Work Of Nursing Team Research Articles

Which diversity factors influence the attribution of competences and co-operation in nursing teams?

Abstract Background Diversity within nursing teams increases due to staff shortages in Germany, nurse migration and the current academization of the profession. Quality of patient care is associated with intraprofessional teamwork. Little is known about how nurse’s own diversity factors and those of team members impact nurse’s perception and behavior in team situations. Methods A quasi-experimental, cross-sectional study with a factorial online survey with fictional case studies (vignettes) was conducted in two German hospital operators in 2023. Nurses of legal age working in hospitals or nursing homes were eligible to participate. Associations of diversity factors, i.e., gender, age, migration background, and qualification, on the participant and vignette level on perceived competences and willingness to cooperate were preliminary analyzed via multi-level fixed effects models in SPSS. Results N = 684 nurses participated (76% female; mean age: 44.2 years; 88% born in Germany; 75% completed vocational training). Competency of team members in patient’s personal hygiene was rated higher by respondents born in Germany (.36), when fictional colleagues were of middle age (.06) compared to higher age and were from Germany (.22) or France (.08) compared to China. Competency in inserting infusions was rated higher by respondents born in Germany (.56), when fictional colleagues were from Germany (.29) or France (.20) compared to China and when one worked together for months compared to days (-.39). Willingness to swap shifts was affected by the fictional length of collaboration (-.08). All significance levels were p<.02. Conclusions How nurses perceive their colleagues’ competences is mainly influenced by their own and the other’s migration background, while willingness to cooperate is only affected by length of collaboration. Improving the onboarding process of new nurses in teams, and providing the time and space for professional exchange might improve mutual trust and teamwork. Key messages • Diversity in German nursing teams increases due to nurse migration and plurality of qualifications. • Facilitating professional exchange about individual competences might improve team work in nurses.

An Overview of Nurses' Teamwork Perceptions at RS in 2024

Background: Ineffective teamwork and communication in healthcare has been identified as a major cause of medical errors that harm both patients and providers. Teamwork is the focus of attention in healthcare as the success and failure of the system largely depends on team performance. Objectives: This study aims to determine the picture of nurses' teamwork perceptions at RS in 2024. Methods: This study is a quantitative study with a cross-sectional design conducted in May-June 2024 at one of the hospitals in Padang, Indonesia. The population in this study were all nurses working in the inpatient room of RS with a sample size of 48 nurses selected through purposive sampling technique. Data were collected using a questionnaire consisting of socio-demographic instruments and teamwork perception instruments adopted from AHRQ 2020. Data were analyzed using computerized software. Results: The socio-demographic frequency distribution of respondents showed that most nurses were aged 17-35 years (62.5%), female (91.7%), had a Diploma of Nursing education (54.1%), and a working period between 1-14 years (79.1%). The perception of teamwork of nurses at RS is generally in the good enough category with a mean perception of teamwork of 128.00 (SD 35.39). The communication dimension obtained the highest score with a mean of 26.17 (SD 19.93) followed by the dimensions of team structure, leadership, situation monitoring, and mutual support. Conclusion: The perception of nurses' teamwork at RS in 2024 was in the good enough category with the communication dimension getting the highest score. Socio-demographic factors such as age, gender, education, and tenure influence perceptions of teamwork where nurses who are more experienced and have higher education tend to have more positive perceptions of teamwork.

Factors contributing to moral distress among intensive care nurses: A scoping review.

Background: The intensive care unit (ICU) is a busy and complex workplace, and several work-related and personal factors are known to make ICU nurses more vulnerable to moral distress than other healthcare professionals. It is crucial to identify these factors to guide future studies and preventive strategies. This scoping review explores such factors to present current knowledge on the factors that trigger moral distress and to guide future research by reviewing studies to explore and summarize factors that trigger moral distress in ICU nurses. Methods: The PubMed, EBSCO, and CINAHL Plus databases were searched to identify potentially relevant studies published between 2011 to 2022. Inclusion criteria: peer-reviewed studies published in English that provided results regarding factors causes or correlated to moral distress in ICU nurses. After removing 618 duplicates, 316 papers were excluded after title and abstract screening, leaving 71 articles for full-text screening. A further 54 articles were excluded as their outcomes did not include factors that caused moral distress, or were not specific to ICU nurses, so 17 studies were eventually analysed using qualitative content analysis through an inductive approach. The findings of the articles were extracted and coded independently by two authors, and data were grouped and categorized. Results: The content categories of factors contributing to ICU nurses' moral distress were organized into themes and subthemes. Four major themes were identified: Powerlessness, end-of-life care, ineffective teamwork, and personal characteristics of ICU nurses. Conclusions: This review highlights the factors that contribute to moral distress in critical care nurses, which are mainly attributable to the organizational climate and the nature of the ICU clinical environment. Descriptive and intervention studies (experimental or action research) must investigate causality between identified variables to inform management strategies to improve support for ICU nurses' coping relative to moral distress.

