Employees In Health Care Research Articles

EMOTIONAL INTELLIGENCE IN NURSING

Nurses are often exposed to work under pressure, the challenges of making extremely quick and responsible decisions, and dealing with other people's pain, suffering and losses. Of all healthcare professionals, they spend the most time with the patient, creating a special relationship based on trust. Previously, it was an intuitive process where nurses were only sometimes successful. Today, in evidence-based nursing, we are aware of how important emotional intelligence is in all aspects of nursing and nursing education. Physical fatigue is less of a problem for nurses than emotional exhaustion and compassion fatigue. Therefore, effective emotional regulation is necessary to improve business satisfaction. Managing emotions is achieved by developing emotional intelligence, which has become a more ubiquitous concept in nursing in recent years. The most desirable employees in healthcare (and elsewhere) are those with developed academic intellectual abilities, but also emotional intelligence. With the help of the components of emotional intelligence, the internal mechanism of the specific nurse-patient relationship could be explained, which has proven to help both the patient in achieving favorable health care outcomes and the nurses themselves in acting and understanding the very essence of nursing. Emotional intelligence as a mental skill helps an individual in various personal, social, professional, communication and financial domains such as: time management, decision making, service delivery, responsibility, empathy, presentation skills, stress tolerance, trust and communication management. This overview paper will try to present its importance in nursing.

Medication management in Danish home health care: Mapping of tasks and time consumption.

We aimed to map tasks related to medication management and time consumption in Danish home health care. Nursing staff (n = 30) from five municipalities were followed during a 10-week period and tasks related to medication management, time consumption and information on citizens' medication were registered. A total of 269 courses were registered, including 163 (61%) home visits, 76 (28%) in-office courses, 29 (11%) in-clinic courses and 1 (0.4%) acute visit. Of defined categories related to medication management, 'record-keeping and communication' (62%, n = 167), 'dispensing' (48%, n = 129) and 'identification' (30%, n = 81) were most often performed. During half of courses (55%, n = 147), the nursing staff was interrupted at least one time. The median time spent on medication management was less than the time allocated in most of allocated time slots (82%), with a median excess time of 5.1min (range 0.02-24 min). Citizens (n = 32) used a median of 11 (interquartile range [IQR] 9-13) regular medications and 2 (IQR 1-4) as-needed, and 69% (n = 22) used high-risk situation medications. In conclusion, employees in Danish home health care perform diverse medication-related tasks and are frequently interrupted in their work. Employees spend less time than allocated but do not fully solve all tasks according to best practice guidance.

Job Satisfaction and Associated Factors Among Primary Healthcare Workers: A Cross-Sectional Study From Qassim Region, Saudi Arabia.

Background The healthcare sector is one of the most important sectors in any country. Any disruption in the productivity of the workforce majorly affects healthcare entities. Job satisfaction directly interferes with the individual's productivity. Hence, the job satisfaction of healthcare workers (HCWs) is a fundamental issue to discuss, investigate, and study to improve the outputs to their maximal levels, especiallyif limited studies are done in this regard. Methodology A descriptive, cross-sectional, facility-based study was conducted among 302 HCWs in 30 primary healthcare centers (PHCCs) in the Qassim region, Saudi Arabia, using a pretested, validated, electronically self-administered "Satisfaction of Employees in Health Care" (SEHC) questionnaire. Our sample included physicians, nurses, pharmacists, dental workers, and lab and radiology technicians. Data were analyzed using SPSS version 29 (IBM Corp., Armonk, NY). Results The mean score of the overall perception of job satisfaction in primary healthcare staff was 3.9 (±1.01) out of one to five scale questions. This implies a high satisfaction in 71.2% (n = 215) of the sample. Nurses expressed the highest satisfaction with their roles, comprising 26.5% (n = 80)who reported high satisfaction. Second in line were physicians, demonstrating high satisfaction levels with 14.2% (n = 43). The third place was for lab technicians, 4.6% (n = 14) of whom expressed high satisfaction. Many factors were found to be significantly statistically associated with job satisfaction, including gender (p = 0.015), age (p = 0.001), job rank (p = 0.027), number of patients seen per day (p = 0.002), type of primary healthcare duty (p = 0.042), and health workers' years of experience (p = 0.000). Conclusion The study revealed that HCWsat primary healthcare facilities in the Qassim region, Saudi Arabia, were highly satisfied with their jobs. Significant statistical relationships were found between job satisfaction and factors such as years of experience, type of duty in PHCCs, and number of attendees per day. To improve HCWs' job satisfaction, we recommend that they receive additional organizational support and response to feedback, a reduced workload achieved through increased staffing, and flexible work shifts. We also recommend investigating satisfaction in the private healthcare sector.

