Journal articles: 'Nursing Staff ; Hospital'

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Abou Ramdan, Amal H., and Walaa M. Eid. "Toxic Leadership: Conflict Management Style and Organizational Commitment among Intensive Care Nursing Staff." Evidence-Based Nursing Research 2, no. 4 (October 8, 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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Rossetti, Ana Cristina, and Raquel Rapone Gaidzinski. "Estimating the nursing staff required in a new hospital." Revista Latino-Americana de Enfermagem 19, no. 4 (August 2011): 1011–17. http://dx.doi.org/10.1590/s0104-11692011000400021.

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Opening a new hospital poses a complex and consequential set of challenges. One of these challenges is to estimate the nursing staff. The aim of this article is to report the entire process adopted to estimate the required nursing staff for a new Hospital in Brazil. The nursing staff was projected according to the Brazilian Federal Nursing Council (Cofen). We applied an equation to estimate nursing staff and compared the results with two other existing hospitals. A significant difference (p<0.05) was observed when comparing the Nurse-License Practice Nurse ratio recommended by Cofen between the new Hospital and other hospitals. This statistical difference is mostly due to reduced nurse staff in intensive care units. Almost one year after the hospital opened its doors, it is necessary to review nursing staff hours with the real information to reinforce the expenditure on these personnel and to evaluate the decisions made so far.

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Burke, Ronald J., and Esther R. Greenglass. "Hospital Restructuring and Downsizing in Canada: Are Less Experienced Nurses at Risk?" Psychological Reports 87, no. 3 (December 2000): 1013–21. http://dx.doi.org/10.2466/pr0.2000.87.3.1013.

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The health care sector has undergone significant change during the past decade as hospitals struggle to provide the same service with fewer resources. This study examined perceptions of hospital restructuring and downsizing and their effects on nursing staff as a function of years in nursing. Data were obtained from 1,362 staff nurses by questionnaire. Nursing staff having less tenure generally described and responded to hospital restructuring and downsizing in more negative terms. Nursing staff having less tenure were in better health, reflecting their younger age. Some implications for hospital administration and the nursing profession are raised. Entrants to hospital-based nursing staff positions are the life blood of the profession. Their reactions to hospital restructuring and downsizing may influence their commitment to nursing as well as hospital functioning. The profession may have difficulty attracting young women and men into nursing programs. As longer tenured nursing staff retire, a potential shortage of nurses may result.

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Cracolici, Frank J., Alice Gianella, Dori Taylor Sullivan, and Janet Frazier. "Nursing Staff Development Goes Hospital-Wide." Journal of Nursing Administration 26, no. 11 (November 1996): 6–9. http://dx.doi.org/10.1097/00005110-199611000-00002.

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Benedict, M. Beth, Jay H. Glasser, and Eun Sul Lee. "Assessing Hospital Nursing Staff Retention and Turnover." Evaluation & the Health Professions 12, no. 1 (March 1989): 73–96. http://dx.doi.org/10.1177/016327878901200105.

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Gilavandi, Roghaye, Fateme Talebi, Elahe Taleb, Saeed Nateghi, Leila Khedmat, Fariba Amini, Shohre Moshfeghi, and Mohammad Effatpanah. "Burnout Among Nursing Staff in Ziaeian Hospital." Materia Socio Medica 31, no. 1 (2019): 10. http://dx.doi.org/10.5455/msm.2019.31.10-13.

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Leal, Laura Andrian, Silvia Helena Henriques Camelo, Fernanda Ludmilla Rossi Rocha, Thamiris Cavazzani Vegro, and Fabiana Cristina Santos. "Health promotion of nursing staff in hospital environments." Revista da Rede de Enfermagem do Nordeste 16, no. 5 (November 10, 2015): 762. http://dx.doi.org/10.15253/2175-6783.2015000500019.

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Objective: To analyze the scientific evidence of the strategies adopted by hospitals aimed at promoting the health of nursing workers. Methods: integrative review with data collected in electronic databases: Medline, Lilacs, Scielo, BDENF, Scopus and CINAHL, with the descriptors: Strategies; hospitals; Nursing and Health Promotion Team. Results: there were 18 articles selected and the analysis allowed to find organizational strategies to promote the health of nursing workers as phttp://www.revistarene.ufc.br/revista/index.php/revista/article/view/2074/pdfrevention of biological risks, the use of personal protective equipment, among others. Conclusion: strategies for health promotion are possible as necessary and they should be reconsidered by managers and professionals working in hospitals in order to promote the quality of working life.

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Cavanagh, Stephen J., and Douglas A. Coffin. "Staff turnover among hospital nurses." Journal of Advanced Nursing 17, no. 11 (November 1992): 1369–76. http://dx.doi.org/10.1111/j.1365-2648.1992.tb01861.x.

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Kerr, Jean A. C. "Interpersonal Distance of Hospital Staff." Western Journal of Nursing Research 8, no. 3 (August 1986): 350–64. http://dx.doi.org/10.1177/019394598600800308.

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Lorentzon, Maria. "Management of nursing in 19th-century London." British Homeopathic Journal 84, no. 01 (January 1995): 55–61. http://dx.doi.org/10.1016/s0007-0785(05)80738-0.

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AbstractExamination of manuscript sources from the London Homoeopathic Hospital (LHH) 1850–1899 are set in historical context by presentation of data from the House of Lords Select Committee on Metropolitan Hospitals Report (1892)1 and review of selected items from the literature. This material shows the gradual progress in nursing practice, education and management at London hospitals.Analysis of LHH primary historical source documents (Minutes of Board Meetings,2 Minutes of Governors and Subscribers Meetings,3 Minutes of the LHH Staff Committee4 and the Medical Staff Committee5 and Clinical Notes6) show development of management and education systems in nursing. Less stress was placed on clinical practice. Significant support for development of nurse education at LHH was provided by members of the medical staff. The few references made to clinical nursing practice were recorded in the Medical Staff Committee Minutes. The strongest emphasis in all source material was on management of nursing services.Exploration of nursing management in 19th century London, in particular at the London Homoeopathic Hospital, reveals many similarities between conditions then and the present. It also provides evidence of progress in professionalization of nursing, with enhanced autonomy in education and professional practice. In this context, it is worth exploring the mode of managing nursing in 19th century voluntary hospitals and, in particular, at the London Homoeopathic Hospital.

