Supervisor Expectations Research Articles

Unpacking Perceptions on Patient Safety: A Study of Nursing Home Staff in Italy.

Nursing homes (NHs) are crucial for de-hospitalization and addressing the needs of non-self-sufficient individuals with complex health issues. This study investigates the patient safety culture (PSC) in NHs within a northern Italian region, focusing on factor influencing overall safety perceptions and their contributions to subjective judgements of safety. A cross-sectional study was conducted on 25 NHs in the Autonomous Province of Trento. The Nursing Home Survey on Patient Safety Culture (NHSPSC) was utilized to assess PSC among NH staff. Multilevel linear regression and post hoc dominance analyses were conducted to investigate variabilities in PSC among staff and NHs and to assess the extent to which PSC dimensions explain overall perceptions of PS. Analysis of 1080 questionnaires (44% response rate) revealed heterogeneity in PSC across dimensions and NHs, with management support, organizational learning, and supervisor expectations significantly influencing overall safety perceptions. Despite some areas of concern, overall safety perceptions were satisfactory. However, the correlation between individual dimensions and overall ratings of safety was moderate, suggesting the need to enhance the maturity level of PSCs. Promoting a shift in PSC could enhance transparency, prioritize resident safety, empower nursing staff, and increase family satisfaction with care provided in NHs. The support provided by management to PSC appears essential to influence NH staff perceptions of PS.

Addressing a Critical Voice in Clinical Practice: Experiences of Nursing Students, Teachers, and Supervisors-A Qualitative Study.

Our goal was to explore how power asymmetry manifests within the relationships between students, teachers, and supervisors, and how it influences students' ability for critical reflection. This study has an explorative qualitative design. Thirty in-depth interviews with nursing students (15), teachers (9), and supervisors (6) were conducted in addition to 16 observations of mid-term assessments during clinical practice. The analysis was conducted using Braun and Clarke's thematic analysis. The students described being a student as a balancing act between humility, conforming to the supervisor's expectations, and speaking their minds. The view expressed by the teachers and supervisors is that training for the nursing profession is closely linked to the students' ability to act independently. Due to the supervisors' hierarchical position, however, students are hesitant to voice any criticism regarding insufficient supervision or unsatisfactory performance of clinical tasks while at the same time being evaluated on their ability to critically reflect on their own and others' clinical performance. This study was prospectively registered with the Norwegian Centre for Research Data on the 15th of August 2017 with the registration number 54821.

Patient safety culture in nurses' clinical practice.

to assess the psychometric characteristics of the Hospital Survey on Patient Safety Culture, to characterize the patient safety culture, and to assess the influence of the sociodemographic and professional variables on the safety culture dimensions. a methodological, observational, analytical and cross-sectional study conducted with 360 nurses in which the Hospital Survey on Patient Safety Culture questionnaire was used. The data were submitted to descriptive and inferential analysis, as well as to feasibility and validity studies. the nurses' mean age is 42 years old, their mean time of professional experience is 19 years, and they are mostly female. Good internal consistency was obtained (Cronbach's alpha: 0.83), as well as acceptable model fit quality indices. Teamwork within units, Supervisor expectations and Feedback and communication about errors were the dimensions that obtained scores above 60%. Non-punitive response to error, Frequency of events reported, Support for patient safety and Staffing presented scores below 40%. These dimensions are influenced by age, schooling level and professional experience. the psychometric properties of the questionnaire certify its good quality. Teamwork can be considered as an enhancing factor for the safety culture. Assessing the safety culture allowed identifying problematic dimensions, thus enabling planning of future interventions.

