Daily Work Experiences Research Articles

Knowledge, attitude, practice, needs, and implementation status of intensive care unit staff toward continuous renal replacement therapy: a survey of 66 hospitals in central and South China

BackgroundContinuous renal replacement therapy (CRRT) is a commonly utilized form of renal replacement therapy (RRT) in the intensive care unit (ICU). A specialized CRRT team (SCT, composed of physicians and nurses) engage playing pivotal roles in administering CRRT, but there is paucity of evidence-based research on joint training and management strategies. This study armed to evaluate the knowledge, attitude, and practice (KAP) of ICU staff toward CRRT, and to identify education pathways, needs, and the current status of CRRT implementation.MethodsThis study was performed from February 6 to March 20, 2023. A self-made structured questionnaire was used for data collection. Descriptive statistics, T-tests, Analysis of variance (ANOVA), multiple linear regression, and Pearson correlation coefficient tests (α = 0.05) were employed.ResultsA total of 405 ICU staff from 66 hospitals in Central and South China participated in this study, yielding 395 valid questionnaires. The mean knowledge score was 51.46 ± 5.96 (61.8% scored highly). The mean attitude score was 58.71 ± 2.19 (73.9% scored highly). The mean practice score was 18.15 ± 0.98 (85.1% scored highly). Multiple linear regression analysis indicated that gender, age, years of CRRT practice, ICU category, and CRRT specialist panel membership independently affected the knowledge score; Educational level, years of CRRT practice, and CRRT specialist panel membership independently affected the attitude score; Education level and teaching hospital employment independently affected the practice score. The most effective method for ICU staff to undergo training and daily work experience is within the department.ConclusionICU staff exhibit good knowledge, a positive attitude and appropriately practiced CRRT. Extended CRRT practice time in CRRT, further training in a general ICU or teaching hospital, joining a CRRT specialist panel, and upgraded education can improve CRRT professional level. Considering the convenience of training programs will enhance ICU staff participation. Training should focus on basic CRRT principles, liquid management, and alarm handling.

What do PhD graduates in non-academic careers actually do?

Abstract A growing literature examines PhD graduates working beyond academia. These studies are critiqued for rarely addressing the sectoral and organisational structural factors that influence actual work. So, we examined how the non-academic, contextually situated, organisational job specifications of fifteen PhD graduates interacted with their daily work experiences – looking particularly at the role of (a) communication since effective communication is reported as an employer concern, and (b) research since this is an expected outcome of PhD programmes. References to data collection and analysis were largely absent in interviews and job specifications, but research-related capabilities, for example, analytic thinking, were present, intertwined with communication in multiple ways, with dialogue and reading central. The graduates recognised these capabilities as having been finely honed in the PhD and inherent to their jobs.

How does work affect fathers' daily interaction with adolescents? An expanded self‐regulation perspective

SummaryThe management of the daily rhythm of work and childrearing, two central responsibilities of working fathers, has received limited research attention. Drawing from an expanded self‐regulation perspective, this study seeks to understand the within‐person depletion and compensation mechanisms that explain how fathers' daily work experiences spillover to influence their next‐day parenting interactions. We also posit that actual childrearing support by mothers and its unavailability may shape fathers' day‐to‐day caregiving rhythm by injecting resources and/or cuing demands for father parenting involvement. Using daily triadic data (N = 631 within‐person observations) from 96 fathers, mothers and their adolescent children in the United States, we found that the lagged relationship between fathers' negative work events and next‐day father–adolescent conflict was mediated by fathers' psychological distress. In addition, we found that negative work events were associated with increased father–adolescent routine activities the next day via time‐based work–family conflict, but only when mothers worked the next day. We further found that negative work events were associated with decreased father–adolescent interactive activities the next day via psychological distress, but only when mothers provided less routine care than normal the next day. Our study portrays fathers juggling work and parenting as a sequenced balancing act. Importantly, incorporating mothers' daily work status and routine parent–adolescent interactions enriches our understanding of fathers' daily work‐to‐parenting spillover process.

