Deployment Of Human Resources Research Articles

Exploring the influence of the spiritual climate on psychological empowerment among nurses in China: a cross-sectional study

BackgroundPsychological empowerment notably impacts nurses’ work engagement and high-quality care. A spiritual climate is a work environment that respects individuals and encourages them to express personal views. Previous studies have shown that a spiritual climate enhances psychological empowerment, however, the relationship between them among the nursing population remains unclear. This study aimed to explore the effect of a spiritual climate on nurses’ psychological empowerment and provide a scientific basis for improving psychological empowerment among nurses.MethodsA cross-sectional survey of 837 nurses from five hospitals in Sichuan Province, Southwest China, was conducted using a convenience sampling method; this survey included nurses’ demographic characteristics, the Psychological Empowerment Scale (PES), and the Chinese version of the Spiritual Climate Scale (C-SCS). The data were analysed using one-way analysis of variance (ANOVA), correlation analysis, and multiple linear regression.ResultsThe sample of 837 nurses attained a psychological empowerment score of (45.49 ± 6.42) and a spiritual climate score of (75.25 ± 16.75). The one-way ANOVA revealed that psychological empowerment scores among nurses varied based on differences in age, department, years of work experience, professional title, level of work intensity, and children (yes/no). Pearson’s correlation analyses revealed a significant positive correlation between the spiritual climate and nurses’ psychological empowerment (r = 0.564, P < 0.001), and multiple linear regression analysis showed that working in the intensive care unit (ICU), work intensity, and the four items pertaining to spiritual climate influenced nurses’ psychological empowerment, explaining 32.6% of the total variance in psychological empowerment.ConclusionThe findings suggested that the spiritual climate perceived by nurses and psychological empowerment are moderately high. Working in the ICU, work intensity, and the four items pertaining to spiritual climate influence nurses’ psychological empowerment. Nursing managers should pay attention to the daily work intensity of nurses, especially ICU nurses, organize work tasks reasonably, promote dynamic and balanced nurse human resource deployment based on patients’ conditions and nurses’ workloads, and implement scientific scheduling plans to establish a positive spiritual climate in the workplace. Additionally, group workshops and systematic training programs can effectively enhance psychological empowerment among nurses.

Leadership Implementation of a 12 Pathways Model (GIW-12P) to Promote Schoolwide Wellbeing

ABSTRACT This research investigated how a leadership team enacted wellbeing promotion in a Catholic Preparatory to Year 12 all-girls school using the Growing Inclusive Wellbeing 12 Pathways Model (GIW-12P). This qualitative case study purposively selected participants (n = 25) and collected data over an eight-week period using surveys and semi-structured focus group discussions. Thematic analysis was conducted in four phases with three key findings. Firstly, the GIW-12P as a tool proved highly effectual as a model. Secondly, applying the model surfaced areas of effectual wellbeing promotion while also illuminating gaps in practices and drawing attention to areas for further action. Thirdly, the “how” of the application surfaced as an opportunity for school-wide collaboration linked to core beliefs and quality outcomes for students, teachers, and all participants. Using the GIW-12P model provides new knowledge to policymakers and researchers in the field of practice. When collaboratively used as an analysis tool, the GIW-12P created an intersectionality with the concept of wellbeing within this community. When applied by a team to investigate wellbeing promotion, the GIW-12P surfaces information key to effective decision-making for leaders regarding the utilisation (i.e., allocation and deployment) of human and financial resources and educational policy to drive school-wide wellbeing promotion.