The relationship between moral courage, team work, and safe nursing care in clinical nurses: a multicenter cross-sectional study in Iran

BackgroundMoral courage and team work are the most important aspects of professional competence in clinical nurses; nurses with moral courage and team work are thought to be able to deliver safe nursing care to patients. The present study aimed to investigate whether moral courage and teamwork correlate with safe nursing care among clinical nurses.MethodsThis descriptive cross-sectional multicenter study was carried out from December 2023 to February 2024. A total of 375 nurses who were practicing in four hospitals in the south of Iran were enrolled in this study using convenience sampling. The data collection tools used consisted of a demographics survey, Moral Courage Questionnaire (MCQ), Team STEPPS Team Perception Questionnaire (T-TPQ), and the Assessment of Safe Nursing Care Questionnaire (ASNCQ). The data were analyzed using descriptive statistics, t-test, chi-square, multiple regression analysis, and Pearson’s correlation coefficient. SPSS version 22 was used to analyze the data.ResultsThe participants’ mean age was 32.66 ± 6.63 years, and their work experience was 8.56 ± 6.22 years. The total mean scores for moral courage, teamwork, and safe care were 422.37 ± 52.92, 144.09 ± 18.43, 315.84 ± 41.95, respectively. A statistically significant positive correlation was found between teamwork and safe care (r = 0.57, p < 0.001), teamwork and moral courage (r = 0.49, p = 0.002), and moral courage and safe nursing care (r = 0.59 p < 0.001). According to the results, work experience, moral courage, and teamwork explained 44.4% of the variance in safe nursing care (R2 = 0.44, p < 0.001).ConclusionThe results indicated that the moral courage and teamwork of nurses were positively and significantly correlated with the participants’ safe nursing care. Accordingly, since moral courage and teamwork are the qualities that can contribute to improving the quality of care and ensuring safe nursing care, it is recommended that nursing managers pay special attention to these factors.

Nursing Teamwork: An in-Depth Concept Analysis with Walker &amp; Avant’s Framework

Background: Nursing teamwork is fundamental for delivering high-quality patient care. Successful teamwork includes communication, collaboration, trust, respect, shared decision-making, accountability, and flexibility among healthcare professionals. Objective: The purpose of this concept analysis is to clarify and define the concept of teamwork in nursing, providing nurses with a comprehensive understanding to enhance healthcare delivery. Methods: This study employed a concept analysis using Walker and Avant’s model (1986) to elucidate the significance, characteristics, antecedents, consequences, and empirical referents of teamwork in nursing. Data collection involved a comprehensive literature review of peer-reviewed journals, books, and authoritative online resources. Data were synthesized to identify core themes and patterns related to defining attributes, antecedents, and consequences of teamwork. The ethical considerations were aligned with the Declaration of Helsinki. Data analysis was conducted using SPSS version 25.0, with descriptive statistics summarizing the defining attributes, antecedents, and consequences. Frequencies and percentages were calculated for categorical variables, while means and standard deviations were used for continuous variables. Results: The analysis identified seven key attributes of effective nursing teamwork: communication, collaboration, trust, respect, shared decision-making, accountability, and flexibility. Antecedents included clear roles and responsibilities, open communication, mutual trust and respect, shared goals, cultural competence, and adequate resources. Positive consequences included improved patient outcomes (e.g., 20% reduction in hospital stays), enhanced patient satisfaction (increased by 30%), increased efficiency (20% faster service delivery), and improved staff satisfaction (25% decrease in burnout rates). Negative consequences of poor teamwork included poor patient outcomes, reduced patient satisfaction, increased healthcare costs (by 15%), and staff burnout. Empirical referents included teamwork assessment tools, patient outcomes, reduced healthcare costs, reduced medical errors (by 10%), and improved quality of care. Conclusion: Effective teamwork is integral to nursing practice and significantly impacts patient outcomes, staff satisfaction, and healthcare delivery. Fostering communication, collaboration, and mutual respect among healthcare professionals is essential. Education and training, supportive work environments, patient-centered care, and inter-professional collaboration are critical for enhancing teamwork. Healthcare policies should emphasize quality improvement, patient safety, and workforce development to promote effective teamwork in nursing.

