Rozprawy doktorskie na temat „Hospital staff”
Utwórz poprawne odniesienie w stylach APA, MLA, Chicago, Harvard i wielu innych
Sprawdź 50 najlepszych rozpraw doktorskich naukowych na temat „Hospital staff”.
Przycisk „Dodaj do bibliografii” jest dostępny obok każdej pracy w bibliografii. Użyj go – a my automatycznie utworzymy odniesienie bibliograficzne do wybranej pracy w stylu cytowania, którego potrzebujesz: APA, MLA, Harvard, Chicago, Vancouver itp.
Możesz również pobrać pełny tekst publikacji naukowej w formacie „.pdf” i przeczytać adnotację do pracy online, jeśli odpowiednie parametry są dostępne w metadanych.
Przeglądaj rozprawy doktorskie z różnych dziedzin i twórz odpowiednie bibliografie.
Wilson, Jeanne Lynn. "Employee Turnover in Frontline Hospital Staff". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3129.
Pełny tekst źródłaRussell, Daniel Craig. "Educating staff at Fulton State Hospital regarding client spirituality issues". Theological Research Exchange Network (TREN), 2002. http://www.tren.com.
Pełny tekst źródłaRadant, 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.
Pełny tekst źródłaChana, Navtej. "Quality of care amongst hospital nursing staff". Thesis, University of Oxford, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.531831.
Pełny tekst źródłaStokes, Mulenga Henry. "Staff perceptions of the 'Hospital at Night' in an NHS hospital". Thesis, Sheffield Hallam University, 2013. http://shura.shu.ac.uk/20765/.
Pełny tekst źródłaFransson, 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/.
Pełny tekst źródłaCheong, 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.
Pełny tekst źródłaThesis (Masters)
Master of Medical Research (MMedRes)
School of Medical Science
Griffith Health
Full Text
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.
Pełny tekst źródłaCombes, 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.
Pełny tekst źródłaHillman, Tara, i Ann Kerschen. "Job Satisfaction Among Staff, Clinical, and Integrated Hospital Pharmacists". The University of Arizona, 2006. http://hdl.handle.net/10150/624466.
Pełny tekst źródłaObjectives: 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.
Walls, Steven Edward 1956. "Measuring control over nursing practice among hospital staff nurses". Thesis, The University of Arizona, 1992. http://hdl.handle.net/10150/278133.
Pełny tekst źródłaSchwehr, Jamin, i Jolene Tarasiewicz. "An Assessment Of The Impact Of Decentralized Clinical Staff Pharmacists On Nurses At A Tertiary Referral Teaching Hospital". The University of Arizona, 2007. http://hdl.handle.net/10150/624412.
Pełny tekst źródłaObjectives: To evaluate the impact of decentralized clinical staff pharmacists (CSPs) on nursing staff in a university- affiliated teaching hospital. Areas of interest include perceived quality of patient care, job satisfaction and nursing job retention. Methods: CSP impact was evaluated using a print-based survey utilizing outcomes items and a four-point Likert-type scale with response options ranging from “Agree” to “Disagree.” Nurses also answered demographic questions about experience, time at the institution, education leve and frequency of interaction with a CSP. Analysis of the data included use of descriptive statistics as well as use of Kendall’s tau-b to evaluate differences between groups based frequency of CSP interaction. Results: Respondents included 122 nurses at University Medical Center (UMC) in Tucson, Arizona in positions supported by a CSP during the summer of 2006. Nurses overwhelmingly selected “Agree” or “Somewhat Agree” for all 12 statements about the CSPs indicating that they found their interaction with CSPs valuable. Nurses who interacted more frequently with CSPs were more likely to “Agree” or “Somewhat agree that CSPs were valuable members of the hospital (p=.049), one reason they remained at UMC (p=.007), helpful with medication questions (p=.008) and improved job satisfaction (p=.013), made their job easier (p=<.001) as well as more enjoyable (p=.027)
Watson, Karen Elizabeth. "Staff nurses' perceptions of their power bases in a nursing care setting". Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28818.