INFLUENCE OF THE CHARACTERISTICS OF SMALL AND MEDIUM FAMILY BUSINESSES ON CRM IMPLEMENTATION: A CASE STUDY

Purpose: This paper aims to explore the customer relationship management (CRM) strategies adopted by Family Small and Medium Entreprises (SME), while highlighting the impact of their characteristics and their assets on the choice and the adoption of these CRM strategies. Methodology: Since the unique case study approach allows in-depth, multi-faceted explorations of complex issues, we opted for it as a research strategy in order to develop a detailed understanding of the problem. Therefore, an in-depth case study was carried out within a small and medium family business in Morocco. Findings: Through this study, we have highlighted causal links between the characteristics and specificities of the family SMEs and their impacts on the adoption and implementation of CRM tools and strategies. While some characteristics linked to the nature of family SMEs such as participatory management style, familiness, the desire to transmit the business to future generations and proximity to customers constitute assets for the implementation of CRM, other characteristics, such as the desire to maintain financial independence and recruitment policies that are most often in favor of family members despite their competence, can negatively influence the implementation of successful CRM projects. Implications for Theory and Practice: The results of the present paper allow the authors to draw conclusions that are relevant to both academics and practitioners. As for the theoretical implications, this study highlights the relationship between the characteristics of family SMEs and the choice and implementation of CRM strategies, while relying on their strengths. Furthermore, developing a good understanding of the specificity of CRM adoption and implementation approaches within family SMEs has important managerial implications for family SME decision-makers, as it can help them make better decisions regarding the choice of relevant CRM strategies and to optimize the deployment of available human, financial and technological resources, while relying on their socio-emotional wealth and their motivation to perpetuate the company. Originality: This paper is one of the first to explore CRM strategies adopted by family SMEs. The authors present a conceptual framework that can help researchers and practitioners better understand how the family business nature can influence decisions about CRM tools and strategies implementation.

Key action strategies for introducing smart manufacturing to small manufacturing industries

The global business environment is undergoing significant changes due to the impact of COVID-19 and shifts in workforce demographics, making organizational change an inevitable trend. In this context, the smooth adoption of smart manufacturing in the manufacturing industry is crucial for enhancing organizational value. Through a literature review, this study consolidated key factors related to organizational innovation and the implementation of smart manufacturing. The analytic hierarchy process (AHP) was employed to identify the prioritized sequence of key strategic actions for innovative operations. The results indicated that among 27 assessment indicators, motivation is the most crucial factor for organizational innovation/change. Subsequently, organizations must also prioritize strategic human resource deployment to accelerate the development of long-term organizational goals. This study further examined solutions to ensure both talent and organizational growth during the transformation of innovation strategies.

Essential health services delivery and quality improvement actions under drought and food insecurity emergency in north-east Uganda

BackgroundEssential health services can be disrupted due to several naturally occurring public health emergencies such as drought, flood, earthquake and outbreak of infectious diseases. However, little evidence exists on the status of essential health services delivery under the effect of drought and food insecurity. North-east Uganda is severely affected by prolonged drought that significantly affected the livelihood of the residents. Therefore, we aimed to determine the current status of essential health services and quality improvement (QI) actions in health facilities in north-east Uganda.MethodsWe used a descriptive cross-sectional study design to assess the availability of essential health service and quality improvement activities in drought and food insecurity affected districts of north-east Uganda. We included a total of 150 health facilities from 15 districts with proportionated multistage sampling method. We interviewed health facilities’ managers and services focal persons using structured questionnaire and observation checklist. We used a descriptive statistic to analyze the data with SPSS version 22.ResultsA few health facilities (8.7%) had mental health specialist. There was also lack of capacity building training on essential health services. Considerable proportion of health facilities had no non-communicable diseases (38.3%), mental health (47.0%), and basic emergency obstetric care (40.3%) services. Stock out of essential medicines were observed in 20% of health facilities. There was lack of supportive supervision, and poor documentation of QI activities.ConclusionEssential health service and QI were suboptimal in drought and food insecure emergency affected districts. Human resource deployment (especially mental health specialist), provision of capacity building training, improving non-communicable diseases, mental health and basic emergency obstetric care services are required to improve availability of essential health services. Supporting supply chain management to minimize stock out of medicines, and promoting QI activities are also vital to assure quality of health service in drought and food insecurity affected districts in north-Eastern Uganda.