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Ruiz, Paula Buck de Oliveira, Marcia Galan Perroca, and Marli de Carvalho Jericó. "Cost of nursing turnover in a Teaching Hospital." Revista da Escola de Enfermagem da USP 50, no. 1 (February 2016): 101–8. http://dx.doi.org/10.1590/s0080-623420160000100014.

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Abstract OBJECTIVE To map the sub processes related to turnover of nursing staff and to investigate and measure the nursing turnover cost. METHOD This is a descriptive-exploratory study, classified as case study, conducted in a teaching hospital in the southeastern, Brazil, in the period from May to November 2013. The population was composed by the nursing staff, using Nursing Turnover Cost Calculation Methodology. RESULTS The total cost of turnover was R$314.605,62, and ranged from R$2.221,42 to R$3.073,23 per employee. The costs of pre-hire totaled R$101.004,60 (32,1%), and the hiring process consumed R$92.743,60 (91.8%) The costs of post-hire totaled R$213.601,02 (67,9%), for the sub process decreased productivity, R$199.982,40 (93.6%). CONCLUSION The study identified the importance of managing the cost of staff turnover and the financial impact of the cost of the employee termination, which represented three times the average salary of the nursing staff.

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Burke, Ronald J., and Esther R. Greenglass. "Hospital restructuring and psychological burnout in nursing staff." Equal Opportunities International 20, no. 1/2 (February 2001): 61–71. http://dx.doi.org/10.1108/02610150110786714.

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Cho, Hyeonmi, Knar Sagherian, and Linsey M. Steege. "Hospital Nursing Staff Perceptions of Resources Provided by Their Organizations During the COVID-19 Pandemic." Workplace Health & Safety 69, no. 4 (January 29, 2021): 174–81. http://dx.doi.org/10.1177/2165079920987543.

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Background: The coronavirus disease 2019 (COVID-19) pandemic has profoundly impacted the health and psychological well-being of hospital nursing staff. While additional support is needed to better cope with increased job stressors, little is known about what types of hospital resources have been provided and how nursing staff perceive them. This study addressed this gap by describing nursing staff perceptions of resources provided by hospitals during the COVID-19 pandemic in the United States. Methods: Registered nurses and nursing assistants who were working in hospitals during the pandemic were recruited to an online survey via social media posts and emails between May and June 2020. A total of 360 free-text responses to an open-ended survey question were analyzed using content analysis. Results: Over half of participants reported being provided with hospital resources. “Basic needs” resources that included food on-site, groceries, and childcare support were the most frequently reported compared with four other types of resources (personal health and safe practice, financial support, managerial support, communication). Four themes emerged related to staff perceptions of support: community support, unequal benefits, decreasing resources, and insufficient personal protective equipment. Conclusion: Our findings can assist organizational leaders in the planning and allocation of different types of resources that are meaningful to nursing staff and thus ensure sustainability, optimal performance, and worker well-being during crises.

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Smith, Jessica G., Colin M. Plover, Moira C. McChesney, and Eileen T. Lake. "Rural Hospital Nursing Skill Mix and Work Environment Associated With Frequency of Adverse Events." SAGE Open Nursing 5 (January 2019): 237796081984824. http://dx.doi.org/10.1177/2377960819848246.

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Introduction: Although rural hospitals serve about one fifth of the United States, few studies have investigated relationships among nursing resources and rural hospital adverse events. Objectives: The purpose was to determine relationships among nursing skill mix (proportion of registered nurses [RNs] to all nursing staff), the work environment, and adverse events (medication errors, patient falls with injury, pressure ulcers, and urinary tract infections) in rural hospitals. Methods: Using a cross-sectional design, nurse survey data from a large study examining nurse organizational factors, patient safety, and quality from four U.S. states were linked to the 2006 American Hospital Association data. The work environment was measured using the Practice Environment Scale of the Nursing Work Index (PES-NWI). Nurses reported adverse event frequency. Data analyses were descriptive and inferential. Results: On average, 72% of nursing staff were RNs (range = 45%–100%). Adverse event frequency ranged from 0% to 67%, across 76 hospitals. In regression models, a 10-point increase in the proportion of RNs among all nursing staff and a one standard deviation increase in the PES-NWI score were significantly associated with decreased odds of frequent adverse events. Conclusion Rural hospitals that increase the nursing skill mix and improve the work environment may achieve reduced adverse event frequency.

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Burke, Ronald J. "Implementation of hospital restructuring and nursing staff perceptions of hospital functioning." Journal of Health Organization and Management 18, no. 4 (August 2004): 279–89. http://dx.doi.org/10.1108/14777260410554287.

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Naik, Vaidehee, Dr (Mrs) Kalpana Date, and Dr Sonia Philip. "Colonization of Methicillin Resistant Staphylococcus Aureus Among Nursing Staff at a Tertiary Care Hospital." Indian Journal of Applied Research 4, no. 3 (October 1, 2011): 417–19. http://dx.doi.org/10.15373/2249555x/mar2014/131.

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Marufu, Takawira C., Alexandra Collins, Liavel Vargas, Lucy Gillespie, and Dalal Almghairbi. "Factors influencing retention among hospital nurses: systematic review." British Journal of Nursing 30, no. 5 (March 11, 2021): 302–8. http://dx.doi.org/10.12968/bjon.2021.30.5.302.