Responsible AI in Farming: A Multi-Criteria Framework for Sustainable Technology Design

The continuous fusion of artificial intelligence (AI) and autonomous farming machinery (e.g., drones and field robots) provides a significant shift in the daily work experience of farmers. Faced with new technological developments, many risks and opportunities arise that need to be carefully translated into technological requirements to enable a sustainable production environment. Analyzing the complex relationship between social, ecological, and technological dependencies is a crucial step to understanding the different perspectives and systemic effects of technological functionalities. By providing a comprehensive overview of the state of the art, this article qualitatively analyzes the potential impact of AI on the autonomy of farmers and the technological developments to mitigate the risks. Fair data management practices, transparent AI approaches, and designs for an intuitive user experience are presented as key mechanisms for supporting responsible model development. Based on the defined social, technological, and ecological challenges in AI development, the knowledge to provide a high-level framework for the responsible creation of AI technologies is further systematized. By focusing on the multifaceted relationships and their effects on the autonomy of farmers, this article exemplifies the complex design decisions that must be faced in creating trustworthy and responsible AI tools.

Leading for growth: a daily investigation of affiliation resources provided by the leader and nonwork mastery

PurposeAlthough nonwork mastery generates personal resources and improves employee well-being and performance, employees must invest personal resources to experience mastery during nonwork time. Drawing on conservation of resources theory and resource exchange perspectives, the purpose of this study is to examine the role of day-to-day provisions of affiliation resources by the leader in generating the personal resources necessary for employees to engage in nonwork mastery.Design/methodology/approachDaily diary data were collected from 198 employees (768 days). The proposed model was tested using Bayesian multilevel path analysis.FindingsThe results showed that on days when employees perceived that their leader provided more affiliation resources, they reported higher self-esteem and work engagement and, in turn, experienced higher levels of mastery. Furthermore, employees in high-quality (vs low-quality) leader–member exchange (LMX) relationships benefitted more from the affiliation resources provided by their leader in terms of work engagement.Practical implicationsThe findings suggest that leaders can actively manage their employees' daily experience and functioning through seemingly ordinary demonstrations of warmth, care, and positive regard.Originality/valueThis study highlights the important role of leaders in improving employee daily work and nonwork experience and functioning and sheds light on the tangible resource provisions in the work context and the associated personal resources that account for daily variations in mastery. By distinguishing between daily affiliation resources and general perceptions of LMX relationship quality, this study contributes to a more nuanced understanding of the implications that resource provisions by the leader have for employees.

The influence of workday experience on smartphones uses in commuting from work to home

Employees spend on average one third of their day at work, with the majority of them commuting to work on a daily basis. However, empirical evidence on how work-related attitudes (e.g., work engagement), as well as after work state (e.g., recovery from work) result in risky behaviors while commuting (e.g., smartphone use) and how they connect with road transport safety is still scarce. In this study, we hypothesized that daily work experience, i.e., recovery, work engagement, and exhaustion, can affect the use of smartphones while commuting from work. Hundred forty-six employees completed a diary twice a day for up to five consecutive workdays (n = 572 situational observations). Multilevel analyses revealed that work engagement mediated the relationships between specific recovery dimensions (e.g., psychological detachment and relaxation) and smartphone use for different purposes, i.e., texting, talking on the phone, and use of social media. High levels of recovery and work engagement lead to more frequent use of smartphones while commuting from work. On days employees felt more exhausted they reported engaging less frequently in risky driving/commuting behaviors. Results provide a starting point for research on the effect of workday experience on road transport safety. Additionally, the study proposes practical implications for the prevention of distracted commuting and other risky behaviors.

Local Bilingual Teachers and International Teachers in China: Disparities in Employability and Work Experience

“Despite the division of work in subjects, wages vary dramatically for local and foreign teachers. Foreign teachers are generally paid more than double the amount of the local bilingual teacher’s wage” (School Headmaster, personal communication, August 10, 2020). With practical evidence of disparities and unequal treatment between international and local bilingual teachers, there is urgent need to address this issue because discrimination against local bilingual teachers and other unfair treatment violates teachers’ rights, since any inequalities based on race, ethnicity, or opportunities tend to challenge people’s sense of fulfillment and self-worth (The United Nations, 2017). Additionally, Kohli’s (2014) study provides evidence that learners existing in an environment where disparities are in place might observe them and become negatively impacted in the future. If these students go on to become teachers, internalized inequalities could influence their teaching, and thus inequalities are reproduced and inherited in educational settings, jeopardizing social progress and justice. With the prevalence of international schools and Chinese-English bilingual programs over the last two decades, a huge body of bilingual teachers across China are victimized, demanding for a scrutiny of the status quo (Gao & Wang, 2017). Unfortunately, current academic discourse is paying insufficient attention to the issue, focusing mainly on bilingual education typologies, the development of Chinese-English bilingual education, and teacher collaboration between Chinese and international faculty, albeit the issue’s importance and urgency. The purposes of this study lie greatly in the absence of relevant discussion of the problem. I aim to strengthen the knowledge base in the academic literature about Chinese-English bilingual education and to arise people’s awareness of racial and linguistic equities by revealing possible disparities between teachers and promoting justice for employees in Chinese-English high school level bilingual programs. To serve the above purposes, this study investigates the differences in recruitment processes and daily work experience between international and local bilingual teachers based on Phillipson’s (1992) concept of linguistic imperialism.