Using central venous pressure waveform to confirm the placement of an internal jugular central venous catheter in the intensive care unit

BackgroundA mobile chest X-ray is traditionally performed to confirm the position of an internal jugular central venous catheter (CVC) after placement in the intensive care unit (ICU). Using chest radiography to confirm CVC position often results in delays in authorising the use of the CVC, requires the deployment of additional human resources, and is costly. ObjectiveThis study aimed to determine the feasibility and accuracy of using the central venous pressure (CVP) waveform to confirm the placement of internal jugular CVCs. MethodsThis retrospective study was conducted in a single quaternary ICU over a 6-month period. We included adult patients who had internal jugular CVC inserted and CVP transduced as part of their routine care in the ICU. The sensitivity, specificity, positive predictive value, negative predictive value, and accuracy of CVP waveform analysis in confirming the position of internal jugular CVC relative to chest radiography were calculated. ResultsA total of 241 internal jugular CVCs were inserted (in 219 patients, 35.6% female), and the CVP waveform was assessed. In 231 cases, this suggested adequate placement in a central vein, which corresponded with a correct position on subsequent chest X-ray. On six occasions, the CVP waveforms were interpreted as suboptimal; however, on chest X-rays, the CVCs were noted to be in a suitable position (sensitivity: 97.5%). Four suboptimal CVP waveforms were obtained, and they correctly identified CVC malposition on subsequent chest X-ray (specificity: 100%). The average time from CVC insertion to radiological completion was 118 minutes. ConclusionCVP waveform analysis provides a feasible and reliable method for confirming adequate internal jugular CVC position. The use of chest radiography can be limited to cases where suboptimal CVP waveforms are obtained.

Management of radiology services during the 2022 FIFA football (soccer) World Cup.

Diagnostic imaging is the predominant medical service sought for the assessment and staging of musculoskeletal injuries in professional sports events. During the 2022 FIFA Football (soccer) World Cup, a centralized medical care infrastructure was established. This article provides a comprehensive account of the radiological services implemented during this event, encompassing the deployment of equipment and human resources, the structuring of workflows to uphold athlete confidentiality, and initiatives aimed at enhancing communication. Communication channels were refined through radiology consultations held with national teams' health care providers and the adoption of audiovisual reports available in multiple languages, which could be accessed remotely by team physicians. Our established framework can be replicated in international professional football events for seamless integration and efficacy.

Artificial Intelligence and the Future of Work in the Indonesian Public Sector

This study explores the adoption of Artificial Intelligence (AI) in the public sector, particularly how AI adoption affects employment and the future of work. The questions are what the correlation between AI and the future of work is and how the Indonesian government has developed strategies to adopt AI in the public sector. We sought data from various sources and found Indonesia’s National Strategy on AI, published by the National Research and Innovation Agency (BRIN), to be the most relevant. We reviewed and discussed the paper by cross-referencing with the emerging studies on AI in the global context. We found a strong link between AI adoption and changing employment structure, which requires skills upgrades and human resource deployment restructure. Looking into the sectors more closely, we argue that AI adoption will dramatically change the nature of work and employment structure in healthcare and bureaucracy but will only moderately affect education, food security, mobility, and smart cities.

Quality changes in workplace health promotion over time: an extended validation of quality criteria from a longitudinal perspective.

The quality of workplace health promotion (WHP) is essential for the successful deployment of financial and human resources. The aim of this paper is to evaluate the measurement quality of a WHP instrument with 15 quality criteria over time. In addition, it examines whether the quality of WHP in the enterprises concerned changed over time and whether typical developments can be identified. Finally, the role of company parameters such as size and implementation phase are analysed in relation to how WHP develops over time. Evaluations of the quality of WHP collected between 2014 and 2021 were available at two and three measurement points for 570 and 279 enterprises, respectively. To assess the longitudinal measurement structure, confirmatory factor analyses were carried out followed by structural equation modelling to analyse causality. Cluster analysis was used to identify typical developments, and differences in company parameters were analysed with MANOVA. The results prove that the 15 quality criteria can be used to evaluate the quality of WHP in enterprises in a valid and reliable manner, both cross-sectionally and longitudinally. The quality of WHP in the enterprises concerned remained relatively stable over approximately 12 years. The cluster solution revealed three different developments characterized by increasing, stable or decreasing quality. Measurements using a quality evaluation system permit a good assessment of WHP in enterprises. WHP quality also depends on company parameters; here more support should be provided to motivate enterprises in the long run, particularly in the sustainability phase.