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Background: Recruitment and retention of nursing staff is the biggest workforce challenge faced by healthcare institutions. Across the UK, there are currently around 50 000 nursing vacancies, and the number of people leaving the Nursing and Midwifery Council register is increasing. Objective: This review comprehensively compiled an update on factors affecting retention among hospital nursing staff. Methods: Five online databases; EMBASE, MEDLINE, SCOPUS, CINAHL and NICE Evidence were searched for relevant primary studies published until 31 December 2018 on retention among nurses in hospitals. Results: Forty-seven studies met the inclusion criteria. Nine domains influencing staff turnover were found: nursing leadership and management, education and career advancement, organisational (work) environment, staffing levels, professional issues, support at work, personal influences, demographic influences, and financial remuneration. Conclusion: Identified turnover factors are long-standing. To mitigate the impact of these factors, evaluation of current workforce strategies should be high priority.

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Zygouris, Stelios, Mara Gkioka, Despoina Moraitou, Birgit Teichmann, Thrasyvoulos Tsiatsos, Sotirios Papagianopoulos, and Magda Tsolaki. "Views of nursing staff on computerized dementia screening." Zeitschrift für Gerontologie und Geriatrie 52, S4 (October 22, 2019): 258–63. http://dx.doi.org/10.1007/s00391-019-01633-0.

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Abstract Background Cognitive disorders such as dementia are common among older adults admitted to general hospitals. They can complicate treatment leading to longer hospitalization and worse outcomes. They often remain underdiagnosed as the busy routine of the hospital does not enable efficient screening and available screening instruments are not suitable for the hospital environment. Computerized cognitive testing (CCT) has been proposed as an efficient screening method as it can be employed by nonspecialists, such as nurses while featuring automatic scoring and interpretation of results. Objective This study validated a newly developed questionnaire for measuring the attitudes of Greek nurses towards computerized dementia screening. Material and methods The questionnaire was validated in a sample of 212 undergraduate psychology students and subsequently administered to a sample of 19 nurses working in a general hospital. Reliability of the questionnaire was calculated using Cronbach’s alpha (= 0.762). Factor analysis revealed the existence of a single factor (acceptability-feasibility) that accounted for 33.73% of variance with an eigenvalue of 3.036. Results The total score of all the items loading on the single factor (acceptability-feasibility) was calculated. Scores ranged between 10 and 40 with the average score for the validation group being 29.33 (SD = 4.89) and the average score for the nurses’ group being 29.50 (SD = 3.20). Discussion The questionnaire has acceptable reliability. Results indicate that acceptability-feasibility is high in both groups and there were no statistically significant differences between the two groups.

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Kim, Byung-Ho, and Young-Seok Park. "Convalescent Hospital Doctors and Nursing Staff Awareness of the Differential Rating : Focused on Doctors, Nursing Staff." Journal of the Korea Contents Association 15, no. 12 (December 28, 2015): 285–93. http://dx.doi.org/10.5392/jkca.2015.15.12.285.

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Silva, Silmar Maria da, Patrícia Campos Pavan Baptista, Vanda Elisa Andrés Felli, Aline Caldas Martins, Leila Maria Mansano Sarquis, and Vivian Aline Mininel. "Intervention strategies for the health of university hospital nursing staff in Brazil." Revista Latino-Americana de Enfermagem 21, no. 1 (February 2013): 300–308. http://dx.doi.org/10.1590/s0104-11692013000100003.

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OBJECTIVE: The aim of this study was to propose intervention strategies for the health of hospital-based nursing staff. METHOD: It was a field study, with a quantitative and qualitative approach, developed from data collected through the Monitoring System of Nursing Workers' Health in seven public and university hospitals of Brazil. Intervention strategies proposed considered regional specificities and the demands presented by professionals in each setting. RESULTS: The interventions were developed for: each workload to which nursing staff was exposed; processes of strain generated; and intervention strategies at the settings, according to the needs of the national scenario. CONCLUSION: Monitoring the health of nursing staff is a beginning point for building strategies directed at the health profile of each reality.

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Diedrick, Lee, Kim Lorence, and Natalie Lu. "Nursing Salons Take to Hospital Education Days." Creative Nursing 26, no. 4 (November 1, 2020): 277–80. http://dx.doi.org/10.1891/crnr-d-20-00065.

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Salon gatherings featuring conversations about current themes in a profession are evolving with time and practice to meet the needs of modern nurses and their clinical partners. Nursing clinical educators at a Midwestern pediatric hospital system offered a nursing salon experience as a new component of education days to provide an opportunity for clinical staff to engage in content and conversations about practice in a setting away from direct patient care. The objective of the nursing salons was to engage in professional reflection. Staff members of a professional development center and a department of quality and safety collaborated to provide this experience for over 500 nurses, clinical support associates, and leaders, to enhance clinical education days.

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Ma, Yu-Chin, Chiu-Yueh Yang, Chin-An Tseng, and Mei-Hui Wu. "Predictors of Work Stress among Psychiatric Nursing Staff in Rural and Urban Settings in Taiwan." International Journal of Studies in Nursing 1, no. 1 (October 28, 2016): 70. http://dx.doi.org/10.20849/ijsn.v1i1.107.

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Aim: The aim of this study was to compare the work stress of nursing staff in urban and rural areas of Taiwan and to explore the predictors of work stress in nurses in Taiwan. Method: In this cross-sectional study, purposive sampling was adopted to select 271 nursing staff members from 2 psychiatric teaching hospitals. The Emotional Quotient Inventory (Sun, 2004) and the Nurse Stress Checklist (Tsai & Chen, 1996) were used to perform this study. A hierarchical multivariate regression model was used to examine significant predictors of work stress. Results: The work stress of nursing staff in urban hospitals was lower than that of nursing staff in rural hospitals. Compared with the urban nursing staff who participated in the EQ and stress classes, the rural nursing staff, regardless of whether they had attended the classes, experienced more work stress; and hospital types, employment patterns, years of work experience, and emotional intelligence were predictors of work stress. Conclusion: Overall, the findings demonstrate that administration managers must provide effective career advancement measures (eg, offering full-time jobs) or increase salaries to recruit sufficient nursing staff. In addition, managers could avoid unfair treatment experienced by part-time nursing staff by placing additional emphasis on the basic welfares and salaries of nursing staff to effectively mitigate the stress that they experience.