Health care workers' reactions to the newly introduced hepatitis B vaccine in Kalulushi, Zambia: Explained using the 5A taxonomy

Hepatitis B virus (HBV) is highly infectious and deadly disease that is transmitted through blood and body fluids. Health care workers (HCWs) have a high risk of contracting HBV in health care settings, the Hep-B vaccine one of the recommended prevention intervention/tools. However, uptake of the vaccine among HCWs remains low in Sub-Saharan Africa. We aimed to explore the barriers and facilitators to uptake of the vaccine offered free of charge to HCWs and nursing students in Kalulushi district, Copperbelt Province of Zambia. A total of 29 in-depth interviews (IDIs), either in person or via telephone, with participants before and after they received the vaccines were used to collect the data. We analysed the barriers and facilitators to full or partial vaccination using Penchasky and Thomas's (1981) 5A's (Access, Affordability, Awareness, Acceptance and Activation) taxonomy framework for vaccine hesitancy. All participants had access to the vaccine, and it was free of charge, making it affordable. Regarding awareness, all participants were aware of HBV infection as an occupational hazard, however, HCWs felt that more sensitization would be needed to increase awareness and knowledge of the vaccine. Acceptability of the vaccine was high among all completers and some non-completers as they felt it was safe and offered them protection. One non-completer felt coerced to accept the first dose due to supervisor expectations and would have preferred to have been given more time to decide. Most felt that vaccination should be compulsory for HCWs. Lastly, activation (vaccine uptake) among non-completers was hindered by late or no notification of appointments as the main reason for not completing the full vaccination schedule. HCWs advised that for countrywide roll-out, at least one weeks' notification would be necessary for HCWs to plan and be mentally prepared to be at their workstations when the vaccination is taking place. The need to offer the vaccine free of charge locally to ensure easy access and affordability is essential to increase vaccine uptake. Vaccination policies and guidelines for health workers, ongoing training and knowledge sharing are required. Involving trained champions in the facility can also help encourage HCWs to get vaccinated.

Meeting the Shared Goals of a Student-Selected Component: Pilot Evaluation of a Collaborative Systematic Review.

Research methodology is insufficiently featured in undergraduate medical curricula. Student-selected components are designed to offer some research opportunities but frequently fail to meet student or supervisor expectations, such as completion or publication. We hypothesized that a collaborative, educational approach to a systematic review (SR), whereby medical students worked together, may improve student experience and increase success. This study aimed to establish whether offering a small team of students the opportunity to take part in the screening phase of SRs led by an experienced postgraduate team could enhance the learning experience of students, overcome the barriers to successful research engagement, and deliver published output. Postgraduate researchers from the University of Cambridge led a team of 14 medical students to work on 2 neurosurgical SRs. One student was appointed as the lead for each SR. All students were provided with training on SR methodology and participated in title and abstract screening using Rayyan software. Students completed prepilot, midscreening, and postscreening questionnaires on their research background, perceptions, knowledge, confidence, and experience. Questions were scored on a Likert scale of 1 (strongly disagree) to 10 (strongly agree). Of the 14 students involved, 29% (n=4) reported that they had received sufficient training in research methodology at medical school. Positive trends in student knowledge, confidence, and experience of SR methodology were noted across the 3 questionnaire time points. Mean responses to "I am satisfied with the level of guidance I am receiving," "I am enjoying being involved in the SR process," and "I could not gain this understanding of research from passive learning e.g., textbook or lecture" were greater than 8.0 at all time points. Students reported "being involved in this research has made me more likely to do research in the future" (mean 8.57, SD 1.50) and that "this collaborative SR improved my research experience" (mean 8.50, SD 1.56). This collaborative approach appears to be a potentially useful method of providing students with research experience; however, it requires further evaluation.