An assessment of tourism policies and planning in Indonesia

ABSTRACT Tourism policies and planning in Indonesia have been effective in prioritising tourism development and maintaining price competitiveness and international openness, but absent or ineffective in the crucial domains of terrorism risk management, infrastructure development, interagency coordination and cooperation, human resource development and management, and environmental sustainability. These shortcomings, despite Indonesia’s democratic system of government, tourism policy and planning structures, and many tourism policy instruments, demonstrate that such mechanisms are necessary, but not sufficient, for the sustainable development of a country’s tourism industry. Coverage of all crucial tourism policy and planning domains, and effective implementation of policies and plans, are also essential, and in the case of Indonesia will require the marshalling and effective deployment of substantial human and financial resources.

Project Management in Central Banks

Abstract In this ever-changing environment of technological innovations central banks are strongly committed to fulfilling their key objectives of preserving monetary and financial stability, but also make efforts to adapt to new market requirements. On the path of technological transformation of financial systems, central banks face many challenges stemming from, inter alia, new less regulated and decentralized financial innovative services, cyberattacks, and endangered cyber security. Central banks need strong project management to successfully address these processes and that should be done in line with the highest international standards. The paper analyses the implementation of project management in central banks according to the international standards. The authors present possible division of roles and responsibilities in the project organization structure in central banks based on these international standards. The standardized integrated project management activities and associated practices are described and presented in the context of project management in central banks. The authors conclude that the application of international standards is crucial for successful project management in central banks in order to ensure that the projects are implemented on time and within the envisaged scope and budget, thereby ensuring high quality results, efficient deployment of human resources, benefits realization and value creation for the organization.

Fluorescence confocal microscopy on liver specimens for full digitization of transplant pathology.

Fluorescence confocal microscopy (FCM) is a rapidly evolving tool that provides real-time virtual HE images of native tissue. Data about the potential of FCM as an alternative to frozen sections for the evaluation of donor liver specimens are lacking so far. The aim of the current study was to determine the value of FCM in liver specimens according to the criteria of the German Society for Organ Procurement. In this prospective study, conventional histology and FCM scans of 50 liver specimens (60% liver biopsies, 26% surgical specimens, and 14% donor samples) were evaluated according to the German Society for Organ Procurement. A comparison of FCM scans and conventional frozen sections revealed almost perfect levels of agreement for cholangitis (κ = 0.877), fibrosis (κ = 0.843), and malignancy (κ = 0.815). Substantial levels of agreement could be obtained for macrovesicular steatosis (κ = 0.775), inflammation (κ = 0.763), necrosis (κ = 0.643), and steatohepatitis (κ = 0.643). Levels of agreement were moderate for microvesicular steatosis (κ = 0.563). The strength of agreement between frozen sections and FCM was superior to the comparison of conventional HE and FCM imaging. We introduce FCM as a potential alternative to the frozen section that may represent a novel approach to liver transplant pathology where timely feedback is crucial and the deployment of human resources is becoming increasingly difficult.