The influence of extrinsic work factors on job satisfaction among the workers in Misurata medical center, Misurata, Libya

Background: Satisfaction of job among employees in health care is an important tool to measure the improvement of quality in healthcare services. Reduced satisfaction level may lead to increasing of turnover of staff and absence from the work, which has great impaction on the efficiency and effectiveness of services in healthcare. The aim of this study was to assess the influence of extrinsic work factors on job satisfaction among the employees in Misurata medical center. Methodology: A Cross-sectional study using a self-administrated questionnaire was conducted among 234 randomly selected workers at Misurata medical center in Libya. Results: Out of 260 distributed questionnaires, 234 of them were returned, which represents a response rate of 90%. A total of 234 workers comprising of 154 (65.8 %) were male and 80 (34.2%) were female workers. The findings indicate with exception of co-workers relationship, low proportions of job satisfaction varies from 23% to 52% were determined among the employee regarding the other extrinsic job factors. However, the job satisfaction was significantly influenced by the age, education level, and job category as well as work experience among the employee (p < 0.001). Moreover, the job satisfaction was not significantly affected by gender and marital status of employees (p > 0.001). Conclusion: majority of employees in Misuarat medical center tended to be unsatisfied with their job. Active interventions are required to improve the job satisfaction and receiving better quality of care.

Work Environment and Mental Health of Employees in Health Care

There are many causes of poor mental health in the health-care workplace care. These causes include excessive workload [1,2], limited autonomy

Prediction of violence or threat of violence among employees in social work, healthcare and education: the Finnish Public Sector cohort study

ObjectivesTo develop a risk prediction algorithm for identifying work units with increased risk of violence in the workplace.DesignProspective cohort study.SettingPublic sector employees in Finland.Participants18 540 nurses, social and youth workers,...

Health System Recruitment and Retention Strategies: A Plenary Session

Recruitment and retention in healthcare were uniquely impacted by the COVID-19 pandemic. An existing workforce shortage was significantly exacerbated by high attrition, early retirements, and people leaving healthcare altogether because of burnout and exhaustion. Since the pandemic crisis has eased, individuals have shown the desire for healthier work–life balance and opportunities for remote or hybrid work environments with clearly defined career paths. Recognizing this shift and aligning with the current environment are imperative to recruiting and retaining employees in healthcare. At the NCCN 2023 Annual Conference, a panel of experts from 5 major academic oncology centers shared their struggles with recruitment and retention (both before and after the COVID-19 pandemic) and offered valuable insight into some of the systems and processes they’ve since implemented to attract desirable candidates, make them feel heard and appreciated, and retain them in the long run.

The problem of long/post-COVID in expert assessments

Assessing long/post-COVID syndrome (PCS) following an infection with severe acute respiratory syndrome coronavirus2 (SARS-CoV-2) is amultidisciplinary challenge due to the diverse and complex symptoms. Besides discipline-specific evaluation of infection-related organ damage, the main issue is expert objectivity and causality assessment regarding subjective symptoms. The consequences of long/PCS raise questions of insurance rights in all fields of law. In cases of persistent impairment of performance, determining reduction in earning capacity is crucial for those affected. Recognition as an occupational disease (BK no.3101) is vital for employees in healthcare and welfare sectors, along with occupational accident recognition and assessing the illness's consequences, including the reduction in earning capacity (MdE) in other sectors or work areas. Therefore, expert assessments of illness consequences and differentiation from previous illnesses or damage disposition are necessary in all areas of law, individually based on corresponding organ manifestations in medical fields and interdisciplinarily for complex late sequelae, for instance, by internists with appropriate qualifications for pulmonary or cardiac manifestations and neurologists, psychiatrists, and neuropsychologists for neurological and psychiatric manifestations, etc.

Trust and commitment: a comparative study of virtual team communication across industries

PurposeThe purpose of this study is to investigate virtual team (VT) member’s perception of trust and commitment when using computer-mediated communication (CMC).Design/methodology/approachA nonexperimental quantitative research methodology was used to survey full-time employees in education, health care and telecommunications industries. Participants were on VTs using CMC. A factorial, between groups, multivariate analysis of variance was used to examine whether the mean scores of trust and commitment, as dependent variables, significantly differed between VT members across industries, that make up one of the independent variables (type of industry) using different CMC with the CMC methods being the second independent variable.FindingsWhen the variable of type of industry was held constant, CMC resulted in statistically significant differences in the mean scores of the linear variate of trust and commitment. However, when the variable of CMC was held constant, type of industry did not result in a statistically significant difference in the mean scores of the linear variate of trust and commitment. Additionally, the interaction of the variables CMC and type of industry resulted in a statistically significant difference in the mean scores of the linear variate of trust and commitment.Originality/valueFindings suggest organizations should adopt best practices to maximize benefits of the visual component of VT communication. This study provides evidence to support a potential relationship between trust and visual CMC. Findings aid organizational leaders in evaluating communication tools, specifically for complex tasks requiring trust among members.