CULTURA DE SEGURANÇA NA PRÁTICA CLÍNICA DOS ENFERMEIROS OBSTETRAS

ABSTRACT Objective: to identify the safety culture dimensions that influence obstetric nurses’ clinical practice. Method: an observational, analytical and cross-sectional study, carried out from September 2018 to May 2019 at two maternity hospitals integrated in a hospital center in the Central region of Portugal. A total of 70 obstetric nurses answered the Hospital Survey on Patient Safety Culture. The data were submitted to descriptive and inferential analysis. The dimensions were considered strong when they presented scores ≥ 75.0% of positive answers, and deemed as problematic with scores ≤ 50.0%. Results: the “Teamwork within units” dimension was the one that obtained scores above 75.0%. The “Supervisor expectations”, “Feedback and communication about errors”, “Communication openness”, “Organizational learning” and “Hospital handoffs and transitions” dimensions obtained scores between 50.0% and 65.0%. The “Non-punitive response to error”, “Frequency of events reported”, “Management support for patient safety” and “Staffing” dimensions had scores below 40.0%. Conclusion: the results of this study show that “Teamwork within units” is a strong safety culture dimension in maternity hospitals. However, the prevalence of a punitive culture, underreporting of adverse events, insufficient number of obstetrical nurses and little commitment of the hospital management are considered as problematic dimensions that influence obstetric nurses' practice. This assessment of the safety culture contributes to planning interventions that reduce the incidence of errors and improve the safety of obstetric care.

When anything less than perfect isn’t good enough: How parental and supervisor perfectionistic expectations determine fear of failure and employee creativity

In the quest to get the best from those for whom they are responsible, some parents and managers seek or demand perfection. But do such expectations benefit the targets, in terms of their capacity for creativity? The present research examines how perfectionistic parental and supervisor expectations influence employees’ fear of failure and creativity; in particular, the authors propose that perfectionistic parental expectations promote a fear of failure, which undermines employee creativity later in life. In line with social cognitive theory, when perfectionistic supervisor expectations repeat and reinforce these early life experiences, the negative mechanism may be strengthened. Tests of the hypotheses rely on two time-lagged field studies in different cultures (214 U.S. employees, 276 supervisor–employee–parent triads from a Chinese organization) and show that the indirect effect of parents’ perfectionistic expectations on creativity, through fear of failure, is stronger when perfectionistic supervisor expectations are high. This study thus offers unique insights into how familial and work experiences can jointly affect a person’s fear of failure and further creativity at work.

Impact of team voice on employee voice behavior: role of felt obligation for constructive change and supervisor expectations for voice

PurposePromotive and prohibitive voice behavior is essential for effective team performance and organizational sustainability. However, the existing literature is limited on the role of team voice in predicting employee voice behavior. The authors proposed that team members' voices serve as a cue for engagement in felt obligation for constructive change, which sets the path for employees' engagement in promotive and prohibitive voice behavior. This study further proposed that supervisor expectation for voice may alter the relationship between team voice and felt obligation for constructive change of employees. The authors' proposed model is based on social information processing theory.Design/methodology/approachThe data were collected from 313 telecommunication sector employees and the companies supervisors through a multi-source time-lagged design. Linear regression analysis and the Preacher and Hayes Process for mediation and moderation were used to test the proposed hypothesis.FindingsThe results support the direct effect of team voice on promotive and prohibitive voice behavior, and the indirect effect of team voice on promotive voice behavior through the mediation of felt obligation for constructive change was also supported. However, mediation of felt obligation for constructive change between team voice and prohibitive voice behavior was not supported. The results also support the moderation of supervisor expectation for voice between team voice and felt obligation for constructive change.Originality/valueFindings of the study may help organizational practitioners and managers about the value of promotive and prohibitive voice behavior for better team functioning through team voice. The study also highlights the importance of supervisor expectations for voice to strengthen the association between team voice and felt obligation for constructive change among employees. Both dimensions of voice behavior, i.e. promotive and prohibitive voice, are crucial for improved organizational functioning and preventing the organization from harm and loss. Organizations should create environments high on voice behavior to remain competitive and meet the challenges of dynamic business environments.