Pełny tekst źródłaApplied Science, Faculty of
Nursing, School of
Graduate
Hammers, Garfield Compton. "Transformation of service delivery in the Westcoast winelands region's hospitals: challenges and prospects". Thesis, University of the Western Cape, 2003. http://etd.uwc.ac.za/index.php?module=etd&.
Pełny tekst źródłaMessingher, Lang Gabriel. "Relating hospital acoustics to staff outcomes in real and simulated settings". Thesis, Georgia Institute of Technology, 2013. http://hdl.handle.net/1853/52922.
Pełny tekst źródłaToni, Gladys Nosisana. "Accelerated staff turnover among professional nurses at a district hospital". Thesis, Nelson Mandela Metropolitan University, 2007. http://hdl.handle.net/10948/620.
Pełny tekst źródłaGlennie, Judith Anne. "A study of participative decision making and hospital staff nurses". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq24847.pdf.
Pełny tekst źródła金達人 i Tat-yan Deyoung Kam. "Workplace violence prevention programme targeting nursing staff in hospital setting". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2008. http://hub.hku.hk/bib/B40720792.
Pełny tekst źródłaKam, Tat-yan Deyoung. "Workplace violence prevention programme targeting nursing staff in hospital setting". Click to view the E-thesis via HKUTO, 2008. http://sunzi.lib.hku.hk/hkuto/record/B40720792.
Pełny tekst źródłaAdolfsson, Hampus, Mattias Adolfsson i Daniel Wang. "A Web Application for Daily Staff Coordination in Hospital Care". Thesis, Uppsala universitet, Institutionen för informationsteknologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-387378.
Pełny tekst źródłaStress och tunga arbetsbördor hör till vardagen för den som jobbar inom svensk sjukvård, och problemet förvärras ytterligare av den rådande bristen på kvalificerad personal. Däri uppstår ett behov av verktyg som lätter på personalens belastning. Denna rapport presenterar en prototyp av en webbapplikation för dygnsmässig schemaläggning av personal, anpassad för barnoperationsavdelningen vid Uppsala akademiska sjukhus. Målet med projektet var att leverera en flexiblare digital lösning för avdelningens samordning av personal. Två fundamentala egenskaper hos applikationen var att den skulle vara enkel att använda samt visa upp informationen tydligt och med få missförstånd. Den resulterande prototypen uppfyllde kraven på användbarhet, med undantag för ett antal specifika problem, och förbättrade läsbarheten i jämförelse med det tidigare systemet. Det finns dock viss möjlighet för förbättring vad gäller effektiviteten uppgifter kan genomföras med.
Walker, Janet Helen. "Job satisfaction among hospital-employed nurses". Thesis, University of British Columbia, 1990. http://hdl.handle.net/2429/28817.
Pełny tekst źródłaApplied Science, Faculty of
Nursing, School of
Graduate
Rutledge, M. Hannah. "Patient Family and Hospital Staff Information Needs at a Pediatric Hospital: an Analysis of Information Requests Received by the Family Resource Libraries". Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc801947/.
Pełny tekst źródłaMakapela, Lunathi Brian. "Staff motivation and job performance in the Frere Hospital maternity ward". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8769.
Pełny tekst źródłaWinstanley, Sue. "Violence and aggression toward health care staff in a general hospital". Thesis, University of Liverpool, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.367178.
Pełny tekst źródłaMillward, Louise Maria. "Attitudes towards alcoholics : staff patient relationships in the acute hospital setting". Thesis, King's College London (University of London), 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.251664.
Pełny tekst źródłaNazarian, Masoumeh. "Hospital nursing staff productivity - the role of layout and people circulation". Thesis, Loughborough University, 2014. https://dspace.lboro.ac.uk/2134/14932.
