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Results for “Laboratory Personnel”

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At least 19 recordsLinked to original sources
PubMed1975

Comparison of DNA binding in normal population, general hospital laboratory personnel, and personnel from laboratories studying SLE.

Sera from 18 of 56 individuals working in SLE laboratories bound more than 30 per cent of 0.1 mug of 125-I denatured calf thymus DNA, in an ammonium sulfate precipitation assay. Only two of 58 normal non-laboratory personnel and four of 40 sera from routine hospital laboratory personnel bound more than 30 per cent. Statistical analysis of these results with the Kolmogorov-Smirnov nonparametric test indicated this was a very significant difference (p less than .001). Using native DNA as a test antigen a similar pattern was seen, but it was not as clear cut. Part of this increased reactivity is heat labile. Further studies must be carried out before an adequate interpretation of these findings is possible.

Animals↗
PubMed1983

Rat-bite fever in animal research laboratory personnel.

A laboratory animal technician experienced undulating fever, chills, and myalgia 3 days after he was bitten by a laboratory rat. The clinical symptoms subsided with antibiotic therapy, but recurrent fever, malaise, and joint pain occurred when therapy was discontinued. Streptobacillus moniliformis was cultured from the patient's blood.

Animals↗
PubMed2001

Genetic algorithm for scheduling of laboratory personnel.

BACKGROUND: Staffing core laboratories with appropriate skilled workers requires a process to schedule these individuals so that all workstations are appropriately filled and all the skills of each worker are exercised periodically to maintain competence. METHODS: We applied a genetic algorithm to scheduling laboratory personnel. Our program, developed in Visual Basic 4.0, maximizes the value of a fitness function that measures how well a given scheduling of individuals and their skills matches a set of work tasks for a given work shift. The user provides in an Excel spreadsheet the work tasks, individuals available to work on any given date, and skills each individual possesses. The user also specifies the work shift to be scheduled, the range of dates to be scheduled, the number of days that an individual stays on a given workstation before rotating, and various parameters for the genetic algorithm if they differ from the default values. RESULTS: For >22 months, the program matched individuals to those tasks for which they were qualified and maintained personnel skills by rotating job duties. The schedules generated by the program allowed supervisory personnel to anticipate dates far in advance of when worker availability would be limited, so staffing could be adjusted. In addition, the program helped to identify skills for which too few individuals had been trained. This program has been well accepted by the staff in the clinical laboratories of a 670-bed university medical center, saving 37 h of labor per month, or approximately $11,000 per year, in time that supervisory personnel have spent developing work schedules. CONCLUSIONS: The genetic algorithm approach appears to be useful for scheduling in highly technical work environments that employ multiskilled workers.

Algorithms↗
PubMed1989

The role of operatory and laboratory personnel in patient esthetic consultations.

Sophisticated esthetic restorative dentistry cannot routinely be developed without close coordination with laboratory personnel. Direct communication between operatory and laboratory personnel and the patient is an integral requirement for predictable results. By effectively delegating many preparatory procedures to laboratory personnel, the efficiency and quality control of operatory procedures can be greatly enhanced. Coordination of each operatory procedure with the appropriate preliminary, concurrent, and subsequent laboratory procedures can provide the patient, technician, and dentist with a mutually appreciated functional and esthetic result.

Dental Technicians↗
PubMed1993

Employment patterns and turnover among laboratory personnel: a twenty-year study.