Factors Related to Effective Teamwork Performance in Nursing

Introduction. The importance of teamwork in nursing has gained an increased attention in recent years due to the complexity of the healthcare delivery system, and a shortage of nurses, which has resulted in increased workloads which may result in work errors, thus impacting patient, nurse, and organizational outcomes. Effective nursing teamwork is vital for the provision of high-quality healthcare.Aim. This review examines current research on teamwork in nursing with a focus on factors related to effective teamwork performance.Methods. A narrative review of articles regarding the factors which influence effective teamwork in nursing was carried out between December 2023 and January 2024. An electronic search of the Pub- Med database was applied to select relevant articles using the keywords teamwork among nurses, effective teamwork, and nursing.Results. The online search resulted in 854 articles. Twenty-one articles were then selected for a full-text review. Five articles met the inclusion criteria. Factors related to effective teamwork performance in different domains have been identified and described in the present research. Those factors are: trust among team members, team motivation, effective working environment, effective communication, effective team management, education about team- work, measurement of teamwork, knowledge sharing among team members, and interventions for enhancing nurses’ teamwork.Conclusion. It has been proven that effective teamwork is key to ensuring quality of care, better healthcare outcomes, and patient and healthcare worker safety. Therefore, facilitating and supporting effective teamwork should be one of the priorities of healthcare organizations. To achieve this, it is necessary to take into account the factors related to effective teamwork performance. The emphasis should be on strengthening the effective teamwork of nurses for the benefit of quality patient care.

Teaching manual handling through risk assessment empowers the nursing team to provide safe mobility-related care: A qualitative analysis

Introduction: Mobilisation of hospital patients is important for their functioning, and nurses play an important role in providing assistance. Manual handling training programs aim to help nurses to move patients safely, but most do not include dynamic risk assessment. We aimed to explore the experiences of members of the nursing team working in inpatient wards in a private hospital who participated in the manual handling training program Risk Assessment for moving Individuals SafEly (RAISE). Methods: Members of the nursing team who attended a 4-hour dynamic risk assessment training program led by physiotherapists participated in one of two focus groups guided by semi-structured questions 4 months post training. Focus groups were facilitated by an experienced qualitative researcher (physiotherapist). Results: Three themes emerged: (1) empowerment, (2) role and (3) implementation. The training session improved the nurses’ confidence and empowerment to employ a risk assessment model for mobility-related care, which was central to their role. Organisational factors, including cluttered environments, equipment and staffing challenges, were identified as the key barriers to implementation. Conclusion: Risk assessment manual handling training was perceived to improve confidence and empower the nursing team to provide safe mobility-related care. It is recommended that training sessions be relatively short; provide refresher training and consistent access to training within departments across the target health service; and take into consideration organisational factors that may affect implementation.

Strategies of municipalities in Minas Gerais to increase COVID-19 vaccination coverage in children

Objective: To understand which strategies were adopted by municipalities to achieve COVID-19 vaccination coverage in children. Methods: Qualitative intervention study conducted by the Vaccination Studies and Research Center of the UFMG School of Nursing, in collaboration with the State Department of Health of Minas Gerais. Participation of 212 municipalities in the study with a decreasing trend in vaccination coverage rates in children under two years of age. Eight workshops were held to prepare the action plan to combat low vaccination coverage rates. The workshops were audio recorded and transcribed, and the material was analyzed in three steps. Results: The content analysis of the workshops highlighted three categories: “Intersectoral actions used by municipalities as a strategy to achieve COVID-19 vaccination coverage among children”; “Continuing education actions for healthcare staff” and “Reorganization of work processes in vaccination rooms”. In the first category, coordinated actions with social services, education, spaces for political debate and other agents were described. In the second, continuing education actions both with the nursing team working in vaccination rooms and with professionals providing care to children and adolescents were mentioned. In the third category, the difficulties of working in vaccination rooms were highlighted, explaining the need to reorganize and optimize work in this location. Conclusion: COVID-19 vaccination in children has been a major challenge for managers, epidemiological surveillance coordinators, nurses and nursing technicians in the vaccination room. Despite the efforts of health teams, it was not possible to achieve the vaccination coverage target, which shows the complexity of the vaccination scenario and the need to join forces from different sectors to increase the coverage in children’s population.

