WorldWideScience

Sample records for staff members work

  1. The value of life story work for staff, people with dementia and family members.

    Science.gov (United States)

    McKinney, Aidín

    2017-05-31

    Dementia is a term used to describe a collection of symptoms that include problems with memory, self-care, reasoning and communication. Care interventions that focus on preserving people's dignity and identity are therefore essential. Using Driscoll's reflective model to guide critical thinking, this article reflects on the use of one intervention, namely life story work, to promote person-centred care for people with dementia. It explores the value or effect of life story work for healthcare staff, the person with dementia and family members. It also highlights best practice guidelines that are useful to consider to promote its optimal success as an intervention in dementia care, for example, instigating it early in the dementia journey and embedding it in a supportive culture. It is important to highlight to nursing students the many positive aspects of incorporating life story work into practice.

  2. Towards mobile staff members management

    Science.gov (United States)

    Encheva, Sylvia

    2017-07-01

    Todays project management requires a number of abilities which involve finding quick solutions to shortage of staff members with possession of specific qualities. When persons with team responsibilities are under pressure or due to various circumstances are unable to perform exhaustive search in databases, an interactive visualization tool can come in quite handy in finding good solutions unforeseen occurrences. In particular we propose application of selected graphs for facilitating mobile human resource management.

  3. Ombuds' Corner: Users and Staff Members

    CERN Multimedia

    Vincent Vuillemin

    2010-01-01

    In this series, the Bulletin aims to explain the role of the Ombuds at CERN by presenting practical examples of misunderstandings that could have been resolved by the Ombuds if he had been contacted earlier. Please note that, in all the situations we present, the names are fictitious and used only to improve clarity. 
     Pam* and Jeff* are both physicists working on the same project for an experiment. Pam is from a collaborating institute and Jeff is a CERN staff member. As the project is being developed at CERN they both share the same technical support available in the Laboratory. At the beginning they organised themselves so they could get the support that both of them needed. When some milestones concerning the delivery of parts became urgent, they started to actually compete for the same resources, which could not possibly satisfy all requests at the same time. With the time pressure increasing, Jeff started to accuse Pam of diverting the resources for her own share of the proj...

  4. Geneva University honours two CERN staff members

    CERN Multimedia

    2001-01-01

    Albert Hofmann Steve Myers On 8 June, two CERN staff members will receive Geneva University's highest distinction. On the proposal of the University's particle physicists, Steve Myers and Albert Hoffmann, who orchestrated LEP commissioning and operation and were instrumental in its success, will awarded the distinction of doctor honoris causa. The ceremony, interspersed with musical interludes, will be followed by a formal reception and is open to all. The Uni Dufour car park will be free to members of the public attending the ceremony. 8 June 2001 at 10.00 a.m. Uni Dufour, Auditoire Piaget 24, rue Général Dufour, Geneva.

  5. [Quality of work life in nursing staff].

    Science.gov (United States)

    Zavala, María Olga Quintana; Klijn, Tatiana Maria Paravic

    2014-01-01

    This article deals with aspects that are related to work, quality of life, and its relationship with the nursing staff within the Mexican context. Professionals in health areas present alterations that are commonly overlooked and barely dealt with, especially when the person is a woman and, the care they give to patients, families, and/or friends, or community members, precede their own self care. In the case of institutions or work areas, even when the job provides human beings with several benefits, it usually lacks the proper conditions to perform the job, carries negatives aspects or pathological conditions, all which can relate to poor levels of Quality of Life at Work. Members of the nursing team need to perform their work in the best possible conditions in order to maintain their physical and mental health.

  6. Contract policy for CERN staff members

    CERN Multimedia

    HR Department

    2009-01-01

    Public information meeting on Monday 28 September 2009 at 10.00 a.m. With effect from 1 August 2009, new provisions regarding staff employment contract policy have entered into force. These provisions are set out in: The Staff Rules and Regulations and Administrative Circular No. 2 (Rev. 4). Further details are available in: Frequently Asked Questions. The new provisions are outlined below: Limited-duration contracts From 1 August 2009, limited-duration contracts will be awarded for a maximum period of five years (instead of four years previously) and no extensions beyond five years will be granted. Contracts for periods shorter than five years can be exceptionally awarded, e.g. for a project whose mission or financial resources are time-limited. Indefinite contracts : award procedure A number of changes have been introduced regarding the procedure for the award of indefinite contracts. From now on, posts leading to the award of an indefinite contract will be opened at le...

  7. Lessons Learned From a Program Evaluation of a Statewide Continuing Education Program for Staff Members Working in Assisted Living and Adult Day Care Centers in Virginia.

    Science.gov (United States)

    Gendron, Tracey L; Pryor, Jennifer M; Welleford, E Ayn

    2017-05-01

    The number of older adults residing in assisted living facilities (ALF) and utilizing adult day care services is expanding with the increasing population of older adults. Currently, there are no standardized requirements for continuing education for assisted living and adult day care service staff at a national level. Given that 62% of states within the United States require continuing education for ALF staff and/or administrators, a more formalized system is needed that provides evidence-based gerontological training to enhance the quality of care and services provided to older adults. This article describes the challenges and lessons learned from conducting a program evaluation of a Statewide Training and Continuing Education Program for Assisted Living Facility and Adult Day Care Service staff in Virginia. Survey evaluation data from a 6-year period was examined and a formative program evaluation was conducted. The findings from the survey evaluation and formative evaluation are discussed as are the lessons learned.

  8. The contribution of Raman spectroscopy to the analytical quality control of cytotoxic drugs in a hospital environment: eliminating the exposure risks for staff members and their work environment.

    Science.gov (United States)

    Bourget, Philippe; Amin, Alexandre; Vidal, Fabrice; Merlette, Christophe; Troude, Pénélope; Baillet-Guffroy, Arlette

    2014-08-15

    The purpose of the study was to perform a comparative analysis of the technical performance, respective costs and environmental effect of two invasive analytical methods (HPLC and UV/visible-FTIR) as compared to a new non-invasive analytical technique (Raman spectroscopy). Three pharmacotherapeutic models were used to compare the analytical performances of the three analytical techniques. Statistical inter-method correlation analysis was performed using non-parametric correlation rank tests. The study's economic component combined calculations relative to the depreciation of the equipment and the estimated cost of an AQC unit of work. In any case, analytical validation parameters of the three techniques were satisfactory, and strong correlations between the two spectroscopic techniques vs. HPLC were found. In addition, Raman spectroscopy was found to be superior as compared to the other techniques for numerous key criteria including a complete safety for operators and their occupational environment, a non-invasive procedure, no need for consumables, and a low operating cost. Finally, Raman spectroscopy appears superior for technical, economic and environmental objectives, as compared with the other invasive analytical methods. Copyright © 2014 Elsevier B.V. All rights reserved.

  9. Staff members with 25 years' service at CERN in 2010

    CERN Multimedia

    HR Department

    2010-01-01

    The 38 staff members who are celebrating 25 years at CERN in 2010 were invited by the Director-General to a reception in their honour on 21 October. ASBURY David IT HEGARTY Seamus HR BAUDRENGHIEN Philippe BE ISNARD Christian IT BERGSMA Felix PH JONES Robert IT BERNAL Jean-Manuel TE JOUBERJEAN Franck IT BERRIG Olav Ejner BE LAGRANGE Thierry FP BONT Hillebrand GS MARIN Antonio BE BOURGEOIS Nicolas PH MESENGE Pascal EN BOURREL Thierry EN MISSIAEN Dominique   BE ...

  10. Night nursing – staff's working experiences

    Directory of Open Access Journals (Sweden)

    Campbell Ann-Mari

    2008-10-01

    Full Text Available Abstract Background Although the duties and working conditions of registered, and enrolled nurses have previously been described from different perspectives, they have not been examined from the night nursing aspect. The aim of the study was to describe the night nursing staff's working experiences. Methods The design of the study is qualitative and descriptive. Interviews were conducted with 10 registered and 10 enrolled nurses working as night staff at a Swedish University Hospital. The interview guide was thematic and concerned the content of their tasks, as well as the working conditions that constitute night nursing. In addition, the interviews were transcribed verbatim and analyzed using content analysis. Results The night duties have to be performed under difficult conditions that include working silently in dimmed lighting, and making decisions when fatigue threatens. According to the night staff, its main goals are to provide the patients with rest and simultaneously ensure qualified care. Furthermore, the night nursing staff must prepare the ward for the daytime activities. Conclusion The most important point is the team work, which developed between the registered and enrolled nurses and how necessary this team work is when working at night. In order for nurses working at night to be fully appreciated, the communication between day and night staff in health care organizations needs to be developed. Furthermore, it is important to give the night staff opportunities to use its whole field of competence.

  11. Staff happiness and work satisfaction in a tertiary psychiatric centre.

    Science.gov (United States)

    Baruch, Y; Swartz, M; Sirkis, S; Mirecki, I; Barak, Y

    2013-09-01

    Mental health professionals are at a high risk of burnout. Positive psychology outcomes of staff in acute in-patient psychiatric wards are poorly researched and unclear. To quantify the satisfaction with life and work-life satisfaction of mental health staff at a large university-affiliated tertiary psychiatric centre. We utilized the Satisfaction with Life Scale (SWLS) and the Work-Life Satisfaction Questionnaire (WLSQ). Two hundred and nine out of 450 staff members (46%) participated; mean age 48.2 + 9.9 years; 63% were male. On average the participants had been practising their speciality for 21.1 + 9.8 years (range: 2-48). The mean total SWLS scores differed significantly between professions (P happiness were reported by psychologists and social workers, followed by the administrative staff, the psychiatrists and finally the nursing staff. Staff scored the highest for work as a 'calling' followed by work as a 'career' and the lowest rating for work as a 'job'. The mean total WLSQ score differed between professions, (P happiness may contribute to increase in moral and counter burnout.

  12. Staff members with 25 years' service at CERN in 2006

    CERN Multimedia

    2006-01-01

    The 34 staff members who have spent 25 years within CERN in 2006 were invited by the Director-General to a reception in their honour on 1st November. BELLEMAN Jeroen / AB BERTOLA Dominique / DSU BOLDI Armand / TS BOLLET André / AT BRANDT Daniel / DSU CACCIOPPOLI Michel /TS CALDERONE Antonino / TS CLARET René /TS COSSEY PUGET Françoise / PH DALEXANDRO Noël / AT DECOMBAZ Michel / TS DELLA NEGRA Michel / PH DINIUS Arend / AB FOSTER David / IT FROMM Christine / DSU GROS Daniel / TS GUDET Denis / TS LEWIS Julian / AB MAPELLI Livio / PH MASSON Albert / TS MOINE Catherine / PH MÜLLER Hans / PH ODIER Patrick / AB PANMAN Jaap / PH POOLE John / AB PROLA-TESSAUR Maureen / AT RAPHOZ Jean-Pierre / IT ROSTANT Jeanne / PH RUGO Erminio / AB VAN HERWIJNEN Eric / PH WERNER Per / PH WILDNER Elena / AT WILKINSON Jonathan / DSU WISZNIOWSKI Thierry / AB

  13. Staff members with 25 years' service at CERN in 2015

    CERN Multimedia

    HR Department

    2015-01-01

    The 30 staff members who have spent 25 years within CERN in 2015 were invited by the Director-General to a reception in their honour on 10 December.        Renaud Barillere EN   Edgar Birker  DG   Sergio Calatroni  TE   Paola Catapano  DG   Christophe  Delamare GS   Philippe Farthouat  PH   Roger Forty  PH   Yves Gaillard   TE   Clara Gaspar  PH   Jean-Christophe  Gayde  EN   Hubert   Gerwig PH   Simone  Giani PH   Jean-Pierre Granchelli  EN   Juan Guijarro  IT   Helene Haller  PH   John Harvey  PH   Vincenzo Innocente PH ...

  14. Staff members with 25 years' service at CERN in 2012

    CERN Multimedia

    HR Department

    2012-01-01

    The 27 staff members who have spent 25 years within CERN in 2012 were invited by the Director-General to a reception in their honour on 2 November.   BARRIN Laurence  -  PH BILLEN Ronald  -  BE BOUCHÉ Jean-Marc  -  HR BURKHARDT Helmut  -  BE CARLIER Etienne  -  TE CASS Antony  -  IT CHAN KWOK CHEON Anne Belinda  -  IT CHARRUE Pierre  -  BE COLLIER Paul  -  BE CUENCA PEREZ Antonio  -  GS DE JONGHE Jurgen  -  GS DEFERT Philippe  -  IT ELSENER Konrad  -  PH FROIDEVAUX Daniel  -  PH GRIGGS Christopher  -  PH MATHEYS Jean-Pol  -  HR MEIJERS Franciscus  -  PH MERTENS Volker  -  TE METRAL Gabriel  -  BE NECCA Rene  -  EN PACE Alberto&...

  15. Celebrating staff members with 25 years of service

    CERN Multimedia

    2011-01-01

    The 27 staff members who are celebrating 25 years at CERN in 2011 were invited by the Director-General to a reception in their honour on 8 November.     Alvarez-Gaume Luis PH   Arruat Michel BE   Bonneau Pierre EN   Bordry Frederick TE   Camporesi Tiziano PH   Chevallay Eric EN   De Rijk Gijsbertus TE   Denuziere Dominique TE   Divia Roberto PH   Esteveny Laure DG   Giguet Jean-Michel BE   Haug Friedrich TE   Herr Werner BE   Jones Peter IT   Jonker Michael TE   Jost Beat PH   Linssen Lucie PH   Mage-Granados Patricia DG   Martinez Yanez Pablo BE   N...

  16. Staff members with 25 years’ service at CERN in 2009

    CERN Multimedia

    HR Department

    The 62 staff members who are celebrating 25 years' service at CERN in 2009 were invited by the Director-General to a reception in their honour on 17 November. ARNAUDON Luca/BE BEL Jean-François/TE BERTINELLI Francesco/TE BLAND Alastair/BE BLOCH Philippe/PH BORCIER Luc/EN BRUNEL Xavier/PH BURKIMSHER Paul/EN CAMPI Domenico/PH CATTAI Ariella/PH DALIN Jean-Michel/EN DANGOISSE Claude/IT DAVIDS Daniel/EN DI MAIO Franck/BE FERRARI Claude/EN FISCHER Klaus/TE FOLLEY Adrian/PH FORMENTI Fabio/TE GATIGNON Laurentius/EN GIACHINO Rossano/BE GONIDEC Allain/PH GRAFSTROM Per/PH HANCOCK Steven/BE HATCH Mark/PH HEMMER Frederic/IT HOURICAN Michael/TE ...

  17. Nursing teamwork, staff characteristics, work schedules, and staffing.

    Science.gov (United States)

    Kalisch, Beatrice J; Lee, Hyunhwa

    2009-01-01

    This study aimed to explore whether and how staff characteristics, staffing, and scheduling variables are associated with the level of teamwork in nursing staff on acute care hospital patient units. This was a cross-sectional study with a sample of 1,758 nursing staff members from two different hospitals on 38 patient care units who completed the Nursing Teamwork Survey in 2008. This study focused on nursing teams who are stationed on a particular patient care unit (as opposed to visitors to the units). The return rate was 56.9%. The sample was made up of 77.4% nurses (registered nurses and licensed practical nurses), 11.9% assistive personnel, and 7.9% unit secretaries. Teamwork varied by unit and service type, with the highest scores occurring in pediatrics and maternity and the lowest scores on the medical-surgical and emergency units. Staff with less than 6 months of experience, those working 8- or 10-hour shifts (as opposed to 12 hours or a combination of 8 and 12 hours), part-time staff (as opposed to full time), and those working on night shift had higher teamwork scores. The higher teamwork scores were also associated with no or little overtime. The higher perception of the adequacy of staffing and the fewer patients cared for on a previous shift, the higher the teamwork scores. There is a relationship between selected staff characteristics, aspects of work schedules, staffing, and teamwork. Nursing staff want to work where teamwork is high, and perceptions of good staffing lead to higher teamwork. Higher teamwork scores correlated with those who worked less overtime.

  18. Production, staff, working time and financial planning

    Directory of Open Access Journals (Sweden)

    Orlando Boiteux

    2009-07-01

    Full Text Available Aggregate planning can be a tool for coordinating the tactical decisions belonging to some functional areas of a company. This potential has been limited due to methodological and technical reasons, but nowadays it is possible to solve very sophisticated models integrating, with a high level of detail, a great number of decisions of several functional areas and that permit to include new management schemes. In this paper, a production, staff, working time and cash management model is introduced.

  19. Staff members with 25 years' service at CERN in 2003

    CERN Multimedia

    2003-01-01

    The following staff members with 25 years' service in 2003 were invited by the Director-General to a reception in their honour on 20 November 2003: ALLIOD Patrick/ATGESCHONKE Gunther/AB AYMON Marcel/HRGLASER Maurice/EP BAUDET Serge/TISHUGOT Bernard/AB BENOIT-JEANNIN Brigitte/SPLJOUVE Christian/AT BERRY Peter/HRJULLIARD André/ST BIERI Catherine/STLAFAGE Patrice/ST BLANC Didier/STLAJUST Danièle/DSU BLANC Michel/ITLEGRAND Dominique/AT BOCH Guy/ITLONG Serge/EST BONZANO Roberto/STLYONNET André/EP BURCKHART Doris/EPMALOD-DOGNIN Jean-Pierre/ST BURNS Alan/ABMAURY Stephan/AC BURTIN Gérard/ABMILES John/AT CARENA Wisla/EPMONET René/EST CASTEL André/ESTMULLER André/TIS CLIFF Frank/HRPERREAL Pierre/AT CUCCURU Giovanni/ATPETERSEN Jørgen/EP DAMIANI Michel/ABPETIT Patrick/EP DELUCINGE Evelyne/ATPIERRE Patrice/AB DHOTE Patrick/SPLROUX Jacques/EP FLUCKIGER François/ITSAMYN Dirk/EP FORESTE Antonio/ESTSAVIOZ Jean Jacques/AB FRAIS...

