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PubMed1994

Satisfaction and role performance of case managers in the mental health system.

The demand for case managers in the mental health system has increased as helping persons with severe mental disorders to live in community settings of their choice has become a primary outcome goal of intervention. This article reports on an exploratory study that addressed the following questions: What is the case manager's perception of his or her current work satisfaction, and what factors contribute to this perception? How do case managers perceive their overall sense of well-being, use of social support, and role performance? Is there a difference in the intensive case manager's perception of work satisfaction, general well-being, and use of social supports when compared to that of traditional case managers?

Adult↗
PubMedDate not supplied

Selecting and using a videokeratoscope for mapping of corneal topography (continuing education credit).

1. Modern videokeratography (VK) projects circular Placido rings onto the specular cornea where they are captured by a single or dual camera. The computer within the system employs electronic edge detection to analyze the reflected image(s), and a reconstruction algorithm transforms the two-dimensional circular pattern into a representation of the three-dimensional shape of the cornea. 2. The most familiar product of a videokeratoscope is a color-coded contour map of corneal surface power, in which cool colors represent low corneal powers and warm colors suggest high corneal powers. These maps provide both an accurate and highly intuitive method of determining the shape of the cornea. 3. The primary applications of VK are in determination of corneal curvature and astigmatism prior to and following refractive surgery, both photorefractive keratectomy (PRK) and radial keratotomy (RK), and in the diagnosis of keratoconus. Corneal mapping also is useful in the determination of other disease states. It is likely that within 5 years corneal topographical mapping will be mandatory measurement for all pre- and post-refractive surgery. 4. Consequently, every hospital and surgeon's office will soon have access to one or more videokeratoscopes. As systems become less expensive and more application-specific, the instruments will most likely become standard equipment for clinicians in the fitting of contact lenses. At that point, interaction with these systems will fall into the job description of virtually every nurse/technician. Many technicians will be called on to give quick selection criteria and advice to surgeons and physicians regarding videokeratography.

Cornea↗
PubMed1993

The clinical nurse specialist in cardiovascular surgery: a new twist.

Advanced practice nurses execute many different functions in many different roles. Perhaps the most ambiguous of these roles is that of the clinical nurse specialist. This article describes how one hospital developed the clinical nurse specialist into an acute care nurse practitioner position in the cardiac surgery arena. How the role started and was implemented is discussed from a personal perspective. Evaluation of the position was performed quantitatively, by cost data, and qualitatively, by patient, family, nurse, and physician satisfaction.

Cardiovascular Diseases↗
PubMed1994

Careers in tropical medicine: training for the future.

Tropical medicine encompasses a wide array of options. Those trained in temperate regions need to define their longer term goals before plunging into the demanding and rewarding challenges of medicine in the tropics. The experience will certainly change their perceptions about career directions, but it is obviously better if the overseas post fits into a career plan rather than frustrating long term goals. This article discusses training needs and opportunities for careers in tropical medicine.

Career Choice↗
PubMed1994

School entry screening by the school nurse.

To replace the conventional school medical, a new system of screening school entrants by the school nurse was introduced in the Canterbury and Thanet health district, writes Pauline Bolton. The system has been shown to be satisfactory for the children and their parents, to increase the school nurse's job satisfaction and to free up clinical medical officer time for tasks requiring specifically medical skills. It is also more cost-effective.

Education, Nursing, Continuing↗
PubMedDate not supplied

Population-based health promotion: a new agenda for public health nurses.

The role of Public Health Nurses (PHNs) involves participation in the development and implementation of population-based health promotion activities. To support encourage and facilitate such participation, the Nursing Division of the Hamilton-Wentworth Department of Public Health Services initiated a "New Agenda" that would help to realize these PHN roles. The New Agenda involved a commitment by the Nursing Division to support population-based health promotion activities by PHNs through changes in Nursing Division policies and practices, and the advancement of a consensus among PHNs regarding the practice of population-based health promotion. A series of four workshops were designed and introduced to ensure that structural barriers to developing PHN roles were eliminated. PHNs stated they achieved role clarification and role acceptance through the New Agenda interventions.

Attitude of Health Personnel↗
PubMed1993

[Comparison between nursing in child psychiatry in South Africa and in San Francisco].