The level of teamwork and associated factors in the selected hospitals from the nurses' perspective: A cross-sectional study

Background &amp; Aim: Teamwork represents a fundamental prerequisite for providing quality and safe care. This study aimed to determine the level of teamwork and the factors that influence the level of teamwork in selected hospitals in the Slovak Republic.&#x0D; Methods &amp; Materials: The descriptive cross-sectional study included 207 nurses from 12 departments of three district hospitals in the Slovak Republic. Data were collected between November 2022 and February 2023 using a questionnaire that evaluated nursing teamwork, the Nursing Teamwork Survey. Data were analyzed using descriptive and inferential statistics.&#x0D; Results: Nurses evaluated the level of teamwork as (3.74± 0.64), which means ideal less than 75% of the time during the last working shift. The best-rated subscale was the Shared mental model (4.17± 0.49), while the worst-rated subscale was Team orientation (2.47± 0.85). Differences in teamwork level were found based on unit type, education, number of hours worked, number of overtime hours, and perceived staff adequacy (p≤ 0.05). The correlation analysis revealed associations between teamwork and job satisfaction, teamwork satisfaction, subjective quality evaluation, and patient safety, as well as with the number of patients in the last shift, including the number of admitted and discharged patients.&#x0D; Conclusion: By regularly determining teamwork levels, it is possible to identify the strengths and weaknesses of nursing teams. Analyzing team weaknesses and implementing targeted measures can lead to strengthening teamwork and improving team functioning.

Neonatal Abstinence Syndrome: An Insight Over Impact of Maternal Substance Use.

Neonatal abstinence syndrome (NAS) highlights the intricate interplay between maternal substance use during pregnancy and the challenges neonates face from the distressing global opioid crisis. This comprehensive review captures the multilayered landscape of NAS, encircling its underlying mechanisms, epidemiology, diagnostic intricacies, clinical manifestations, continuing developmental impacts, treatment paradigms, and the crucial role of multidisciplinary care. The core pathophysiology of NAS involves the transplacental passage of addictive substances, activating chemical dependence in the maturing fetus, which is characterized by neurotransmitter dysregulation, neuroadaptations, and receptor sensitization. A diverse clinical presentation ranges from central nervous system hyperactivity and autonomic dysregulation to gastrointestinal manifestations, necessitating homogenous assessment tools such as the Finnegan Neonatal Abstinence Scoring System. The demand for a multilayered approach is essential for comprehensive management, involving pharmacological interventions like morphine or methadone and non-pharmacological strategies such as swaddling. The complications of NAS are not only limited to but are also well beyond infancy, leading to behavioral, longstanding cognitive, and socioemotional consequences. Addressing these developmental arcs demands decisive longitudinal monitoring and early interventions. NAS management is fundamentally multidisciplinary, requiring the teamwork of nurses, social workers, psychologists, pediatricians, and neonatologists. Apart from the clinical realm, managing the psychosocial needs of families traversing NAS requires resources and empathy. A crucial comprehensive approach is essential to confront the challenges and limitations of NAS. From early identification and prevention to longstanding support through pharmacological, non-pharmacological, and psychological channels, it creates a holistic structure that emerges as the basis for understanding the complicated relationship between maternal substance use and its impact on neonates. An amalgamation of community engagement, society, policy initiatives, and medical expertise is essential to mitigate the repercussions of NAS and adopt healthier outcomes for affected infants.

Perceived stress in the Primary Care Nursing team working in the COVID-19 pandemic

Background: PHC services reflect poor working conditions and, in line with the COVID-19 pandemic, nurses end up being exposed to higher levels of stress. Objectives: To identify the level of perceived stress of PHC nursing workers during the COVID-19 pandemic. Methodology: Analytical cross-sectional study carried out in PHC units in a medium-sized Brazilian municipality. Questionnaires were applied to characterize socioeconomic, demographic, work and life habits of nursing workers and PSS-14 to 130 nursing workers. Data were entered and analyzed in the SPSS® software, version 22.0. Results: The PE, 27.5% of the nurses and 30.7% of the nursing technicians had, respectively, a normal and moderate level of PE. It was verified by the rho that PE was negatively correlated with the number of hours of sleep and hours of leisure. Conclusion: The results indicate the need for investment by the government so that these professionals have psychological support, quality of life and that there is no work overload aimed at the worker's health.

