Pediatric staff nurses' reactions to job characteristics.
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Adult↗
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Evaluation of the reorganization of a public health nursing division.
From 1986 to 1988, the Nursing Division of the Hamilton-Wentworth Department of Public Health Services undertook an analysis of our present organizational structure, incorporating knowledge from current literature, community trends and staff perceptions. From this analysis, a division-wide reorganization was implemented from the current practice in which the Public Health Nurse (PHN) delivered nursing care across all ages and stages (generalist role) to one organized by target populations. These events were described in an earlier article. As part of the plan for reorganization, the nurse management team implemented an evaluation process which included five components: 1) an internal staff survey; 2) an external agency survey; 3) a program-specific activity analysis; 4) a program-specific measure of knowledge change and; 5) a longitudinal job satisfaction survey. This article describes this evaluation and presents implications for the future.
Educational Measurement↗
The physician as organizational leader.
The physician manager is becoming more common. Given the need to bridge the gap between the business and the practice of medicine and given the transformations taking place in health care, physicians will likely play an increasingly important role as leaders in clinics, hospitals, HMOs, and other health care organizations. As yet, a job description for a "leader" remains elusive. However, understanding the framework described here may help build the proper foundation for successful physician leaders.
Delivery of Health Care↗
Changes in the content of Finnish municipal occupations over a four-year period.
The data of this study are based on questionnaire surveys made in 1981 and 1985. The sample consisted of 1799 men and 2456 women in the age range of 48-62 years. Physical demands were more common in 1985 than in 1981, and more common among the women than among the men. In addition problems with the physical-chemical environment were more common in 1985 and more common among the men. The changes in tasks were evaluated more often as positive than negative. The mental load had increased between 1981 and 1985 due to an increase in the amount of work and the knowledge needed at work. In addition changes in social contacts and client relations increased the mental load.
Aging↗
BMETs: the state of the profession. Interview by Michael Miller.
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Biomedical Engineering↗
The university hospital nurse extender model. Part III, Program evaluation.
This article is the third part of a four-part series on The University Hospital Nurse Extender Model Using Patient Care Technicians. Part I provided the overview and conceptual framework for the model. Part II described each phase of the implementation process. This article presents the results of a 1-year evaluation of the impact of the model on nursing practice and satisfaction, and the cost of using the model. Part IV will present the lessons learned from this attempt to reconfigure patient care delivery.
Cost-Benefit Analysis↗
Identification of nontraditional dental hygienists and their educational degrees. A strategy for baccalaureate program recruitment.
A pilot project was conducted to increase student applicant interest in a degree-completion program. Since applicants reported a preference for employment in nontraditional settings, and questioned whether further education was needed, a strategy was developed to identify dental hygienists in Michigan who were so employed, and to establish their educational levels. Through telephone interviews, nontraditional dental hygienists were asked to identify additional professionals that were known within the nontraditional network. Nontraditional employment was defined as any setting other than a private dental office, with job responsibilities not confined to patient care; dental hygiene educators were excluded. The interviews were conducted by one graduate student, one day a week, for 15 weeks. The interviewer generated a list of 44 Michigan dental hygienists employed in nontraditional job settings as defined in this study. In terms of educational levels, 23% had certificate/associate degrees (n = 10) as their highest degrees, 41% had bachelor's degrees (n = 18), and 36% had master's degrees (n = 16). Non-patient care was the job description for 93% of the nontraditional settings (n = 41). The implied need for baccalaureate and/or graduate education for nontraditional employment has positively affected recruitment for the degree-completion program. The relationship that has been established with the network of nontraditional dental hygienists has also improved recruitment efforts and enhanced the curriculum. This project suggests that the definition of nontraditional dental hygiene employment should not be limited to settings which involve patient care. Similar projects should be initiated in other states to improve interest in baccalaureate education.
Dental Hygienists↗
Development of an assessment guide for occupational health nurses.