EXPLORING CULTURAL FORMATION THROUGH COMMUNICATION PRACTICES IN EDUCATIONAL INSTITUTIONS: IDENTIFYING PRACTICES, OVERCOMING BARRIERS, AND IMPLEMENTING SOLUTIONS

The current paper focuses on the qualitative method used that examines the cultural formation in the educational institution, its practices, barriers, and solution. The use of qualitative research in this study reveals insights into how communication becomes an integral part of the culture-shaping process through its focus on the emerging themes and patterns developed over time. Among the methods used included a collection of notes and interviews from three generational participants; and an analysis of the Focus Discussion Group (FGD). FGD were classified on the nature of their inputs as indicated in the foreshadowed problems that seek to identify the characteristics of a culture-shaping process, experiences of communicators, and challenges encountered by members of the organizations in the aspect of behavior, satisfaction, and engagement. The obtained data demonstrate that organizational culture has a significant influence on the performance of the members. Many of the responses reflect the involvement of “cultured” individual perspectives that emerged from their daily work experiences and communication practices that leads to the formation of subgroups. Furthermore, the inclusion of the management, diversity of cultural backgrounds, and expectations also emerged. Based on the findings, the identified pieces of evidence in the approaches of both the management and members towards communicated rules policy have led to the formulation of a long-term sustainable adjustment in culture formation that mainly impacts motivation, communication, improving organizational values, decision-making, and solving conflicts.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0250/a.php" alt="Hit counter" /></p>

Running against the clock: a qualitative study of internal medicine residents' work experience.

While hospitals are adopting strategies designed to increase the overall efficiency of the healthcare system, physicians are facing expanding requirements. Such changes in work environment add new psychosocial and physical stressors. Building on a previous quantitative time-motion study, we conducted a qualitative study to better understand the work experience of internal medicine residents. The study used a qualitative description approach, and was based on focus group discussions with residents. Data were analysed using reflexive thematic analysis. The study was conducted among all residents of the Internal Medicine division of a tertiary university hospital in Switzerland. Time emerged as the major determinant of residents' daily experience, which residents want to waste on no account. Shifts are perceived as a constraining succession of distinct periods, with little room for adjustments. Moreover, residents feel held back and distracted in their progression toward the end of the shift. Under time pressure, some essential professional activities, such as caring for patients and families, dealing with medical complications and talking with consultants, may be experienced as unexpected undesirable bumps on the road. Residents describe "running through" a structured day, scattered with obstacles, and resorting to "tricks of the trade" in an attempt to influence the course of the shift. Time constraints are not new to medicine. However, our findings outline how time has become a constant preoccupation for internal medicine residents, permeating their daily work experience. This changing relationship with time carries the risk of undermining the foundations of clinical medicine and challenges the ability of hospitals to preserve the "sense of the profession". Introduction.

Disability of non-academic employees in public universities: an exploration of daily work experiences

PurposeThrough addressing non-academic disabled employees in seven public universities in Egypt, the author aims to find out the main struggles facing disabled non-academic employees in their work context pre and post Covid-19.Design/methodology/approachThe author employed a qualitative research method through semi-structured interviews with 28 disabled non-academic employees from seven universities in Egypt. The author subsequently used thematic analysis to determine the main ideas in the transcripts.FindingsThe author of the present paper has discovered the main struggles facing disabled non-academic employees in public universities in Egypt before and after the spread of Covid-19 and grouped them into the following three categories: macro-level struggles (government not serious about adopting a quota system, using disability quotas for political reasons, lack of understanding of the needs of disabled employees, poor infrastructure in work contexts), meso-level struggles (unaware of overqualified disabled employees, underrepresentation of disabled employees at senior administrative positions, assigning disabled employees unfair access to university resources) and micro-level struggles (disabled employees' lack of confidence in accepting promotion, inability of disabled employees to join informal networks and disabled employees' exposure to speech-related harassment).Originality/valueThis paper contributes by filling a gap in HR management and educational leadership, in which empirical studies on the struggles facing disabled non-academic employees in their work contexts have been limited so far.