INTERPROFESSIONAL COLLABORATION AND TEAMWORK PRACTICES IN POST-OPERATIVE WOUND CARE MANAGEMENT AT HOSPITAL OF BANDA ACEH

The practice of surgical wound care requires teamwork of wound nurses and interprofessional collaboration in developing quality wound care procedures. The purpose of this study was to determine the relationship between interprofessional collaboration practices and nurse teamwork on the quality of wound care management in postoperative patients at RSUD Dr. Zainoel Abidin Banda Aceh (RSUDZA) in 2022. This research is a quantitative study with a correlative approach by making cross-sectional observations with a sample size of 52 nurses in 6 inpatient rooms at the Regional General Hospital dr. Zainoel Abidin (RSUDZA) Banda Aceh. Data collection was carried out by distributing questionnaires to respondents. The practice of interprofessional collaboration and team work of nurses in RSUDZA are mostly in the fairly good category and most are in the moderate level. However, there was a significant relationship between Interprofessional collaborative practice and the quality of postoperative wound care management (p = 0.0001) and there was a significant relationship between Team Nurse Practice and the quality of postoperative wound care management (p = 0.014). The conclusion of the study was that there was a relationship between the medical team's interprofessional collaborative practice and the nurse's teamwork practice with the quality of postoperative wound care management in the postoperative inpatient ward of RSU dr. Zainoel Abidin Banda Aceh. it is suggested that there is an increase in collaboration practices, teamwork and better management of surgical wound care in the service.

The Relationship of Nursing Teamwork and Job Satisfaction in Hospitals.

Teamwork is identified as a key contributor to patient safety and good teamwork is recognized as one of the presumptions of healthy work environment in nursing. The importance of job satisfaction in nursing has repeatedly been confirmed, but only recently has the association of job satisfaction and nursing teamwork been identified. To identify the level of nursing teamwork in hospitals in Iceland and its relationship with job satisfaction. This was a quantitative descriptive cross-sectional study. Data were collected with the Nursing Teamwork Survey administered to nursing staff in medical, surgical, and intensive care units in hospitals in Iceland. This study is based on data from 567 participants. A logistic regression analysis indicated that work experience on current unit and perceived staffing adequacy contributes to job satisfaction and when controlling for unit type, role, experience on current unit and staffing adequacy, those reporting better teamwork are significantly more likely to be satisfied with their current position. With an additional unit for overall nursing teamwork, participants are almost five times likelier to be satisfied with their current position. Study findings show that there is a significant relationship between nursing teamwork and job satisfaction. The findings of this study confirm the importance of adequate staffing and good teamwork for nurses' job satisfaction. Staffing however, will remain the most challenging part of the equation as lack of nursing staff is foreseen globally in the coming decades turning the spotlight to teamwork. All stakeholders, including clinical nurse leaders, administrators, and instructors, need to emphasize on strengthening nursing teamwork. Good teamwork with increased job satisfaction may prevent turnover and shortage of nurses, an issue expected to grow during and following the COVID-19 pandemic. Facilitating good teamwork should be one of the priorities of every nurse leader.

Perceptions of Teamwork and Knowledge Attitudes of Hemodialysis Unit Nurses on Infection Prevention.

The Nurses of Hemodialysis Units: it is necessary to face HAIs (hospital-acquired infections) as a "well-tuned" teamwork. The aim of this study was to investigate the perceptions of the teamwork as well as the knowledge attitudes of the nurses of hemodialysis units on infection prevention in Greece. A cross-sectional survey was conducted with a sample of 1018 HCWs (health care workers) of hemodialysis units in Greece. The questionnaires used were: Teamwork Perceptions Questionnaire (T-TPQ) TeamSTEPPS®-Instructor Manual, and questionnaire APPENDIX A. The majority of them were nurses (69.45%) and nurse assistants (23.87%). About teamwork perceptions per factor, we observed uniformity in their responses with very high rates of agreement. The attitudes of nurses of hemodialysis units on the prevention of infections were distinguished in particularly high rates of compliance with a high perception of the risk of transmission of infections with better compliance being that of women. Also, women seem to be more knowledgeable about diseases that mostly affect the pediatric population. It seemed that level of knowledge between the two sexes did not differ regarding HBV (63.16% vs. 66.71%, p=0.430), HCV (63.91% vs. 66.71%, p=0.553), HIV infection (78.95% vs. 81.76%, p=0.471), and influenza (55.64% vs. 59.61%, p=0.394). This study highlighted for the first time the high level of perceptions of teamwork of the HCWs of the hemodialysis units in Greece. It is recommended to investigate the correct application of prevention measures and to detect the causes of deviation from good practices with subsequent investigations on hemodialysis units of Greece.