Organizacioni efekti ulaska zdravstvenih ustanova u sistem zdravstvenog turizma

The importance of the effect of the organization of health institutions on the system of health tourism is important not only from the point of view of scientific management theory, but, above all, in order to make strategically important decisions for the further functioning and development of the new, reformed health care system in Serbia. In the new organizational environment, healthcare workers will have a new and more complex role. The organization of health institutions and the role of employees in health care will be directed towards the users of health services with constant work on their own education, as service providers, as well as the education and information of users. Healthcare has characteristics that distinguish it from other fields. Specific characteristics include knowledge of health services and their value. Effective organization of health institutions in the health tourism system is essential for creating a high impact health system.

Perceived Organizational Support and Reduced Job Performance During COVID-19.

Current research aims to identify a framework to enhance the performance of employees in government sector healthcare during the COVID-19 pandemic. Perceived organizational support was identified to enhance employees' performance through the intervention of a psychological process containing 3 states, that is, psychological safety, felt obligation and organization-based self-esteem. Job performance is considered as planned behavior, and psychological links are developed on the basis of the theory of planned behavior. This study is quantitative and used an empirical survey. Respondents of the study were nursing staff of government hospitals in Pakistan. The data were collected during the first wave of COVID-19 in Pakistan through online distributed questionnaires, and the data were analyzed using Smart PLS. Results show that perceived organizational support positively affects job performance during the COVID-19 crisis, and all the psychological states mediate the relationship. The study results are helpful for decision-makers of public sector organizations dealing with the most common problem of performance reduction during COVID-19. Results are also helpful for policymakers to address reduced performance in most government hospitals. Future research should consider antecedents of the perception of organizational support in the context of government and private hospitals.

Effects of patient accessible electronic health records on nurses’ work environment: a survey study on expectations in Sweden

ObjectivesThe introduction of information and communication technology influences the work environment of large groups of employees in healthcare. In Sweden, a national healthcare service providing patient accessible electronic health records...

Retention of medical officers in district health services, South Africa: a descriptive survey.

The health workforce is critical to strengthening district health services (DHS). In the public sector of South Africa, medical officers (MOs) are essential to delivering services in primary health care (PHC) and district hospitals. Family physicians, responsible for clinical governance, identified their retention as a key issue. To evaluate factors that influence retention of MOs in public sector DHS. A descriptive survey of MOs working in DHS, Western Cape, South Africa. All 125 MOs working in facilities associated with the Stellenbosch University Family Physician Research Network (SUFPREN) were included in the survey. A questionnaire measured the prevalence of key factors that might be associated with retention (staying >4 years) and included the Satisfaction of Employees in Health Care (SEHC) tool and Short Warwick-Edinburgh Mental Wellbeing Scale (SWEMWBS). Data were collected in Research Electronic Data Capture (REDCap) and analysed in the Statistical Package for Social Sciences (SPSS). Ninety-five MOs completed the survey. The overall rating of the facility (P = 0.001), age (P = 0.004), seniority (P = 0.015), career plans (P<0.001), and intention to stay in the public sector (P<0.001) were associated with retention. More personal factors such as social support (P = 0.007), educational opportunities for children (P = 0.002), and staying with one's partner (P = 0.036) were also associated with retention. Sex, rural versus urban location, district hospital versus primary care facility, overtime, remuneration, and additional rural allowance were not associated with retention. The overall rating of the facility was important and subsequent qualitative work has explored the underlying issues. These findings can guide strategies in the Western Cape and similar settings to retain MOs in the DHS.

Serious mental illness in healthcare and academia: A lived experience.