  20. Staff members with 25 years' service at CERN in 2005

    CERN Multimedia

    2005-01-01

    The 74 staff members who have spent 25 years at CERN in 2005 were invited by the Director-General to a reception in their honour on 22 November. ADRIAN Gilbert / AB ALLIOD Marie-Noëlle / AB ANTOINET Gérard / SC AUBERT Marc / TS AUQUIER Christian / SC BAIRD Simon / AB BARRAS Suzanne / PH BAUD Richard / AT BELLONI Jean / SC BERTUOL Gilbert / SC BLANC Jean-Luc / AB BONVALLET Guy / SC BOSSUS Patrice / SC BROERE Johannes / AB BRU Yvon / TS BURDAIRON Alain / TS CANARD Philippe / AT CAVALLO Patrice / SC CHARRA Patrick / PH CHATAIGNEAU Marc / SC COLIN Gilles / SC DAHLEN Pierre / AB DE GROOT Johannes / PH DEDOBBELER Bernard / TS DELCAMBRE Jean Pierre / SC DELENCLOS Yves / TS DEROYER Patrick / SC DESBISSONS Christian / SC DRAPER Mick / AB DROUX Pascal / FI DUCASTEL Claude / TS DUMUR Alain / SC FOCKER Gerrit / AB FOFFANO Giuseppe / TS FORRAT Isabelle / IT FREI Marie-José / DSU FRESSARD Michel / TS GAGNIERE Daniel / TS GIUDICI Pierre-Ange / PH GOICOECHEA Bernard / TS GUEHO Alain / TS GUENEHEC François / SC JE...

  1. Effect of a public relations staff member on new patient visits in an established private practice.

    Science.gov (United States)

    Nacht, E S; Trupkin, D; Trilnik, E

    1992-01-01

    The purpose of this study is to relate the short-term effect of implementation of a public relations program (internal marketing), utilizing a public relations staff member (PRSM) in an established pediatric dental private practice. The public relations staff member performed numerous duties previously performed by many staff members. The results showed an increase in new patients for the six months studied between 22 percent to 111 percent. The number of Hispanic new patients was also compared and also increased significantly. Consideration should be given to having a public relations staff member to handle all incoming calls.

  2. Staff members with 25 years’ service at CERN in 2008

    CERN Multimedia

    2008-01-01

    The 47 staff members who have spent 25 years within CERN in 2008 were invited by the Director-General to a reception in their honour on 24 October. Mr.\tAllen\tDavid John\tAB Dr.\tBailey\tRoger\tAB Mr.\tBlas\tAlfred\tAB Mr.\tBobbio\tPiero\tAB Dr.\tBona\tMaurizio\tSC Mr.\tBrachet\tJean-Pierre\tTS Dr.\tBurckhart\tHelfried\tPH Miss\tButtay\tCatherine\tFI Mr.\tCatherall\tRichard\tAB Mr.\tCoin\tAndré-Yvon\tTS Dr.\tCornelis\tKarel\tAB Dr.\tDavenport\tMartyn\tPH Mr.\tDehavay\tClaude\tAB Mr.\tDenblyden\tJean-Loup\tPH Mr.\tDenis\tBernard\tDSU Mr.\tDuret\tMax\tAT Mr.\tEvans\tJohn\tIT Mrs.\tFavrot\tVéronique\tIT Mr.\tFowler\tAntony\tAB Mrs.\tGalmant\tCatherine\tAB Mr.\tGuillaume\tJean-Claude\tTS Mrs.\tJerdelet\tJocelyne\tDSU Dr.\tKostro\tKrzysztof\tAB Mr.\tKuczerowski\tJoseph\tAB Mr.\tLappe\tJean-Pierre\tTS Mrs.\tLaverrière\tCatherine\tSC Mr.\tLeggiero\tLuigi\tTS Mr.\tManglunki\tDjango\tAB Mr.\tMartens\tReinoud\tIT Mr.\tMartinez\tGeorges\tSC Mr.\tMonchalin\tPhilippe\tSC Mr.\tMoret\tPhilippe\tDSU Mr.\tOlesen\tGert\tPH Mr.\tPasinelli\tSergi...

  3. School Climate for Gay and Lesbian Students and Staff Members.

    Science.gov (United States)

    Anderson, John D.

    1994-01-01

    In high schools, a conspiracy of silence shrouds the sexual orientation issue. Although the social atmosphere is vaguely supportive, fear and the realities of life cause most gays and lesbians to keep their sexual identities hidden. Homophobia can be addressed through staff development, support staff and services, inclusion of homosexual issues in…

  4. Survey of how staff commute to work

    CERN Document Server

    2014-01-01

    A survey was initiated by the Canton of Geneva (Direction Générale des Transports) and the Swiss Permanent Mission to the United Nations, and is aimed at better understanding how staff in International Organisations commute to/from work so as to better plan future works (road access, public transport, etc.). The ILO, WHO, UNAIDs, Global Fund, IFRC, CERN and UNOG are taking part in this important survey.   People living in Switzerland or France are invited to respond to this survey. The purpose of this survey is to better understand: - your commuting habits, - your willingness to explore alternative commuting options, - your expectations and needs. All data provided to this external company (www.mobilidee.ch) will be kept confidential and will only be used for this particular study. CERN has received all guarantees of confidentiality from this company. Many thanks for your collaboration! GS Department

  5. University Staff Members' Attitudes and Knowledge about Learning Disabilities and Disability Support Services

    Science.gov (United States)

    Murray, Christopher; Flannery, Brigid K.; Wren, Carol

    2008-01-01

    This investigation examined university staff members' attitudes towards students with learning disabilities (LD) at the postsecondary level. Although prior research has examined university faculty perceptions of students with LD, little is known about staff members' attitudes and perceptions. A survey instrument was administered to approximately…

  6. Using life history narratives to educate staff members about personhood in assisted living.

    Science.gov (United States)

    Gammonley, Denise; Lester, Connie L; Fleishman, Daniel; Duran, Lloyd; Cravero, Geoffrey

    2015-01-01

    Oral life history narratives are a promising method to promote person-centered values of personhood and belonging. This project used resident oral history interviews to educate staff members in an assisted-living setting about personhood. A single group pre-post test design evaluated impacts on 37 staff members to assess their use of resident videotaped oral history interviews and impacts on their perceived knowledge of residents. Perceived knowledge of residents declined (p = .003) between pretest and posttest. Older staff members were less likely to view a video. Staff members are interested in resident oral history biographies and identify them as helpful for delivering care. Oral history methods might provide an opportunity for staff members to promote personhood by allowing them to expand their understanding of resident preferences, values, and experiences.

  7. "There's a Problem, and We've Got to Face It": How Staff Members Wrestled with Race in an Urban High School

    Science.gov (United States)

    Buehler, Jennifer

    2013-01-01

    Educators who initiate school reform work often find that attempts to raise student achievement and change school culture are derailed when staff members refuse to address issues of race. At the same time, staff members who collectively resist engaging in discussions of racism and racial inequality may be actively involved in their own individual…

  8. Special discount to the members of the Staff Association

    CERN Document Server

    Association du personnel

    2012-01-01

    FNAC 5% discount on gifts card available in four Swiss shops without any restriction. Gifts card on sale to the Staff Association Secretariat. TPG 50 CHF discount on annual subscriptions. Subscription « tout Genève » for adult: 650 CHF; for junior: 400 CHF. On sale to the Staff Association Secretariat. Théâtre de Carouge Discount of 5.-CHF for all shows (30.– CHF instead of 35.-CHF) and on season tickets « first performance » ( 132.– CHF instead 162.– CHF) and also on « classical » ( 150.– CHF instead of 180.– CHF) upon presentation of your Staff Association membership card before payment. Aquaparc Discounted prices on admission of whole day. Children from 5 to 15 years: 30.-CHF instead of 39.-CHF; Adults from 16 years: 36.-CHF instead of 49.-CHF. Tickets on sale to the Staff Association Secretariat. Go Sport 15% off on all purchases in the whole shop upon present...

  9. Nursing home staff members' subjective frames of reference on residents' achievement of ego integrity: A Q-methodology study.

    Science.gov (United States)

    Lim, Sun-Young; Chang, Sung-Ok

    2018-01-01

    To discover the structure of the frames of reference for nursing home staff members' subjective judgment of residents' achievement of ego integrity. Q-methodology was applied. Twenty-eight staff members who were working in a nursing home sorted 34 Q-statements into the shape of a normal distribution. A centroid factor analysis and varimax rotation, using the PQ-method program, revealed four factors: identifying clues to residents' positive acceptance of their whole life span, identifying residents' ways of enjoying their current life, referencing residents' attitudes and competencies toward harmonious relationships, and identifying residents' integrated efforts to establish self-esteem. These subjective frames of reference need to be investigated in order to improve the relationships with nursing home residents and their quality of life. Consequently, the fundamental monitoring tools to help staff members make subjective judgments can be formed. © 2017 Japan Academy of Nursing Science.

  10. How do staff members at science and technology centres consider the impact of sponsors on the scientific content of exhibitions?

    DEFF Research Database (Denmark)

    Davidsson, Eva; Sørensen, Helene

    2009-01-01

    or historical museums. But in what ways may sponsors impact exhibition content and design at science and technology centres? This study seeks to explore how staff members consider the impact of sponsors and donors on exhibit content and design. The data collection involves a survey, interviews and a focus group...... interview with staff members, who work with planning and constructing new exhibitions at their science and technology centre. The results suggest that sponsors may interfere in exhibition construction both directly and indirectly. This means that sponsors could put explicit demands when it comes...... to the choice of scientific content and design and thereby interfere directly. Indirect impact, on the other hand, refers to implicit demands of sponsors where staff members take into account for what they believe are views of the sponsors through self-censorship....

  11. MEASURING STAFF MEMBERS E READINESS TOWARDS E LEARNING AT EGYPTIAN FACULTIES OF TOURISM AND HOTELS

    Directory of Open Access Journals (Sweden)

    Elsayed Hussein Elsayed Ali

    2010-06-01

    Full Text Available Information and Communication Technology (ICT has made life much different than it was before especially in Education. E learning is becoming increasingly prominent in higher education, with universities increasing provision and more students signing up. E learning in the university context is influenced by a number of factors. However, the researcher particular interest in this paper in the e readiness of the staff memberfor e learning at the Egyptian faculties of tourism and hotels in Fayoum, Menia, Helwan and Alex. This is to the increasing and flexible market that is difficult to research by only traditional education.This research measures the staff members’ e readiness for e learning at the faculties of tourism and hotels in Egypt which influenced by a number of factors and dimensions. These are technical and pedagogical competences, experience scale and attitude Scale but the research will concentrate on the first dimension. This may help Tourism faculties to promote the use of IT in teaching and learning and also apply e learning effectively in these faculties to make qualified students for market work. Data was collected through a questionnaire of 92 staff member (professor, assistant professor and lecturers of tourism studies, hotel management and Tourism Guidance departments. Also this research is based on a basic hypothesis that there is a shortage and insufficient of staff members e readiness for e learning. The paper contains also typical e learning quality framework , SPSS program was used to analyses the data and reach to the finding of this study as frequencies, standard deviation, means, t test per pair between the two dimension pedagogical and technical competencies, also average mean to measure this dimension, also cronbach alpha was made to ensure the reliability, beside the validity was been achieved. The findings have been indicated that the staff member at faculties of tourism and hotels have a good level in pedagogical

  12. Does race influence conflict between nursing home staff and family members of residents?

    Science.gov (United States)

    Abrahamson, Kathleen; Pillemer, Karl; Sechrist, Jori; Suitor, Jill

    2011-11-01

    This study examines the influence of race on perceived similarity and conflict between nursing home staff and family members of residents. Despite evidence that the caregiving experience varies by race for both family and professional caregivers, little is known about how race plays a role in staff conflict with residents' family members. We used a representative sample of Certified Nursing Assistants (CNAs) to test relationships between race, treatment from family members, similarity to family members in expectations for care by CNAs, and conflicts with family members concerning aspects of resident care. Results of structural equation modeling indicated that race was not a predictor of staff perception of conflict with family members or of poor treatment from residents' families. However, Black nursing assistants were more likely to perceive that their own expectations of nursing care are dissimilar from those of residents' family members. Dissimilarity predicted reports of poor treatment from family members, and poor treatment was a positive predictor of perception of conflict. The personal long-term nature of nursing home care necessitates a high level of connectedness between family caregivers and nursing home staff. Results highlight the importance of establishing organizational pathways for communication of expectations between nursing staff and residents' families.

  13. Communicative Interaction among Local Editorial Staff Members: Current Situation and the Ways of its Improving

    Directory of Open Access Journals (Sweden)

    Mariya V. Korotitskaya

    2017-06-01

    Full Text Available Communication between management and employees is very important in organizations. However, communication problems might be more felt in any media organization as a whole and in the local media staff in particular. It’s obvious that news workers have everyday communicative interaction with different newsmakers. The article deals with the study and analysis of the communicative interaction between the local editorial creative staff members. Internal and external organizational understanding data are considered. It is determined that the level of organizational communication development influences the local editorial success and employees’ performance. Mutual understanding as the basic criterion of effective communication has several forms. The subject of our study is organizational understanding, that is, a special type of editorial staff relationship which is limited by the boundaries of the organization and is essential for its successful functioning and development. The analysis of empirical data allowed to identify the main problematic aspects and to work out the recommendations for vertical and horizontal communication development.

  14. Preventing work-related stress among staff working in children's cancer Principal Treatment Centres in the UK: a brief survey of staff support systems and practices.

    Science.gov (United States)

    Beresford, B; Gibson, F; Bayliss, J; Mukherjee, S

    2018-03-01

    Growing evidence of the association between health professionals' well-being and patient and organisational outcomes points to the need for effective staff support. This paper reports a brief survey of the UK's children's cancer Principal Treatment Centres (PTCs) regarding staff support systems and practices. A short on-line questionnaire, administered in 2012-2013, collected information about the availability of staff support interventions which seek to prevent work-related stress among different members of the multi-disciplinary team (MDT). It was completed by a member of staff with, where required, assistance from colleagues. All PTCs (n = 19) participated. Debriefs following a patient death was the most frequently reported staff support practice. Support groups were infrequently mentioned. There was wide variability between PTCs, and between professional groups, regarding the number and type of interventions available. Doctors appear to be least likely to have access to support. A few Centres routinely addressed work-related stress in wider staff management strategies. Two Centres had developed a bespoke intervention. Very few Centres were reported to actively raise awareness of support available from their hospital's Occupational Health department. A minority of PTCs had expert input regarding staff support from clinical psychology/liaison psychiatry. © 2016 The Authors. European Journal of Cancer Care Published by John Wiley & Sons Ltd.

  15. Motivational climate, staff and members' behaviors, and members' psychological well-being at a national fitness franchise.

    Science.gov (United States)

    Brown, Theresa C; Fry, Mary D

    2014-06-01

    The purpose of this study was to examine the association between members' perceptions of staffs behaviors, motivational climate, their own behaviors, commitment to future exercise, and life satisfaction in a group-fitness setting. The theory-driven hypothesized mediating role of perceptions of the climate was also tested. Members (N = 5,541) of a national group-fitness studio franchise completed a survey regarding their class experiences. The survey included questions that measured participants' perceptions of the motivational climate (caring, task-involving, ego-involving), perceptions of staff's behaviors, their own behaviors, commitment to exercise, and life satisfaction. Structural equation modeling was used to assess both the association between variables and the theoretically driven predictive relationships. The participants perceived the environment as highly caring and task-involving and low ego-involving. They reported high exercise commitment and moderately high life satisfaction and perceived that the staffs and their own behaviors reflected caring, task-involving characteristics. Structural equation modeling demonstrated that those who perceived a higher caring, task-involving climate and lower ego-involving climate were more likely to report more task-involving, caring behaviors among the staff and themselves as well as greater commitment to exercise. In addition, a theory-driven mediational model suggested that staff behaviors may be an antecedent to members' exercise experiences by impacting their perceptions of the climate. The results of this study give direction to specific behaviors in which staff of group-fitness programs might engage to positively influence members' exercise experiences.

  16. Predictors of job satisfaction among academic faculty members: do instructional and clinical staff differ?

    Science.gov (United States)

    Chung, Kevin C; Song, Jae W; Kim, H Myra; Woolliscroft, James O; Quint, Elisabeth H; Lukacs, Nicholas W; Gyetko, Margaret R

    2010-10-01

    This study aimed to identify and compare predictors of job satisfaction between instructional and clinical faculty members. A 61-item faculty job satisfaction survey was distributed to 1898 academic faculty members at the University of Michigan Medical School. The anonymous survey was web-based. Questions covered topics on departmental organisation, research, clinical and teaching support, compensation, mentorship, and promotion. Levels of satisfaction were contrasted between faculty members on the two tracks, and predictors of job satisfaction were identified using linear regression models. Response rates for the instructional and clinical faculty groups were 43.1% and 46.7%, respectively. Clinical faculty members reported being less satisfied with how they were mentored and fewer reported understanding the process for promotion. There was no significant difference in overall job satisfaction between the two faculty groups. Surprisingly, clinical faculty members with mentors were significantly less satisfied with how they were mentored and with career advancement, and were significantly less likely to choose an academic career if they had to do it all over again compared with instructional faculty mentees. Additionally, senior-level clinical faculty members were significantly less satisfied with their opportunities to mentor junior faculty members compared with senior-level instructional faculty staff. Significant predictors of job satisfaction for both groups included areas of autonomy, meeting career expectations, work-life balance, and departmental leadership. In the clinical track only, compensation and career advancement variables also emerged as significant predictors of overall job satisfaction. Greater emphasis must be placed on faculty members' well-being at both the institutional level and the level of departmental leadership. Efforts to enhance job satisfaction and improve retention are more likely to succeed if they are directed by locally designed

  17. Coincidence of role expectations between staff and volunteer members of drug free community coalitions.

    Science.gov (United States)

    Goldstein, Marc B; Sapere, Heather; Daviau, John

    2017-08-01

    Community coalitions have proliferated as a means of addressing a range of complex community problems. Such coalitions often consist of a small paid staff and volunteer members. The present study examines one likely contributor to coalition effectiveness: the degree of agreement on role expectations between paid staff and volunteer members. Role confusion occurs when paid staff and volunteers differ in their expectations of who is responsible for accomplishing specific tasks. Staff and volunteer members from 69 randomly selected Drug Free Coalitions in the United States as well as 21 Drug Free Coalitions in Connecticut were asked to respond to an online survey asking about 37 specific coalition tasks critical for effective coalition functioning and the degree to which paid staff and/or voluntary members should be responsible for accomplishing each. Our final sample consisted of 476 individuals from 35 coalitions. Using coalitions as the unit of analysis, we found significant differences between paid staff and volunteer coalition members on nine tasks reflecting four domains: meeting leadership and participation, (2) planning and implementation leadership, (3) publicity/media relations, and (4) logistical functions. Implications of these differences and ways that evaluators could help coalitions deal with differing role expectations were discussed. Copyright © 2017 Elsevier Ltd. All rights reserved.

  18. Basic knowledge from legal provisions of radiation protection for staff members in radiological facilities

    International Nuclear Information System (INIS)

    Poulheim, K.F.