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Fonseca, José Ricardo Ferreira da, Ana Lúcia Siqueira Costa, Diandra Sabrina Seixas Coutinho, and Raquel da Costa Gato. "Coping strategies among nursing staff at a university hospital." Revista da Rede de Enfermagem do Nordeste 16, no. 5 (November 10, 2015): 656. http://dx.doi.org/10.15253/2175-6783.2015000500006.

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Objective: to evaluate the association of coping strategies and characteristics of nursing professionals at a universityhospital. Methods: cross-sectional, quantitative study, with 92 professional nursing of an inpatient unit of a universityhospital. To evaluate them, Problems Coping Scale Mode was used, and the analysis was through the Spearman correlationcoefficient and the Mann-Whitney test. Results: a strategy focused on the problem was the most used, women seek morethe strategy focused in religious practice than men (p=0.017). The age (p=0.031), individual income (p=0.049) and workinghours (p=0.027) had also significantly correlation with the dimensions of the scale. Conclusion: socio-demographiccharacteristics are associated with coping strategies and may influence the choice of the individual for coping strategy.

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Stacy, Kathleen M. "Challenges in Hospital-Associated Infection Management." AACN Advanced Critical Care 26, no. 3 (July 1, 2015): 252–61. http://dx.doi.org/10.4037/nci.0000000000000097.

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Maintaining a successful unit-based continuous quality improvement program for managing hospital-associated infections is a huge challenge and an overwhelming task. It requires strong organizational support and unit leadership, human and fiscal resources, time, and a dedicated and motivated nursing staff. A great deal of effort goes into implementing, monitoring, reporting, and evaluating quality improvement initiatives and can lead to significant frustration on the part of the leadership team and nursing staff when quality improvement efforts fail to produce the desired results. Each initiative presents its own unique set of challenges; however, common issues influence all initiatives. These common issues include organization and unit culture, current clinical practice guidelines being used to drive the initiatives, performance discrepancies on the part of nursing staff, availability of resources including equipment and supplies, monitoring of the data, and conflicting quality improvement priorities.

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Ygge, Britt Marie, Christina Lindholm, and Judith Arnetz. "Hospital staff perceptions of parental involvement in paediatric hospital care." Journal of Advanced Nursing 53, no. 5 (March 2006): 534–42. http://dx.doi.org/10.1111/j.1365-2648.2006.03755.x.

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Lapeña-Moñux, Yolanda Raquel, Luis Cibanal-Juan, Mª Isabel Orts-Cortés, Mª Loreto Maciá-Soler, and Domingo Palacios-Ceña. "Supplemental nursing staff´s experiences at a Spanish hospital: Qualitative phenomenology research." Revista da Escola de Enfermagem da USP 48, spe2 (December 2014): 59–65. http://dx.doi.org/10.1590/s0080-623420140000800010.

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The objective of this study was to describe the Supplemental Nursing Staff´s experiences at different hospital units. A qualitative phenomenological approach was conducted; a purposeful and theoretical sampling was implemented with supplemental nursing staff at Santa Barbara Hospital of Soria (Spain), to gain a more in-depth understanding of the Supplemental Nursing Staff ´s experience. Data were collected by in-depth interviews and through a field notebook. Data were analyzed using the Giorgi proposal. Twenty-one nurses with a mean age of 46 years were included. Three main topics emerged from the data analysis: building the first contact, carving out a niche and establishing interprofessional/interpersonal relationships. We conclude that the experience of hosting the supplemental nursing staff in changing clinical environments is conditioned by various factors. It is necessary for nurses and hospital managers to establish clear objectives with regard to the supplemental nursing staff´s role in the units.

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Lombard, Eileen, Anna Higgins, Suzanne Timmons, and Ruth McCullagh. "23 The Implementation of a Hospital “Buddy Walking Programme” to Improve Access to Mobility for Acute Hospital in-Patients." Age and Ageing 48, Supplement_3 (September 2019): iii17—iii65. http://dx.doi.org/10.1093/ageing/afz103.13.

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Abstract Background An acute hospital admission often means that patient’s mobility can decline if not maintained and encouraged throughout their inpatient stay. The “Buddy Walking Programme” is a joint initiative between the physiotherapy department, nursing department and hospital volunteers. The aim of this research was to implement a hospital “Buddy Walking Programme” within a teaching hospital in Cork to allow the provision of accompanied walking sessions by members of the hospital’s volunteer team. Methods Ward based physiotherapy staff and nursing staff identify suitable patients and add their bed number and mobility status to a list each morning. Patients are identified who are independently mobile or can safely mobilise with the supervision of one person, with or without a mobility aid and who are cognitively capable of simple commands. Physiotherapists and nursing staff are made aware of the programme at induction. Volunteers partake in an educational session and manual handling training prior to offering supervised walking sessions. Results A standard operating procedure has been developed for the “Buddy Walking Programme”. Training has been rolled out hospital wide amongst nursing staff, physiotherapy staff and hospital volunteers. Conclusion This programme will help encourage a culture of physical activity within the hospital in-patient setting and improve mobility levels. Further research is warranted to explore the beliefs and perceptions of hospital staff and volunteers regarding the initiative and to examine barriers and facilitators to the programme.