WHAT IS KNOWN ON THE SUBJECT?: There are individuals living with serious mental illness in both healthcare and academia. The high stress nature of these fields can worsen or trigger mental illness, burnout, moral injury, and compassion fatigue in employees. Mental health nurses have the needed skillset to foster change in these settings. WHAT THIS PAPER ADDS TO EXISTING KNOWLEDGE?: This paper describes the holistic experiences of a nurse faculty member living with serious mental illness and highlights lessons learned in both healthcare and academic settings. In addition to insights from the experience, the paper also shares suggestions for moving forward, reducing burnout, and supporting employees in these fields. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: This lived experience narrative showcases the effect that high-pressure occupations have on individuals with serious mental illness. Mental health nurses have the training and experience to transform the experiences of employees in healthcare and academia. Through assessment, deep listening, and powerful questioning, these nurses in partnership with the employees themselves can design and implement interventions that have a lasting impact for these populations. ABSTRACT: Introduction First-hand accounts from clients living with mental health challenges deepen provider understanding and offer direct insight into the lives of those with chronic mental illness. There is a gap in the literature surrounding the lived experience of serious mental illness in the professional setting. Aim This narrative outlines the challenges and opportunities for those living with serious mental illness in healthcare and academia. Methods The author reviewed personal journals and reflected upon her years as both a nurse and faculty member to highlight the experience of living with serious mental illness in these professions. Findings These high-pressure fields place inordinate demands on faculty and staff; yet, there are few organizational supports in place for employees. Despite the push to improve resiliency and ease burnout, healthcare organizations and academic institutions still struggle to identify the best interventions and methods of support for staff. Discussion Mental health nurses and nurse coaches are uniquely positioned to ease this burden and help create inclusive workplaces for those with serious mental illness.

Alarming situation amongst mental health care employees; mental health issues with possible resignation as a consequence

SamenvattingNu de COVID-19-pandemie steeds meer geïntegreerd raakt in het dagelijks leven en het aantal ziekenhuisopnamen afneemt, krijgen we meer zicht op de mentale gevolgen van de pandemie voor zorgprofessionals in de geestelijke gezondheidszorg (ggz). Van de ondervraagde ggz-medewerkers (N = 1.372) ervaart 50% meer stressgerelateerde klachten en vertoont 30% somberheidsklachten. Tegelijkertijd melden zich meer cliënten met klachten als direct en indirect gevolg van de COVID-19-pandemie bij de ggz. Dit zorgt voor extra werkdruk in een sector waar de wachtlijsten toch al lang waren. Om uitval en/of vertrek van zorgprofessionals uit de ggz te voorkomen is het nodig om te leren omgaan met de consequenties van de pandemie in de spreekkamer en om met preventiemaatregelen stress/burn-out te voorkomen.Digitaal aanvullende contentDe online versie van dit artikel (10.1007/s12508-022-00353-y) bevat aanvullend materiaal, toegankelijk voor daartoe geautoriseerde gebruikers.

Minimum Wage as Foundation for Dignified Life in the EU

The COVID 19 pandemic has disclosed various pockets of low level of social protection of the EU parts of populations working for the minimum or even sub-minimum salary. This concerned mainly workers and employees in public health-care, education, social and care services as well as the service sector – such as retail, repair, hospitality, trade and small enterprise. The issue of differences in the level of the minimum salary in various member states of the EU has repeatedly come to the fore, posing a question of adequacy of the minimum salary or wage able to secure a life of human dignity across the EU.

Implementation of Safety Leadership in Nursing Management: A Systematic Mixed Studies Review

Background: Safety leadership positively influence safety compliance amongst employees in health care. It is necessary to understand how far nursing management has played its roles in attaining safety leadership.&#x0D; Objective: This study is aimed to explore the safety leadership implemented by nursing management in enhancing the health care system.&#x0D; Methods: This study conducted a systematic mixed studies review of current literature focusing on nursing managerial and safety leadership. Five key terms, safety leadership and head nurse or headward, first-line nurse manager, nurse leader, or nurse administrator, were used to retrieve relevant articles. Potential articles were found in seven extensive databases (EBSCO, Sage Publication, Scopus, JSTOR, Wiley online, ProQuest and Emerald). We included English research articles or review papers, available full-text, and published from September 2010 to September 2020. Irrelevant and redundant articles were excluded. Two data extractors analyzed the relevant reports.&#x0D; Results: The search yielded 40 articles. But, after duplicates were removed, eleven full-text articles involving 5361 respondents were reviewed. The review papers included qualitative studies (n = 3), cross-sectional survey (n = 6), and (quasi) experiments (n = 2). The most significant proportion (40%) of the study was conducted in the American region. Four themes were generated, including role of safety leadership, development of safety leadership, support, and barriers. The review highlights that the nurse leaders play essential role in the development and implementation of safety leaderships in the hospital wards though they face challenges which need supporting team works, professionals, and standards.&#x0D; Conclusion: Adopting safety leadership as a part of nursing management requires support from policymakers, institutions, and nursing leaders. The leaders should understand the complexities of the institutional structures and functional relationships in the health care system to meet patient safety standards

