospital Closure, 122–68. Boston, MA: Springer US, 1992. http://dx.doi.org/10.1007/978-1-4899-7142-5_4.

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Ford, D., L. Norman i A. Schubert. "Quality Improvement Partnership Between Nursing and the Medical Staff". W Optimizing Widely Reported Hospital Quality and Safety Grades, 387–95. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-04141-9_42.

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Streszczenia konferencji na temat "Hospital staff"

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Venkataraman, A., R. Conn, Rachel L. Cotton, Sally Abraham, Maria Banaghan i Bridget Callaghan. "117 Enhancing situational awareness through safety huddles – a staff perspective". W Great Ormond Street Hospital Conference. BMJ Publishing Group Ltd and Royal College of Paediatrics and Child Health, 2017. http://dx.doi.org/10.1136/archdischild-2017-084620.82.

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Lestari, Marselli Widya, i Dewi Puspitosari H.D. "Problems at a Hospital Concerning Covid-19 Pandemic". W The 7th International Conference on Public Health 2020. Masters Program in Public Health, Universitas Sebelas Maret, 2020. http://dx.doi.org/10.26911/the7thicph.04.28.

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ABSTRACT Background: Many hospitals are challenged with various problems regarding infra­structure and management in providing services during COVID-19 pandemic. Effective hospital manage­ment strategy plays an important role in confronting COVID-19. This study aimed to deter­mine the problems faced by a hospital in the time of COVID-19. Subjects and Method: This was a qualitative study conducted at second-line COVID-19 referral hospital, Central Java from May to July 2020. Several health professionals and staff were selected as informants of the study. The data were collected by in-depth interview and document review. The data were analyzed using urgency, seriousness, and growth (USG) method to determine the priority of the problems. Root cause of the pro­blems was analyzed with the aspects of man, method, and material using fishbone dia­gram. Results: The priority problem in the hospital under study was some of the staff infected with COVID-19. The possible root causes were (1) man: staff behaviors; (2) method: loss to follow-up patients to up­take screening and lack of personal protective equipment (PPE) doffing procedure; and (3) material: lack of disinfectant chambers. Conclusion: Some of the staff infected with COVID-19 is the main problem affecting the hospital under study. Com­pre­­hensive and responsiveness of hospital strategic manage­ment in line with WHO and CDC guidelines are required to contain the disease trans­mission. ­ Keywords: hospital problems, COVID-19, strategic management Correspondence: Marselli Widya Lestari. Universitas Nahdlatul Ulama Surabaya. Jl. Raya Jemursari No. 57, Surabaya, East Java, 60237. Email: marselliwidya@gmail.com. Mobile: +6281703341579. DOI: https://doi.org/10.26911/the7thicph.04.28
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Anagnostopoulos, Grigorios G., Michel Deriaz, Jean-Michel Gaspoz, Dimitri Konstantas i Idris Guessous. "Navigational needs and requirements of hospital staff: Geneva University hospitals case study". W 2017 International Conference on Indoor Positioning and Indoor Navigation (IPIN). IEEE, 2017. http://dx.doi.org/10.1109/ipin.2017.8115958.

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Argun Baris, Serap, Ersin Alkilinc, Elif Karasal, Hasim Boyaci i Ilknur Basyigit. "The knowledge and attitudes of hospital staff about tuberculosis". W ERS International Congress 2018 abstracts. European Respiratory Society, 2018. http://dx.doi.org/10.1183/13993003.congress-2018.pa3875.

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Daugherty, Elizabeth L., Lori A. Paine, Paula Kent, Lisa L. Maragakis, J. B. Sexton i Cynthia S. Rand. "Safety Culture Is Associated With Hospital Staff Hand Hygiene". W American Thoracic Society 2012 International Conference, May 18-23, 2012 • San Francisco, California. American Thoracic Society, 2012. http://dx.doi.org/10.1164/ajrccm-conference.2012.185.1_meetingabstracts.a6570.

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Okada, Okada, Tohma, Hisashige, Kawamura i Yamamoto. "A Study On Appropriate Allocation Of Comedical Staff In Hospital". W Proceedings of the Annual International Conference of the IEEE Engineering in Medicine and Biology Society. IEEE, 1992. http://dx.doi.org/10.1109/iembs.1992.594759.

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Ponnuswamy, A., T. Dihan, R. Grainger i IA Campbell. "Attitude Changes towards Smoking Following Smoking Ban among Hospital Staff." W American Thoracic Society 2009 International Conference, May 15-20, 2009 • San Diego, California. American Thoracic Society, 2009. http://dx.doi.org/10.1164/ajrccm-conference.2009.179.1_meetingabstracts.a2618.

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Okada, Mihoko, Masahiko Okada, Hideo Tohma, Akinori Hisashige, Tetsuo Kawamura i Koji Yamamoto. "A study on appropriate allocation of comedical staff in hospital". W 1992 14th Annual International Conference of the IEEE Engineering in Medicine and Biology Society. IEEE, 1992. http://dx.doi.org/10.1109/iembs.1992.5761426.