Encountering patients with anorexia nervosa - An emotional roller coaster. nurses’ lived experiences of encounters in psychiatric inpatient care

ABSTRACT Purpose The aim of this study was to illuminate the meaning of nurses’ lived experiences of encounters with adult patients with anorexia nervosa in psychiatric inpatient care. Methods A qualitative phenomenological hermeneutical design was used. Personal interviews with a narrative approach were conducted with 11 nurses with experience of encountering patients with anorexia nervosa in psychiatric inpatient care. Results Three key themes were revealed: Being overwhelmed by emotions consisting of three subthemes: Bearing feelings of incomprehension, Navigating emotions, and Being disappointed and frustrated; Seeking strength to cope consisting of three subthemes: Relying on colleagues and routines, Feeling hope and motivation, and Building inner security; and Trying to build relations consisting of two subthemes: Getting closer to the patient and Relating to relatives. Conclusion Our findings illuminate the “emotional roller-coaster” which nurses are embedded in during their daily work experiences. Being able to balance one’s professional role, seeing the person behind the patient, and the illness is important in all nurse-patient encounters. An examination of nurses’ lived experiences can contribute new and important knowledge, an in-depth understanding of the nurses’ work situation, and can help identify any need for increased knowledge.

When regular meets remarkable: Awe as a link between routine work and meaningful self-narratives

Daily narratives of work can include a mix of ordinary actions and awe-inspiring moments that reveal a vaster, more meaningful reality. When awe is experienced in the context of work, it can prompt self-referential sensemaking about what these experiences mean for the work individuals do and who they are. Leveraging an inductive study of 3,095 daily reports from 49 crews that spent two weeks each in a Mars simulation environment, as well as 13 semi-structured interviews, we examine (1) how individuals narrate experiences of awe during daily work and (2) how these experiences of awe influence individuals’ construction of self-narratives. We present a process theory of how individuals craft narrative anchors of awe and meaning from the raw materials of their daily work experiences, and later draw on these anchors to incorporate an enduring sense of meaning into their summary narratives of work and their self-narratives. Our emergent findings build theory by highlighting the importance of awe at work and by inducing awe as a link between narratives of routine, daily work and meaningful self-narratives.

CİNSİYET VE MESLEKİ DENEYİM AÇISINDAN MUHASEBE MESLEK MENSUPLARININ TÜKENMİŞLİK DÜZEYLERİ VAN İLİ ÖRNEĞİ

Today, people are exposed to some physical, mental and work stress while performing their profession. As a result of this stress, burnout syndrome emerges. Burnout causes failure, loss of energy, physical and emotional problems in people. There are some stages, dimensions, and indicators of burnout that occur in the form of emotional exhaustion, depersonalization and low personal accomplishment. Professionals who perform the accounting profession in their daily work experience burnout syndrome because the accounting profession is stressful and overworked. With this study, a questionnaire was applied to measure the burnout levels of accounting professionals. With this study, it has been investigated whether the members of the profession differ in terms of gender and professional experience in the dimensions of emotional exhaustion, depersonalization and personal success, and the results of the research are included.