İNSAN KAYNAKLARI YÖNETİMİNİN İŞVEREN MARKASI OLUŞTURMASINDAKİ RÖLÜ VE ETKİNLİĞİ: HIZLI TÜKETİM PERAKENDE ÖRNEĞİ

Human resource management refers to the deployment and development of an organization's human resources in the most accurate, efficient, and effective way to accomplish the organization's goals. The application of branding concepts in human resource management is known as "employer branding". Yet, there are few empirical studies on HR management in connection with an employer brand. In this context, the aim of this research is to discuss the significance and role of human resources management in terms of brand value. It is also aimed to investigate the utilization of employer branding as a tool in the selection and placement of suitable people for the business in the process of personnel selection in the setting of human resources management. A Relational screening model is used in this study. In accordance with the purpose of the research, the effectiveness of the human resource management practices scale and the employer branding practices scale were used. The research universe consists of personnel working in different departments of Migros store. A total of 472 participants, 104 women, and 368 men working at Migros in the provinces of Istanbul, Izmir, and Ankara participated in the research. SPSS 22.0 was used to analyze the data that was obtained. The findings of this study show that human resources is the unit that plays the biggest role in selecting qualified employees, which is important for branding the business. As a result of the study, it can be said that human resource management practices are effective in shaping the employer brand, which aims to create the perception that the company is a good place to work.

Incidence and prevalence of systemic sclerosis in Thailand in year 2017-2020: a database from the Ministry of Public Health.

A better understanding of the epidemiological profile of systemic sclerosis (SSc) in Thais could improve care, human resource deployment, and public health budgeting. We aimed to determine the incidence and prevalence of SSc in Thailand between 2017 and 2020. A descriptive epidemiological study was performed using the Information and Communication Technology Center, Ministry of Public Health database, comprising all types of healthcare providers during the study period. Demographic data of patients having a primary diagnosis of M34 systemic sclerosis and over 18 years of age between 2017 and 2020 were reviewed. The incidence and prevalence of SSc were calculated as well as their respective 95% confidence intervals (CIs). The number of SSc cases in 2017 was 15,920 from a total Thai population of 65,204,797. The prevalence of SSc in 2017 was 24.4 per 100,000 populations (95% CI 24.0-24.8). The prevalence of SSc among women was 2 times greater than among men (32.7 vs. 15.8 per 100,000). The incidence of SSc was stable from 2018 to 2019 but dropped slightly in 2020 (7.2, 7.6, and 6.8 per 100,000 person-years, respectively). Most SSc cases were in northeastern Thailand (11.6, 12.1, and 11.1 per 100,000 person-years from 2018 to 2020, respectively) and the peak was between 60 and 69 years of age (24.6, 23.8, and 20.9 per 100,000 person-years from 2018 to 2020, respectively). SSc is a rare disease among Thais. The disease was commonly revealed in late middle-aged women with a peak at age 60-69 years, mainly from the northeast regions. The incidence remained stable during the study period, albeit during the emergence of the coronavirus pandemic a slight decline was recorded. Key Points • The incidence and prevalenceof systemic sclerosis (SSc) vary across ethnic populations. • There is a lack of epidemiology research of SSc since the 2013 ACR/EULAR Classification Criteria for Scleroderma was adopted among Thais included Asia-Pacific population as the population has some different clinical features than those reported among Caucasians. • SSc is a rare connective disease among Thaisand commonly presents in late middle-aged group of both genders,mainly in Thailand's northern and northeastern regions. • When compare to the epidemiology of SSc in Asia-Pacific, the prevalence of SSc in Thais was higher than among East Asians and the Indian population and the incidence of SSc among Thais was greater than the other Asia-Pacific population including Australian.

Employee equity incentive, executive psychological capital, and enterprise innovation.

The input and deployment of human resources, such as senior executives and the core employees involved in different innovation processes, is key to developing enterprise innovation activities. Under the same framework, it is crucial to explore how employee equity incentive and senior executives' psychological capital affect enterprise innovation. This paper's research sample comprises listed companies that implemented equity incentives in the A-share market from 2010 to 2021, examining the relationship between executive psychological capital, and enterprise innovation. This study found that: (1) Employee equity incentive and executives' psychological capital can significantly improve the quality of innovation output while promoting enterprises to increase the quantity of innovation outputs; (2) Executive psychological capital contributes to the intermediary effect between employee equity incentive and enterprise innovation; (3) R&D investment has a positive moderating effect on employee equity incentive, senior executives' psychological capital and enterprise innovation; (4) The innovation incentive effect brought by the implementation of stock options by enterprises is more significant, which also makes the psychological capital of executives maintain a positive role in enterprise innovation; (5) In addition, the positive effects of employee equity incentive and executive psychological capital on enterprise innovation are affected by different property rights. The positive effects of employee equity incentive and executive psychological capital on enterprise innovation in state-owned enterprises are not high.