The impact of neoliberal education on the alignment of student–supervisor expectations in Malaysia

ABSTRACT While researchers explored arising expectations and the mismatches in perceptions of doctoral students and supervisors, less attention has been placed on the causes of such mismatches. This study contributes to a broader understanding of the current issues hindering the alignment of mutual expectations in postgraduate supervision within a dominating neoliberal agenda. Using an exploratory qualitative research design, interviews were held with 15 doctoral students and 12 supervisors in two research universities in Malaysia. Through an inductive thematic analysis, three sources of student–supervisor expectation misalignment were identified: power and hierarchy, student–supervisor dialogue and institutional support. The results suggest that within dominating neoliberal education, where focus has been placed on the achievement of tangible outcomes, Malaysian supervisors expect students to obey their decisions given their superior power. The monologic relationships between parties were observed because of limited time per student supervision. Lastly, given little attention towards development of supervisory relationships within a dominating neoliberal agenda, participants were unaware of the existing supervisory relationship’s guidelines. The findings of this study highlight the importance of improving higher education research policy and practices. Suggestions on improving existing practices and where the attention should be focused are provided in the conclusion.

Assessment of Patient Safety Culture in Primary Healthcare Services in Alexandria, Egypt

Background: Patient safety is a critical component of healthcare quality. This study aimed at assessing the perceptions of primary healthcare staff members about patient safety culture and explores the areas of deficiency and opportunities for improvement concerning this issue.
 Methods: This descriptive cross sectional study surveyed 328 staff members in 28 primary healthcare facilities in Alexandria using an anonymous direct structured interview format of a modified “Hospital Survey on Patient Safety Culture” adopted questionnaire. The total number of respondents was 250 participants (response rate = 76.2%). The main outcome measures include patient safety culture score including sub scores on 12 dimensions and 42 items; patient safety grade, number of events reported and factors contributing to the adverse events.
 Results: The overall median% score for perception of patient safety culture at the facility level was 68.6%. After controlling of the confounders; being female respondent, being physicians or nurses or midwives, having long experience in PHC service and receiving education and training about safety issues were positively associated with positive response on patient safety culture scale. The domains with the highest positive score and are thus considered areas of strength were teamwork within units (80.0%), management support for patient safety (80.0%), supervisor expectations and actions promoting patient safety (75.0%) and handoffs and transitions (75.0%). Dimensions scoring the lowest and as such can be considered areas requiring improvement were overall perceptions of patient safety, frequency of events reported and staffing (60% give positive response for each). More than two-fifths (43.6%) did not report any events in the 12 months preceding the survey. The difference between professions regarding the most common procedure that causes adverse event is statistically significant. Patients' related factors such as ignorance and socio cultural acceptance were reported to be the most common factors contributing to the adverse events (92.4% of the studied participants reported that).
 Conclusions: Improving patient safety culture should be a priority among health center administrators. Healthcare staff should be encouraged to report errors

Supervisor expectations regarding work-related messages: their differential effects among remote and on-site workers

PurposeResearch suggests that supervisor expectations regarding the need to respond quickly to work-related messages (SE) tend to be positively related to employees' levels of emotional exhaustion. In the present research paper, the authors examine the indirect – through emotional exhaustion – effects of these expectations on employees' levels of family satisfaction, life satisfaction and sleep quality. They also explore whether and how these associations differ between employees working on-site (n = 158) or remotely (n = 284).Design/methodology/approachA total of 442 employees completed an online survey that covered measures on SE, emotional exhaustion, family and life satisfaction and sleep quality.FindingsAs hypothesized, the results of the study revealed that the indirect effects of SE on family satisfaction, life satisfaction and sleep quality were significantly mediated by emotional exhaustion. Finally, the relations between SE and the mediator (emotional exhaustion) were stronger among employees working on-site than among employees working remotely.Practical implicationsSE prevention could be encouraged to decrease employees' emotional exhaustion, in turn increasing their sleep quality, family satisfaction and life satisfaction.Originality/valueThese results revealed that working remotely helped buffer the undesirable effects of SE on emotional exhaustion.