    1987-01-01

    Based on ICRP recommendations the GDR legislation of radiation protection is performed by the National Board of Nuclear Safety and Radiation Protection of the GDR. The legal regulations of radiation protection in biomedical radiography and radiotherapy are specified. The main content of the atomic energy law and of the regulation on guarantee of nuclear safety and radiation protection is outlined. Basic principles such as radiation workers, operating personnel of nuclear facilities and the categories of their working conditions, areas of radiation protection and unusual events are defined. Responsibility, tasks of responsive staff members, measures of control by state and plant, guarantee of radiation protection, limitation of radiation doses and last not least regulations of sentences and fines, resp., are specified

  19. Staff Members Acting as Grandparents in a High School for Recent Immigrants: Los Abuelitos

    Science.gov (United States)

    Bennett, Jo

    2016-01-01

    This qualitative study considered how a high school in the south central United States serving predominantly immigrant students from Mexico and Central America made use of older Hispanic or Latino staff members as surrogate or stand-in grandparents (fondly called "abuelitos" by the students). The caring, intergenerational relationships…

  20. Analysis of journal usage by Wageningen UR staff members via article references

    NARCIS (Netherlands)

    Veller, van M.G.P.

    2013-01-01

    The research activities of Wageningen University and Research (or Wageningen UR) are concentrated around food and food production, living environment and health, lifestyle and livelihood. To facilitate the scientific information access of Wageningen UR staff members, the library strives to provide a

  1. Organizational Communication: Perceptions of Staff Members' Level of Communication Satisfaction and Job Satisfaction

    Science.gov (United States)

    Sharma, Priti; Lampley, James; Good, Donald

    2015-01-01

    The purpose of this research study was to explore the topic of organizational communication in higher education and examine staff members' perceptions about their level of communication and job satisfaction in their workplaces. This study was also designed to test the relationship between communication satisfaction and job satisfaction by…

  2. Knowledge, Skills, and Attitudes in Caring for Older Adults With Advanced Illness Among Staff Members of Long-Term Care and Assisted Living Facilities: An Educational Needs Assessment.

    Science.gov (United States)

    Cimino, Nina M; Lockman, Kashelle; Grant, Marian; McPherson, Mary Lynn

    2016-05-01

    In long-term care and assisted living facilities, many groups of health care professionals contribute to the work of the health care team. These staff members perform essential, direct patient care activities. An educational needs assessment was conducted to determine the learning needs and preferences of staff members related to providing care for patients with life-limiting illnesses. Staff members placed importance on understanding topics such as principles of palliative care, pain assessment, pain management, and nonpain symptom management. The majority of survey respondents were also interested in learning more about these topics. The results of this educational needs analysis suggest staff members would benefit from a course tailored to these identified educational needs and designed to overcome previously identified educational barriers. © The Author(s) 2014.

  3. Mental health inpatients' and staff members' suggestions for reducing physical restraint: A qualitative study.

    Science.gov (United States)

    Wilson, C; Rouse, L; Rae, S; Kar Ray, M

    2018-04-01

    WHAT IS KNOWN ON THE SUBJECT?: Restraint has negative psychological, physical and relational consequences for mental health patients and staff. Restraint reduction interventions have been developed (e.g., "Safewards"). Limited qualitative research has explored suggestions on how to reduce physical restraint (and feasibility issues with implementing interventions) from those directly involved. WHAT DOES THIS PAPER ADD TO EXISTING KNOWLEDGE?: This paper explores mental health patients' and staff members' suggestions for reducing physical restraint, whilst addressing barriers to implementing these. Findings centred on four themes: improving communication and relationships; staffing factors; environment and space; and activities and distraction. Not all suggestions are addressed by currently available interventions. Barriers to implementation were identified, centring on a lack of time and/or resources; with the provision of more time for staff to spend with patients and implement interventions seen as essential to reducing physical restraint. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Improving communication and relationships between staff/patients, making staffing-related changes, improving ward environments and providing patient activities are central to restraint reduction in mental healthcare. Fundamental issues related to understaffing, high staff turnover, and lack of time and resources need addressing in order for suggestions to be successfully implemented. Introduction Physical restraint has negative consequences for all involved, and international calls for its reduction have emerged. Some restraint reduction interventions have been developed, but limited qualitative research explores suggestions on how to reduce physical restraint (and feasibility issues with implementation) from those directly involved. Aims To explore mental health patients' and staff members' suggestions for reducing physical restraint. Methods Interviews were conducted with 13 inpatients

  4. Staff members' perceived training needs regarding sexuality in residential aged care facilities.

    Science.gov (United States)

    Villar, Feliciano; Celdrán, Montserrat; Fabà, Josep; Serrat, Rodrigo

    2017-01-01

    The purpose of the article is to ascertain if staff members of residential aged care facilities (RACF) perceive the need for training regarding residents' sexuality, and what, if any, benefits from the training were perceived, and to compare perceived benefits of training between care assistants and professional/managerial staff. Interviews were conducted with 53 staff members of five different RACF in Spain. Their responses to two semistructured questions were transcribed verbatim and submitted to content analysis. Results show that most interviewees said they lacked training about sexuality and aging. Two potential highlighted benefits of the training are knowledge/attitudinal (countering negative attitudes regarding sexuality) and procedural (developing common protocols and tools to manage situations related to sexuality). Care assistants and professional staff agreed on the need for training, though the former emphasized the procedural impact and the latter the knowledge/attitudinal benefits. The results suggest that RACF staff should have an opportunity to receive training on residents' sexuality, as sexual interest and behavior is a key dimension of residents' lives.

  5. "Something to Smile About": An Evaluation of a Capacity-Building Oral Health Intervention for Staff Working with Homeless People

    Science.gov (United States)

    Coles, Emma; Watt, Celia; Freeman, Ruth

    2013-01-01

    Objective: To use a qualitative exploration to evaluate whether "Something to Smile About" (STSA), an oral health intervention, had increased the oral health capacity of staff working with homeless people. Setting: A National Health Service board area in Scotland. Method: A purposive sample of 14 staff members from STSA-participating…

  6. Staff Members with more than 25 years service at CERN in 2001 and 2002

    CERN Document Server

    Maximilien Brice

    2002-01-01

    Staff Members with 25 years service in 2002 were invited by the Director-General to a reception in their honnor on the 20th November 2002 : Baulet Yves / ST, Bornand Michel / SL, Burdet Georges / ST, Carena Francesco / EP, Chanut Robert / LHC, Chauchaix Bruno / SL, Chevrier François / SL, Chohan Vinod / LHC, Dahlerup-Petersen Knud / LHC, De Gennaro Michele Silvano / IT, De Rujula Alvaro / TH, Dury Jean-Marie / SL, Ferrara Sergio / TH, Fraser Gordon / ETT, Kolly Michel / ST, Korda Gwendoline / DSU, Lager Michel / ST, Michelon Jean-Claude / SL, Montuelle Jean / IT, Naudi Andre John / FI, Seis Irene / IT, Vascotto Alessandro / EP, Vernamonte Donatino / ST, Von Rüden Wolfgang / IT, Vullierme Bruno / LHC. Staff members with 25 years service in 2001 were also invited: Datta-Cockerill Sudeshna / HR, Frost-Ainley Lio / IT, Laurent Moniek / HR, Saban Roberto / AC.

  7. Staff Members with more than 25 years service at CERN in 2001 and 2002

    CERN Document Server

    2002-01-01

    Staff Members with 25 years service in 2002 were invited by the Director-General to a reception in their honnor on the 20th November 2002 : Baulet Yves / ST Bornand Michel / SL Burdet Georges / ST Carena Francesco / EP Chanut Robert / LHC Chauchaix Bruno / SL Chevrier François / SL Chohan Vinod / LHC Dahlerup-Petersen Knud / LHC De Gennaro Michele Silvano / IT De Rujula Alvaro / TH Dury Jean-Marie / SL Ferrara Sergio / TH Fraser Gordon / ETT Kolly Michel / ST Korda Gwendoline / DSU Lager Michel / ST Michelon Jean-Claude / SL Montuelle Jean / IT Naudi Andre John / FI Seis Irene / IT Vascotto Alessandro / EP Vernamonte Donatino / ST Von Rüden Wolfgang / IT Vullierme Bruno / LHC Staff members with 25 years service in 2001 were also invited: Datta-Cockerill Sudeshna / HR Frost-Ainley Lio / IT Laurent Moniek / HR Saban Roberto / AC

  8. 32 CFR 705.15 - Employment of Navy personnel as correspondents or staff members of civilian news media.

    Science.gov (United States)

    2010-07-01

    ... or staff members of civilian news media. 705.15 Section 705.15 National Defense Department of Defense... REGULATIONS § 705.15 Employment of Navy personnel as correspondents or staff members of civilian news media... personnel as the Secretary of the Navy may authorize can act as correspondents for civilian media. (b...

  9. Attitudes of healthcare staff and patients' family members towards family presence during resuscitation in adult critical care units.

    Science.gov (United States)

    Leung, Nga Yee; Chow, Susan K Y

    2012-07-01

    This study examines the attitudes of healthcare staff and patients' family members towards family presence during resuscitation (FPDR) in critical care units in Hong Kong. A wealth of literature is available on FPDR in various hospital and healthcare settings. The findings include many anecdotal accounts of both the positive and the negative effects of family presence. There is little documentation on the comparisons of staff and family members' perceptions and the predictors of staff attitudes towards FPDR practice. Cross-sectional survey design. A convenience sample of 163 healthcare staff and 69 family members was recruited from the intensive care units. There was significant difference in the attitudes of healthcare staff and patients' families towards FPDR. The regression analysis showed that the healthcare staff would be more supportive to FPDR if family members could share the dying moments with patients, family members were accompanied by a bereavement team member, there was adequate staff to support the family and staff members were adequately trained. If healthcare staff feel that family members may have the impression that the resuscitation is chaotic, witness resuscitation is traumatic experience for the family, family presence will increase risk of litigation and colleagues will not allow family members to stay during resuscitation making them less supportive of FPDR. Nurses were more supportive to FPDR than doctors. The results provide information for healthcare professionals on the development of FPDR programmes for patients and their family members. Through multi-disciplinary collaborations, the effective and safe implementation of FPDR practice can be enhanced. The results could help the clinical staff to develop written guidelines to produce an integrated and consistent approach to this sensitive issue in clinical practice. © 2012 Blackwell Publishing Ltd.

  10. Nursing unit managers, staff retention and the work environment.

    Science.gov (United States)

    Duffield, Christine M; Roche, Michael A; Blay, Nicole; Stasa, Helen

    2011-01-01

    This paper examined the impact of leadership characteristics of nursing unit managers, as perceived by staff nurses, on staff satisfaction and retention. A positive work environment will increase levels of job satisfaction and staff retention. Nurse leaders play a critical role in creating a positive work environment. Important leadership characteristics of the front-line nurse manager include visibility, accessibility, consultation, recognition and support. Secondary analysis of data collected on 94 randomly selected wards in 21 public hospitals across two Australian states between 2004-2006. All nurses (n = 2488, 80·3% response rate) on the selected wards were asked to complete a survey that included the 49-item Nursing Work Index-Revised [NWI-R] together with measures of job satisfaction, satisfaction with nursing and intention to leave. Subscales of the NWI-R were calculated. Leadership, the domain of interest, consisted of 12 items. Wards were divided into those reporting either positive or negative leadership. Data were analysed at the nurse level using spss version 16. A nursing manager who was perceived to be a good leader, was visible, consulted with staff, provided praise and recognition and where flexible work schedules were available was found to distinguish the positive and negative wards. However, for a ward to be rated as positive overall, nurse leaders need to perform well on all the leadership items. An effective nursing unit manager who consults with staff and provides positive feedback and who is rated highly on a broad range of leadership items is instrumental in increasing job satisfaction and satisfaction with nursing. Good nurse managers play an important role in staff retention and satisfaction. Improved retention will lead to savings for the organisation, which may be allocated to activities such as training and mentorship to assist nurse leaders in developing these critical leadership skills. Strategies also need to be put in place to

  11. Burnout and Work Stress among Disability Centers Staff in Oman

    Science.gov (United States)

    Mohamed, Ahmed Hassan Hemdan

    2015-01-01

    Extensive efforts have been made to maximize the potential of children with disabilities in Oman. The establishment of Al-Wafaa centers of disabilities served as a channel to help families secure a variety of services provided to children with different disabling conditions. The purpose of this study was to explore the burnout of staff working in…

  12. A Survey of Violence Against Staff Working in the Emergency Department in Ankara, Turkey

    Directory of Open Access Journals (Sweden)

    Melek Serpil Talas, RN, PhD

    2011-12-01

    Conclusion: Based on results of the study, it is suggested that every hospital institute reliable reporting procedures that staff members feel comfortable using, and also provide a comprehensive program of support services for staff that has been assaulted.

  13. Work motivation, task delegation and job satisfaction of general practice staff: a cross-sectional study.

    Science.gov (United States)

    Riisgaard, Helle; Søndergaard, Jens; Munch, Maria; Le, Jette V; Ledderer, Loni; Pedersen, Line B; Nexøe, Jørgen

    2017-04-01

    Recent research has shown that a high degree of task delegation is associated with the practise staff's overall job satisfaction, and this association is important to explore since job satisfaction is related to medical as well as patient-perceived quality of care. This study aimed: (1) to investigate associations between degrees of task delegation in the management of chronic disease in general practice, with chronic obstructive pulmonary disease (COPD) as a case and the staff's work motivation, (2) to investigate associations between the work motivation of the staff and their job satisfaction. The study was based on a questionnaire to which 621 members of the practice staff responded. The questionnaire consisted of a part concerning degree of task delegation in the management of COPD in their respective practice and another part being about their job satisfaction and motivation to work. In the first analysis, we found that 'maximal degree' of task delegation was significantly associated with the staff perceiving themselves to have a large degree of variation in tasks, odds ratio (OR) = 4.26, confidence interval (CI) = 1.09, 16.62. In the second analysis, we found that this perceived large degree of variation in tasks was significantly associated with their overall job satisfaction, OR = 2.81, confidence interval = 1.71, 4.61. The results suggest that general practitioners could delegate highly complex tasks in the management of COPD to their staff without influencing the staff's work motivation, and thereby their job satisfaction, negatively, as long as they ensure sufficient variation in the tasks. © The Author 2017. Published by Oxford University Press.

  14. Challenges One Staff Member Management Faces in Managing a Regional Centre in ODL: A Case for Centre for External Studies, University of Namibia

    Science.gov (United States)

    Mbukusa, Nchindo Richardson

    2016-01-01

    Managing distance education regional centres as one staff member in Namibia is a challenge that calls for greater administrative and academic interventions. Although much work on student support by researchers and practitioners has been published, few scholars have recently begun to explore, through qualitative research, the challenges of managing…

  15. Work hours, work stress, and collaboration among ward staff in relation to risk of hospital-associated infection among patients.

    Science.gov (United States)

    Virtanen, Marianna; Kurvinen, Tiina; Terho, Kirsi; Oksanen, Tuula; Peltonen, Reijo; Vahtera, Jussi; Routamaa, Marianne; Elovainio, Marko; Kivimäki, Mika

    2009-03-01

    To examine the association between work hours, work stress, and collaboration among the ward personnel, and the risk of hospital-associated infection among patients. Cross-sectional data on hospital infections were collected between March and June 2004. These data were linked with ward-level responses to a personnel survey collected during the same time period. Medical records of patients in 60 non-psychiatric bed wards in 6 Finnish hospitals. One thousand ninety-two patients and 1159 staff survey responses. Prevalence surveillance was performed by 4 infection control nurses, using standard criteria. Data on several potential risk factors for infection were collected: sex, age, patient type (surgical vs. other), hospital type (university vs. regional hospital), unit type, number of patients in the ward, exposure to invasive devices, International Classification of Diseases version 10 diagnosis, chemotherapy, radiotherapy, and use of corticosteroids. Staff working conditions were measured by survey scales. Ninety-nine cases (9.1%) of hospital-associated infection were found. Multilevel logistic regression analyses, adjusted for hospital factors and patient-related risk factors, showed that long work hours among staff were associated with increased risk of infection [odds ratio (OR) 2.74, 95% confidence interval (CI): 1.07-7.04]. Other staff-related correlates of infection were high work stress, as indicated by high imbalance between efforts and rewards (OR: 2.47; 95% CI: 1.38-4.42), low trust between work unit members (OR: 2.37; 95% CI: 1.27-4.43), injustice in the distribution of work (OR: 1.81; 95% CI: 1.04-3.16), and poor collaboration between ward supervisors (OR: 2.46; 95% CI: 1.38-4.38). Long work hours, high work stress, and poor collaboration among the ward staff are associated with hospital-associated infection among patients.

  16. Factors Affecting Communication Patterns between Oncology Staff and Family Members of Deceased Patients: A Cross-Sectional Study.

    Science.gov (United States)

    Granot, Tal; Gordon, Noa; Perry, Shlomit; Rizel, Shulamith; Stemmer, Salomon M

    Perceptions of the role of oncology medical staff in supporting bereaved families have evolved with the transition to interdisciplinary cancer care. We investigated the interactions between oncology professionals and bereaved families. This cross-sectional study involved all oncology medical staff at the Davidoff Center. Participants were given a questionnaire relating to bereavement follow-up. Responses were measured using a 5-point Likert scale. Of 155 staff members, 107 filled questionnaires with 50% of the families of their deceased patients. Contacting bereaved families was considered the responsibility of the physicians (90%), nurses (84%), or social workers (89%). The main barriers to contacting bereaved families were emotional overload (68%) and lack of time (63%); 60% indicated a need for additional communication tools for bereavement follow-up. In a multivariate analysis, profession (physician vs. nurse), primary workplace (outpatient setting vs. other), and self-defined religion were significant variables with respect to the perceived importance of contacting bereaved families and to actually contacting them. Other factors (e.g., age, gender) were non-significant. Perspectives regarding bereavement actions differ significantly across medical professions, work settings, and self-defined religions. Additional guidance and education regarding bereavement actions is warranted.

  17. Factors Affecting Communication Patterns between Oncology Staff and Family Members of Deceased Patients: A Cross-Sectional Study.