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Ezeobele, Ifeoma E., Rachel McBride, Allison Engstrom, and Scott D. Lane. "Aggression in Acute Inpatient Psychiatric Care: A Survey of Staff Attitudes." Canadian Journal of Nursing Research 51, no. 3 (January 22, 2019): 145–53. http://dx.doi.org/10.1177/0844562118823591.

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Introduction Inpatient aggression poses consistent complications for psychiatric hospitals. It can affect patient and staff safety, morale, and quality of care. Research on staff attitudes toward patient aggression is sparse. Purpose The study explored staff attitudes toward patient aggression by hospital position types and years of experience in a psychiatric hospital. We predicted that staff experiencing patient aggression would be related to working in less trained positions, having less psychiatric work experience, and demonstrating attitudes that were consistent with attributes internal to the patient and not external. Methods Fifty-one percent completed online survey using Management of Aggression and Violence Attitude Scale, along with demographics, years of work experience, and number of times staff experienced aggressive event. Results Management of Aggression and Violence Attitude Scale scores, staff position types, and years of experience were related to the number of aggressive interactions. Nurses and psychiatric technicians reported highest number of exposures to patient aggression, followed by physicians; however, support staff reported less patient aggression. More years worked in a psychiatric hospital was associated with more aggressive experience. Conclusion Nurses, psychiatric technicians, and physicians reported greater exposure to patients’ aggression than support staff. Training programs, developed specifically to individual position types, focusing on recognition of sources of aggression, integrated into staff training, might reduce patient on staff aggression in psychiatric hospitals.

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J. Burke, Ronald, and Parbudyal Singh. "Correlates of career priority and family priority among hospital-based nursing staff." Gender in Management: An International Journal 29, no. 2 (February 25, 2014): 91–107. http://dx.doi.org/10.1108/gm-05-2013-0050.

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Purpose – This study explored the relationship of measures of career priority and family priority with a number of other variables including personal demographics, work situation characteristics, work motivations, work outcomes and indicators of extra-work outcomes such as affluence and psychological well-being. The paper aims to discuss these issues. Design/methodology/approach – Data were collected from 290 nursing staff, the vast majority female, working in Ontario, Canada, using anonymously completed questionnaires. Findings – Career priority and family priority were significantly and positively correlated in this sample. Nursing staff also rated family priority significantly higher than career priority. Personal demographics were associated with levels of both career priority and family priority such that married nursing staff, nursing staff with children, and nursing staff working part time reported lower levels of career priority, while married nurses and nursing staff having children rated family priority higher. Nursing staff having higher levels of work motivation also rated career priority higher. Career priority was significantly correlated with several work outcomes. Nursing staff indicating a higher career priority were more satisfied and engaged in their jobs. Somewhat surprisingly, family priority was generally unrelated to these work and well-being outcomes. Research limitations/implications – Recent writing on women in organizations has raised the question of can women “have it all”, a successful and demanding career and a satisfying home and family life. The findings contribute to this debate. Practical implications – Suggestions for both women and organizations to facilitate career and family facilitation are offered. Social implications – Increasing interest has been shown in women in the workplace, and whether they should “lean in” to advance their careers. The authors suggest that this strategy may be at odds with what women, and men, increasingly want. Originality/value – The paper highlights differences in the antecedents and consequences of career priority and family priority in a predominately female sample bringing work and family issues into the forefront once again.

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Timm, MD, Nathan, Jacqueline Grupp-Phelan, MD, MPH, and Joseph S. Kroner, MSN, RN. "Impact of school closings on hospital staff absenteeism: A case study." Journal of Emergency Management 5, no. 6 (November 1, 2007): 70. http://dx.doi.org/10.5055/jem.2007.0035.

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Objective: Determine the impact school closings during snow emergencies have on hospital nursing absenteeism.Design: Retrospective case-control study.Setting: Large urban tertiary-care children’s hospital.Participants: Inpatient nursing staff.Main outcomes measured: Absenteeism rates due to lack of child care during snow emergency dates.Results: There is a statistically significant difference between nursing absenteeism due school closings compared with control dates (p = 0.01); however, the overall impact on hospital nursing staff availability is minimal (0.4 percent).Conclusions: Short-term school closings during snow emergencies do not result in significant rates of nursing absenteeism due to lack of child care.

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Hasan, Nashwan Nadhim, Idrees Hasan Mohammed, and Yousif Ahmed Mahmood. "Communication Skills among Nursing staff at Azadi Teaching Hospital." Al-Kitab Journal for Pure Sciences 3, no. 2 (June 1, 2019): 62–70. http://dx.doi.org/10.32441/kjps.03.02.p5.

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Burkley, John. "Adopt Zero Tolerance for Hospital Staff Bullying Nursing Students." AJN, American Journal of Nursing 118, no. 5 (May 2018): 11. http://dx.doi.org/10.1097/01.naj.0000532811.74089.c0.

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Burke, Ronald J. "Nursing staff survivor responses to hospital restructuring and downsizing." Stress and Health 17, no. 4 (2001): 195–205. http://dx.doi.org/10.1002/smi.902.

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Wagner, Cheryl M. "Is Your Nursing Staff Ready for Magnet Hospital Status?" JONA: The Journal of Nursing Administration 34, no. 10 (October 2004): 463–68. http://dx.doi.org/10.1097/00005110-200410000-00007.

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Burke, Ronald J., Eddy S. Ng, and Jacob Wolpin. "Effects of Hospital Restructuring and Downsizing on Nursing Staff." Journal of Health Management 18, no. 3 (July 24, 2016): 473–88. http://dx.doi.org/10.1177/0972063416651598.

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Peake, H., M. Stockely, and G. Frost. "What nutritional support literature do hospital nursing staff require?" Journal of Human Nutrition and Dietetics 14, no. 3 (June 2001): 225–30. http://dx.doi.org/10.1046/j.1365-277x.2001.00287.x.