Pełny tekst źródłaWoodrow, Christopher. "Organizational socialization, staff well-being and service quality in a hospital". Thesis, King's College London (University of London), 2013. https://kclpure.kcl.ac.uk/portal/en/theses/organizational-socialization-staff-wellbeing-and-service-quality-in-a-hospital(ddac7ce7-37d2-4716-9423-faf4094519a9).html.
Pełny tekst źródłaAhlström, Mandy, i Valles Carmelle Fajutrao. "Hand hygiene compliance among nursing staff in a Philippine private hospital". Thesis, Sophiahemmet Högskola, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:shh:diva-1585.
Pełny tekst źródłaAllan, Cameron, i n/a. "Labour Utilisation in Queensland Hospitals". Griffith University. Griffith Business School, 1996. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20050906.171638.
Pełny tekst źródłaAllan, Cameron. "Labour Utilisation in Queensland Hospitals". Thesis, Griffith University, 1996. http://hdl.handle.net/10072/367208.
Pełny tekst źródłaThesis (PhD Doctorate)
Doctor of Philosophy (PhD)
Griffith Business School
Griffith Business School
Full Text
Busolo, Mellanda Isia. "Motivation levels of tuberculosis healthcare staff at a district hospital in Kenya". Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1008292.
Pełny tekst źródłaTorres, Beth. "FRONTLINE NURSING LEADERS AND STAFF RETENTION IN AN ACUTE CARE COMMUNITY HOSPITAL". VCU Scholars Compass, 2009. http://scholarscompass.vcu.edu/etd/1724.
Pełny tekst źródłaO'Connor, Sophie. "Experiences of the relationship between hospital staff and people who self-harm". Thesis, University of Hull, 2015. http://hydra.hull.ac.uk/resources/hull:12305.
Pełny tekst źródłaBuffenbarger, Jennifer Sylvia. "Nurses' Experiences Transitioning from Staff Nurse to Management in a Community Hospital". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2346.
Pełny tekst źródłaLayton, Cheryl Marie. "Relationship Between Hospital Size, Staff Communication, Physician Communication, and Patient Experience Scores". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7816.
Pełny tekst źródłaBentley, Tabitha Anne. "Performance Improvement Data and Staff Responsibility". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3485.
Pełny tekst źródłaSheikh, Ahmad Md Khadzir. "Morbidity study among staff nurses in the hospital services : a comparison between the United Kingdom and Malaysia". Thesis, University of Birmingham, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.391023.
Pełny tekst źródłaKhandokar, Fahmida. "Determinants for intention to change travel mode choice behaviour of NHS hospital staff". Thesis, Loughborough University, 2016. https://dspace.lboro.ac.uk/2134/21570.
Pełny tekst źródłaRagde, Siri Fenstad. "Characterization of surgical staff `s exposure to surgical smoke at St. Olavs Hospital". Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for samfunnsmedisin, 2012. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-19642.
Pełny tekst źródłaCelaya, Melisa P., i Melisa P. Celaya. "Evaluation of a Medically Supervised, Multidisciplinary Obesity Management Program on Community Hospital Staff". Diss., The University of Arizona, 2018. http://hdl.handle.net/10150/626746.
Pełny tekst źródłaMorice, Tura. "Patient falls and hospital consumer assessment of healthcare providers and systems staff responsiveness". Thesis, California State University, Long Beach, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1524142.
Pełny tekst źródłaThe purpose of this study is to establish a relationship between responsiveness of hospital staff to a patient's call for help and the hospital fall rate. Patient falls are a very serious matter so data that furthers understanding in this area may be of help for hospitals trying to raise patient satisfaction scores, improve patient outcomes, and improve financial impact. The data utilized in this project are datasets downloaded from the Centers for Medicare and Medicaid Services (CMS) website.
Two hypotheses were tested from each extreme end of the responsiveness spectrum. The final conclusion is that the hospital fall rate is strongly associated with the high ("Always") but not the lower end ("Sometimes or Never").