    Directory of Open Access Journals (Sweden)

    Tal Granot

    Full Text Available Perceptions of the role of oncology medical staff in supporting bereaved families have evolved with the transition to interdisciplinary cancer care. We investigated the interactions between oncology professionals and bereaved families.This cross-sectional study involved all oncology medical staff at the Davidoff Center. Participants were given a questionnaire relating to bereavement follow-up. Responses were measured using a 5-point Likert scale.Of 155 staff members, 107 filled questionnaires with 50% of the families of their deceased patients. Contacting bereaved families was considered the responsibility of the physicians (90%, nurses (84%, or social workers (89%. The main barriers to contacting bereaved families were emotional overload (68% and lack of time (63%; 60% indicated a need for additional communication tools for bereavement follow-up. In a multivariate analysis, profession (physician vs. nurse, primary workplace (outpatient setting vs. other, and self-defined religion were significant variables with respect to the perceived importance of contacting bereaved families and to actually contacting them. Other factors (e.g., age, gender were non-significant.Perspectives regarding bereavement actions differ significantly across medical professions, work settings, and self-defined religions. Additional guidance and education regarding bereavement actions is warranted.

  18. 77 FR 3765 - Notice of FERC Staff Attendance at the Entergy Regional State Committee Work Group and...

    Science.gov (United States)

    2012-01-25

    ... Energy Regulatory Commission Notice of FERC Staff Attendance at the Entergy Regional State Committee Work Group and Stakeholder Meeting The Federal Energy Regulatory Commission hereby gives notice that members... outreach efforts. Entergy Regional State Committee Working Group and Stakeholders Meeting January 26, 2012...

  19. 76 FR 62804 - Notice of FERC Staff Attendance at the Entergy Regional State Committee Work Group and...

    Science.gov (United States)

    2011-10-11

    ... outreach efforts. Entergy Regional State Committee Work Group and Stakeholder Meeting October 19, 2011 (9 a... Energy Regulatory Commission Notice of FERC Staff Attendance at the Entergy Regional State Committee Work Group and Stakeholder Meeting The Federal Energy Regulatory Commission hereby gives notice that members...

  20. A Family Affair : Explaining Co-Working By Family Members

    NARCIS (Netherlands)

    Ruijter, Esther de; Lippe, Tanja van der; Raub, Werner; Weessie, Jeroen

    2008-01-01

    This study focuses on co-working by intimate partners and other family members in entrepreneurs’ businesses. We hypothesize that co-working by family is beneficial because it reduces trust problems associated with employment relations. On the other hand, co-working is risky because co-working family

  1. The Effect of Multitasking to Faculty Members' Academic Works

    Science.gov (United States)

    Baran, Bahar

    2013-01-01

    Faculty members in higher education institutions which technology produced in and used actively try to overcome simultaneous one more works because of their intensive works and responsibilities. This study associated simultaneously doing one more academic works to multitasking. Multitasking may have a detrimental effect on academic works since it…

  2. Registered Nurses working together with family members of older people.

    Science.gov (United States)

    Weman, Karin; Fagerberg, Ingegerd

    2006-03-01

    The aim of the study was to reach a more profound understanding, through looking at nurses' working situation, of those factors that influence how nurses are able to work together with family members of older people living in nursing homes or similar facilities. Working with the care of older people as a Registered Nurse provides a varied job with many challenges. Nurses have to co-operate with family members of those in community health care. Co-operation is important and necessary for all involved. Nurses working in elder care in a geographically defined area received a questionnaire with three open-ended questions, on the difficulties and/or problems involved with working together with family members, and the positive or negative aspects of this co-operation. Analysis was carried out using the latent content analysis method. Three themes, problems within the system, interaction with families and caring in nursing work, are presented with categories and their subcategories. The nurses wanted their superior to be a nurse so that their working situation would be better understood. Appreciation from their superior and family members was also a very important part of their work as nurses in community health care. The frequent changes and the lack of time in the work of elder care often put nurses under considerable psychological pressure. For the most part family members are a resource for the elder, but sometimes they will avoid contact, which will make co-operating difficult. Registered Nurses and family members are dependent on each other in their care of the elder. Relevance to clinical practice. More attention should be paid to the working situation of Registered Nurses in community health care, and their ability to work together with family members of older people.

  3. Transformational leadership and innovative work behavior among nursing staff.

    Science.gov (United States)

    Masood, Mariam; Afsar, Bilal

    2017-10-01

    The importance of innovation within organizations has been demonstrated on numerous occasions, which has subsequently led to the identification of effective leadership as a potential catalyst. Most of us would acknowledge that effective leadership plays a pivotal role to engender innovativeness among nursing staff. Although research has identified some leadership styles to foster a nurse's innovative work behavior, a comprehensive model explaining the effect of transformational leadership on nurses' innovative work behavior is still unclear. This research built and tested a theoretical model linking transformational leadership and innovative work behavior via several intervening variables. Data were collected from 587 nurses and 164 doctors (nursing supervisors) through structured questionnaires from public sector hospitals in Pakistan. Results of the study indicated that, as anticipated, transformational leadership positively affected psychological empowerment of nurses, which in turn influenced both intrinsic motivation and knowledge sharing behavior. These latter two variables then had a positive influence on innovative work behavior. Empowerment role identity moderated the link between transformational leadership and psychological empowerment, whereas willingness to rely on leader (reliance-based trust) and willingness to share sensitive information with leader (disclosure-based trust) moderated the connection between knowledge sharing behavior and innovative work behavior. These results imply that transformational leadership through psychological empowerment, knowledge sharing, and intrinsic motivation fosters nurse's innovative work behavior. The results also show that the relationship between transformational leadership and innovative work behavior is stronger among nurses who frequently share their knowledge about best practices and mistakes with co-workers. © 2017 John Wiley & Sons Ltd.

  4. Radiation exposure of owners and veterinary staff members after treatment of hyperthyroid cats with 131I

    International Nuclear Information System (INIS)

    Vandermeulen, E.; Dobbeleir, A.; Peremans, K.; Bacher, K.; Monsieurs, M.

    2015-01-01

    Full text of publication follows. Aim: the present study aims to evaluate radiation exposure of owners and veterinary staff members after 131 I treatment of hyperthyroid cats. Additionally, radiation dose rates from the treated cats were measured at different time points to analyze the effective half-life of 131 I within the cat. Materials and methods: 28 cats received a mean activity of (173 ± 84) MBq of 131 I. During the 5 day hospitalization period, the veterinary staff (3 persons) involved in the care for these cats wore waterproof bracelets and rings (at left and right hand) containing calibrated (LiF:Mg,Cu,P) thermoluminescent dosimeters (TLDs). TLDs were read out after 5 days and readings were converted in a dose value using an in-house measured calibration factor. Further, equivalent dose rates (μSv/h) were registered at 1 m distance from the cat at 4 h, 24 h, 48 h and 72 h after injection. The dose rates were plotted against time and fitted to an exponential function. From the fitting results, the effective half-life (T 1/2eff ) could be calculated. Owners were also given waterproof bracelets containing TLDs at the moment their cat was released from the Veterinary Nuclear Medicine Division. They were given strict instructions concerning the management of the cat at home (emphasizing limited time, keeping distance and waste management). The bracelets were returned by mail after 1 week together with the owners' estimation of the time spent with the cat. TLDs doses were analyzed using the aforementioned procedure. Results: 4 hours after injection, mean equivalent dose rate at 1 m was (9 ± 4) μSv/h. This value further decreased to (4 ± 3) μSv/h. Based on the dose rate measurements a mean T 1/2eff of (3.0 ± 1.6) days was found. Over 7 days, the average accumulated wrist dose of the owners was 504 μSv (range 26-2682 μSv). Concerning staff members, mean accumulated wrist doses over 5 days were 101 μGy and 120 μGy for left and right wrists

  5. Path analysis of empowerment and work effectiveness among staff nurses.

    Science.gov (United States)

    Eo, Yong-Sook; Kim, Young-Hae; Lee, Nae-Young

    2014-03-01

    The purpose of this study was to test a predictive model that could predict and explain work effectiveness among staff nurses at local hospitals. Between April 1 and May 15, 2009, 340 nurses were recruited from two hospitals (one in Ulsan and one in Yangsan). Data were collected via self-administered questionnaires and analyzed using structural equation modeling. A modified model was retained, as the final path model showed a very good fit with the data. Job characteristics and compensation justice were found to have direct and positive effects on empowerment. Job characteristics, transformational leadership, and empowerment were found to directly and positively affect work effectiveness. In addition, job characteristics were found to have a greater effect on empowerment and work effectiveness than other factors do. This structural equation model was used to test the relationships between these factors and work effectiveness. Empowerment mediated the relationship between job characteristics, transformational leadership, and work effectiveness. Findings from this study can be used to design the strategies for increasing work effectiveness in Korean nurses. Copyright © 2014. Published by Elsevier B.V.

  6. Motivational Climate, Staff and Members' Behaviors, and Members' Psychological Well-Being at a National Fitness Franchise

    Science.gov (United States)

    Brown, Theresa C.; Fry, Mary D.

    2014-01-01

    Purpose: The purpose of this study was to examine the association between members' perceptions of staff's behaviors, motivational climate, their own behaviors, commitment to future exercise, and life satisfaction in a group-fitness setting. The theory-driven hypothesized mediating role of perceptions of the climate was also tested.…

  7. Measurements Of Fingers Doses Of Staff Members In Nuclear Medicine Department

    International Nuclear Information System (INIS)

    AL LEHYANI, S.H.; SHOUSHA, H.A.; HASSAN, R.A.

    2009-01-01

    For some occupationally radiation exposed groups, the hands are more heavily exposed to ionizing radiation than the rest of the body. The Egyptian Atomic Energy Authority runs an extensive personal dosimetry service in Egypt, but finger doses have not been measured to a wide extent. In this study, the finger doses were measured for five different nuclear medicine staff occupational groups for which heavy irradiation of the hands was suspected. Finger doses were measured for nuclear medicine physicians, technologists, nurses and physicists. The nuclear medicine staff working with the radioactive materials wears two TLD dosimeters during the whole period, which lasted from 1 to 4 weeks. The staff performs their work on a regular basis throughout the month, and means annual doses were calculated for these groups. The doses to the fingers for the 99m Tc technologists and nurses of groups (2) and (3) were observed to be 30.24 ± 14.5 μSv/GBq (mean ± SD) and 30.37 ± 17.5 μSv/GBq, respectively. Similarly, the dose to the fingers for the 131 I technologists in group (5) was estimated to be 126.13 ± 38.2μSv/GBq. Finger doses for the physicians could not be calculated per unit of activity because they did not handle the radiopharmaceuticals directly but their doses were reported in millisieverts that accumulated in 1 week. The doses to the fingers of the physicist were 16.3±7.7 μSv/GBq. The maximum average finger dose in this study was found to be 2.8 mSv for the technologists handled therapeutic 131 I (group 5). It could be concluded that the maximum expected annual dose to the extremities appeared to be less than the annual limit (500 mSv/y).

  8. 76 FR 67727 - Notice of FERC Staff Attendance at the Entergy Regional State Committee Work Group and...

    Science.gov (United States)

    2011-11-02

    ... From the Federal Register Online via the Government Publishing Office DEPARTMENT OF ENERGY Federal Energy Regulatory Commission Notice of FERC Staff Attendance at the Entergy Regional State Committee Work Group and Stakeholder Meeting The Federal Energy Regulatory Commission hereby gives notice that members...

  9. Staff Member Reactions to Same-Gender, Resident-to-Resident Sexual Behavior Within Long-Term Care Facilities.

    Science.gov (United States)

    Ahrendt, Andrew; Sprankle, Eric; Kuka, Alex; McPherson, Keagan

    2017-01-01

    The current study assesses ageism and heterosexism relating to older adult sexual activity within long-term care facilities. To assess caregiver reactions, 153 residential care facility staff members read one of three vignettes. Each vignette described a scenario in which a staff member walks in on two residents (male/female, male/male, or female/female) engaging in sexual activity. Although no main effects were discovered for vignette type, exploratory analyses revealed that the facility where participants were employed was significantly related to their ratings of approval. Furthermore, an interaction effect between vignette and facility types was also discovered for caregivers' approval of sexual activity among residents. Additionally, a strong overall approval rating of older adult sexuality was reported by staff members. The results of this study warrant that further research is necessary regarding older adults' perception of caregiver bias, as well as further investigation of caregivers' perceptions of older adults' sexual activity.

  10. Administrative circular No. 2 (Rev. 5) – Recruitment, appointment and possible developments regarding the contractual position of staff members

    CERN Multimedia

    HR Department

    2011-01-01

    Administrative Circular No. 2 (Rev. 5) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members", approved by the Director-General following discussion in the Standing Concertation Committee meeting on 1 September 2011, is available on the intranet site of the Human Resources Department: https://cern.ch/hr-docs/admincirc/admincirc.asp It cancels and replaces Administrative Circular No. 2 (Rev. 4) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members" of September 2009. Department Head Office

  11. Emotional Intelligence and Occupational Stress among Rehabilitation Staffs working in Tehran’s Training Hospitals

    Directory of Open Access Journals (Sweden)

    Maryam Khaniyan

    2013-04-01

    Full Text Available Objectives: The purpose of this study was to determine the relationship between emotional intelligence and occupational stress among rehabilitation staffs in Tehran’s training hospitals . Methods: A cross-sectional study was conducted on a sample of 169 staff members selected from a total of 300 rehabilitation staffs working in Tehran’s training hospitals, recruited by random cluster sampling. Two questionnaires were used: The emotional intelligence questionnaire designed by Petrides and Furnham and HSE occupational stress questionnaire. Data obtained from this study were analyzed using Pearson’s correlation and multiple regression tests. Results: An inverse significant relationship existed between occupational stress and emotional intelligence (P<0.001, r=-0.33. There are, also, significant relationships between subscales of emotional intelligence including self-awareness (P=0.031, r=-0.18, social skills (P<0.001, r=-0.302, empathy (P=0.006, r=-0.238 and occupational stress. The results of multiple regressions indicated that the two subscales of ‘understanding other’s emotions’ and ‘social skills’ can be used for predicting occupational stress. Discussion: This study confirmed the relationship between emotional intelligence and occupational stress. Promotion of emotional intelligence through implementing training courses may lower rehabilitation staffs occupational stress or prevent it.

  12. Factors associated with the self-perceived ability of nursing staff to remain working until retirement: a questionnaire survey.

    Science.gov (United States)

    Maurits, Erica E M; de Veer, Anke J E; van der Hoek, Lucas S; Francke, Anneke L

    2015-09-02

    It is important to learn how employers in European countries can prevent nursing staff from changing occupation or taking early retirement in order to counteract expected nursing shortages. However, to date research on nursing staff's ability to remain working until retirement age has been limited. The purpose of this study was to gain insight into the associations between different job and organisational characteristics, job satisfaction, occupational commitment and the self-perceived ability to continue working in the current line of work until the official retirement age. The questionnaire-based, cross-sectional study included 730 nursing staff members employed in Dutch hospitals, nursing homes, organisations for psychiatric care, homes for the elderly, care organisations for disabled people and home care organisations (mean age: 48; 89% female). Linear and logistic regression analyses and mediation analyses were applied to test hypothesised associations. Reducing work pressure and increasing appreciation by senior management in particular have positive consequences for nursing staff's self-perceived ability to continue working until the official retirement age. The job and organisational characteristics of autonomy, work pressure, supportive leadership, educational opportunities, communication within the organisation and appreciation of nursing staff by senior management together have substantial impact on nursing staff's job satisfaction. Job satisfaction in turn is related to the self-perceived ability to continue working until the retirement age. However, job satisfaction mainly summarises the joint effect of job and organisational characteristics and has no supplementary effect on the self-perceived ability to continue working. Employers should primarily focus on work pressure and the appreciation of nursing staff by senior management in order to retain nursing staff even as they get older.

  13. Need for ethics support in healthcare institutions: views of Dutch board members and ethics support staff.

    Science.gov (United States)

    Dauwerse, Linda; Abma, Tineke; Molewijk, Bert; Widdershoven, Guy

    2011-08-01

    The purpose of this article is to investigate the need for ethics support in Dutch healthcare institutions in order to understand why ethics support is often not used in practice and which factors are relevant in this context. This study had a mixed methods design integrating quantitative and qualitative research methods. Two survey questionnaires, two focus groups and 17 interviews were conducted among board members and ethics support staff in Dutch healthcare institutions. Most respondents see a need for ethics support. This need is related to the complexity of contemporary healthcare, the contribution of ethics support to the core business of the organisation and to the surplus value of paying structural attention to ethical issues. The need for ethics support is, however, not unconditional. Reasons for a lacking need include: aversion of innovations, negative associations with the notion of ethics support service, and organisational factors like resources and setting. There is a conditioned need for ethics support in Dutch healthcare institutions. The promotion of ethics support in healthcare can be fostered by focusing on formats which fit the needs of (practitioners in) healthcare institutions. The emphasis should be on creating a (culture of) dialogue about the complex situations which emerge daily in contemporary healthcare practice.

  14. Understanding the working relationships between National Health Service clinicians and finance staff.

    Science.gov (United States)

    Minogue, Virginia; McCaffry, Rebecca

    2017-03-13

    Purpose The Department of Health and the National Health Service (NHS) Future Focused Finance (FFF) programme promotes effective engagement between clinical and finance staff. Surveys undertaken by the Department of Health between 2013 and 2015 found few NHS Trusts reported high levels of engagement. The purpose of this paper is to gain a better understanding of current working relationships between NHS clinical and finance professionals and how they might be supported to become more effective. Design/methodology/approach Ipsos MORI were commissioned by the NHS FFF programme to undertake an online survey of NHS clinical and finance staff between June and August 2015. Findings The majority of clinicians had a member of a finance team linked to their speciality or directorate. Clinical and finance professionals have a positive view of joint working preferring face-to-face contact. Clinician's confidence in their understanding of finance was generally good and finance staff felt they had a good understanding of clinical issues. Effective working relationships were facilitated by face-to-face contact, a professional relationship, and the availability of clear, well presented finance and activity data. Research limitations/implications Data protection issues limited the accessibility of the survey team to NHS staff resulting in a relatively low-response rate. Other forms of communication, including social media, were utilised to increase access to the survey. Originality/value The FFF programme is a unique programme aimed at making the NHS finance profession fit for the future. The close partnering work stream brings together the finance and clinical perspective to share knowledge, evidence, training, and to develop good practice and engagement.

  15. Staff Stress and Burnout in Intellectual Disability Services: Work Stress Theory and Its Application

    Science.gov (United States)

    Devereux, Jason; Hastings, Richard; Noone, Steve

    2009-01-01

    Background: Staff in intellectual disability services can be at risk of stress and burnout at work. Given that staff well-being has implications for the quality of life of the staff themselves and people with intellectual disabilities themselves, this is an important research and practical topic. In this paper, we review work stress theories that…

  16. Staff perception of interprofessional working relationships after a work redesign intervention in a Danish orthopaedic hand unit outpatient clinic.