Evolving Human Resource Management Practices and Employee Performance of Selected Pharmaceutical Companies in Nigeria

This paper assessed affinity of evolving human resource practices with the performance of employees of the pharmaceutical companies in Nigeria. Prior studies have addressed the concept from generalist perspective majorly short of exploring innovative thrust of human resource processes and practices and bearing on organisational performance of the pharmaceutical concerns. Study essentially relied on survey research design and questionnaire as a source of data collection. Data were analyzed through descriptive statistics including the means, standard deviation and analysis of variance. Test of hypotheses involving multiple regression analysis was conducted and results exhibited innovative human resource management&amp;rsquo;s proxies of skill-based training; selective hiring, alternative work arrangement, performance appraisal, fair compensation and autonomy work arrangement, correlating significantly with the performance of employees in the pharmaceutical companies. Recommendation was on the need for the Pharmaceutical Companies to deploy human resource policies and strategies that address issues bordering on optimum harnessing and deployment of human resources for enhanced performance. Instructive to assert also, that the human resource personnel in the healthcare industry conduct annual performance audit that provide timely and effective feedback and for corrective measures to be taken appropriately.

Task sharing and stepped referral model for community mental health promotion in low- and middle-income countries (LMIC): insights from a feasibility study in India

BackgroundThis study is a low-cost community mental health task-sharing model driven by university students to strengthen the mental health workforce in poor resource settings. This article presents the feasibility of a stepped referral model using the community health workforce and university students. The primary feasibility objective is to detect and refer people with mental illness from the community using a task-sharing approach.MethodsWe tested the model using a cross-sectional, one-phase door-knock survey in three geographically defined locations in Kerala, India, between May and July 2019. Students surveyed 549 residents above 18 years of age who consented to participate in the study to detect depressive symptoms and suicidality. The feasibility of the current model was evaluated based on four criteria: (a) identification and deployment of untapped human resources, (b) coordination of community health resources, (c) the acceptability of stepped referral pathways, and (d) identification of implementation challenges.ResultsThe mean age of the participants was 38.8, and more than 62% of the respondents were women. The results showed that 11.29%, 8.38%, and 4.91% of people reported mild, moderate, and severe levels of depression, respectively, and suicidal thoughts were found in 6.9% and suicidal ideation in 1.8%. The odds of depression were higher among females compared to males (OR: 1.64 (0.75–2.52), poor people (OR: 2.01 (1.14–2.88), and people with chronic illnesses (OR: 2.03 (1.24–2.81). The agreement of the findings with professional-administered research validated the strategy’s efficiency. Twenty-seven patients with severe/extreme degrees of depression were sent for high-intensity interventions led by the mental health team, whereas 135 individuals with mild and above depression were referred for low-intensity interventions.ConclusionsThe newly recruited mental health workforce-driven screenings were acceptable and effective in detecting mental illness in the community population. We tested the care coordination systems and processes in creating referral pathways for the detected patients. Further, task-sharing stepped referral model will be tested in five panchayats (the lowest tier of local self-government) before replicating the model across India through Unnat Bharat Abhiyan (UBA) scheme.