Based on an expressed need for an evaluation tool or quality assurance measurements for occupational health programs, a committee of occupational health nurses was established. The committee acknowledge the importance of developing an evaluation tool that would be helpful to occupational health nurses in any setting, considering the diverse responsibilities and functions. A thorough review of the literature was conducted to identify available documents and resources for quality assurance measurements in health care facilities, and in particular, occupational health settings. The literature review indicated that most of the quality assurance programs were designed for the hospital setting. Utilizing the AAOHN standards, job descriptions and the AIHA audit tool for occupational health programs, the final 10 page assessment guide was developed and designed for use by occupational health nurses working alone or in a multiple nurse setting and by nurse managers. It is the intent of the committee that the assessment guide would provide a stimulus for further research and development of the tool by other occupational health nurse.
Humans↗
A survey of the role, benefits, and realities of the office-based oncology nurse.
The office-based oncology nurse plays an increasingly significant role in the treatment of patients with cancer as the focus of health care shifts from the inpatient to the outpatient arena. Yet the role of the office-based oncology nurse is seldom addressed. In 1989, a survey was undertaken to examine the range of tasks involved in, the expectations and disappointments associated with, and the resulting job satisfaction from the role. A random sample of self-identified, office-based oncology nurses received the survey. A total of 192 nurses responded; 87% of the respondents indicated a high level of job satisfaction. Salary analysis showed wages to be comparable to those paid to inpatient oncology nurses. The opportunity to work with patients throughout the phases of disease was identified as the most gratifying aspect of the respondents' jobs. The opportunity for better work hours and more professional independence were frequently cited benefits. The survey's results reveal the evolution of the office-based oncology nurse's role into one of a multifaceted, independent practitioner.
Adult↗
A change worth the making. Implementing primary nursing.
Adopting primary nursing can be a difficult task, involving a great deal of planning, and change for all nursing staff. One haematology ward, however, found it resulted in improved satisfaction for both patients and nurses.
Attitude of Health Personnel↗
[Mental excursions into the misery of nursing service].
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Economics, Nursing↗
Correlates of external research support among respondents to the 1990 American Federation for Clinical Research survey.
To identify correlates of external funding for research, a mail survey of the membership of the American Federation for Clinical Research was conducted. Data were collected from 2,642 respondents on research training environment, current work environment, current sources and amounts of external research support, and probability of remaining in research. Respondents reported that they worked 62.4 +/- 20.4 hours per week, and that their dominant activities were research (37% of time), clinical responsibilities (20%), teaching (15%), and administration (13%). Nearly two-thirds reported some external research funding, including 1,371 (52%) individuals who received support as principal investigators from federal agencies. In multivariate analyses, the probability of having federal or nonprofit foundation support was positively correlated with the number of hours per week devoted to research, the number of grants submitted in the previous two years, the amount of research training during fellowship, and the presence of PhD degree recipients in the research training environment; and negatively correlated with the number of hours per week of clinical, teaching, and administrative activities, and having a PhD degree. In contrast, corporate support was positively correlated with the number of hours of total work per week, but negatively correlated with the amount of time currently devoted to research. Respondents who reported that their probability of remaining in research was decreasing had fewer months of research training, greater clinical responsibilities, and less external research support. We conclude that federal and nonprofit foundation support but not corporate support are positively correlated with the adequacy of research training and the amount of time currently devoted to research, and negatively correlated with clinical responsibilities.
Data Collection↗
Job satisfaction of nurse practitioners: an analysis using Herzberg's theory.
The current sociopolitical and economic forces affecting health care may lead to job dissatisfaction among nurse practitioners, according to results of a South Carolina study. A mailed survey that consisted of the Index of Job Satisfaction and the Minnesota Satisfaction Questionnaire--Short Form was used to test Herzberg's dual-factor theory of job satisfaction. A response rate of 90 percent was attained, with a final sample of 132 nurse practitioners and midwives. Consistent with the predictions of Herzberg's model, intrinsic factors served as sources of job satisfaction, while extrinsic factors were the primary sources of job dissatisfaction. Nurse practitioners in the sample reported a moderate amount of satisfaction with their "overall jobs." Suggestions are provided for ways both nurse practitioners and health administrators can enhance job satisfaction.