    Science.gov (United States)

    de Beijer, Anke Elisabeth; Hansen, Torben Bæk; Stilling, Maiken; Jakobsen, Flemming

    2016-01-01

    There is evidence that clinical pathways improve quality of care; however, knowledge is limited concerning the influence on and the benefits experienced by the interprofessional teams working with these pathways. Our working methods in a hand unit in an orthopaedic outpatient clinic in Denmark were redesigned to include, among other changes, the introduction of clinical pathways. Changes included standardising treatment and communication methods, delegating tasks from medical specialists to nurses, and providing nurses with their own consultation room. Using focus group interviews before and after the implementation of the new working methods, we investigated staff-perceived experiences of the effects on working relationships and the utilisation of professional skills and attitudes, resulting from the mentioned change in working methods. The results were changes in daily communication methods among healthcare staff and improvements in the actual communication and collaborative problem solving skills concerning standard patients with simple hand pathology; however, there are still challenges for patients with more complex hand pathology. Though this new interprofessional arrangement improves the use of nurse and medical specialist professional competencies, it also requires a high degree of trust among the team members.

  17. Employability Enhancement Through Formal and Informal Learning. An Empirical study among Dutch Non-academic University Staff Members

    NARCIS (Netherlands)

    Van der Heijden, Beate; Boon, Jo; Van der Klink, Marcel; Meijs, Ely

    2009-01-01

    Van der Heijden, B. I. J. M., Boon, J., Van der Klink, M., & Meijs, E. (2009). Employability enhancement through formal and informal learning. An empirical study among Dutch non-academic university staff members. International Journal of Training & Development, 13(1), 19-37.

  18. Administrative Circular No. 2 (Rev. 7) - Recruitment, appointment and possible developments regarding the contractual position of staff members

    CERN Multimedia

    2015-01-01

    Administrative Circular No. 2 (Rev. 7), entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members", approved by the Director-General following discussion at the Standing Concertation Committee meeting held on 17 February 2015 is available via the following link: AC No. 2 (Rev.7).   This revised circular cancels and replaces Administrative Circular No. 2 (Rev. 6), entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members" and dated January 2015. The circular was revised in order to implement the amendment to Article R II 1.17 of the Staff Regulations, which introduces the possibility of extending limited-duration (LD) contracts up to a maximum total duration of eight years from the previous duration of five years. The award of indefinite contracts will continue to be subject to the outcome of a competitive process. Department Head Of...

  19. Leader-Member Exchange, Learning Orientation and Innovative Work Behavior

    Science.gov (United States)

    Atitumpong, Aungkhana; Badir, Yuosre F.

    2018-01-01

    Purpose: This study aims to examine the effects of leader-member exchange (LMX) and employee learning orientation on employee innovative work behavior (IWB) through creative self-efficacy. Design/methodology/approach: Data have been collected from 337 employees and 137 direct managers from manufacturing sector. A hierarchical linear model has been…

  20. The Influence of Nurse Manager Leadership Style on Staff Nurse Work Engagement.

    Science.gov (United States)

    Manning, Jennifer

    2016-09-01

    Nursing literature supports the importance of an engaged nursing workforce as a means to positively influence performance. Nurse manager leadership style plays a critical role in engaging staff nurses. These relationships have been minimally studied in nurse managers and staff nurses. The aim of this study is to evaluate the influence of nurse manager leadership style factors on staff nurse work engagement. Using a descriptive correlational research design, 441 staff nurses working in 3 acute care hospitals were surveyed. Survey instruments included the Utrecht Work Engagement Scale and the Multifactorial Leadership Questionnaire 5X short form. Transactional and transformational leadership styles in nurse managers positively influenced staff nurse work engagement. Passive-avoidant leadership style in nurse managers negatively influenced staff nurse work engagement. Nurse managers who provide support and communication through transformational and transactional leadership styles can have a positive impact on staff nurse work engagement and ultimately improve organizational outcomes.

  1. Encountering Anger in the Emergency Department: Identification, Evaluations and Responses of Staff Members to Anger Displays

    Directory of Open Access Journals (Sweden)

    Cheshin Arik

    2012-01-01

    Full Text Available Background. Anger manifestations in emergency departments (EDs occur daily, interrupting workflow and exposing staff to risk. Objectives. How staff assess and recognize patients’ angry outbursts in EDs and elucidate responses to anger expressions, while considering effects of institution guidelines. Methods. Observations of staff patient interaction in EDs and personal interviews of staff (n=38 were conducted. Two questionnaires were administered (n=80 & n=144. Assessment was based mainly on regression statistic tests. Results. Staff recognizes two types of anger displays. Magnitude of anger expressions were correlated with staff’s fear level. Staff’s responses ranged from ignoring incidents, giving in to patients’ requests or immediately calling security. When staff felt fear and became angry they tended to call security. Staff was more likely to ignore anger when incident responsibility was assigned to patients. Discussion. Anger encounters are differentiated according to intensity level, which influences interpretations and response. Organizational policy has an effect on staff’s response. Conclusions. Staff recognizes anger at varying levels and responds accordingly. The level of danger staff feels is a catalyst in giving in or calling security. Call security is influenced by fear, and anger. Permanent guidelines can help staff in responding to anger encounters.

  2. A survey of violence against staff working in the emergency department in ankara, Turkey.

    Science.gov (United States)

    Talas, Melek Serpil; Kocaöz, Semra; Akgüç, Selma

    2011-12-01

    Workplace violence in the emergency department is a significant problem world wide. The aims of this study were to identify the proportion of staff subjected to the types of violence, its sources, factors affecting violence experiences, reporting the incidence and the emotions of the victims after violence. This descriptive study was conducted between March and August 2009 in the the emergency department of six hospitals in Ankara, Turkey. Data were collected from 270 staff working in various emergency settings. The instrument was a 36-item questionnaire on types of violence, its sources, feelings, and ways to cope with violent behaviors. Descriptive statistics and chi-square tests were used for data analysis. The results showed 85.2% of participants had been subjected to at least one kind of violence: 41.1% to physical assault, 79.6% to verbal abuse, 55.5% to verbal threats and 15.9% to sexual harassment. Patients' companions (90.9%) were identified as the primary perpetrators of violence. The rates of violence types were highest towards security officers and housekeepers. The most common reactions to violence were sadness and anger. "Did nothing and keeping silent" was the coping method used most commonly by the staff. Participants exposed to physical assaults and verbal threat did not report the incidence of violence to managers were at 43.3% and 65.3% respectively. Based on results of the study, it is suggested that every hospital institute reliable reporting procedures that staff members feel comfortable using, and also provide a comprehensive program of support services for staff that has been assaulted. Copyright © 2011. Published by Elsevier B.V.

  3. JOB SATISFACTION SURVEY OF STAFF NURSES WORKING IN THE HOSPITALS.

    OpenAIRE

    Sheeja. C. V; K. Reddemma.

    2017-01-01

    Introduction: Satisfaction of the nurses are key component in delivering inviolable health care in the country. Multiple factors are responsible for nurses? job satisfaction. Satisfied nurses are able to provide quality nursing care for their patients. Staff Nurses? Job satisfaction are influenced by extrinsic and intrinsic factors. The staff nurses attitude towards their job can be measured through the job satisfaction scale. This study has been undertaken in an attempt to explore and descri...

  4. Post-traumatic stress disorder following patient assaults among staff members of mental health hospitals: a prospective longitudinal study

    Directory of Open Access Journals (Sweden)

    Richter Dirk

    2006-04-01

    Full Text Available Abstract Background Violence by patients against staff members in mental health institutions has become an important challenge. Violent attacks may not only cause bodily injuries but can also have posttraumatic consequences with high rates of stress for mental health staff. This study prospectively assessed posttraumatic stress disorder (PTSD in employees who were severely assaulted by patients in nine German state mental health institutions. Methods During the study period of six months 46 assaulted staff members were reported. Each staff member was interviewed three times after the violent incident, using the Impact of Event Scale-Revised (IES-R, a widely used PTSD research tool, as well as the Posttraumatic Stress Disorder Checklist – Civilian (PCL-C. Results In the baseline assessment following an assault by a patient, eight subjects (17% met the criteria for PTSD. After two and six months, three and four subjects respectively still met diagnosis criteria. Conclusion A small minority of assaulted employees suffer from PTSD for several months after a patient assault.

  5. Autonomous home-care nursing staff are more engaged in their work and less likely to consider leaving the healthcare sector: a questionnaire survey.

    Science.gov (United States)

    Maurits, Erica E M; de Veer, Anke J E; van der Hoek, Lucas S; Francke, Anneke L

    2015-12-01

    The need for home care is rising in many Western European countries, due to the ageing population and governmental policies to substitute institutional care with home care. At the same time, a general shortage of qualified home-care staff exists or is expected in many countries. It is important to retain existing nursing staff in the healthcare sector to ensure a stable home-care workforce for the future. However, to date there has been little research about the job factors in home care that affect whether staff are considering leaving the healthcare sector. The main purpose of the study was to examine how home-care nursing staff's self-perceived autonomy relates to whether they have considered leaving the healthcare sector and to assess the possible mediating effect of work engagement. The questionnaire-based, cross-sectional study involved 262 registered nurses and certified nursing assistants employed in Dutch home-care organisations (mean age of 51; 97% female). The respondents were members of the Dutch Nursing Staff Panel, a nationwide group of nursing staff members in various healthcare settings (67% response rate). The questionnaire included validated scales concerning self-perceived autonomy and work engagement and a measure for considering pursuing an occupation outside the healthcare sector. Logistic regression and mediation analyses were conducted to test associations between self-perceived autonomy, work engagement and considering leaving the healthcare sector. Nursing staff members in home care who perceive more autonomy are more engaged in their work and less likely to have considered leaving the healthcare sector. The positive association between self-perceived autonomy and considering leaving, found among nursing staff members regardless of their level of education, is mediated by work engagement. In developing strategies for retaining nursing staff in home care, employers and policy makers should target their efforts at enhancing nursing staff

  6. Linking Resident Satisfaction to Staff Perceptions of the Work Environment in Assisted Living: A Multilevel Analysis

    Science.gov (United States)

    Sikorska-Simmons, Elzbieta

    2006-01-01

    Purpose: This study examines the relationship between resident satisfaction and staff perceptions of the work environment in assisted living. Staff perceptions were assessed at the facility level, using aggregate measures of staff job satisfaction, organizational commitment, and views of organizational culture. Design and Methods: The sample…

  7. Psychiatric nursing staff members' reflections on participating in group-based clinical supervision: a semistructured interview study

    DEFF Research Database (Denmark)

    Buus, Niels; Angel, Sanne; Traynor, Michael

    2011-01-01

    This paper is a report of an interview study exploring psychiatric hospital nursing staff members' reflections on participating in supervision. Clinical supervision is a pedagogical process designed to direct, develop, and support clinical nurses. Participation rates in clinical supervision...... limited impact on their clinical practice. Neither management nor the staff effectively prioritized clinical supervision, which added to a downward spiral where low levels of participation undermined the potential benefits of clinical supervision. The respondents embraced and used alternative forums...... for getting emotional support among peers, but maintained that formalized supervision was the only forum for reflection that could solve the most difficult situations....

  8. Can staff attitudes to team working in stroke care be improved?

    Science.gov (United States)

    Gibbon, Bernard; Watkins, Caroline; Barer, David; Waters, Karen; Davies, Steve; Lightbody, Liz; Leathley, Michael

    2002-10-01

    Teamwork is regarded as the cornerstone of rehabilitation. It is recognized that the skills of a multiprofessional team are required to provide the care and interventions necessary to maximize the patient's potential to recover from his/her stroke. Critical evaluation of team working is lacking in the literature. Indeed, there is no consensus on a precise definition of teamwork or on the best way of implementing it, beyond a general exhortation to members to work to the same therapeutic plan in a cohesive manner. The literature has highlighted many problems in team working, including petty jealousies, ignorance and a perceived loss of autonomy and threat to professional status. To determine if the use of team co-ordinated approaches to stroke care and rehabilitation would improve staff attitudes to team working. A pre-post design was adopted using 'The Team Climate Inventory' to explore attitudes to team working before and after introducing the interventions. Local Research Ethics Committee approval was obtained. Improvements in attitudes towards team working suggest that the introduction of team co-ordinated approaches (integrated care pathways and team notes) did not result in greater team working. The introduction of an integrated care pathway and team notes is based on an assumption that they would enhance team working. The results suggest that the introduction of team co-ordinated approaches (team notes and care pathways) do not improve attitudes to team working, teams appear to take a long time to establish cohesion and develop shared values.

  9. Public Works Management Role and Structure: Activity and Staff Civil Engineers in the Public Works Center

    Science.gov (United States)

    1976-06-01

    technical problems in utilities management and engineering at: (1) Activities (2) Claimants or Major Commands (Includes UIP surveys, fuel conversions, CAPSE ...PWC SAN DIEGO - TOTAL PUBLIC WORKS SUPPORT A search of PWC San Diego instructions, PWC Insturction 5450. 2E of April 1975, Manual of Organization and...OPNAVINST 5310. 5A of 30 Apr 1965, Staffing Criteria Manual for Activities Ashore (b) OPNAVINST 1000. 16A of 5 Feb 1969 End: (1) Staff Civil

  10. Investigation of attitudes regarding technology in teaching staff members of Medical Faculty by CHAID analysis

    Directory of Open Access Journals (Sweden)

    Ömer Satıcı

    2009-01-01

    Full Text Available Aim: In this study, the attitudes of teaching staff of Fac-ulty of Medicine, Dicle University, in the 2005-2006 aca-demic year about technology was intended to be exam-ined. This research is a study on how teaching staff are affected with their different characteristics.Materials and Methods: Our study 224 persons were taken. Of the persons, 68 were professor, 40 were As-soc Professor, 44 were Assistant Professors, 58 were research assistants and 14 were expert. In our study, how the attitude variables were connected to the de-pendent (target variables was determined. The emer-gence of attitudes of different items has been intended to be studied on. Likert type form was applied for attitude items.Results: The attitudes on the wish of the teaching staff to join technology fairs were found to be different. Re-search assistants were found to have positive attitudes compared to the higher rank teaching staff. It was seen that the teaching staff who were indecisive to join the technological fairs wanted new instructive technologies to be used in their areas. Their departments determined their attitudes. It can be said that the teaching staff are indecisive about the opinion that ‘technology will take place of human beings’. It was found that the ones who did not agree with this item were mostly from Surgery Department. Conclusion: In general, the academic staff have posi-tive attitudes towards technology.

  11. [B hepatitis vaccination evaluated in population of non-medical staff members].

    Science.gov (United States)

    Głogowska-Ligus, Joanna; Dabek, Józefa; Koj, Jacek; Bonek-Wytrych, Grazyna; Lepich, Tomasz; Bajor, Grzegorz

    2011-09-01

    Hepatitis belongs to a group of diseases caused by different hepatotropic viruses, which are responsible for inflamation of the liver. The most common form of liver infection is hepatitis B virus (HBV). It is transmitted by blood and other body fluids. The infection can also occur during pregnancy--the fetus contact with mother physiological fluids, direct contact with infected blood, unprotected sexual contact and intravenous administration of drugs using of unsterile needles. Chronic hepatitis B accounts for approximately 80% of liver cancer. HBV constitutes a major epidemiological threat. According to statistical data over 2 billion people worldwide are infected. 60% of patients are non-symptomatic, while 40-50 develop disease symptoms. All this often lead to inflamation, cirrhosis hepatis and hepatocellular carcinoma. HBV vaccinaton presents the only effective way to prevent the disease. Therefore it is extremely important to make people fully aware of the disease. The aim of the study was to evaluate hepatitis virus B vaccination and hepatitis incidence rate in the patients, who are non-medical staff members. Family Doctor Office and Cardiology Clinic patients were included in the study. The source of data was questionnaire concerning anti-hepatitis B vaccination and hepatitis occurrence. The research was conducted on a group of 312 patient (109 male and 203 female). In this group, 168 people got vaccinated against the hepatitis B (53.84%). 29 patients (9.29%) had little knowledge about such a possibility of immunization, while 17 people (5.44%) knew nothing about the vaccination. The most common reason for vaccination was preventive action (preparation for medical treatment)--83 people (49.40%). Only 10 people (3.20%) from the studied group got infected. The most frequent reason were medical procedures. In Poland, the number of people vaccinated against B hepatitis is still very low. Therefore it is necessary to run a nationwide informative campaign and to

  12. Implementing differentiated practice: personal values and work satisfaction among hospital staff nurses.

    Science.gov (United States)

    Prothero, M M; Marshall, E S; Fosbinder, D M

    1999-01-01

    This project was part of a collaborative model for nursing staff development and student education. Personal values and work satisfaction of 49 staff nurses working on three hospital units were compared. One of the units employed differentiated practice. Results revealed high similarity in personal values among all nurses. Work satisfaction was significantly higher among nurses working on the unit employing differentiated practice. The importance of assessing personal values of nurses emerged as an important aspect of staff development, and differentiated practice appeared to be related to staff nurse satisfaction.

  13. Survey of staff and family members of patients in Bulgarian hospices on the concept of "good death".

    Science.gov (United States)

    Aleksandrova-Yankulovska, Silviya; ten Have, Henk

    2015-03-01

    The concept of a "good death" has been intensely discussed over the past decades. The objective of this study is to investigate this concept among staff and patients' relatives in 29 Bulgarian hospices and 5 palliative care units. Self-administered questionnaires were completed by 190 members of staff and 216 patients' relatives. Death without pain and suffering and death in one's sleep were leading concepts in both the groups. Staff preferred death in the presence of relatives, while relatives preferred fast and sudden death. Although we were able to define the common concept of a good death as painless and sudden death in one's sleep, death is unique phenomenon and good palliative care should be based on communication with patients about their idea of a good death.

  14. Leveraging Social Capital of Persons With Intellectual Disabilities Through Facebook Participation: The Perspectives of Family Members and Direct Support Staff.

    Science.gov (United States)

    Shpigelman, Carmit-Noa

    2017-12-01

    This study aimed to understand and describe the views of family members and direct support staff regarding the use of Facebook by persons with intellectual disability (ID) within the context of social capital. In-depth, semistructured interviews conducted with 16 family members and direct support staff of persons with ID who use Facebook revealed that most participants favored Facebook use by persons with ID for bonding and bridging social capital and for normalization. Most participants noted the empowering effect of online activity on persons with ID, yet some reported risks and usage difficulties. Although Facebook use enhances the well-being of persons with ID, findings highlighted the participants' need for formal guidelines regarding social media best-practices for people with ID.