Представления супервизоров и супервизантов о профессиональной супервизии

This study is devoted to the expectations of supervisors and supervisees of the supervision process and their vision of the successful and unsuccessful supervision. We developed two questionnaires: one for the supervisor and other for the supervisee . A total of 103 respondents with various occupational experiences participated in the study, including 85 females and 10 males, and 8 respondents did not indicate gender. The age of the participants ranged from 22 to 61 years, with an average age of 38.92±11.22 years. The methods of statistical processing are: the principal component method with oblimin rotation, ANOVA. The results show that supervisee identifies three components of supervision process — knowledge, developing a professional identity and focusing on the client, while the supervisor considers all these aspects of the work to be complementary and inseparable from each other. The supervisor's expectations of the supervision differ from the supervisee's expectations, and these differences must be taken into account in education. Four factors (training, understanding/support, ethics, and novelty) are identified in supervisee’s expectations from the supervisor. The more experienced the supervisee is the less he focuses on gaining specific knowledge and techniques, and more on understanding his client. Work experience also helps to develop criteria for unsuccessful supervision — they are unambiguous and consolidated. Noteworthy the criteria for good supervision are not revealed. That means that the options for successful supervision are diverse, unlike unsuccessful supervision.

Predictors of hospital patient safety culture outcomes in Jambi Province

This study aims to determine the predictors of the patient safety culture outcomes in Jambi Province. The study design was cross-sectional through a survey using the Hospital Survey on Patient Safety Culture (HSOPSC) instrument developed by the Agency for Healthcare Research and Quality (AHRQ) on 361 samples, namely hospital employees ranging from doctors to administrative staff selected by proportional random sampling at two government hospitals in Jambi Province. This study analyzes factors including staffing, cooperation within units, open communication, organizational learning, supervisor expectations and actions, non-punitive responses, feedback and communication, management support, handovers and transitions, and collaboration between units in predicting outcomes. patient safety culture. Data analysis through Chi-square and multiple logistic regression. This study found a good hospital patient safety culture outcome of 57.1%. Simultaneously, the factors that predict the outcome of the hospital patient safety culture are supervisor expectations and actions (OR = 5.159, 95% CI = 2.994–8.890) and management support (OR = 2.188, 95% CI = 1.365–3.509). Expectation factors and supervisor/manager actions are the main predictors of hospital patient safety culture in Jambi province. Measuring safety culture is an important means of designing and implementing patient safety improvement programs. The role of the supervisor must be further enhanced through providing motivation, education, consultation, monitoring and evaluation related to the implementation of patient safety programs in hospitals.

Community Discharge Among Post-Acute Nursing Home Residents: An Association With Patient Safety Culture?

ObjectivesWe examined whether better patient safety culture (PSC) in skilled nursing facilities was associated with higher likelihood of successful community discharge for post-acute care residents. DesignCross-sectional study. Setting and ParticipantsMedicare beneficiaries who were newly admitted for post-acute care (N = 53,929) to skilled nursing facilities participating in PSC survey (N = 818). MethodsFacility-level PSC scores were obtained from a national, random survey conducted in 2017. Survey data was linked to Minimum Dataset 3.0, Medicare Provider Analysis and Review, Master Beneficiary Summary File, Nursing Home Compare File, Payroll-Based Journal, and Areal Health Resources File. Successful discharge to community was the outcome of interest. Facility-level PSC scores were the key covariate. We controlled for individual-level, facility-level, and area-level characteristics. Separate logistic regression models for each of the 12 PSC domains and for the overall score were fit. ResultsPost-acute care residents who were successfully discharged to community were more likely to be female (63.7%), white (87.1%), Medicare-only (88.1%), cognitively intact (87.8%), and admitted following a surgery (40.9%) The multivariable analyses showed that teamwork (odds ratio 1.09, P = .02) and supervisor expectations and actions promoting resident safety (odds ratio 1.11, P = .01) were significantly associated with the increased likelihood of successful community discharge. Conclusions and ImplicationsThis is the first study to analyze the relationship between patient safety culture and successful discharge among post-acute care residents. Our results suggest that nursing home leaders may want to focus their quality and safety improvement efforts on specific PSC domains (eg, teamwork) as means for improving community discharge for post-acute care residents.