A longitudinal study of employment patterns and turnover of clinical laboratory personnel in the Minneapolis-St. Paul area was conducted for the years 1970, 1980, and 1990. Laboratory staffing patterns for the years studied showed a general plateau in numbers and categories of personnel between 1980 and 1990, following a doubling in those numbers between 1970 and 1980. In 1990, for a geographic area of 2.2 million people, a total of 2,500 laboratory personnel were employed in 31 major laboratories. Fifty-six percent were medical technologists (clinical laboratory scientists), 6% cytotechnologists and histologic technicians, 23% laboratory technicians, 9% phlebotomists, and 7% in "other" categories. The ratio of full- to part-time employees was approximately 3 to 1. Between 1970 and 1990, annual turnover rates for all laboratory personnel declined from 20% to 15%. In 1990, the personnel group experiencing the lowest turnover was in cytotechnology (4%) and the rate for medical technologists was 9%. The turnover for laboratory technicians was 17%, and the rate for histologic technicians was 19%. Highest turnover occurred among phlebotomists (36%) and "others" (39%). While the numbers of laboratory personnel employed leveled off between 1980 and 1990, numbers of new graduate technologists and technicians decreased by approximately one-half. Personnel shortages in laboratory science can therefore be expected to continue.

Employment↗
PubMed1999

Mortality and cancer incidence in biomedical laboratory personnel in Sweden.

BACKGROUND: The work in biomedical laboratories is associated with exposure to a mixture of known and potential chemical carcinogens, mutagens, and teratogens. Previous studies have suggested an excess of brain tumors and hematopoietic system malignancies as well as breast cancers in women. METHODS: This retrospective cohort study investigated the standardized mortality ratio (SMR) and the standardized incidence ratio (SIR) for cancer in biomedical research laboratory personnel in Swedish universities 1970-1992. The cohort comprised 5,035 laboratory and, as an internal reference group, 2,923 nonlaboratory employees. RESULTS: The overall death rate was lower in both groups than in the general population. The SIR for brain tumors among male laboratory workers was 1.69 (0.62-3.68) and among male laboratory scientists, after more than 10 years of work (4 cases), it was 3.11 (0.85-7.56). There was an elevated SIR for malignant melanoma among female scientists in laboratories (3.51, 0.96-8.98) and for male scientists in nonlaboratory departments (2.86, 1.05-6.22). The SIR for breast cancer among female laboratory scientists was 1.62 (0.78-2.98). CONCLUSIONS: The present findings lend some support to an excess of brain tumors among male scientists and of breast cancer in female scientists in biomedical research laboratories.

Adult↗
PubMed1975

An investigation of continuing education hypotheses about laboratory personnel.

The Kendall-Tau test with ties was utilized in testing for both level of significance and direction of relationship in hypotheses on continuing education for working laboratory personnel in the State of Iowa. Findings reported from a response group of 422 active laboratory personnel indicated that: (i) all educational levels of personnel are interested in continuing education; (ii) all laboratory personnel based on year of certification are interested in continuing education; (iii) supervisory personnel have a more marked interest in continuing education than line technologists/technicians; (iv) females are less willing to sacrifice for participation in continuing education than males; and (v) personnel in smaller hospitals have an interest in continuing education that is perhaps less than those in larger hospitals.

Attitude↗
PubMedDate not supplied

[B viral hepatitis as a risk factor for clinical laboratory personnel].

A study was carried out on the risk of contamination with viral hepatitis B for the personnel of the clinical laboratories who handle blood samples with HB Ag and HB Ac, collected from the patients. Of the total 1945 blood samples collected from 639 adult patients, 74 were serologically positive (3.8%) of which 39 HB Ag carriers (2%) and 35 HB Ac carriers (1.8%). Although these proportions are close to those found in the normal population the risk of contamination of the laboratory personnel is greater owing to the direct contact with the pathologic product and the impossibility of recognizing the HB Ag and Ac positive samples before testing. The risk may be lowered by strict compliance with the general rules of hygiene, by avoiding especially any microtraumas of the hands, by automatic pipetting of the sera and reagents and the use of sterilized materials (particularly in haematologic and biochemical laboratories.

Hepatitis A↗
PubMed1991

[Staphylococcus aureus nasal carriage in the normal population and hospital laboratory personnel].