  15. Assessing the Impact of a Program Designed to Develop Sustainability Leadership amongst Staff Members in Higher Education Institutes: A Case Study from a Community of Practice Perspective

    Science.gov (United States)

    Alkaher, Iris; Avissar, Ilana

    2018-01-01

    This study focuses on the impact of a sustainability leadership development program (SLDP) designed to develop staff members as leaders who encourage sustainability practices within institutions of higher education (IHE). Using the framework of community of practice (CoP), we explored the program's contribution by interviewing 16 staff members who…

  16. Safety at work due to staff qualification and selection

    International Nuclear Information System (INIS)

    Brandt, W.

    1980-01-01

    An outline of basic requirements enabling the selection of employees for responsible staff in nuclear power stations. Illustrated further by the example of a model development from skilled worker to head of shift. A short reference will be made to the maintenance of high standards of training. (orig.) [de

  17. Potent Motivators for Work among Staff of a Teaching Hospital ...

    African Journals Online (AJOL)

    Proportionate sampling technique was used to sample 220 staff of Jos University Teaching Hospital and data was collected from and analyzed using Epi Info. Logistic regression was used to assess predictive factors for being highly motivated. There was a statistically significant difference in motivation between respondents ...

  18. Working with Staff Using Baumrind's Parenting Styles Framework

    Science.gov (United States)

    Veldhuis, Hollace Anne

    2012-01-01

    The author's presentation at the staff meeting centered on Diana Baumrind's parenting styles framework (Baumrind, 1967). Baumrind believed that there were four requirements for effective guidance: nurturing, communication, maturity demands, and control. She rated parents on these four dimensions and identified the pattern of parenting that…

  19. When care situations evoke difficult emotions in nursing staff members: an ethnographic study in two Norwegian nursing homes.

    Science.gov (United States)

    Sandvoll, Anne Marie; Grov, Ellen Karine; Kristoffersen, Kjell; Hauge, Solveig

    2015-01-01

    Caring practice in nursing homes is a complex topic, especially the challenges of meeting the basic needs of residents when their behaviour evokes difficult emotions. Cognitive and physical changes related to aging and disability can contribute to behaviours considered to be unacceptable. For example, resident behaviours such as spitting, making a mess with food or grinding teeth are behaviours that most people do not want to see, hear or experience. The aim of this study was to gain a deeper understanding of how nursing home staff members deal with such behaviours in care situations. This article draws on ethnographic data to describe how nursing home staff members manage unpleasant resident behaviours. The study was based on two long-term units in two Norwegian public nursing homes. The Region's Medical Ethics Committee and the Norwegian Social Science Data Services granted approval. In total, 45 participants (37 nursing aides and eight nurses) agreed to participate in this study. Ten of the participants were interviewed at the end of the field study. This study indicates that nursing home staff members experience difficult emotions related to some residents' behaviours. However, they found these feelings difficult to express and rarely verbalized them openly. In addition, they were characterized by a strong obligation to help all residents, despite their own feelings. Therefore, it appears that an inner struggle occurs as a part of everyday practice. Despite these difficult emotions, nursing staff members believed that they needed to manage their responses and continued to offer good care to all residents. These findings extend our understanding of this unarticulated part of nursing home practice.

  20. Impact of Training and Mentoring on Employee Performance - Empirical analysis of Public and Private Universities’ staff members of Islamabad

    OpenAIRE

    Tanoli, Mubashar Farooq

    2016-01-01

    This study tries to illustrate the relationship between training, mentoring and employee performance. The purpose of the study is to highlight the role of different practices which are mainly out of a few practices of HR. Employee training and mentoring shows their influence on the employee performance. It will generate different results of empirically tested and analyzed data. Data from 250 staff members will be collected from different public and private sector universities of Islamabad...

  1. Temporary work for children of members of the personnel

    CERN Multimedia

    2006-01-01

    TO ALL MEMBERS OF THE PERSONNEL During the period 12 June to 15 September 2006 included, there will be a limited number of jobs for temporary work at CERN (normally unskilled work of routine nature) which will be made available to children of members of the personnel (i.e. anyone holding an employment or association contract with CERN). It should be noted that candidates must be aged between 18 and 24 inclusive on the first day of the contract, and that they must have insurance cover for both illness and accident. In view of the limited number of jobs available, no children who have previously worked at CERN under this scheme can be considered. The duration of all appointments will be 4 weeks, the allowance being CHF 1640.- for this period. Candidates should apply via HR department's electronic recruitment system (E-rt) : https://ert.cern.ch/browse_www/wd_pds?p_web_page_id=4691 Completed application forms must be returned to this service by 17 April 2006 at the latest. The results of the selection will be...

  2. Temporary work for children of members of the personnel

    CERN Multimedia

    2006-01-01

    TO ALL MEMBERS OF THE PERSONNEL During the period 12 June to 15 September 2006 included, there will be a limited number of jobs for temporary work at CERN (normally unskilled work of routine nature) which will be made available to children of members of the personnel (i.e. anyone holding an employment or association contract with CERN). It should be noted that candidates must be aged between 18 and 24 inclusive on the first day of the contract, and that they must have insurance cover for both illness and accident. In view of the limited number of jobs available, no children who have previously worked at CERN under this scheme can be considered. The duration of all appointments will be 4 weeks, the allowance being CHF 1640.- for this period. Candidates should apply via HR department's electronic recruitment system (E-rt) : https://ert.cern.ch/browse_www/wd_pds?p_web_page_id=4691 Completed application forms must be returned to this service by 17 April 2006 at the latest. The results of the selection will be a...

  3. Temporary work for children of members of the personnel

    CERN Multimedia

    2007-01-01

    TO ALL MEMBERS OF THE PERSONNEL During the period 11 June to 14 September 2007 included, there will be a limited number of jobs for temporary work at CERN (normally unskilled work of routine nature) which will be made available to children of members of the personnel (i.e. anyone holding an employment or association contract with CERN). It should be noted that candidates must be aged between 18 and 24 inclusive on the first day of the contract, and that they must have insurance cover for both illness and accident. In view of the limited number of jobs available, no children who have previously worked at CERN under this scheme can be considered. The duration of all appointments will be 4 weeks, the allowance being CHF 1663.- for this period. Candidates should apply via HR department's electronic recruitment system (E-rt): https://ert.cern.ch/browse_www/wd_pds?p_web_page_id=5466 Completed application forms must be returned to this service by 13 April 2007 at the latest. The results of the selection will be...

  4. Administrative Staff Members' Job Competency and Their Job Satisfaction in a Korean Research University

    Science.gov (United States)

    Jung, Jisun; Shin, Jung Cheol

    2015-01-01

    The purpose of this study is to explore the impact of administrative staff's job competency on their job satisfaction in a Korean research university. We conceptualized job satisfaction into three subcomponents: satisfaction in the job field, in the workplace, and with the actual task. In the regression analysis, we included demographics, inner…

  5. [Interdisciplinary working teams--better for both the patients and the staff].

    Science.gov (United States)

    Hammer, Siri Vedeld; Snorrason, Finnur; Langeland, Norvald

    2002-03-20

    Patients in Norwegian hospitals often feel that they do not know which specialist is responsible for their treatment. We report on a reorganisation carried out in the orthopaedic department at Buskerud county hospital in 1997-98. Staff members are allocated to five groups, each responsible for 12-15 beds and including one or two specialists, one or two residents, nurses, physiotherapists and secretaries. Patients are treated by the same group throughout their stay in hospital; the group's specialist is responsible for each patient's treatment. A study established that patient satisfaction with the organisation of the department was higher in 1998 and 2000 than in 1996, and more patients felt that one specialist was responsible for their treatment. A high percentage of staff members were satisfied with the reorganisation. The system may, however, be vulnerable, as it demands exact planning and a high degree of staff loyalty. The results indicate that this mode of organisation benefits patients as well as staff.

  6. Summer work for children of members of the personnel

    CERN Multimedia

    2012-01-01

    During the period from 18 June to 14 September 2012 inclusive, there will be a limited number of jobs for summer work at CERN (normally unskilled work of a routine nature), which will be made available to children of members of the personnel i.e. anyone holding an employment or association contract with the Organization.   Candidates must be aged between 18 and 24 inclusive on the first day of the contract, and must have insurance cover for both illness and accident. The duration of all contracts will be 4 weeks and the allowance will be CHF 1717.- for this period.  Candidates should apply via the HR Department’s electronic recruitment system (e-RT) here. Completed application forms must be returned by 10 April 2012 at the latest.  The results of the selection will be available by the end of May 2012. For further information, please contact: Virginie.Galvin@cern.ch HR Department Tel. 72855

  7. Temporary work for children of members of the personnel

    CERN Multimedia

    2007-01-01

    TO ALL MEMBERS OF THE PERSONNEL During the period 11 June to 14 September 2007 inclusive, a limited number of temporary jobs at CERN (normally unskilled work of a routine nature) will be made available to children of members of the personnel (i.e. anyone holding an employment or association contract with CERN). It should be noted that candidates must be aged between 18 and 24 inclusive on the first day of the contract, and that they must have insurance cover for both illness and accident. In view of the limited number of jobs available, no children who have previously worked at CERN under this scheme can be considered. The duration of all appointments will be 4 weeks, the allowance being CHF 1663.- for this period. Candidates should apply via the HR Department's electronic recruitment system (E-rt): https://ert.cern.ch/browse_www/wd_pds?p_web_page_id=5466 Completed application forms must be returned to this service by 13 April 2007 at the latest. The results of the selection will be available on 11 May 200...

  8. Temporary work for children of members of the personnel

    CERN Multimedia

    2007-01-01

    TO ALL MEMBERS OF THE PERSONNEL During the period 11 June to 14 September 2007 inclusive, a limited number of temporary jobs at CERN (normally unskilled work of a routine nature) will be made available to children of members of the personnel (i.e. anyone holding an employment or association contract with CERN). It should be noted that candidates must be aged between 18 and 24 inclusive on the first day of the contract, and that they must have insurance cover for both illness and accident. In view of the limited number of jobs available, no children who have previously worked at CERN under this scheme can be considered. The duration of all appointments will be 4 weeks, the allowance being CHF 1663.- for this period. Candidates should apply via the HR Department's electronic recruitment system (E-rt): https://ert.cern.ch/browse_www/wd_pds?p_web_page_id=5466 Completed application forms must be returned to this service by 13 April 2007 at the latest. The results of the selection will be available on 11 May 2...

  9. Job satisfaction among hospital staff working in a Government teaching hospital of India

    Directory of Open Access Journals (Sweden)

    Poonam Jaiswal

    2015-01-01

    Full Text Available Background: In a resource-limited and high burden disease setting, satisfied human resource is an asset in terms of high productivity, efficiency and quality care. Aim: To assess job satisfaction among permanent employees working in a government hospital. Materials and Methods: A sample of 200 staff members was interviewed using 34-item, Likert response based, modified job satisfaction scale. Key factors for job satisfaction were identified after subjecting data to principal component analysis, varimax rotation and multivariate analysis using step-wise regression procedure. Results: The mean job satisfaction index was computed to be in a similar range, but was found to be highest for nurses (0.68, followed by doctors (0.66, support staff (0.63 and technicians (0.62. Nine uncorrelated and critical factors related to job satisfaction that explained 68.09% of the variability was identified, that is, communication, pay/salary, working conditions, organization supervision system, co-workers, workload, benefits, career aspects and rewards. A positive association was reported between job satisfaction score and factor scores (units of communication (0.133, benefits (0.110, working condition (0.027 and co-workers (0.032 and a negative relation with organizational supervision system (0.118, workload (0.093, rewards (0.035, pay/salary (0.034 and career prospects (0.017 respectively for all categories of respondents. However in case of doctors, co-workers (0.023 units showed a negative relation. Conclusion: There is scope for interventions to enhance job satisfaction and concomitant continuous monitoring can be useful in determining various service aspects that necessitate improvement. By enhancing job satisfaction, hospital administrator can improve not only the mental, psychological and social well-being of work-force, but also the financial health of an organization.

  10. 34 CFR 75.519 - Dual compensation of staff.

    Science.gov (United States)

    2010-07-01

    ... 34 Education 1 2010-07-01 2010-07-01 false Dual compensation of staff. 75.519 Section 75.519... by a Grantee? Project Staff § 75.519 Dual compensation of staff. A grantee may not use its grantee to pay a project staff member for time or work for which that staff member is compensated from some other...

  11. [Analysis on work related fatigue among prison police and mental medical staffs].

    Science.gov (United States)

    Xie, Jia-Ling; Pan, Kui-Qiong; Liu, Shi-Hua

    2012-08-01

    To investigate the work related fatigue among prison police and mental medical staffs; to compare the social support between two groups; to develop specific intervention strategies in the future. The Chinese Maslach Burnout Inventory (CMBI) and the Social Support Rating Scale (SSRS) were applied to 100 prison police and 100 mental medical staffs respectively. Their status of work related fatigue and relevant social support were analyzed accordingly. 1) The level of fatigue among prison police was higher than mental medical staffs (P prison police were higher than that among mental medical staffs (P 0.05); 3) The level of social support in the prison police was higher than that in the mental medical staffs (P prison police and mental medical staffs were vulnerable to suffering from fatigue. However, the details and relevant social support between these two groups were different. Active intervention should be taken for different occupation.

  12. Applying equity theory to staff working with individuals with intellectual disabilities.

    Science.gov (United States)

    Disley, Philip; Hatton, Chris; Dagnan, Dave

    2009-03-01

    This paper provides an overview of the empirical research on equity theory amongst staff working in services for individuals with intellectual disabilities (ID). Relevant articles were identified by using the PsycINFO computerised database and by conducting manual searches of reference lists. Six studies were identified and reviewed. Staff often report that they feel under-benefited in their work-based relationships. Associations were found between staff equity perceptions and staff outcomes such as burnout, absenteeism and intention to leave. Previous research findings on staff outcomes are discussed within the context of equity theory. The implications of staff equity perceptions for ID services are discussed and possible directions for future research are forwarded. It is suggested that equity theory may have some utility as a theoretical starting point from which to develop a comprehensive theory to integrate various strands of research on staffing.

  13. Choosing Staff Members Reduces Time in Mechanical Restraint Due to Self-Injurious Behaviour and Requesting Restraint

    Science.gov (United States)

    Jensen, Craig C.; Lydersen, Tore; Johnson, Paul R.; Weiss, Shannon R.; Marconi, Michael R.; Cleave, Mary L.; Weber, Patricia

    2012-01-01

    Background: Using mechanical restraints to protect a person who engaged in dangerous self-injury was decreased by manipulation of an establishing operation involving the client choosing the staff person who would work with her. Materials and Methods: The client was a 28-year-old woman diagnosed with autism, bipolar disorder, static cerebral…

  14. Review article: Staff perception of the emergency department working environment: Integrative review of the literature

    Science.gov (United States)

    Abraham, Louisa; Greenslade, Jaimi; Thom, Ogilvie; Carlstrom, Eric; Wallis, Marianne; Crilly, Julia

    2016-01-01

    Abstract Employees in EDs report increasing role overload because of critical staff shortages, budgetary cuts and increased patient numbers and acuity. Such overload could compromise staff satisfaction with their working environment. This integrative review identifies, synthesises and evaluates current research around staff perceptions of the working conditions in EDs. A systematic search of relevant databases, using MeSH descriptors ED/EDs, Emergency room/s, ER/s, or A&E coupled with (and) working environment, working condition/s, staff perception/s, as well as reference chaining was conducted. We identified 31 key studies that were evaluated using the mixed methods assessment tool (MMAT). These comprised 24 quantitative‐descriptive studies, four mixed descriptive/comparative (non‐randomised controlled trial) studies and three qualitative studies. Studies included varied widely in quality with MMAT scores ranging from 0% to 100%. A key finding was that perceptions of working environment varied across clinical staff and study location, but that high levels of autonomy and teamwork offset stress around high pressure and high volume workloads. The large range of tools used to assess staff perception of working environment limits the comparability of the studies. A dearth of intervention studies around enhancing working environments in EDs limits the capacity to recommend evidence‐based interventions to improve staff morale. © 2016 The Authors. Emergency Medicine Australasia published by John Wiley & Sons Australia, Ltd on behalf of Australasian College for Emergency Medicine and Australasian Society for Emergency Medicine PMID:26784282

  15. TO ALL MEMBERS OF THE PERSONNEL: Temporary work for children of members of the personnel

    CERN Multimedia

    2004-01-01

    During the period mid-June to mid-September 2004, there will be a limited number of vacancies for temporary work at CERN (normally unskilled work of routine nature) which will be made available to children of members of the personnel (i.e. anyone holding an employment or association contract with CERN). It should be noted that candidates must be aged between 18 and 24 inclusive on the first day of the contract, and that they must have insurance cover for both illness and accident. In view of the limited number of vacancies available, no children previously appointed at CERN under this scheme can be considered. The duration of all appointments will be 4 weeks, the allowance being CHF 1600.- for this period. An application form can be obtained from Martine PLAZA, HR Department (by using the slip below or by electronic mail to Martine.Plaza@cern.ch) or at: http://humanresources.web.cern.ch/HumanResources/internal/personnel/pmd/cr.asp Completed application forms must be returned to this service by 2 April 2004 a...

  16. TO ALL MEMBERS OF THE PERSONNEL: Temporary work for children of members of the personnel

    CERN Multimedia

    2004-01-01

    During the period mid-June to mid-September 2004, there will be a limited number of vacancies for temporary work at CERN (normally unskilled work of routine nature) which will be made available to children of members of the personnel (i.e. anyone holding an employment or association contract with CERN). It should be noted that candidates must be aged between 18 and 24 inclusive on the first day of the contract, and that they must have insurance cover for both illness and accident. In view of the limited number of vacancies available, no children previously appointed at CERN under this scheme can be considered. The duration of all appointments will be 4 weeks, the allowance being CHF 1600.- for this period. An application form can be obtained from Martine PLAZA, HR Department (by using the slip below or by electronic mail to Martine.Plaza@cern.ch) or to the web. Completed application forms must be returned to this service by 2 April 2004 at the latest. The results of the selection will be available on 30 Apri...

  17. TO ALL MEMBERS OF THE PERSONNEL Temporary work for children of members of the personnel

    CERN Multimedia

    2001-01-01

    During the period mid-June to mid-September 2001, there will be a limited number of vacancies for temporary work at CERN (normally unskilled work of a routine nature) which will be made available to children of members of the personnel (that is, anyone holding an employment or association contract with CERN). It should be noted that candidates must be aged between 18 and 24 inclusive on the first day of the contract, and that they must have insurance cover for both illness and accident. In view of the limited number of vacancies available, no children previously appointed at CERN under this scheme can be considered. The duration of all appointments will be 4 weeks, the allowance being CHF 1538.- net for this period. Application forms can be obtained via the Web at the following address: http://cern.web.cern.ch/CERN/Divisions/PE/ under the heading 'Other Useful Links' or from Paula Barriere, Personnel Management Group (by using the slip below or by electronic mail to Paula.Barriere@.cern.ch). Completed applic...