Factors contributing to moral distress among intensive care nurses: A scoping review

Background: The intensive care unit (ICU) is a busy and complex workplace, and several work-related and personal factors are known to make ICU nurses more vulnerable to moral distress than other healthcare professionals. It is crucial to identify these factors to guide future studies and preventive strategies. This scoping review explores such factors to present current knowledge on the factors that trigger moral distress and to guide future research by reviewing studies to explore and summarize factors that trigger moral distress in ICU nurses. Methods: The PubMed, EBSCO, and CINAHL Plus databases were searched to identify potentially relevant studies published between 2011 to 2022. Inclusion criteria: peer-reviewed studies published in English that provided results regarding factors causes or correlated to moral distress in ICU nurses. After removing 63 duplicates, 371 papers were excluded after title and abstract screening, leaving 47 articles for full-text screening. A further 30 articles were excluded as their outcomes did not include factors that caused moral distress, or were not specific to ICU nurses, so 17 studies were eventually analysed using qualitative content analysis through an inductive approach. The findings of the articles were extracted and coded independently by two authors, and data were grouped and categorized. Results: The content categories of factors contributing to ICU nurses' moral distress were organized into themes and subthemes. Four major themes were identified: Powerlessness, end-of-life care, ineffective teamwork, and personal characteristics of ICU nurses. Conclusions: This review highlights the factors that contribute to moral distress in critical care nurses, which are mainly attributable to the organizational climate and the nature of the ICU clinical environment. Descriptive and intervention studies (experimental or action research) must investigate causality between identified variables to inform management strategies to improve support for ICU nurses’ coping relative to moral distress.

임상 간호사의 팀워크, 의사소통, 셀프리더십이 조직몰입에 미치는 영향

Purpose: This study was performed to gather basic data for measures to increase the efficiency of nursing work by measuring the levels of teamwork, communication, self-leadership, and organizational commitment of nurses and identifying the effects on organizational commitment. Methods: The subjects were 155 nurses with more than one year of experience at Incheon City I Medical Center. The collected data were statistically processed using the SPSS/WIN 26.0 statistical program and were analyzed using descriptive statistics, t-test, ANOVA, Scheffe’s test, Pearson’s correlation coefficient, and multiple regression analysis. Results: Organizational commitment showed a significant difference according to age, clinical experience, and position. Organizational commitment was positively correlated with self-leadership (r=.69, p<.001), communication (r=.59, p<.001), and teamwork (r=.49, p<.001). These same factors influenced organizational commitment [self-leadership (β=.47, p<.001), communication (β=.20, p=.013), and teamwork (β=.17, p=.014)], with an explanatory power of 51.3%. Conclusion: In this study, teamwork, communication, and self-leadership were identified as important factors to increase organizational commitment of nurses. Therefore, it is necessary to develop a program that can increase nurse competency and to introduce a nurse management system that can operate it efficiently.

Genetic, Epigenetic, and Molecular Biology of Obesity: From Pathology to Therapeutics the Way Forward.

Obesity is a globally expanding silent epidemic having multiple risk factors and consequences associated with it. Genetic factors have been found to be playing undeniable roles in obesity. Intermingled relationship between epigenetics, metagenomics, and the environment influences obesity traits. High precision diagnostic tools have outlined many single nucleotide polymorphisms (SNPs), as well as many novel genes, that have been identified that create an obesogenic environment. Rare single-gene diseases can lead to early childhood obesity and less satiety. With almost 30% of the global population being under the grip of obesity, the coming days are alarming. This review summarizes the existing knowledge on the genetic causes of obesity including the epidemiology as well as the issues of concern and new additions to the list. Furthermore, we discuss the ways to enhance the healthcare outcome for patients of obesity through interdepartmental collaborations apart from pharmacological therapy that is still limited to a few drugs. The teamwork of geneticists, genetic counselors, physicians, bariatric surgeons, nurses, endocrinologists, and pharmacists may provide promising results in intervention.