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Worthington, David, and Mike Guy. "Allocating nursing staff to hospital wards— A case study." European Journal of Operational Research 33, no. 2 (January 1988): 174–82. http://dx.doi.org/10.1016/0377-2217(88)90368-2.

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Bozza-Marrubini, Marialuisa. "Three Major Disasters in Italy. Experiences of Niguarda-Ca'Granda Staff of Milan." Prehospital and Disaster Medicine 1, S1 (1985): 414–19. http://dx.doi.org/10.1017/s1049023x00045325.

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The medical and nursing staff of the Niguarda-Ca' Granda Hospital of Milano has been involved in three major disasters that occurred in Italy in the years 1976 and 1980: (1) the earthquake of May 6, 1976 in a northeastern region (Friuli); (2) the ICMESA plant explosion of July 10, 1976 in Seveso (Milano) and (3) the earthquake of November 23, 1980 in the region of Irpinia (Southern Italy).Friuli Earthquake 1976On May 7, 1976, about 12 hours after the earthquake struck, the Udine Hospital, located at about 15 km from the border of the disaster area, contacted by phone the director of the Ca' Granda Hospital in Milano, requesting a relief staff of operating room and ICU nurses. The Udine Hospital was undamaged and was overburdened by work for the surgical, orthopedic and medical treatment of the rescue victims. The staff requested was needed to relieve the exhausted local nursing staff. Extra staff was needed also to accompany ambulances with patients that, after initial triage and treatment, were evacuated to other hospitals outside the seismic area.

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Kramer, Marlene, and Claudia E. Schmalenberg. "Magnet hospital staff nurses describe clinical autonomy." Nursing Outlook 51, no. 1 (January 2003): 13–19. http://dx.doi.org/10.1067/mno.2003.4.

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Bradford, Natalie K. "Advanced life support training for hospital staff." International Journal of Nursing Studies 58 (June 2016): 100–101. http://dx.doi.org/10.1016/j.ijnurstu.2016.03.005.

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González-Martínez, Esther, Adrian Bangerter, Kim Lê Van, and Cécile Navarro. "Hospital staff corridor conversations: work in passing." Journal of Advanced Nursing 72, no. 3 (November 19, 2015): 521–32. http://dx.doi.org/10.1111/jan.12842.

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Hessler, J. B., M. Schäufele, I. Hendlmeier, M. N. Junge, S. Leonhardt, J. Weber, and H. Bickel. "Behavioural and psychological symptoms in general hospital patients with dementia, distress for nursing staff and complications in care: results of the General Hospital Study." Epidemiology and Psychiatric Sciences 27, no. 3 (January 9, 2017): 278–87. http://dx.doi.org/10.1017/s2045796016001098.

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Aims.Little is known about how behavioural and psychological symptoms of dementia (BPSD) manifest in the general hospital. The aim was to examine the frequency of BPSD in general hospitals and their associations with nursing staff distress and complications in care.Methods.Cross-sectional representative study with 1469 patients aged ≥65, including 270 patients with dementia, of 33 randomly selected general hospitals in Germany. BPSD and complications were reported by nurses.Results.Overall frequency of BPSD was higher in patients with dementia (76%) than without (38%). The most frequent symptoms in patients with dementia were nighttime disturbances (38%), depression (29%) and aberrant motor behaviour (28%) and the most distressing symptoms for nursing staff were delusions, aggression and nighttime disturbances. The overall frequency of BPSD increased from 67% in mild dementia, to 76% in moderate dementia and to 88% in severe dementia. The most frequent symptoms in patients without dementia were depression (19%), nighttime disturbances (13%) and irritability (13%). The most distressing symptoms were aggression and delusions, while the same symptoms were consistently rated as less distressing than in patients with dementia. Factor analysis revealed three independent groups of BPSD that explained 45% of the total variance. First, expansive symptoms (aggression, irritability, nighttime disturbances, aberrant motor behaviour and disinhibition) were frequent, distressing for nursing staff and associated with many complications. Second, psychotic symptoms (delusions and hallucinations) were infrequent, distressing and associated with some complications. Third, affective symptoms (apathy, anxiety and depression) were frequent, non-distressing and associated with few complications. The results did not change when cases with delirium were excluded from both groups.Conclusions.BPSD are common in older hospital patients with dementia and associated with considerable distress in nursing staff, as well as a wide range of special treatments needs and additional behavioural and medical complications. Management strategies are needed to improve the situation for both patients and hospital staff.

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Ingle, Navin Anand, S. Srinidhi, and Preetha Elizebeth Chaly. "Oral Health Status and Treatment Needs Among the Nursing Students and Nursing Staff in Chennai." Journal of Oral Health and Community Dentistry 6, no. 2 (2012): 79–85. http://dx.doi.org/10.5005/johcd-6-2-79.

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ABSTRACT Aim As oral health and general health are interrelated, a preventive approach consisting of daily oral hygiene procedures and regular check-ups can stabilize progressive lesions. Aim of this study was to assess oral health status, treatment needs and attitude to oral care among nursing students and nursing staff in Chennai. Material and Methods A cross sectional study was carried out. Based on prevalence obtained for dental caries, it was decided to take sample size of 400 each for nursing students (final year) and nursing staff. Cluster sampling methodology was used to select samples. Each nursing college and hospital formed a cluster. Subjects were clinically examined according to WHO 1997 assessment form. Results Among nursing students, 17% and among nursing staff 10.3% had healthy periodontal tissue (code 0). Majority of nursing students and nursing staff showed high prevalence for bleeding (code 1) 45.5% among nursing students and 40.1% among nursing staff. Prevalence of shallow pockets (code 3) and deep pockets (code 4) were seen among 0.3% and 0% of nursing students and among nursing staff it was seen that about 8.8% and 0.8%, had shallow and deep pockets. Mean number of sextants with code 1 or higher and code 3 or higher was more in nursing staff compared to nursing students and the difference was statistically significant. Among nursing students and nursing staff prevalence of loss of attachment was not of significance. Mean DMFT was 1.69±1.65 among nursing students and it was higher compared to nursing staff being 1.29±1.59 and difference was found to be statistically highly significant. Among nursing students one surface, two surfaces filling were required by 23.5% and 11.5% of subjects, respectively. Among nursing staff one surface restoration and two surface restorations were required by 9.3% and 3.0% of study subjects, respectively. Conclusion Present study provided data on oral health status and treatment needs of nursing students and nursing staff in Chennai. In conclusion, results of study show that periodontal disease and dental caries are not major public health problems which need immediate attention among nursing students and nursing staffs.