Further research in this area is recommended to account for casual factors. The limitations of the study may be the collection and manipulation of the data by CMS.
Ngcobo, Richard Sibongiseni. "Nursing staff absenteeism at the Red Cross Children's Hospital and it's financial implications". Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/9336.
Pełny tekst źródłaAbsenteeism is a problem affecting the Public and the Private sector institutions alike. Anecdotal evidence from monthly absenteeism statistics and managers' comments suggest that it is also a problem for Red Cross Children's Hospital (RCCH). This dissertation describes the investigation into absenteeism among nurses at RCCH that was conducted by the writer in the year 2004. The writer reviewed attendance records for the year 2003. The main findings from the investigation and recommendations on management of absenteeism are then presented. The overall objective of the study was to establish the determinants of absenteeism among nursing personnel of RCCH and financial implications thereof. This involved establishing the extent of absenteeism among the nursing personnel, identifying major causes, estimating the financial burden and making recommendations on how to manage this problem. The study followed a descriptive as well as analytic methodology in presentation and discussion of results. The methodology included a review of the literature on absenteeism, motivation and migration of health personnel. The study has a qualitative and a quantitative aspect. Focus groups and in-depth interviews were conducted for collection of primary data from nurses. Two questionnaires were used as interview guides. Secondary data was collected from PERSAL database using the data capture sheet. Attendance records of all nurses were reviewed for the quantitative aspect of the study. A major finding of the study was that absenteeism among nursing personnel at RCCH was above what most writers on the subject regard as acceptable level. Staff turnover was found to be high in the nursing department with staff leaving the service and posts remaining vacant. It was felt that there is difficulty in recruiting nurses especially from the outskirts of the Western Cape and other provinces because of lack of accommodation. It was suggested that Staff Residence policy be enforced to address this problem since it confers power of granting or refusing accommodation to management. Stress was identified as the major cause of absenteeism by all interviewees. The source of stress was identified as both personal and work related problems. The financial burden of nurses' absenteeism was estimated at more than one million rands for the year 2003. Important recommendations that emerged from the study were that absenteeism control should be included in the job descriptions of supervisory positions. Development of institutional absenteeism policy was also recommended. it was also recommended that mechanisms be developed to recognize staff members with good attendance records.
Lasko, Mark Christian. "Effects of Psychiatric Hospital Closures on Local Jail Administrators, Correctional Staff, and Inmates". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7399.
Pełny tekst źródłaPassos, Andréa Rodrigues. "Absenteísmo do pessoal de Enfermagem: percepções e ações de enfermeiros coordenadores de um hospital especializado". Universidade de São Paulo, 2014. http://www.teses.usp.br/teses/disponiveis/7/7140/tde-21082014-110215/.
Pełny tekst źródłaAbsenteeism is a term of French origin absentéisme which means absence from work for a number of reasons, absenteeism rates were determined among nursing staff at the units studied between 2010 and 2011. Secondly, as a quality indicator of the nursing staff management at an oncology-specialized hospital. A descriptive and exploratory methodology was adopted for , at the qualitative approach level, at the quantitative approach level, data were collected through the employment of two techniques: interview and focus group. The analysis of qualitative data was carried out according to, dissatisfaction at work and consequences of absenteeism); Actions against absenteeism and the units of meaning (actions of institutional character and, either voluntary or due to circumstances beyond a workers own will. The objective of this study is to validate absenteeism, of the data obtained from interviews enabled the development of the following thematic categories and their respective units of meaning: Absenteeism c, under a given concrete situation
Iwamoto, Helena Hemiko. ""Recursos humanos de enfermagem na rede hospitalar do município de Uberaba-Minas Gerais"". Universidade de São Paulo, 2005. http://www.teses.usp.br/teses/disponiveis/22/22132/tde-15052006-101523/.