Leadership through Empowerment of Human Resources during the Pandemics

The world has never before experienced such a dramatic impact on human capital; and the consequences of the COVID-19 on economic, social and political indicators – although still not fully known and difficult to forecast, but according to many authors and international organisations will certainly be dramatic (Tawil, 2020; UNESCO, 2020). The COVID-19 pandemic has created a particularly challenging environment for human resource management (HRM) – with managers having to quickly venture into the “unknown unknowns” as they strive to help their workforce adapt to and cope with radical changes occurring in the work and social environment. According to D. Gudelis (2020) the COVID-19 pandemics that has spread all over the world since the beginning of 2020 has posed a grand challenge to the governments of all countries around the world, including Lithuania – they were forced to make decisions on the measures that would help to slow the spread of the virus as well as to take actions to alleviate the negative effects of the enforced restrictions on the economy and people. In Lithuania, having declared a state-level emergency situation on 26 February, 2020, the governance of the pandemics was based on the Law on Civil Protection of the Republic of Lithuania and the State Emergency Situation Management Plan approved in 2010. After a couple of weeks, the decision on announcement of a national quarantine on the entire territory of the Republic of Lithuania was made on the grounds of the Law on the Prevention and Control of Communicable Diseases in Humans of the Republic of Lithuania. In the light of the above, the article analyses the leadership through empowerment of human resources and underpins the effectiveness of management. The initial theoretical framework provides the rationale for the concept of leadership during the pandemics; it also includes an analysis of the dimensions and typology of the concept of empowerment and COVID-19: management, policy, remote work and management processes. The article focuses both on the changes in leader’s management styles and decision-making options in the organization where leadership through empowerment of employees during the pandemics plays an important role. Quantitative research on leadership through empowerment in organizations during the pandemics was conducted. The research findings have shown that leaders were fairly well prepared for management of human resources during the pandemics as well as disclosed the trends that the leaders in organizations provide their employees with a possibility to perform challenging work tasks, to make decisions autonomously, to develop their competences, they share information and apply incentive measures that during the challenging times are relevant for workforce. The research has revealed that little attention has been paid to career development opportunities in organizations when working in remote mode. Practical implication of the research findings allows maintaining that the COVID-19 pandemics will have profound social, psychological, physical and technical implications for human resources as they attempt to adjust to their drastically altered work environments. Some of these challenges, undoubtedly, have never been experienced before, i.e., they are unique, and therefore, will require new methods of analysis and new theoretical constructs, however, some other issues employees are currently facing resemble their usual daily work experience.

‘Add to cart’: prison-based community service for psychologists in South Africa and the comfort of online shopping

To register as independent practitioners in South Africa, all clinical psychologists must first complete a compulsory year of community service. We report here on an aspect of our reactions to completing this service in prison contexts, where we experienced a mismatch between our clinical training received and the role we were expected to play in the prison. We were placed in a space that felt dangerous, frightening, and for which we felt unprepared. By chance, we learned that each of us who was doing this prison work, each in a different prison, began to use online shopping as a way of coping with this anxiety as a means of virtual escape from our work environment. Common themes of powerlessness, loss of control, loneliness, feeling restricted and the need to escape emerged as motivators behind our online shopping. Online shopping created fantasy spaces where our individuality felt acknowledged, and where we experienced instant gratification through receiving tailored packages. Online shopping provided us with a regressive escape from daily work experience of a prison system dominated by locks, restrictions, and powerlessness and where people, including those providing mental health services are reduced to numbers in a harsh and rigid bureaucratic system. By way of conclusion, we reflect on the potential use of online technologies as a way of escaping more generally, especially under current pandemic conditions. We suggest that though virtual spaces can be helpful, counsellors need to remain mindful of issues pertaining to enactment, projection, and transference.

A resources gain perspective on family outcomes of proactive helping behavior

PurposeDrawing on the work-home resources (W-HR) model, this study examines the ripple effects of proactive helping behavior at work on helpers' family relationship quality at home via positive affect and work-family interpersonal capitalization, and tests the moderating role of independent self-construal in the resource spillover process.Design/methodology/approachUsing an experience sampling methodology, data was collected (N = 382) from multiple sources in five consecutive working days. Multilevel path modeling was used to examine the hypotheses.FindingsThe results indicated that proactive helping other at work can generate affective resources for helpers, which in turn triggers them to share daily work experiences and feelings with their spouses at home, and strengthens their family relationship quality. Moreover, the effects of helping others on family relationship quality were more pronounced for helpers with relatively high independent self-construal.Originality/valueThe findings explore the enrichment effects and unintended family-related distal outcomes of helping behaviors for helpers, and contributes to the W-HR model by uncovering an affective-behavioral ripple mechanism linking work and family. Finally, our results identify the boundary condition, that proactive helping behaviors are more rewarding for helpers with higher independent self-construal.