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Araujo, Claudia Affonso Silva, and Kleber Fossati Figueiredo. "Brazilian nursing professionals: leadership to generate positive attitudes and behaviours." Leadership in Health Services 32, no. 1 (January 24, 2019): 18–36. http://dx.doi.org/10.1108/lhs-03-2017-0016.

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PurposeThis paper aims to identify the kind of work environment that should be offered by hospital leaders to their nursing staff in Brazil to generate job satisfaction, organizational commitment and organizational citizenship behaviour within their field of expertise.Design/methodology/approachA survey was applied to 171 nurses and 274 nursing technicians who work at five private hospitals in Brazil. Both factor analysis and regression analysis were used to analyse the study model.FindingsThe results indicate that to stimulate positive behaviours and attitudes among nursing staff, managers should mainly be concerned about establishing a clear and effective communication with their professionals to ensure role clarity, promote a good working environment and encourage relationships based on trust.Research limitations/implicationsThe limitations of the study are absence of the researcher while the questionnaires were filled out and the fact that the sample comprised respondents who made themselves available to participate in the research.Practical implicationsThis study contributes to elucidate the factors that can promote a good internal climate for nursing staff, assisting hospital leaders to face the huge managerial challenges of managing, retaining and advancing these professionals.Originality/valueThe findings contribute to the body of knowledge in leadership among nursing professionals in developing countries. Hospital leaders in Brazil should encourage trusting relationships with nursing professionals through clear, effective and respectful communications, besides investing in team development and promoting a good working environment.

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Kourakos, M. "Mental health and coping strategies among nursing staff in public health services." Progress in Health Sciences 7, no. 2 (December 29, 2017): 67–73. http://dx.doi.org/10.5604/01.3001.0010.7852.

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Purpose: The present study aimed to evaluate mental health and coping strategies among nursing staff in two public hospitals of Greece. Materials and methods: This cross-sectional study was conducted on 318 nurses working in two public hospitals in Attica, Greece from February 2017 to May 2017. Data were collected using the Patient Health Questionnaire-2 (PHQ-2), the Generalized Anxiety Disorder Questionnaire (GAD-2) and the Greek version of the Ways of Coping Questionnaire. The data were presented as mean and standard deviation and analyzed through student tâ“test, chi-square, and descript_ive statistics using SPSS Version 21.0. The significance level was accepted as P values <0.05. Results: Data analysis revealed that 44% of nurses were suffering from depression and 40.3% from anxiety, with the type of hospital (p≤ 0.001) and marital status (p = 0.031) affecting stress levels. Conclusions: Working in mental health hospital and married nurses were the main risk factors for manifestation of anxiety/depression symptoms among nursing staff. Individual nurse characteristics, such as working experience as well as working environment (general and mental health hospital) were found to be associated with the nurses’ coping strategies in their attempt to deal with their work.

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Collette, Julienne E. "Retention of nursing staff — a team-based approach." Australian Health Review 28, no. 3 (2004): 349. http://dx.doi.org/10.1071/ah040349.

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This case study discusses a team-based approach to the retention of nursing staff. In 2001, Mercy Hospital for Women (Mercy) was part of a benchmarking study to try to understand more about its nursing workforce. The results indicated that 40% of nursing staff were at risk of leaving the Mercy and 41% of nursing staff at risk of leaving their profession. With a pending relocation of the hospital, increased agency costs, and a high number of nursing staff at risk of leaving, the hospital established a project to address this issue. A team of nurses worked together to improve the retention of staff and the culture of the organisation. The team spent time developing their own skills and competencies in teamwork, and understanding more about the workforce. A project plan was established, and over a period of eighteen months nurses reported an improvement in the culture of the organisation and a reduction in the risk of nurses leaving the Mercy. This is an example of what an empowered team can do. The fundamental drivers underpinning the process were effective teamwork combined with employee involvement and a shared vision. This project used the principles of the learning organisation ? a more recent aspiration of the Mercy.

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Azwar, Azwar, Nur Hidayah, Andi Adriana Amal, and Syamsiah Rauf. "Career Path to Nurse Job Satisfaction In The Hospital." Journal of Health Science and Prevention 3, no. 3S (December 5, 2019): 107–9. http://dx.doi.org/10.29080/jhsp.v3i3s.298.

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The high number of nurses who work can illustrate that nurses have an important role in improving health status so that strategic steps are needed in managing nursing staff in a better direction. As for the impact caused by uncontrolled nursing staff is dissatisfaction with nurses nurses so that the decline in nurse performance in providing nursing care to patients so that nurse satisfaction is an indicator that must be considered by all parties concerned. The solution to this problem is the issuance of the Government Regulation of the Republic of Indonesia through the ministry of health which has issued a policy regarding nurses' career paths as an embodiment in improving the quality of nursing staff and is expected to be able to increase nursing staff satisfaction. The writing of this article aims to see how the career path influences the satisfaction of nurses in the hospital. Literature and research review was carried out using several databases: 12 articles from Google Scholar and Pubmed with key words in nurse careers, performance, nurses and nurse satisfaction with career paths. From the results of a review of several journals included in the inclusion criteria, it was found that nurses' career paths had good effectiveness towards increasing nurse satisfaction, this can be seen by the existence of a continuous education system and work rewards that are owned by the career level system.