Pedagogical-Publication Tensions in Undergraduate Engineering Thesis Supervision

In light of the assessment criteria for the doctor of philosophy and masters by research degrees, postgraduate thesis supervision can reasonably be categorised as predominantly research output focussed. This goal is naturally congruent with the publication agenda driving much academic staff activity in the modern ‘publish or perish’ university culture. In contrast, due to the lack of student research experience, the undergraduate thesis is necessarily focussed primarily on the development of research skills (i.e. it is process not output oriented). Undergraduate thesis supervision requires more than just research skills from supervising staff. The lessons learnt from postgraduate research supervision are therefore not always directly transferable to undergraduate thesis supervision. In contrast to the vast body of work in the field of doctoral research supervision, there exists a dearth of literature on undergraduate dissertation supervision. The present study examined the alignment of university, supervisor and student expectations regarding responsibilities in the undergraduate engineering thesis. University expectations, having undergone rigorous review, form the sound pedagogical practice baseline that should be applied to undergraduate supervision. Expectations of academic staff supervisors and thesis students were obtained through the use of survey tools. The surveys used in the present study were adapted from the Role Perceptions Rating Scale (RPRS). Alignment between student and university expectations regarding undergraduate thesis responsibilities in the present study was generally poor. The discrepancy between supervisor and university expectations was even greater, with academic staff generally alarmingly assuming the bulk of the responsibility for many core thesis tasks. The main driver identified for this behaviour (i.e. the supervisor expectations that undergraduate thesis research would contribute to publications) was investigated through post-survey discussions and interviews. Taking primary responsibility for core thesis tasks away from the student, although improving the likelihood of successful research output, diminishes the ability for an accurate assessment of adequate academic performance. The learning that is intended to result from the undergraduate thesis is devalued when research outcomes are prioritised over research process.

Flags for seeking help: making supervisor expectations of general practice trainee help-seeking explicit

ABSTRACT Timely supervisor input into patient care plays a key role in ensuring the safety of patients under the care of general practice trainees. Current models of clinical supervision for trainees in both hospital and general practice training have, however, been criticised for placing too much onus on the trainee to request assistance, despite the many known barriers for trainees to do so. An important barrier to general practice trainee help-seeking is trainee uncertainty about when and how their clinical supervisor expects them to seek this assistance. We introduce a tool, ‘Flags for Seeking Help’, which was modified from an existing checklist, to assist supervisors to tailor their input to the care of their trainee’s patients. The tool aims to make supervisor expectations of trainees explicit, including when trainees should request assistance during consultations (rather than defer this until more convenient opportunities) and when this assistance should be face-to-face (rather than by phone or messaging systems). Our aim is to reduce the barriers for trainees to request in-consultation and face-to-face supervision, in particular, when it is indicated. We outline the evidence which informed the development of the tool, and present some preliminary findings from a pilot in Australian general practice training.