Pełny tekst źródłaThe Nursing area has been facing some difficulties regarding the human resource aspects like nurse scarceness, work dissatisfaction, high turnover rate. The present report aims to describe the allocation of the different Nursing working categories according to demographic variables and working admittance in the hospital network staff of Uberaba - Minas Gerais; to evaluate and portray the turnover of these professionals. The study had embraced eleven hospitals, including a public one, six privates and four philanthropics. The large sample is composed by every Nurse, Technician and Nurse Assistant that had employment relationships with the hospitals aforementioned, in the period of January, 1st to December, 31st of 2003. The demographic variables analyzed were: gender and age; regarding the working admittance: labor agreement, weekly working journey, average income. The turnover was evaluated using global indexes: admission (TA) and dislodgment (TD) rate, liquid replacement rate (TLS), stayers mean service (by years); and specifics: leavers mean service (months), and survival of leavers curve. The data were acquired monthly, using secondary sources, derived from Employees Official Register and Payroll. During 2003, the hospital network engaged 1368 Nursing employees, including 805 nursing assistants, 417 nursing technicians and 146 nurses. This working power was compounded mostly by women (81,8%), with ages varying from 38 years, the majority with 36 hours weekly work journey, under usual rules agreement. The workers are younger in the private and philanthropic hospitals than in the public ones; 70% of nursing technicians, 60% of nursing assistants and 50% of nurses have been less than 5 years in the present work. The nurses have average income of 5 to 10 minimum salaries and the nursing auxiliaries and technicians have 2-5 minimum salaries. In the aforementioned studied hospitals occurred 327 admissions 276 resignations. The admission rate (31%) was higher than the resignation rate (26,1%). The private hospitals presented the biggest TA (44,3%) and TD (42,1%). The TLS was 24,3%. The TLS highest rate is on the private hospitals (30,7%). The entire employee staff would be completed renewed on 3,6 years; in the private hospitals this situation would happen in 2,4 years, while the public would take 5,3 years. All the nurses would be replaced in 4,7 years and the nursing assistants and technicians in 3,5 years. The median service of the 276 workers who left the job were 19 months; for the leavers of the public hospital this time were of 37 months; in the private hospitals, 13 months, approximately a year; by the survival leavers curve could be identified a higher work stability rate, therefore lower turnover rate in the public hospitals. In general, the turnover in the studied hospitals can be considered high. When the issue is the management of human resources in nursing, the results of the study bring important contributions, as much to the hospitals direction and nursing services, as to the local manager in town.
McAdams, Marie. "What do nursing staff in an high security hospital perceive as (traumatic) critical incidents?" Thesis, University of Reading, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.394208.
Pełny tekst źródłaChen, Li-Zi, i 陳麗資. "Analysis of Job satisfaction in Hospital staff-Nursing staff Serving as an example". Thesis, 2005. http://ndltd.ncl.edu.tw/handle/73702159613880614259.
Pełny tekst źródła輔仁大學
應用統計學研究所
93
Abstract: The most important asset in the medical community is human resource. Nursing staff constitutes 63.8% of health care workers (Health statistics, 2003) and is the largest and most significant component of the medical personnel. Medical services consist of a series of communications and mutual reactions (Lin, I-Ling, 1998). Realizing the importance of employee’s job satisfaction can improve not only the job satisfaction of employees, but also the quality of medical services and patient’s satisfaction. The research takes nursing workers from two regional hospitals in northern Taiwan as research targets, and applies the quota sampling to complete 306 effective questionnaires. The research reveals that those employees feel utmost content about team cooperation, but least about the efficiency evaluation system and study mechanism during official leaves. Questions are categorized into three groups, including efficient completion, comfort and complaisant, and achievement anxiety based on their personality responses. Each group shows differentiations in marital status, age, work year, and job integrity factor of job characters; that is, employees of married, older, senior worker, monthly salary between NT 40,000 and NT 49,000, Christian, and higher job integrity and cognition relevantly fall in the category of efficient completion while those of single, younger than 25, working years less than 4, staying in special working units, monthly payment less than NT 30,000, and lower job integrity and cognition relevantly settle in the group of achievement anxiety. Otherwise, those of the comfort and complaisant group usually work in the surgical department and in region of Taoism. The research therefore concludes the suggestion for the human resource departments in medical institutes, including (1) to keep maintaining team cooperation and enhancing planning for efficiency evaluation and official-leave study to prevent from erosion of human resource base, (2) to promote working achievement of efficient completion group through senior nursing staff in clinical jobs, associated with the improved the efficiency evaluation procedure to coordinate goals of individuals and organizations, and (3) to broaden educational trainings for junior staff in clinical jobs (the achievement anxiety group) to upgrade overall working confidents of the group and to stimulate better performances, as well as organizational innovation.