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Roja, Zenija, Patricija Freiberga i Henrijs Kalkis. "Muscle Fatigue for the Health Staff in Hospital Operating Unit". W 13th International Conference on Applied Human Factors and Ergonomics (AHFE 2022). AHFE International, 2022. http://dx.doi.org/10.54941/ahfe1002659.

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For the research the health sector was selected and it is one of the largest sectors of the economy in Latvia, where more than 6.8% of workers are employed in different professions. Operating block employees from different hospital clinics were selected for the research. The aim of the study was to investigate muscle fatigue and its causes for the operation unit health staff. Such investigation methods were used: survey, determination of the hand muscle strength, muscle fatigue analysis. Survey results prove that operation unit staff indicates discomfort in various body parts after the work shift. That is in accordance with the results of myotonometric measurements that show that during the weekly working cycle, the most loaded muscle groups were in shoulder region and legs, but less loaded were arm muscles. Analysis of the strength of the handgrip muscle shows that the mean handgrip muscle strength of nearly all the employees of the studied professions is in line with the norm before and after a week of performance, for some right-hand grip muscle strength is slightly greater than the strength of the left hand. The research will be continued with motion capture analysis to analyze the awkward movements during operations for surgeons, nurses, and surgeons-residents.
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Halloumi, O., H. Moubachir i H. Serhane. "Smoking among nursing staff in the regional hospital of AGADIR". W ERS International Congress 2022 abstracts. European Respiratory Society, 2022. http://dx.doi.org/10.1183/13993003.congress-2022.4122.

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Raporty organizacyjne na temat "Hospital 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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W, Nedra, Laura B. Strange, Sara M. Kennedy, Katrina D. Burson i Gina L. Kilpatrick. Completeness of Prenatal Records in Community Hospital Charts. RTI Press, luty 2018. http://dx.doi.org/10.3768/rtipress.2018.rr.0032.1802.

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We describe the completeness of prenatal data in maternal delivery records and the prevalence of selected medical conditions and complications among patients delivering at community hospitals around Atlanta, Georgia. Medical charts for 199 maternal-infant dyads (99 infants in normal newborn nurseries and 104 infants in newborn intensive care nurseries) were identified by medical records staff at 9 hospitals and abstracted on site. Ninety-eight percent of hospital charts included prenatal records, but over 20 percent were missing results for common laboratory tests and prenatal procedures. Forty-nine percent of women had a pre-existing medical condition, 64 percent had a prenatal complication, and 63 percent had a labor or delivery complication. Missing prenatal information limits the usefulness of these records for research and may result in unnecessary tests or procedures or inappropriate medical care.
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Kiragu, Karusa, Mutinta Nyumbu, Thabale Ngulube, Panganani Njobvu, Chilufya Mwaba, Arthur Kalimbwe i Spike Bradford. Caring for caregivers: An HIV/AIDS workplace intervention for hospital staff in Zambia—Evaluation results. Population Council, 2008. http://dx.doi.org/10.31899/hiv2.1010.

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Fatehifar, Mohsen, Josef Schlittenlacher, David Wong i Kevin Munro. Applications Of Automatic Speech Recognition And Text-To-Speech Models To Detect Hearing Loss: A Scoping Review Protocol. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, styczeń 2023. http://dx.doi.org/10.37766/inplasy2023.1.0029.

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Review question / Objective: This scoping review aims to identify published methods that have used automatic speech recognition or text-to-speech recognition technologies to detect hearing loss and report on their accuracy and limitations. Condition being studied: Hearing enables us to communicate with the surrounding world. According to reports by the World Health Organization, 1.5 billion suffer from some degree of hearing loss of which 430 million require medical attention. It is estimated that by 2050, 1 in every 4 people will experience some sort of hearing disability. Hearing loss can significantly impact people’s ability to communicate and makes social interactions a challenge. In addition, it can result in anxiety, isolation, depression, hindrance of learning, and a decrease in general quality of life. A hearing assessment is usually done in hospitals and clinics with special equipment and trained staff. However, these services are not always available in less developed countries. Even in developed countries, like the UK, access to these facilities can be a challenge in rural areas. Moreover, during a crisis like the Covid-19 pandemic, accessing the required healthcare can become dangerous and challenging even in large cities.
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Totten, Annette, Dana M. Womack, Marian S. McDonagh, Cynthia Davis-O’Reilly, Jessica C. Griffin, Ian Blazina, Sara Grusing i Nancy Elder. Improving Rural Health Through Telehealth-Guided Provider-to-Provider Communication. Agency for Healthcare Research and Quality, grudzień 2022. http://dx.doi.org/10.23970/ahrqepccer254.