  18. To all members of the personnel: Summer work for children of members of the personnel

    CERN Multimedia

    2014-01-01

    During the period from 16 June to 12 September 2014 inclusive, a limited number of jobs for summer work at CERN (normally unskilled work of a routine nature) will be made available to children of members of the personnel (i.e. anyone holding an employment or association contract with the Organization).   Candidates must be aged between 18 and 24 inclusive on the first day of the contract, and must have insurance coverage for both illness and accident. The duration of all contracts will be 4 weeks and the allowance will be CHF 1500.- for this period. Candidates should apply via the HR Department’s electronic recruitment system (http://ert.cern.ch ): http://jobs.web.cern.ch/job/10996. Completed application forms must be returned by 6 April 2014 at the latest. The results of the selection will be available by the end of May 2014. For further information, please contact: Virginie.Galvin@cern.ch, Tel.: 72855 (or Geraldine.Ballet@cern.ch, Tel.: 74151).  HR Department

  19. TO ALL MEMBERS OF THE PERSONNEL: Summer work for children of members of the personnel

    CERN Multimedia

    2013-01-01

    During the period from 17 June to 13 September 2013 inclusive, a limited number of jobs for summer work at CERN (normally unskilled work of a routine nature) will be available to children of members of the personnel (i.e. anyone holding an employment or association contract with the Organization). Candidates must be aged between 18 and 24 inclusive on the first day of the contract, and must have insurance coverage for both illness and accident. The duration of all contracts will be 4 weeks and the allowance will be CHF 1500.- for the whole period.  Candidates should apply via HR Department’s electronic recruitment system: https://ert.cern.ch/browse_www/wd_portal.show_job?p_web_site_id=1&p_web_page_id=10691 Completed application forms must be returned by 12 April 2013 at the latest. The results of the selection will be available by the end of May 2013. For further information, please contact: Virginie.Galvin@cern.ch - Tel. 72855 (Geraldine.Ballet@cern.ch - Tel. 74151) HR Departm...

  20. Life satisfaction of people with intellectual disability living in community residences: perceptions of the residents, their parents and staff members.

    Science.gov (United States)

    Schwartz, C; Rabinovitz, S

    2003-02-01

    Within the literature on quality of life (QoL), life satisfaction (LS) has emerged as a key variable by which to measure perceived well-being, which is referred to as subjective QoL. The LS self-reports of 93 residents with intellectual disability (ID) living in community-based residences were compared with reports about their LS completed by their staff and parents. The residents were interviewed on their LS by social workers who did not belong to the staff of the interviewee's residence. The instrument used was the Life Satisfaction Scale (LSS). Staff and parents completed the short version of the LSS. Residents and staff's LS reports were positively correlated. However, significant differences were found between these two groups of informants when the residents were characterized as high functioning, had a low score in challenging behaviour, worked in an integrative employment setting and lived in an apartment. As opposed to staff/resident discrepancies, no differences were found between parents' and residents' LS reports. If residents cannot to be interviewed about their LS, then the parent is the preferred person to respond on behalf of the resident. The current study highlights the importance of including both objective measures (e.g. functional assessment characteristics) and subjective measures (e.g. LS) in order to get a better understanding of the QoL of people with ID.

  1. A note on some behavioral aspects of radiation protection staff working in hospitals around Delhi

    International Nuclear Information System (INIS)

    Gupta, M.M.

    1979-01-01

    A questionnaire was used to collect information concerning radiation protection staff working in hospitals in and around Delhi. The information included the organization of the department, the status and involvement of the radiation protection staff and their performance and job satisfaction. Answers received from departments of Radiotherapy, Radiology and Nuclear Medicine were used to assess the relationship between involvement, performance and job satisfaction. (author)

  2. Psychosocial work environment, stress factors and individual characteristics among nursing staff in psychiatric in-patient care.

    Science.gov (United States)

    Hanna, Tuvesson; Mona, Eklund

    2014-01-20

    The psychosocial work environment is an important factor in psychiatric in-patient care, and knowing more of its correlates might open up new paths for future workplace interventions. Thus, the aims of the present study were to investigate perceptions of the psychosocial work environment among nursing staff in psychiatric in-patient care and how individual characteristics--Mastery, Moral Sensitivity, Perceived Stress, and Stress of Conscience--are related to different aspects of the psychosocial work environment. A total of 93 nursing staff members filled out five questionnaires: the QPSNordic 34+, Perceived Stress Scale, Stress of Conscience Questionnaire, Moral Sensitivity Questionnaire, and Mastery scale. Multivariate analysis showed that Perceived Stress was important for Organisational Climate perceptions. The Stress of Conscience subscale Internal Demands and Experience in current units were indicators of Role Clarity. The other Stress of Conscience subscale, External Demands and Restrictions, was related to Control at Work. Two types of stress, Perceived Stress and Stress of Conscience, were particularly important for the nursing staff's perception of the psychosocial work environment. Efforts to prevent stress may also contribute to improvements in the psychosocial work environment.

  3. Summer work for children of members of the personnel

    CERN Multimedia

    HR Department

    2016-01-01

    During the period from 13 June to 9 September 2016 inclusive, there will be a limited number of opportunities for summer work at CERN (normally unskilled work of routine nature), which will be made available to children of members of the personnel (i.e. anyone holding an employment or association contract with the Organization).     Candidates must be aged between 18 and 24 inclusive on the first day of the contract, and must have insurance coverage for both illness and accident. The duration of all contracts will be four weeks and the subsistence allowance will be CHF 1500.- for this period.  Candidates should apply via the HR department’s electronic recruitment system: https://jobs.web.cern.ch/job/11758. Completed application forms must be returned by 4 April 2016 at the latest. The results of the selection will be available by the end of May 2016. For further information, please contact: Virginie.Galvin@cern.ch - Tel.: 72855...

  4. Annual report of the Summit Members' Working Group on Controlled Thermonuclear Fusion (Fusin Working Group (FWG))

    International Nuclear Information System (INIS)

    1987-04-01

    The Summit Members' Working Group on Controlled Thermonuclear Fusion [Fusion Working Group (FWG)] was established in 1983 in response to the Declaration of the Heads of State and Government at the Versailles Economic Summit meeting of 1982, and in response to the subsequent report of the Working Group in Technology, Growth and Employment (TGE) as endorsed at the Williamsburg Summit meeting, 1983. This document contains the complete written record of each of the three FWG meetings which include the minutes, lists of attendees, agendas, statements, and summary conclusions as well as the full reports of the Technical Working Party. In addition, there is a pertinent exchange of correspondence between FWG members on the role of the Technical Working Party and a requested background paper on the modalities associated with a possible future ETR project

  5. Examining the temporal relationship between psychological climate, work attitude, and staff turnover

    Science.gov (United States)

    Garner, Bryan R.; Hunter, Brooke D.

    2012-01-01

    Relative to the broader industrial-organizational (I-O) psychology field, research on the turnover of substance use disorder (SUD) treatment staff is in its infancy. Despite its long and rich history, recent reviews of the turnover literature within I-O psychology have noted there remains considerable room for improvement. In particular, recommendations have been made for research that considers time in the turnover process and explores more distal causes of staff turnover. Addressing these gaps, this paper examined the temporal relationship between latent measures of psychological climate, work attitude, and staff turnover. Using data from 95 SUD treatment staff clustered within 29 treatment organizations, multilevel discrete-time survival analyses revealed that a latent measure of work attitude (e.g., job satisfaction, pay satisfaction, turnover intentions) fully mediated the temporal relationship between latent measures of psychological climate (e.g., supervisor support, coworker support, role conflict) and subsequent staff turnover. PMID:22658290

  6. Staff members' negotiation of power in client engagement: analysis of practice within an Australian aged care service.

    Science.gov (United States)

    Petriwskyj, Andrea; Gibson, Alexandra; Webby, Glenys

    2015-04-01

    With increasing focus on client control and active client roles in aged care service provision, client engagement is highlighted as fundamental to contemporary care practice. Client engagement itself, however, is complex and is impacted by a range of issues including the relationships and power dynamics inherent in the care context. These dynamics do not simply reflect the roles that are available to or taken up by clients; just as important are the roles and positions that staff of aged care services are offered, and take up, in client engagement. This paper presents the findings of a study that explored client engagement practice within a large Australian service provider. Analysis of interview and focus group discussions addressed the ways in which staff were positioned - by both themselves and by clients - in terms of the roles that they hold within engagement practice and the power relations inherent within these. Analysis of power from the dominant policy perspective of choice and control, and the alternative perspective of an ethic of care suggests that power relations within the care context are dynamic, complex and involve on-going negotiation and regulation by clients and staff members in aged care. The use of these two contrasting perspectives reveals a more dynamic and complex understanding of power in care practice than dominant uni-dimensional approaches to critique suggest. Copyright © 2015 Elsevier Inc. All rights reserved.

  7. Nursing staff members' intentions to use physical restraints with older people: testing the theory of reasoned action.

    Science.gov (United States)

    Werner, P; Mendelsson, G

    2001-09-01

    To examine nursing staff members' attitudes, subjective norms, moral obligations and intentions to use physical restraints, using the Theory of Reasoned Action (TRA). During the last two decades an extensive body of research has examined nurses' attitudes as one of the main factors affecting the decision to use or not to use physical restraints with older persons. However, no studies have examined empirically the antecedents to nurses' intentions to use physical restraints within a theoretically based framework. A correlational design was used with 303 nursing staff members from an 800-bed elder care hospital in central Israel. Participants completed a questionnaire including questions based on the TRA as well as socio-demographic and professional characteristics. Regression analyses found attitudes, subjective norms and moral considerations to be significantly associated to intention to use physical restraints with older people. The TRA explained 48% of the variance in nurses' intentions. The TRA proved to be a useful framework for examining nurses' intentions to use physical restraints. Nurses' attitudes, beliefs and expectations of significant others should be examined before implementing educational programmes regarding the use of physical restraints.

  8. Active over 45: a step-up jogging programme for inactive female hospital staff members aged 45+.

    Science.gov (United States)

    Baschung Pfister, Pierrette; Niedermann, Karin; Sidelnikov, Eduard; Bischoff-Ferrari, Heike A

    2013-10-01

    Inactive individuals face motivational obstacles for becoming and remaining physically active. Therefore, sustainable physical activity promotion programmes tailored to reach inactive individuals are needed. The aim of this study was to test the role of motivation and the effect and feasibility of a training programme. We enrolled physically inactive female hospital staff members aged 45 and older in an uncontrolled exercise trial. Follow-up assessments were at 3 and 12 months. The primary outcome was running distance (Cooper test). Secondary outcomes were level of physical activity (Freiburger Physical Activity Questionnaire) and body mass index. Out of 1249 female hospital staff, 275 classified themselves as inactive and 250 (91%) of them were interested in the exercise programme. Of these, 68 (27%; mean age 53.2 years) agreed to participate in our study and 47 (69%) completed the programme. Average running distance increased by 255.70 m [95% confidence interval (CI) 208.09-303.31] at 3-month follow-up with a sustained benefit at 12-month follow-up (194.02; 95% CI 143.75-244.47). Physical activity level increased by 1152.52 kcal week(-1) (95% CI 703.73-1601.32) at 3 months with a sustained benefit (1279.10 kcal week(-1), 95% CI 826.80-1731.40) after 12 months. Notably, baseline motivation to become physically active was not associated with change in physical performance or physical activity level during the programme. The 3-month step-up jogging programme is a feasible and effective exercise intervention for physically inactive, middle-aged female hospital staff members. The intervention leads to sustained benefits independently of motivation to become more physically active.

  9. Summer work for children of members of the personnel

    CERN Multimedia

    2015-01-01

    During the period from 15 June to 11 September 2015 inclusive, there will be a limited number of summer jobs at CERN (normally unskilled work of a routine nature) will be offered to children of members of the personnel (i.e. anyone holding an employment or association contract with the Organization).   Candidates must be aged between 18 and 24 inclusive on the first day of the contract, and must have insurance coverage for both illness and accident. The duration of all contracts will be 4 weeks and the subsistence allowance will be 1500 CHF for this period. Candidates should apply via the HR Department’s electronic recruitment system: https://jobs.web.cern.ch/job/11323. Completed application forms must be returned by 5 April 2015 at the latest.  The results of the selection will be available by the end of May 2015. For further information, please contact: Virginie.Galvin@cern.ch, tel. 72855 (Geraldine.Ballet@cern.ch, tel. 74151) HR Department

  10. Attributions of Quality Circles' Failure: Perceptions among Top-Management, Supporting Staff, and Quality Circle Members.

    Science.gov (United States)

    Tang, Thomas Li-Ping; Butler, Edie Aguilar

    Quality circles, a management practice that involves groups of workers from the same work area voluntarily meeting on a regular basis to identify, analyze, and solve various work-related problems, have been used in Japan for over 40 years. In the United States, quality circles have been tried in many organizations during the past 2 decades and…

  11. Towards a framework in interaction training for staff working with clients with intellectual disabilities and challenging behaviour.

    Science.gov (United States)

    Willems, A; Embregts, P; Hendriks, L; Bosman, A

    2016-02-01

    Training support staff in dealing with challenging behaviour in clients with intellectual disabilities (ID) is needed. The goal of this study is to determine which elements need to be incorporated in a training on staff interactions with these clients, building upon a framework and an interpersonal model. As in functional analysis, this study tests the influence of client interpersonal behaviour, three types of staff reactions to challenging behaviour, two types of staff psychological resources and staff team climate on four styles of staff interpersonal behaviour. A total of 318 support staff members completed a questionnaire on staff interpersonal behaviour for 44 clients with ID and challenging behaviour, as well as seven questionnaires on client interpersonal behaviour, staff emotions, attributions, self-efficacy, self-reflection, coping styles and team climate. The influence of these seven factors on four staff interpersonal behaviours was examined using multilevel multiple regression analysis. Friendly-warm and dominant client interpersonal behaviour had a significant positive impact on friendly and assertive control staff behaviour, respectively. Also, there was a strong influence of staff negative and positive emotions, as well as their self-efficacy, on most of the staff interpersonal behaviours. Staff self-reflection, insight and avoidance-focused coping style had an impact on some staff interpersonal behaviours. Staff team climate only predicted higher support-seeking staff behaviour. In conducting a functional analysis of staff interpersonal behaviour, the results of this study can be used both as a framework in staff-client interaction training and in clinical practice for treating challenging behaviour. The emphasis in training and practice should not only be on the bidirectional dynamics of control and affiliation between staff and clients, but also - in order of importance - on the impact of staff emotions, self-efficacy, self-reflection and insight

  12. Work-Life: Policy and Practice Impacting LG Faculty and Staff in Higher Education

    Science.gov (United States)

    Munn, Sunny L.; Hornsby, Eunice Ellen

    2008-01-01

    The work-life policies and benefits practices of public universities and the extent to which lesbian and gay (LG) faculty, staff and families receive different work-life benefits than their heterosexual married counterparts are examined. The analysis was conducted by searching university work-life benefits websites. Major benefits for domestic…

  13. CUSTOMS PRIVILEGES CONCERNING THE VEHICLES OF STAFF MEMBERS RESIDING IN SWITZERLAND

    CERN Multimedia

    Relations with the Host States Service

    2001-01-01

    The Permanent Mission of Switzerland has informed CERN that the rules relating to customs privileges for vehicles have been modified. The new arrangements, which are more favourable than those described in Weekly Bulletin N° 32/2000, are summarised below. The rates of tax and duty referred to in this summary are currently as follows: customs duty (solely for vehicles originating from countries outside the European Union and the European Free Trade Association; calculated on the basis of the vehicle's weight, 12 to 15 Swiss centimes per kilogram); car tax (4% of the value of the vehicle); value-added tax (7.6% of the value of the vehicle). 1. Holders of a B or C-type 'Carte de légitimation' Members of the personnel holding a B or C-type Carte de légitimation issued by the Swiss Federal Department of Foreign Affairs (hereinafter referred to as «DFAE») may import or purchase a first vehicle tax and duty-free. This vehicle, subject to a three-year limited res...

  14. The "Battlefield": Life Histories of Two Higher Education Staff Members of Color

    Science.gov (United States)

    Gomez, Mary Louise; Ocasio, Kelly; Lachuk, Amy Johnson; Powell, Shameka N.

    2015-01-01

    Deploying Russian philosopher M. M. Bakhtin's notions of utterances or communicative interactions, we explore the life histories of two administrators at State University, a predominantly White institution of higher education in the Midwestern United States. In particular, we explore how working with White students, peers, and supervisors demands…

  15. Micro-skills of group formulations in care settings: Working with expressions of staff distress.

    Science.gov (United States)

    Jackman, Louisa; Fielden, Amy; Pearson, Steven

    2017-05-01

    The help of specialist clinicians is often sought to advise staff in residential and nursing care homes about how to work with people with dementia whose behaviour is challenging. The Newcastle Model ( James, 2011 ) is a framework and a process developed to help care staff understand and improve their care of this group. The model emphasises the use of sharing information with staff to develop effective care plans. In the Shared Formulation Sessions characteristic of the Newcastle Model, clinicians take the role of a group facilitator, helping the staff reach a consensus about what needs to change. These sessions can be difficult to manage as intra and inter-group processes emerge and the group express their anxieties. This paper aims to explore the processes that might be in play Shared Formulation Sessions and to suggest ways in which the facilitator might approach this to manage effective collaborative working.

  16. Care staff and family member perspectives on quality of life in people with very severe dementia in long-term care: a cross-sectional study.

    Science.gov (United States)

    Clare, Linda; Quinn, Catherine; Hoare, Zoe; Whitaker, Rhiannon; Woods, Robert T

    2014-12-09

    Little is known about the quality of life of people with very severe dementia in long-term care settings, and more information is needed about the properties of quality of life measures aimed at this group. In this study we explored the profiles of quality of life generated through proxy ratings by care staff and family members using the Quality of Life in Late-stage Dementia (QUALID) scale, examined factors associated with these ratings, and further investigated the psychometric properties of the QUALID. Proxy ratings of quality of life using the QUALID were obtained for 105 residents with very severe dementia, categorised as meeting criteria for Functional Assessment Staging (FAST) stages 6 or 7, from members of care staff (n = 105) and family members (n = 73). A range of resident and staff factors were also assessed. Care staff and family member ratings were similar but were associated with different factors. Care staff ratings were significantly predicted by resident mood and awareness/responsiveness. Family member ratings were significantly predicted by use of antipsychotic medication. Factor analysis of QUALID scores suggested a two-factor solution for both care staff ratings and family member ratings. The findings offer novel evidence about predictors of care staff proxy ratings of quality of life and demonstrate that commonly-assessed resident variables explain little of the variability in family members' proxy ratings. The findings provide further information about the psychometric properties of the QUALID, and support the applicability of the QUALID as a means of examining quality of life in very severe dementia.