The provision of services to children with psychiatric disorders in the Republic of South Africa--especially black and underprivileged children--is limited and inadequate. The practice of the nurse in the field of child psychiatry is vague and undeveloped and there are few nurses in South Africa with the knowledge and skills to set guidelines for this area of practice. A qualitative field study was undertaken in South Africa and San Francisco to analyze, describe and compare the situation in regard to contemporary nursing practice in child psychiatry. The result showed that nurses in San Francisco were academically better qualified than their colleagues in South Africa, while many similarities regarding therapeutic skills were found. Problems in South Africa included rigid systems, insufficient recognition, poor job descriptions and inadequate supervision. Large numbers of nurses who are specialized in child psychiatry have left the health services as a result of frustration and problems encountered in practice. These problems must be addressed in order to retain nurses recruited to this field of practice.

Child↗
PubMedDate not supplied

[Perceived stress and need for psychosocial education/supervision in inpatient care of the aged].

255 staff persons in the inpatient care of the aged, mainly nursing home staff, nurses and assisting personnel, were included in a multicenter questionnaire study. As expected, the great majority define their job as nursing, but approx. 20% identify themselves also with the work of a chaplain or a psychologist. Time pressure at work (59%) was reported as the main strain, followed by organizational deficits (22%) and compassion with the suffering of some inhabitants (20%). Among the positive and motivating aspects of the job teamwork and contact with the aged was said to be most important (59% and 57%, respectively), followed by autonomy and responsibility in the job. Approximately half of the staff expressed high job satisfaction, especially with respect to teamwork and the relationship with the aged. Actually staff training and supervision is reported to be extremely deficient, more than half confirmed that psychosocial staff training and supervision is important and necessary and should mainly deal with problems of team interaction and ways of emotional release. Main issues desired were aspects of interaction with depressive or aggressive persons as well as for caring for the terminal patient. The results clearly stress the important role of psychosocial staff training and supervision in this field, in order to improve competence as well as to achieve an emotional release and to prevent "burnout".

Adaptation, Psychological↗
PubMed1993

A new approach to the training and education of oral health personnel.

An innovative curriculum has been designed for the Fiji School of Medicine to enable dental personnel to proceed through a sequence of educational modules on a career path leading from a dental assistant through other auxiliary grades to a dentist with a BDS degree. The courses for each grade are formulated to be relevant to the pattern of oral diseases in Fiji and the Pacific Islands; be designed in accordance with specified job-descriptions; have a strong community orientation, with emphasis on prevention and the promotion of oral health; permit exit and re-entry at each level; incorporate, where appropriate, the principle of problem-based learning; and incorporate procedures to ensure early establishment of clinical skills. Details of the first year and an outline of the structure of the course for the subsequent years are presented.

Curriculum↗
PubMedDate not supplied

Discovering work excitement among navy nurses.

An interest in what makes work exciting among Navy Nurse Corps officers led to the use of Simms' work excitement data collection protocol in Navy Medical Centers. Significant levels of work excitement were found among Navy nurses when compared to civilian nurses in non-military settings. Overall, results indicated that Navy nurses are excited about the variety, the leadership/management experiences, and the opportunities for teaching and learning--elements that are the very essence of Navy nursing practice.

Adult↗
PubMedDate not supplied

Role efficacy and job satisfaction of hospital nurses.

One concern of healthcare professionals today is the high turnover rate of hospital nursing staff. This article discusses role efficacy and its relation to job satisfaction of hospital nurses. It describes a role-efficacy model and analyzes nurses' perceptions of feedback from the job itself, nursing supervisors, physicians, and hospital administrators. The impact of role efficacy and job satisfaction on improved recruitment and retention of nurses and the role of staff development in the improvement process is explained.

Feedback↗
PubMed1993

Peer review for nurse managers.

One hospital's task force developed an evaluation tool specific to the nursing supervisor job description. This tool measures performance and enhances group communication.

Employee Performance Appraisal↗
PubMed1993

Work role inventory: a guide to job satisfaction.

The Miller-Carey Work Role Expectations model helps the nurse executive understand the dynamics which motivate managerial teams. The application of this model emphasizes the importance of assessing nurse manager's functions and responsibilities and suggests specific ways to enhance work motivation.

Educational Status↗