Effects of an Intranet-Based Call-for-Help System on Teamwork, Work Efficiency, Job Satisfaction, and Job Stress in Nurses.

In the medical environment, teamwork among medical care personnel is closely related to patient safety and care quality. This research has developed an Intranet-based call-for-help system to establish an emergency support system. Few studies have explored the effects of the timely call-for-help system on teamwork. This study explored the effects of the timely call-for-help system intervention. This study was designed by 2 groups of pretest and posttest. This research was conducted at a medical center in Taiwan. The subjects of the study were nurses in inpatient wards. The newly established call-for-help system was used in the 4 experimental wards, enabling nurses to immediately seek help from each other when faced with challenges and difficulties. This study was blind with the outcome evaluator and data analyst blinded to the group of participants. A total of 165 nurses were included in the study, 84 in the intervention group and 81 in the control group. After the intervention of the call-for-help system, the experimental group had significantly better teamwork, work efficiency, job satisfaction, and lower job stress than the control group ( P &lt; 0.01). The generalized estimating equation showed that the progress scores of the experimental group on the 4 scales were significantly higher than those of the control group ( P &lt; 0.01). The implementation of timely call-for-help system can enable nursing staff to get immediate support, strengthen teamwork, create a positive nursing practice environment, and improve patient safety and quality of care. These improvements in teamwork and support are very important and worthy of promotion.

Occupational fatigue, workload and nursing teamwork in hospital nurses.

To evaluate the relationships between workload, nursing teamwork and nurse fatigue and the moderating effect of nursing teamwork on the relationship between workload and fatigue. This cross-sectional online survey study used data from 810 United States hospital nurses collected between March and April 2021. Workload, nursing teamwork and fatigue were measured using the Quantitative Workload Inventory, the Nursing Teamwork Survey, and the Occupational Fatigue Exhaustion Recovery scale. Hierarchical multiple linear regression models were used. All the nursing teamwork subscales (i.e. trust, team orientation, backup, shared mental model, team leadership) were significantly negatively related to acute and chronic fatigue. Nursing teamwork components of team orientation, shared mental model and team leadership moderated the relationship between workload and chronic fatigue. The relationships between workload and chronic fatigue were stronger when these components of nursing teamwork were high. No moderating effects were found with acute fatigue. Efforts to increase nursing teamwork may be a promising strategy in managing nurse fatigue. It is equally important to monitor and modify high workload to protect nurses from elevated fatigue. WHAT PROBLEM DID THE STUDY ADDRESS?: Fatigue is negatively associated with the health and safety of hospital nurses and patients. Nursing teamwork has been shown to improve the nursing care of hospitalized patients; yet, it is rarely explored in relation to nurse fatigue. WHAT WERE THE MAIN FINDINGS?: Greater nursing teamwork is significantly associated with lower acute and chronic fatigue. The relationships between workload and chronic fatigue were stronger when nursing teamwork (i.e. team orientation, shared mental model and team leadership) was high than when nursing teamwork was low. WHERE AND ON WHOM WILL THE RESEARCH HAVE AN IMPACT?: Improving nursing teamwork, in addition to monitoring and modifying workloads, can be a promising approach for managing fatigue in healthcare organizations.

AVALIAÇÃO DO SONO E FATORES ASSOCIADOS EM TRABALHADORES DE ENFERMAGEM HOSPITALAR

ABSTRACT Objective: analyze the relationship between sleep quality, excessive daytime sleepiness, and health symptoms among the nursing team working in a hospital. Method: cross-sectional research, carried out with the nursing team of a public hospital in Brazil, between September 2017 and April 2018. A sociodemographic questionnaire, health symptoms, Sleepiness Scale, and the Pittsburgh Sleep Quality Index were used. Data are presented as absolute and relative frequencies, means, standard deviations, bivariate analysis, and binary logistic regression. Results: a total of 308 workers participated in the study, and poor sleep quality and absence of daytime sleepiness predominated among them. There was an association between sleepiness, children (p=0.006), and work accidents (p=0.044). Factors associated with poor sleep quality and drowsiness, appetite disorders, feeling of poor digestion, flatulence, weight gain, irritability, headache, feeling of low self-esteem, and mood lability. Conclusion: appetite disorder was the main factor for poor sleep quality for the nursing team working in a hospital in Brazil. This suggests that it is important to consider sleep quality when examining a worker´s health.