Adult↗
The relationship between primary health care practitioners' job satisfaction and characteristics of their practice settings.
Today, individuals spend much of their time at the workplace, and theorists argue that an individual's employment experience is an integral part of his or her social identity. Current research emphasizes the importance of job satisfaction to a person's entire life adjustment. Yet little data exists about the job satisfaction of nurses working in the advanced practice role of primary care. The purposes of this article's study were to describe those individual and situational factors that contribute to job satisfaction and dissatisfaction among nurse practitioners, and to explore the relationship between levels of job satisfaction and characteristics of primary health care practitioners' work/practice settings. The study results suggest that, overall, NPs demonstrate a high level of job satisfaction; only 9 percent reported overall dissatisfaction with their jobs. Autonomy, sense of accomplishment and time spent in patient care ranked as the top three factors contributing to job satisfaction. The highest ranked dissatisfier was salary. Differences in satisfaction existed according to several practice-setting characteristics. Fewer factors than initially expected were associated with overall job satisfaction. The correlates that were noted, however, identified number of years of experience and self-perceived skill levels as important variables contributing to overall job satisfaction. Implications of these findings for the early guidance of practitioners assuming the advanced-practice role and for the NP educational curriculum are discussed.
Adult↗
Aid post and hospital orderlies: a vanishing breed?
A survey of all aid post and hospital orderlies was conducted in 1987 and 1988 to gather information about their sex, age, length of service, public service status, qualifications and work location. Information was collected for an estimated 71% of the total number of orderlies. A fifth of all orderlies--almost all of whom were men--were 55 years of age or over and almost half had served 20 years or more. Substantial provincial differences were evident, with Gulf, Northern and Enga provinces having the oldest orderlies. A quarter of the orderlies were public servants and 16% did not hold a certificate. The majority (70%) worked at the aid post level. health centre orderlies were older, less likely to hold a certificate and more likely to belong to the public service. Using the most conservative estimate, the orderly cadre is estimated to be short by almost 500 workers. The paper argues that considerable gains in both the cost and the quality of services could be achieved by replacing older, untrained orderlies with newly trained community health workers with clear job descriptions.
Adolescent↗
Problems encountered in the design of epidemiologic studies of cancer in pesticide users.
Epidemiologic studies of cancer in pesticide users suffer from three main difficulties: lack of appropriate controls, exposure ascertainment, and exposure to multiple pesticides. Principles of control selection are discussed in the context of cohort and case-control studies. Residence on a farm is associated with unique dietary and lifestyle factors which are important to account for in case-control studies of pesticides users on farms. Exposure ascertainment methods include information collected from job descriptions, interviews, pesticide suppliers, expert panels, application records, passive dosimetry, and biological monitoring. Sensitive methods based on cell receptor-pesticide complexes have been proposed, but have not yet been validated and field tested as methods of quantitative exposure assessment. Examination of studies which successfully helped demonstrate cancer causation is suggested as a means of determining which epidemiologic methods are most fruitful and efficient at identifying human carcinogens.
Agricultural Workers' Diseases↗
Are nurses less satisfied than other workers?
Are nurses less satisfied than other workers? In this study comparing job satisfaction of baccalaureate nurses with elementary teachers and accountants, the three groups rated many aspects of their jobs similarly. Nurses were not comparatively or pervasively less satisfied with their jobs than these other professionals except in the areas of salary, chance for administrative participation, and job security.
Adult↗
Turn it around: make the interview work for you.
1. Because of the high costs involved in turnover and orientation, the interview process is an integral part of management. 2. Preparation is the most important part of any interview; dress appropriately, ask relevant questions, and know the job description and requirements. 3. Know your own philosophy and respond according to it, not what you perceive to be the "correct" response.
Humans↗