Beech, Bettina M. "Patient satisfaction and nursing staff work satisfaction in an urban public teaching hospital /". 1995. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:9610025.
Pełny tekst źródłaHuang, Pei-Fnag, i 黃珮芳. "Preventive Behavior Toward Worksite Violence among Hospital Emergency Staff". Thesis, 2016. http://ndltd.ncl.edu.tw/handle/01261961188019254453.
Pełny tekst źródła義守大學
醫務管理學系
104
Purpose: This research was based on the theory of planned behavior investigating workplace violence and prevention strategy in emergency department of hospital. The aims of this study were: 1) to comprehend the status quo of emergency staff in terms of workplace violence; 2) to analyze the demographic characteristics of emergency staff, and 3) to investigate the effects attitude, subjective norms and perceived behavioral control on violence prevention behavior among emergency staff, based on the theory of planned behavior. Methods:. All the emergency staff of the case hospital participated in the study. SPSS 18.0 was used for statistical analyses, such as descriptive statistics, factor analysis, reliability and validity analyses, ANOVA, t-test, related Pearson correlation coefficient and multiple linear regressions. Results: No significant differences were found in age, education, position, seniority, and experience of violence and/or injury in terms of attitude; however, significant difference was found in position in terms of perceived behavioral control. Subjective norms and perceived behavioral control tended to have moderate positive correlation, but Attitude was not related to the formers. Medical seniority, seniority of emergency and seniority of the case hospital were significantly correlated with attitude, subjective behavior and perceived behavioral control. Regression analysis and PLS illustrated 31.2% predictive capability and 45.7% explanatory power respectively. Conclusions: Subjective behavior and perceived behavioral control had significant effects on violence prevention behavior among emergency staff of the case hospital. Administrators of the case hospital can use the study results as a norm, and develop coping strategies accordingly.
"Hospital Authority staff opinion survey on human resources issues". Chinese University of Hong Kong, 1996. http://library.cuhk.edu.hk/record=b5888635.
Pełny tekst źródłaThesis (M.B.A.)--Chinese University of Hong Kong, 1996.
Includes bibliographical references (leaves 71-73).
ABSTRACT --- p.ii
TABLE OF CONTENTS --- p.iii
LIST OF FIGURES --- p.iv
ACKNOWLEDGMENT --- p.v
Chapter
Chapter I --- INTRODUCTION --- p.1
Background --- p.1
Objective --- p.3
Chapter II --- LITERATURE REVIEW --- p.4
Chapter III --- METHODOLOGY --- p.7
Chapter IV --- ANALYSIS & RESULTS --- p.10
Chapter V --- CONCLUSION --- p.27
Discussion --- p.27
Survey by Questionnaire --- p.27
Linking Findings to Theory --- p.28
Encouraging Opinions --- p.29
Major Concern Areas --- p.30
Other General Opinions --- p.33
Summary --- p.34
Chapter V --- RECOMMENDATION --- p.35
APPENDIX --- p.41
BIBLIOGRAPHY --- p.71