The role of managerial leadership in sickness absence in health and social care: antecedent or moderator in the association between psychosocial working conditions and register-based sickness absence? A longitudinal study based on a swedish cohort

BackgroundThe prevalence of sickness absence is particularly high among employees in health and social care, where psychosocial work stressors are pertinent. Managerial leadership is known to affect sickness absence rates, but the role leadership plays in relation to sickness absence is not fully understood; that is, whether poor leadership (i) is associated with sickness absence directly, (ii) is associated with sickness absence indirectly through the establishment of poor psychosocial working conditions, or (iii) whether good leadership rather has a buffering role in the association between work stressors and sickness absence.MethodsFour biennial waves from the Swedish Longitudinal Occupational Survey of Health (SLOSH, 2010–2016, N=2333) were used. Autoregressive cross-lagged analyses within a multilevel structural equation modelling (MSEM) framework were conducted to test hypotheses i)–iii), targeting managerial leadership, register-based sickness absence and psychosocial work stressors (high psychological demands, poor decision authority and exposure to workplace violence).ResultsA direct association was found between poor leadership and sickness absence two years later, but no associations were found between leadership and the psychosocial work stressors. Finally, only in cases of poor leadership was there a statistically significant association between workplace violence and sickness absence.ConclusionsPoor managerial leadership may increase the risk of sickness absence among health and social care workers in two ways: first, directly and, second, by increasing the link between workplace violence and sickness absence.

Examining of the effect of HRM in mitigating negative effects of LM&SS on employee well-being in health care

PurposeThis study aims to examine the effect of human resource management (HRM) in mitigating negative effects of Lean management and Six Sigma (LM&SS) on employee well-being in health care. The authors subdivide well-being into three components: happiness, trust and health.Design/methodology/approachThis is a cross-sectional, multisite survey study in internal service units of hospitals. Data analyzed using multivariate regression come from a sample of 1,886 survey respondents (42 units, N = 218 supervisors, N = 1,668 employees) in eight Dutch academic hospitals that have implemented LM&SS.FindingsThe present study findings show no or weak effects of LM&SS on the happiness and health component of employee well-being. In addition, the authors found a significant but weak direct positive effect (ß = 0.07) of the LM&SS bundle on the trusting relationships component of well-being. Therefore, moderating effects of HRM practices on the relationship between LM&SS and employee well-being seem less relevant because an existing relationship between LM&SS and employee well-being is a prerequisite for moderation (Hayes, 2009). There were unexpected side effects. Inspired by research that discusses direct effects of HRM on employee well-being, the authors tested this relationship and found that HRM has a direct positive effect on trust and happiness of employees in health care. For the health component of well-being, the present results show a weak negative effect of HRM.Practical implicationsThis study results in a cautiously optimistic view about LM&SS in health care, provided that it is applied in a targeted manner (to improve the performance of their processes) and that HRM is strategically aligned with the goals of LM&SS to improve employees’ happiness and trusting relationships.Originality/valueUnique features of the study are the focus on the consequences for employees’ well-being related to LM&SS in health care, the role of HRM in regard to this relationship and the participation of all eight Dutch academic hospitals in this research.

COVID-19 Vaccination: Status and Willingness to Be Vaccinated among Employees in Health and Welfare Care in Germany.

Healthcare workers are at particular risk due to their occupational exposure to SARS-CoV-2. Therefore, they belong to the top priority group for vaccination. However, earlier studies show that nursing staff in particular are hesitant to be inoculated. This study presents the current picture with regard to vaccination status, willingness, vaccine preference, and reasons for or against a COVID-19 vaccination among health and welfare workers. An online survey was conducted between 4 March and 10 April 2021 among professional associations and providers of health and social services. Data sets of n = 3401 participants were analyzed. Of these, 62% stated that they had already been vaccinated at least once. A further 22% wanted to be vaccinated, while 6.6% were still hesitant and 9% refused to be vaccinated. Preference was given to predominantly mRNA-based vaccines. Altogether, there was a high vaccination rate and a great willingness to be vaccinated (>80%) across all professional groups and fields of work. Among nursing staff, the total figure was 83.5%. The percentage was highest in geriatric care at 87.5%. Contrary to findings of earlier surveys, vaccination willingness has risen in all professional groups during the course of the vaccination campaign in Germany.