Alignment of Doctoral Student and Supervisor Expectations in Malaysia

Aim/Purpose: This paper compares doctoral student and supervisor expectations of their respective roles and responsibilities in doctoral research supervision relationships in Malaysia. It identifies the areas, and the extent to which expectations align or differ. Background: Incongruence of expectations between doctoral students and their supervisor has been cited as a major contributor to slow completion times and high attrition rates for doctoral students. While researchers urge the need for explicit discussion of expectations, in practice doctoral students and supervisors rarely make their expectations explicit to each other, and few researchers have examined the areas of alignment or misalignment of expectations in depth. Methodology: Semi-structured interviews were held with fifteen doctoral students and twelve supervisors from two research-intensive universities in Malaysia. An inductive thematic analysis of data was conducted. Contribution: This paper provides the first in-depth direct comparison of student-supervisor expectations in Malaysia. A hierarchical model of student-supervisor expectations is presented. Findings: Expectations vary in the degree of congruence, and the degree to which they are clarified by students and supervisors across four different areas: academic practice, academic outcomes, skills and personal attributes, personal relationships. A hierarchical model is proposed to describe the extent to which both students and supervisors are able to clarify their mutual expectations arising throughout the doctoral student-supervisor relationship. Recommendations for Practitioners: Institutions should support discussions with both doctoral students and supervisors of expectations of their student-supervisor interactions, and encourage them to be more proactive in exploring their mutual expectations. Recommendation for Researchers: Data is recommended to be collected from students who have recently completed their studies, given the observation that some student participants were uncomfortable speaking about their supervisors while still in the student-supervisor relationship. Impact on Society: Opening opportunities for discussions of expectations by students and supervisors, supported and encouraged by the institutions within which they work, can help set the scene for positive and productive relationships. Future Research: Findings indicate there is need to examine in depth the impact of gender, and the competing pressures to publish and graduate on time, as they relate to the student-supervisor relationships and experience.

Bridging the gaps between higher education and the business world: internships in a faculty of economics and business

Bridging the gaps between higher education and the business world: internships in a faculty of economics and business

Supervisor Perceptions of Newly Credentialed Athletic Trainers' Transition to Practice

Context Transition to practice for newly credentialed athletic trainers (ATs) has been described through the perspective of educators, supervisors of graduate assistant ATs, students, and recent graduates; however, the opinion of supervisors of full-time ATs has not been thoroughly investigated. Objective (1) Describe supervisor perceptions of the transition to full-time practice for newly credentialed ATs and (2) describe current onboarding processes used by employers. Design Phenomenological qualitative study. Setting Semistructured interviews. Patients or Other Participants Purposive sample of 10 (4 men, 6 women) supervisors of newly credentialed ATs. Supervisors reported an average of 13.5 years of supervisory experience (range, 5–26 years). Data Collection and Analysis Questions addressed supervisor expectations, strengths and weaknesses of newly credentialed ATs, and the organization's onboarding process. The primary researcher transcribed audio recordings and each participant reviewed transcripts. Two researchers coded themes using an inductive process; a peer auditor completed an independent review. Disagreements were negotiated until consensus was reached. Results Two categories emerged: (1) characteristics of newly credentialed ATs and (2) onboarding strategies. The first category was organized into 2 subcategories: (1) knowledge, skills, and abilities (KSAs) and (2) unrealistic job expectations. The majority of supervisors felt that newly credentialed ATs were knowledgeable; however, the translation of knowledge into practice was viewed as an area requiring mentorship. Participants also reported that newly credentialed ATs often were poorly informed of the work schedule and time demands. In regard to onboarding processes, the researchers identified 7 different strategies reported by supervisors. Conclusions Newly credentialed ATs were perceived as knowledgeable but struggling to transition knowledge to clinical practice and often did not understand the work demands. Seven onboarding strategies were reported by participants; each of these can be used to develop KSAs of newly credentialed ATs. The KSAs should be addressed through a yearlong process consisting of orientations, shadowing, mentorship, seminars, and skill assessments.

A cultura de segurança do paciente em um hospital público de urgência e emergência

A cultura de segurança é o produto de atitudes, competências e padrões comportamentais, que são determinantes na forma com que os profissionais vão aderir aos serviços de saúde, para a redução máxima de danos e riscos evitáveis. O objetivo desta pesquisa foi de conhecer a percepção dos profissionais em relação à cultura de segurança do paciente. Realizou-se um estudo transversal analítico com profissionais da assistência ao paciente. Foi aplicado o questionário “Pesquisa sobre Segurança do Paciente em Hospitais”. As dimensões com os porcentuais de respostas positivas mais elevadas foram “Expectativas e ações do seu supervisor na promoção da segurança do paciente”, “Promoção e aprendizado contínuo” e “Trabalho em equipe na unidade”. Apesar das fragilidades, nota-se o empenho da gestão em ações ativas para o fortalecimento da segurança do paciente.