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Abou Hashish, Ebtsam Aly, and Sally Mohamed Fargally. "Assessment of professional nursing governance and hospital magnet components at Alexandria Medical Research Institute, Egypt." Journal of Nursing Education and Practice 8, no. 3 (October 29, 2017): 37. http://dx.doi.org/10.5430/jnep.v8n3p37.

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Background and objective: In the context of a rapidly evolving health care system, health care institutions strive to set a path towards an excellent professional practice environment. Since improving clinical nurse work environments is a major issue faced by nurse executives and administrators, they become challenged to establish nursing governance models, and leadership practices so that clinical nurses can engage in the work processes and relationships that are empirically linked to quality patient outcomes. The main aim of this study was to assess the current status of professional nursing governance and hospital magnet components at Alexandria Medical Research Institute, Egypt.Methods: A descriptive research design was conducted at Alexandria Medical Research Institute hospital, using a convenience sample (N = 220) that composed of two groups including; all hospital medical administrators (n = 10) and hospital nursing workforce (n = 210). Index of Professional Nursing Governance Questionnaire (IPNGQ) and Magnet Hospital Forces Interview were proved valid and reliable to measure study variables.Results: The overall mean score of professional nursing governance was (187.59 ± 63.74) reflected that staff nurses practice the first level of nursing shared governance (primarily nursing management who take the decision with some staff input). In addition, both medical administrators and nursing staff identified the hospital has a good structure, nursing leadership practices that support shared governance and magnet recognition. Structural equation model and correlation analysis revealed a positive association between overall professional nursing governance and hospital magnet components (p < .05).Conclusions and recommendations: The study emphasized the hospital administrators’ important role for providing supportive organizational structures and leadership practices for increasing participation of nursing staff in work design, problem-solving, conflict resolution, committees and organizational decision-making as “key ingredients to a successful organization” in turn, lead to a healthy and magnet-like work environment. Training programs for nurses’ professional development are recommended which enhance and increases their autonomy and empowerment.

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Aroori, Somaiah, Natalie Blencowe, Geoff Pye, and Reuben West. "Clostridium difficile: How Much do Hospital Staff Know About it?" Annals of The Royal College of Surgeons of England 91, no. 6 (September 2009): 464–69. http://dx.doi.org/10.1308/003588409x432310.

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INTRODUCTION The aim of this study was to determine the awareness of Clostridium difficile infection amongst healthcare professionals. SUBJECTS AND METHODS A total of 132 healthcare professionals (18 consultants, 40 trainee doctors, and 74 nursing staff) in our hospital were randomly surveyed using a questionnaire consisting of 17 questions covering various aspects of C. difficile. RESULTS More than 50% of healthcare professionals correctly identified C. difficile as an anaerobic bacillus. Half of the consultants and one-third of the trainees and nurses were aware that 5% of adults carry C. difficile in the gut. Overall, 80% of doctors and 40% of nursing staff (P = 0.001) were aware of the spectrum of illnesses caused by C. difficile. Seven (39%) consultants, 25 (63%) trainees, and 26 (37%) nurses correctly identified the various predisposing factors for the acquisition of C. difficile infection. Only one-third of doctors and 8% of nursing staff were aware that antibiotic restriction was the single most effective C. difficile infection control measure. In addition, 40% of doctors and 8% of nursing staff were aware that cytotoxin assay is the gold standard diagnostic test. Less than 30% of healthcare professionals were aware of the differences between the most common strain and the strain of C. difficile responsible for recent outbreaks. Only 6 (33%) consultants, 21 (53%) trainees (P = not significant), and 28 (38%) nursing staff were aware that hand washing with soap and water is the most effective way of preventing transmission of C. difficile infection. Results showed that 93% of trainees, 78% of consultants (P = 0.05) and 70% of nurses correctly answered that oral metronidazole is the drug of choice for the treatment of C. difficile infection. Compared to 73% of trainees, only two (11%) consultants (P < 0.0001) and 20 (27%) nursing staff correctly stated that oral vancomycin is the second-line treatment for persistent symptomatic C. difficile infection. CONCLUSIONS There is a significant lack of knowledge concerning C. difficile infection amongst healthcare professions, in particular amongst consultants and nurses in our hospital.

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Oliveira, Roberta Meneses, Ilse Maria Tigre de Arruda Leitao, Leticia Lima Aguiar, Adriana Catarina de Souza Oliveira, Dionisia Mateus Gazos, Lucilane Maria Sales da Silva, Ariane Alves Barros, and Renata Lopes Sampaio. "Evaluating the intervening factors in patient safety: focusing on hospital nursing staff." Revista da Escola de Enfermagem da USP 49, no. 1 (February 2015): 104–13. http://dx.doi.org/10.1590/s0080-623420150000100014.

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OBJECTIVE To evaluate intervening factors in patient safety, focusing on hospital nursing staff. METHOD The study is descriptive, with qualitative approach, excerpt from a larger study with analytical nature. It was undertaken in a public hospital in Fortaleza, CE, Brazil, between January and June 2013, with semi-structured interviews to 70 nurses, using Thematic Content Analysis. RESULTS The principal intervening factors in patient safety related to hospital nursing staff were staff dimensioning and workload, professional qualification and training, team work, being contracted to the institution, turnover and lack of job security, and bad practice/disruptive behaviors. These aspects severely interfere with the establishment of a safety culture in the hospital analyzed. CONCLUSION It is necessary for managers to invest in nursing staff, so that these workers may be valued as fundamental in the promotion of patient safety, making it possible to develop competences for taking decisions with focus on the improvement of quality care.

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Journal articles on the topic 'Nursing Staff ; Hospital'

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