Lost Control Driving Home: A Dual-Pathway Model of Self-Control Work Demands and Commuter Driving

This research contributes to theory on self-control at work through applying and extending the limited-capacity model of self-control to examine the extent to which daily self-control work demands predict self-control failure and driving behavior during the commute after work. We develop a dual-pathway model in which resisting-distractions demands and impulse-control demands at work have unique relationships with speeding behavior via two separate pathways of self-control failure: one reflecting a failure to regulate attention and the other reflecting a failure to suppress impulses, which is moderated by negative affect. In two studies of daily work experiences and driving behavior, we find support for our model, over and above the effects of cognitive and affective work demands, postwork fatigue, and motivation. We discuss the implications of our findings in relation to the concept of self-control work demands and self-control depletion theory. Our findings also contribute to research on the links between work and commuting, and driving commuting most specifically, which is important because work-to-driving spillover represents a substantive safety issue for organizations.

SELF-EFFICACY BELIEFS IN AIR TRAFFIC MANAGEMENT SETTING

Employee wellbeing is related to the daily work and life experience of all employees which should be seriously viewed by the managers to prepare employees to face head-on on new ways of working due to the change in the work environment. Concentrating on individual development has long-term benefits for the individual, organization, and society but yet the individual is frequently overlooked by organizations. Self-efficacy is a belief that someone can perform successfully. When the self-efficacy of employees is high, the employees can work independently and efficiently. Characteristics of high self-efficacy can be characterized as a person that would take a new challenge is something positive and do not easily give up (initiative), keep trying (effort), and prepared all the time for any problems in the future (persistence). A quantitative approach with cross-sectional design as a survey method has been employed in this study and purposive sampling was used as the sampling technique. A total of 209 usable questionnaires were processed in this study. Partial Least Square-Structural Equation Modelling (PLS-SEM) was used to validate the research model and to test the hypotheses. The Air Traffic Management sector is the largest sector in the Civil Aviation Authority of Malaysia (CAAM) and the primary job responsibility of Air Traffic Controllers (ATCs) is to control and navigate the movement of planes especially during take-off and landing. The job characteristics are distinct, and it leads ATCs to be stressful and demanding job. This study found that self-efficacy is related to employee wellbeing. ATCs with high self-efficacy produce good initiatives, effort, and persistence in doing their job. Undoubtedly, self-efficacy will help ATCs to predict their future planning.

Accessing social service support: Barriers experienced by Chinese migrants living in Auckland, Aotearoa New Zealand

INTRODUCTION: According to Census 2013, approximately 25% of Auckland’s population is Asian, with the majority of these being Chinese. Given that Aotearoa New Zealand’s population is ageing, it can be expected that there will a significant demand for aged services for Chinese older adults in our local community in the future. Exploring the language barrier encountered by retired and aged (65+) Chinese migrants living in Auckland is needed.METHOD: Two focus groups were interviewed with retired Chinese migrants (group 1) and local social service practitioners (group 2). The focus group topics included the living experience of Chinese migrants in Auckland in Aotearoa New Zealand, while local social service practitioners reported their daily work experience of serving Chinese older adults. A short, warm-up, oral questionnaire stimulated discussion in each group. Data analysis was used to identify themes and draw tentative conclusions about the needs of older migrants and suggest how local aged- services providers could better serve retired Chinese migrants.FINDINGS: Language barriers and transportation problems were commonly agreed to be obstacles that hindered retired Chinese migrants accessing social support and health services. More input was needed to improve their general English language proficiency to facilitate their daily lives and participation in social life in Aotearoa New Zealand.IMPLICATIONS: Findings from the research have the potential to be an important resource for local social service practitioners, giving them a better understanding of older Chinese people.

Holistic care model of time-sharing management for severe and critical COVID-19 patients.

The rapid global outbreak of coronavirus disease 2019 (COVID-19) and the surge of infected patients have led to the verge of exhaustion of critical care medicine resources worldwide, especially with regard to critical care staff. A holistic care model on time-sharing management for severe and critical COVID-19 patients is proposed, which includes formulation of individualized care objectives and plans, identification of care tasks in each shift and making detailed checklist, and management of quality of care. This study was conducted in the COVID-19 treatment center of Harbin, Heilongjiang Province. The data collected from the treatment center were recorded and analyzed. From the results we can deduce that it is especially suitable for non-intensive care unit (non-ICU) nurses to adapt care management mode of ICU as soon as possible and ensure the quality and efficiency of care during the epidemic. The holistic care model on time-sharing management for severe and critical cases with COVID-19 proposed based on our daily work experiences can assist in improving the quality and efficiency of care, thus reducing the mortality rate of patients in ICU.