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Objectives. To assess the use, effectiveness, and implementation of telehealth-supported provider-to-provider communication and collaboration for the provision of healthcare services to rural populations and to inform a scientific workshop convened by the National Institutes of Health Office of Disease Prevention on October 12–14, 2021. Data sources. We conducted a comprehensive literature search of Ovid MEDLINE®, CINAHL®, Embase®, and Cochrane CENTRAL. We searched for articles published from January 1, 2015, to October 12, 2021, to identify data on use of rural provider-to-provider telehealth (Key Question 1) and the same databases for articles published January 1, 2010, to October 12, 2021, for studies of effectiveness and implementation (Key Questions 2 and 3) and to identify methodological weaknesses in the research (Key Question 4). Additional sources were identified through reference lists, stakeholder suggestions, and responses to a Federal Register notice. Review methods. Our methods followed the Agency for Healthcare Research and Quality Methods Guide (available at https://effectivehealthcare.ahrq.gov/topics/cer-methods-guide/overview) and the PRISMA reporting guidelines. We used predefined criteria and dual review of abstracts and full-text articles to identify research results on (1) regional or national use, (2) effectiveness, (3) barriers and facilitators to implementation, and (4) methodological weakness in studies of provider-to-provider telehealth for rural populations. We assessed the risk of bias of the effectiveness studies using criteria specific to the different study designs and evaluated strength of evidence (SOE) for studies of similar telehealth interventions with similar outcomes. We categorized barriers and facilitators to implementation using the Consolidated Framework for Implementation Research (CFIR) and summarized methodological weaknesses of studies. Results. We included 166 studies reported in 179 publications. Studies on the degree of uptake of provider-to-provider telehealth were limited to specific clinical uses (pharmacy, psychiatry, emergency care, and stroke management) in seven studies using national or regional surveys and claims data. They reported variability across States and regions, but increasing uptake over time. Ninety-seven studies (20 trials and 77 observational studies) evaluated the effectiveness of provider-to-provider telehealth in rural settings, finding that there may be similar rates of transfers and lengths of stay with telehealth for inpatient consultations; similar mortality rates for remote intensive care unit care; similar clinical outcomes and transfer rates for neonates; improvements in medication adherence and treatment response in outpatient care for depression; improvements in some clinical monitoring measures for diabetes with endocrinology or pharmacy outpatient consultations; similar mortality or time to treatment when used to support emergency assessment and management of stroke, heart attack, or chest pain at rural hospitals; and similar rates of appropriate versus inappropriate transfers of critical care and trauma patients with specialist telehealth consultations for rural emergency departments (SOE: low). Studies of telehealth for education and mentoring of rural healthcare providers may result in intended changes in provider behavior and increases in provider knowledge, confidence, and self-efficacy (SOE: low). Patient outcomes were not frequently reported for telehealth provider education, but two studies reported improvement (SOE: low). Evidence for telehealth interventions for other clinical uses and outcomes was insufficient. We identified 67 program evaluations and qualitative studies that identified barriers and facilitators to rural provider-to-provider telehealth. Success was linked to well-functioning technology; sufficient resources, including time, staff, leadership, and equipment; and adequate payment or reimbursement. Some considerations may be unique to implementation of provider-to-provider telehealth in rural areas. These include the need for consultants to better understand the rural context; regional initiatives that pool resources among rural organizations that may not be able to support telehealth individually; and programs that can support care for infrequent as well as frequent clinical situations in rural practices. An assessment of methodological weaknesses found that studies were limited by less rigorous study designs, small sample sizes, and lack of analyses that address risks for bias. A key weakness was that studies did not assess or attempt to adjust for the risk that temporal changes may impact the results in studies that compared outcomes before and after telehealth implementation. Conclusions. While the evidence base is limited, what is available suggests that telehealth supporting provider-to-provider communications and collaboration may be beneficial. Telehealth studies report better patient outcomes in some clinical scenarios (e.g., outpatient care for depression or diabetes, education/mentoring) where telehealth interventions increase access to expertise and high-quality care. In other applications (e.g., inpatient care, emergency care), telehealth results in patient outcomes that are similar to usual care, which may be interpreted as a benefit when the purpose of telehealth is to make equivalent services available locally to rural residents. Most barriers to implementation are common to practice change efforts. Methodological weaknesses stem from weaker study designs, such as before-after studies, and small numbers of participants. The rapid increase in the use of telehealth in response to the Coronavirus disease 2019 (COVID-19) pandemic is likely to produce more data and offer opportunities for more rigorous studies.
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Staff - Charity Work - Head Office - Staff collecting at the "Gunyah" for Hospital Saturday. Reserve Bank of Australia, marzec 2021. http://dx.doi.org/10.47688/rba_archives_pn-001504.

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Staff - Charity Work - Head Office - First Hospital Saturday, Commonwealth Bank Collectors - 1917. Reserve Bank of Australia, marzec 2021. http://dx.doi.org/10.47688/rba_archives_pn-001503.

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Careful phrasing of requests by hospital staff could help people with dementia accept care. National Institute for Health Research, grudzień 2020. http://dx.doi.org/10.3310/alert_43178.

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Training programme to improve communication between staff and patients with dementia in hospital shows promise. National Institute for Health Research, marzec 2019. http://dx.doi.org/10.3310/signal-000741.

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