Hospital personnel may be nasal carriers of S.aureus in a higher percentage of cases than in the general population. The aim of the present study was to compare the rate of nasal carriage of S.aureus in general population and hospital laboratory personnel. 144 of patients sent to our Microbiology laboratory for other reasons (i.e., Urine Culture, serology, etc.) were taken as general population, and 38 person from Microbiology, Biochemistry, Hematology, Immunology and Pathology Laboratories of our hospital were included the study as hospital laboratory personnel. S.aureus nasal carriage rates were found 28% (41/144) in normal population, and 31.5% (12/38) in hospital laboratory personnel. These figures are between normal population range. Therefore the rate of nasal carriage of S.aureus in our hospital, reflects probably normal population carrier rate, not the hospital colonization.

Adult↗
PubMed1980

Antibodies to staphylococcal enterotoxin in laboratory personnel.

Eighty-five percent of laboratory personnel working with staphylococcal enterotoxin had antibodies to enterotoxin in their sera, whereas only 23% of the control group had antibodies specific for enterotoxin. Two persons who carried enterotoxin B-producing staphylococci in their noses, throats, or both, had antibodies to enterotoxin B in their sera.

Antibodies, Bacterial↗
PubMed1992

The impact of multiskilled practice on the job satisfaction of medical laboratory personnel.

This study examined practice patterns of medical laboratory personnel and investigated relationships of job-related variables and job satisfaction for single- and multiskilled practitioners. Data were collected from a random sample of American Society of Clinical Pathologist-registered practitioners in a five-state region. Twenty-five percent of the sample was categorized as multiskilled. Regression analysis revealed that work performed had a significant positive contribution to overall job satisfaction for medical laboratory technicians (MLTs) and medical technologists. The strength of the relationship was weakest for multiskilled MLTs. Results support the contention that when jobs are redesigned, enriching them by adding tasks of increased complexity and challenge is possibly more effective than simply enlarging the jobs with lower- or parallel-level tasks.

Adult↗
PubMed2006

Blood collection procedures in hematology: knowledge and practice among laboratory personnel.

Blood collection is an important preanalytical component of haematological testing. This questionnaire based study was conducted on laboratory personnel to elicit their knowledge and practice regarding blood collection procedures for haematological testing. Questionnaire comprised of 37 multiple choice questions, of which 10 questions each were related to essential and desirable knowledge, 10 to practice and 7 to educational and job profile. Ninety four laboratory personnel participated in the study. Analysis was done on SPSS software. Percentages of unsatisfactory scores were 42.6%, 4.3%, 17% and 6% in the essential knowledge, desirable knowledge, practice and total scoring respectively. 91.5%, however, had a satisfactory total score. Importance needs to be given to blood collection procedures both, individually and collectively. The study highlights the deficient areas which need to addressed by all laboratorians. Such studies should also be conducted among nursing and resident staff- the other groups concerned with blood collection.

Blood Specimen Collection↗
PubMed1982

A study of job turnover among clinical laboratory personnel.

A study of job turnover in clinical laboratories in the Minneapolis-St. Paul area was conducted in the years 1970, 1975, and 1980. Annual turnover rates for all laboratory personnel were 20%, 19% and 15% respectively. The groups with the lowest turnover were cytotechnologists, histologic technicians and clinical laboratory scientists (medical technologists). The highest turnover occurred among clinical laboratory technicians and "others," primarily supportive personnel such as phlebotomists, assistants, and aides.

Blood Banks↗
PubMed1978

The impact of occupational licensure of clinical laboratory personnel.

This paper develops a model of the economic impact of occupational licensure. The model is then used to estimate the effects of occupational licensure on wages and the division of labor in clinical laboratories and to generate a low-bound estimate of the welfare impact of licensure. Estimates are based on cross-section and time-series data on areas with and without licensure of laboratory personnel. Recent licensure laws have no effect on wages or employment, but older, more stringent laws sharply increase the wages and employment of skilled personnel in laboratories.

Allied Health Personnel↗