How Resource Scaling Reshapes Strategic Human Capital Management

This paper studies how resource scaling - the simultaneous deployment of the same resource across a large set of organizational units - reshapes the strategic deployment of human capital resources. We advance that scaling up resources which facilitate firm growth may increase worker productivity while simultaneously reducing firm’s reliance on human capital as a source of competitive advantage. This result emerges as organizations scale up resources that increase the returns of specializing workers on tasks which do not rely on unique worker-level. The study employs a multi-method approach to examine resource scaling in the context of private higher education in Brazil, where a group of corporations implemented strategies to scale up hybrid learning, standardized courseware, and professional management following waves of acquisitions. Using a unique dataset on ownership changes, labor contracts, and establishment characteristics, we conducted panel event-study estimations comparing acquired establishments to matched non-acquired establishments. The results provide evidence that only acquisitions coupled with resource scaling led to superior establishment performance, teaching productivity, faculty specialization in teaching, and sustainably higher levels of faculty turnover. In-depth qualitative interviews with deans and faculty suggested that faculty became more replaceable as they specialized in teaching rather than in activities perceived as more value-adding, such as research or course development. This paper advances the resource reconfiguration and strategic human capital literatures by showing that resource scaling can increase the productivity of human capital while specializing workers and decreasing the role of their human capital as a source of competitive advantage.

An Agile Systems Modeling Framework for Bed Resource Planning During COVID-19 Pandemic in Singapore.

BackgroundThe COVID-19 pandemic has had a major impact on health systems globally. The sufficiency of hospitals' bed resource is a cornerstone for access to care which can significantly impact the public health outcomes.ObjectiveWe describe the development of a dynamic simulation framework to support agile resource planning during the COVID-19 pandemic in Singapore.Materials and MethodsThe study data were derived from the Singapore General Hospital and public domain sources over the period from 1 January 2020 till 31 May 2020 covering the period when the initial outbreak and surge of COVID-19 cases in Singapore happened. The simulation models and its variants take into consideration the dynamic evolution of the pandemic and the rapidly evolving policies and processes in Singapore.ResultsThe models were calibrated against historical data for the Singapore COVID-19 situation. Several variants of the resource planning model were rapidly developed to adapt to the fast-changing COVID-19 situation in Singapore.ConclusionThe agility in adaptable models and robust collaborative management structure enabled the quick deployment of human and capital resources to sustain the high level of health services delivery during the COVID-19 surge.

Perspectives of nursing directors on emergency nurse deployment during the pandemic of COVID-19: A nationwide cross-sectional survey in mainland China.

AimsThe aim of this study is to investigate the situation and perceptions of nursing directors about emergency nursing staff deployment in designated hospitals during the pandemic of COVID‐19 in mainland China.BackgroundThe pandemic of COVID‐19 has significantly depleted health care resources, leading to increased burden of nursing care and staffing and exacerbating the crisis in health care facilities. Currently, how to effectively plan and schedule nursing staffing in the pandemic still remains unknown.MethodsFrom 14 July 2020 to 8 September 2020, 62 nursing directors of designated hospitals in mainland China were invited to participate in a cross‐sectional online survey for their perceptions of nursing human‐resource allocation during the pandemic of COVID‐19.ResultsA total of 55 valid questionnaires were collected, showing that 96.36% of the hospitals had emergency nursing organizations and management systems during the pandemic, 96.36% had well‐established scheduling principles for nursing human resources and 54.55% of hospitals had human‐resource scheduling platforms. All the hospitals had trained emergency nursing staff in infection control (55, 100%), work process (51, 92.73%) and emergency skills (50, 90.91%). Most of the participants were satisfied with the nursing staffing deployments at their institutions (52, 94.55%). However, more than two thirds of them believed that their human‐resource deployment plans need further improvements (39, 70.91%).ConclusionsMost of the designated hospitals investigated had established emergency nursing organizations, and management systems, and related regulations for the epidemic. However, the contents mentioned above still need to be further standardized.Implications for nursing managementThe surge of patients in the epidemic was considerable challenge for the emergency capacity of hospitals. In the future, we should pay more attention to the following aspects: building emergency nursing staffing platforms, increasing emergency human‐resource reserves, establishing reliable communication channels for emergency response teams, improving the rules and regulations of emergency human‐resource management, offering more training and drills for emergency‐related knowledge and skills and giving more focus on bio‐psycho‐social wellbeing of nurses.