  17. E-assessment of prior learning: a pilot study of interactive assessment of staff with no formal education who are working in Swedish elderly care.

    Science.gov (United States)

    Nilsson, Annika; Andrén, Marianne; Engström, Maria

    2014-04-18

    The current paper presents a pilot study of interactive assessment using information and communication technology (ICT) to evaluate the knowledge, skills and abilities of staff with no formal education who are working in Swedish elderly care. Theoretical and practical assessment methods were developed and used with simulated patients and computer-based tests to identify strengths and areas for personal development among staff with no formal education. Of the 157 staff with no formal education, 87 began the practical and/or theoretical assessments, and 63 completed both assessments. Several of the staff passed the practical assessments, except the morning hygiene assessment, where several failed. Other areas for staff development, i.e. where several failed (>50%), were the theoretical assessment of the learning objectives: Health, Oral care, Ergonomics, hygiene, esthetic, environmental, Rehabilitation, Assistive technology, Basic healthcare and Laws and organization. None of the staff passed all assessments. Number of years working in elderly care and staff age were not statistically significantly related to the total score of grades on the various learning objectives. The interactive assessments were useful in assessing staff members' practical and theoretical knowledge, skills, and abilities and in identifying areas in need of development. It is important that personnel who lack formal qualifications be clearly identified and given a chance to develop their competence through training, both theoretical and practical. The interactive e-assessment approach analyzed in the present pilot study could serve as a starting point.

  18. Happiness, work engagement and organisational commitment of support staff at a tertiary education institution in South Africa

    Directory of Open Access Journals (Sweden)

    Lyndsay K. Field

    2011-09-01

    Research purpose: The purpose of the research was to determine the relationship between happiness, work engagement and organisational commitment and to determine whether happiness and work engagement hold predictive value for the organisational commitment of support staff. Motivation for the study: This study aims to enable the identification of a link between happiness, work engagement and organisational commitment and to identify a predictive value of the model. Research design, approach and method: The researchers used a cross-sectional survey design. They used a sample of 123 (N = 123 support staff members from a tertiary education institution in South Africa. The researchers used four demographic questionnaires for the research. These were the ‘Satisfaction with Life Scale’ (SWLS, the ‘Well-Being Questionnaire’ (WBQ, the ‘Utrecht Work Engagement Scale’ (UWES and the ‘Organisational Commitment Questionnaire’ (OCQ. Main findings: The researchers found a significant positive relationship between affective organisational commitment and work engagement, as well as between affective organisational commitment and happiness (as the SWLS and WBQ measure. They found a significant positive relationship between work engagement and happiness. Finally, the results showed that happiness and work engagement have predictive value for affective organisational commitment. Practical/managerial implications: Happiness and work engagement have predictive value for affective organisational commitment. Therefore, institutions should carefully tailor any implementation programme or initiative to address this relationship. Contribution/value-add: The findings will benefit both managers and workers. Institutions should consider evaluating the levels of happiness and work engagement of their support staff to address the issue of the organisational commitment of their employees.

  19. How can hospitals better protect the privacy of electronic medical records? Perspectives from staff members of health information management departments.

    Science.gov (United States)

    Sher, Ming-Ling; Talley, Paul C; Cheng, Tain-Junn; Kuo, Kuang-Ming

    2017-05-01

    The adoption of electronic medical records (EMR) is expected to better improve overall healthcare quality and to offset the financial pressure of excessive administrative burden. However, safeguarding EMR against potentially hostile security breaches from both inside and outside healthcare facilities has created increased patients' privacy concerns from all sides. The aim of our study was to examine the influencing factors of privacy protection for EMR by healthcare professionals. We used survey methodology to collect questionnaire responses from staff members in health information management departments among nine Taiwanese hospitals active in EMR utilisation. A total of 209 valid responses were collected in 2014. We used partial least squares for analysing the collected data. Perceived benefits, perceived barriers, self-efficacy and cues to action were found to have a significant association with intention to protect EMR privacy, while perceived susceptibility and perceived severity were not. Based on the findings obtained, we suggest that hospitals should provide continuous ethics awareness training to relevant staff and design more effective strategies for improving the protection of EMR privacy in their charge. Further practical and research implications are also discussed.

  20. Suicidality among medical students – A practical guide for staff members in medical schools

    Science.gov (United States)

    Rau, Thea; Plener, Paul; Kliemann, Andrea; Fegert, Jörg M.; Allroggen, Marc

    2013-01-01

    Although suicidality in medical students is important, few studies dealt with this issue regarding German universities. Our aims were to describe the epidemiology as well as factors leading to suicidality in medical students. Furthermore we wanted to raise awareness for this topic among university employees and show options for handling suicidal crises in students. This manuscript especially aims to address university employees working in direct contact with students (such as student counselors or teachers). PMID:24282451

  1. Operational Work System Design and Staff Performance in the Nigerian Construction Industry

    Directory of Open Access Journals (Sweden)

    Emmanuel Ejikeme Isichei

    2017-03-01

    Full Text Available Objective: The study investigated the impact of operational work system design on staff performance in selected construction firms in Nigeria. Research Design & Methods: The study used primary data gathered with the use of a 5-point Likert scale questionnaire format administered to 138 respondents. A hypothesis was postulated to test the significance of the research problem. Data analysis was carried out using correlation and multiple regression analysis which proved the significance of the alternative hypothesis as a result of testing the hypothesis. Findings: The findings show that there is a significant relationship between operational work system design and staff performance. The study concludes that operational job design can be advanced as a motivation tool, which is non-monetary in nature, to improve staff performance. Implications & Recommendations: A key drive to improve performance is the satisfaction of staff coupled with an outstanding operational job design which takes into consideration the total physical and mental well-being of staff and its interaction with other organisational factors. The study recommends, among others, that there should be active participation of staff in the design of work in the organisation. Contribution & Value Added: The study provides an empirical approach to enhancing performance in the construction industry and thereby developing an indigenous firm to compete favourably on a growing market.

  2. Positive well-being and work-life balance among UK railway staff

    OpenAIRE

    Fan, Jialin; Smith, Andrew

    2017-01-01

    Failure to manage the well-being and work-life balance of railway workers\\ud may result in an increased risk to train safety and employees’ health. This article\\ud reports the findings of a study that measured positive well-being and\\ud work-life balance, and identified the factors affecting these among UK railway\\ud staff. On the whole, staff who perceived high levels of control and support had\\ud a better work-life balance and an increased sense of well-being. A positive\\ud personality was ...

  3. The embryo as moral work object: PGD/IVF staff views and experiences.

    Science.gov (United States)

    Ehrich, Kathryn; Williams, Clare; Farsides, Bobbie

    2008-07-01

    We report on one aspect of a study that explored the views and experiences of practitioners and scientists on social, ethical and clinical dilemmas encountered when working in the field of preimplantation genetic diagnosis (PGD) for serious genetic disorders. The study produced an ethnography based on observation, interviews and ethics discussion groups with staff from two PGD/IVF Units in the UK. We focus here on staff perceptions of work with embryos that entails disposing of 'affected' or 'spare' embryos or using them for research. A variety of views were expressed on the 'embryo question' in contrast to polarised media debates. We argue that the prevailing policy acceptance of destroying affected embryos, and allowing research on embryos up to 14 days leaves some staff with rarely reported, ambivalent feelings. Staff views are under-researched in this area and we focus on how they may reconcile their personal moral views with the ethical framework in their field. Staff construct embryos in a variety of ways as 'moral work objects'. This allows them to shift attention between micro-level and overarching institutional work goals, building on Casper's concept of 'work objects' and focusing on negotiation of the social order in a morally contested field.

  4. Psychosocial Work Environment, Stress Factors and Individual Characteristics among Nursing Staff in Psychiatric In-Patient Care

    Directory of Open Access Journals (Sweden)

    Tuvesson Hanna

    2014-01-01

    Full Text Available The psychosocial work environment is an important factor in psychiatric in-patient care, and knowing more of its correlates might open up new paths for future workplace interventions. Thus, the aims of the present study were to investigate perceptions of the psychosocial work environment among nursing staff in psychiatric in-patient care and how individual characteristics—Mastery, Moral Sensitivity, Perceived Stress, and Stress of Conscience—are related to different aspects of the psychosocial work environment. A total of 93 nursing staff members filled out five questionnaires: the QPSNordic 34+, Perceived Stress Scale, Stress of Conscience Questionnaire, Moral Sensitivity Questionnaire, and Mastery scale. Multivariate analysis showed that Perceived Stress was important for Organisational Climate perceptions. The Stress of Conscience subscale Internal Demands and Experience in current units were indicators of Role Clarity. The other Stress of Conscience subscale, External Demands and Restrictions, was related to Control at Work. Two types of stress, Perceived Stress and Stress of Conscience, were particularly important for the nursing staff’s perception of the psychosocial work environment. Efforts to prevent stress may also contribute to improvements in the psychosocial work environment.

  5. Impact of School Staff Health on Work Productivity in Secondary Schools in Massachusetts

    Science.gov (United States)

    Alker, Heather J.; Wang, Monica L.; Pbert, Lori; Thorsen, Nancy; Lemon, Stephenie C.

    2015-01-01

    Background: Healthy, productive employees are an integral part of school health programs. There have been few assessments of work productivity among secondary school staff. This study describes the frequency of 3 common health risk factors--obesity, depressive symptoms, and smoking--and their impact on work productivity in secondary school…

  6. Relationships among leadership practices, work environments, staff communication and outcomes in long-term care.

    Science.gov (United States)

    Tourangeau, Ann; Cranley, Lisa; Spence Laschinger, Heather K; Pachis, Jaime

    2010-11-01

    To examine the role that work relationships have on two long-term care outcomes: job satisfaction and turnover intention. It is easy to overlook the impact that human relations have in shaping work environments that are conducive to organizational effectiveness. Employee job satisfaction and retention are important organizational outcomes. Six hundred and seventy-five nursing and other staff from 26 long-term care facilities were surveyed about their work environments, work group relationships, observed leadership practices, organizational support, job satisfaction and turnover intention. Higher job satisfaction was associated with lower emotional exhaustion burnout, higher global empowerment, higher organizational support, higher psychological empowerment, stronger work group cohesion and higher personal accomplishment. Higher turnover intention was associated with lower job satisfaction, higher emotional exhaustion burnout, more outside job opportunities, weaker work group cohesion, lower personal accomplishment and higher depersonalization. No relationship was found between leadership practices and job satisfaction or turnover intention. Stronger work group relationships, stronger sense of personal accomplishment and lower emotional exhaustion have direct effects on increasing job satisfaction and lowering turnover intention. To retain long-term care staff, attention should be paid to fostering positive work group cohesion, supporting and acknowledging staff accomplishments and minimizing staff burnout. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.

  7. Cultivating and Benefiting from Member Familiarity in Temporary Work Groups

    DEFF Research Database (Denmark)

    Hessel, Shannon

    and tenure constraints. Finally, I propose a model for strategically composing limited-tenure project groups of enduring tenure sub-groups as one way to inject the benefits of member familiarity into temporary organizations, and I illustrate how this condition supported both task- and relationship...

  8. Leader-member exchange, work engagement, and job performance

    NARCIS (Netherlands)

    Breevaart, K.; Bakker, A.B.; Demerouti, E.; van den Heuvel, M.

    2015-01-01

    Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job

  9. Leader-member exchange, work engagement, and job performance.

    NARCIS (Netherlands)

    Breevaart, K.; Bakker, A. B.; Demerouti, E.; Van den Heuvel, M.

    2015-01-01

    Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job

  10. Subjective happiness levels of staff working in provincial organization of general directorate of sport

    Directory of Open Access Journals (Sweden)

    Ömer YAZICI

    2016-03-01

    Full Text Available Aim: The purpose of this study was investigate to level of subjective happiness levels of staff who works in provincial organization of General Directorate of Sport. Material and Methods: The study group of the research consisted of 400 staff (164 female, 236 male who works in General Directorate of Sport’s İstanbul, Trabzon, Malatya and Tokat Youth Services and Sport provincial directorates. In the study as data collection tool; Subjective Happiness Scale (SHS which developed by Lyubomirsky & Lepper (1999 and adapted to Turkish by Akın and Satıcı (2011 was used. And also “personal data form” which created by the researchers was used. The data analyzed by descriptive statistics, T-test and Anova test. Also, Scheffe test was used to find out the significant differences of groups. Results: In accordance with t-test results obtained from the present study, there are significant differences with respect to variables such as marital status, income state and sport participation (p<0.05. Conclusion: As a result, it was determined that married staff is happier than single staff. Also, the staff who determined themselves in moderate income level is happier than the staff who determined themselves in lower income level.

  11. Perspectives on multidrug-resistant organisms at the end of life : A focus group study of staff members and institutional stakeholders.

    Science.gov (United States)

    Herbst, Franziska A; Heckel, Maria; Tiedtke, Johanna M; Adelhardt, Thomas; Sturm, Alexander; Stiel, Stephanie; Ostgathe, Christoph

    2018-03-16

    There is a lack of research into how hospital staff and institutional stakeholders (i. e. institutional representatives from public health authorities, hospital hygiene, and the departments of microbiology, palliative care, and geriatrics) engage with patients who are carriers of multidrug-resistant organisms and receiving end-of-life care. Knowledge of their experiences, workload, and needs should be considered in dealing with hospitalized carriers of multidrug-resistant organisms as well as staff education. This study explored and compared staff members' and stakeholders' perspectives on multidrug-resistant organisms and on provision of end-of-life care to carrier patients. In this study four focus groups consisting of hospital staff members and institutional stakeholders were formed within a mixed-methods parent study in a palliative care unit at a university clinic and a geriatric ward of a Catholic and academic teaching hospital. Participants discussed results from staff and stakeholder interviews from a former study phase. Data were analyzed according to Grounded Theory and perspectives of staff members and institutional stakeholders were compared and contrasted. Key issues debated by staff members (N = 19) and institutional stakeholders (N = 10) were 1) the additional workload, 2) reasons for uncertainty about handling carrier patients, 3) the format of continuing education, and 4) the preferred management approach for dealing with multidrug-resistant organism carrier patients. Although similar barriers (e. g. colleagues' ambiguous opinions) were identified, both groups drew different conclusions concerning the management of these barriers. While institutional stakeholders recommended making decisions on hygiene measures under consideration of the specific patient situation, staff members preferred the use of standardized hygiene measures which should be applied uniformly to all patients. Staff members and institutional stakeholders

  12. A Pilot Investigation into the Efficacy of a Signing Training Strategy for Staff Working with Adults with Intellectual Disabilities

    Science.gov (United States)

    Chadwick, Darren D.; Jolliffe, Jane

    2009-01-01

    To contribute to increasing the quality and quantity of communication between staff and adults with intellectual disabilities, training was undertaken to enhance the awareness and knowledge of signing as a method of communication. Multidisciplinary team members, residential and day centre staff were trained to use 20 core signs. Training methods…

  13. Organizational climate partially mediates the effect of culture on work attitudes and staff turnover in mental health services.

    Science.gov (United States)

    Aarons, Gregory A; Sawitzky, Angelina C

    2006-05-01

    Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been examined. The present study examined full and partial mediation models of the effects of culture and climate on work attitudes and the subsequent impact of work attitudes on staff turnover. Multilevel structural equation models supported a partial mediation model in which organizational culture had both direct influence on work attitudes and indirect influence through organizational climate. Work attitudes significantly predicted one-year staff turnover rates. These findings support the contention that both culture and climate impact work attitudes and subsequent staff turnover.

  14. Evaluation of work engagement and its determinants in Kermanshah hospitals staff in 2013.

    Science.gov (United States)

    Mahboubi, Mohammad; Ghahramani, Fariba; Mohammadi, Mohsen; Amani, Nastaran; Mousavi, Seyedeh Hoda; Moradi, Farida; Akbarzadeh, Arash; Kazemi, Mahmmoud

    2014-10-17

    Work engagement is a new concept in the field of psychology and human resource management. Increased vitality and enthusiasm is a social phenomenon that brings work engagement for society. This study aimed to evaluate work engagement and its determinants in Kermanshah hospitals' staff. This cross-sectional study was conducted on 387 hospital administrative, clinical, paraclinical, and service staff. The sample size was calculated using Krejcei-Morgan table. The data were collected using a questionnaire including demographic characteristics and job engagement components. Then, the data were analyzed using descriptive statistics as well as independent sample t-test and one-way ANOVA. The participants' mean (SD) of age was 32.63±2.7 years and most of them were female (57.6%). The results revealed a significant relationship between work engagement and age group (P=0.01) and work experience (P=0.04). However, no significant relationship was found between work engagement and sex, education level, and job unit. The results of this study showed that only job experience and age were associated with work engagement. However, no significant relationship was found between work engagement and education level, sex, and job. Thus, further studies are suggested to investigate the cultural factors and personality traits associated with job enthusiasm among the hospital staff, especially nurses.

  15. Work-Life Balance among academic staff of the University of Lagos ...

    African Journals Online (AJOL)

    Work-life balance is associated with the maintenance of stability in both one's professional and personal life. It is key to the welfare and, subsequently, job satisfaction and productivity of employees. It is against this understanding that this study surveyed the way academic staff of the University of Lagos perceive and pursue ...

  16. Personalized Learning Instructional Staff Survey Results (Spring 2014). Working Paper WR-1062-BMGF

    Science.gov (United States)

    Siler-Evans, Kyle; Steiner, Elizabeth D.; Hamilton, Laura S.; Pane, John F.

    2014-01-01

    The purpose of this document is to descriptively summarize instructional staff responses to a survey administered by RAND in 23 personalized learning (PL) schools in Spring 2014. This work was performed at the request of the Bill & Melinda Gates Foundation (BMGF), as part of a multi-year evaluation contract. The 23 schools were selected from a…

  17. Analysis of Productivity Improvement Act for Clinical Staff Working in the Health System: A Qualitative Study.

    Science.gov (United States)

    Vali, Leila; Tabatabaee, Seyed Saeed; Kalhor, Rohollah; Amini, Saeed; Kiaei, Mohammad Zakaria

    2015-06-12

    The productivity of healthcare staff is one of the main issues for health managers. This study explores the concept of executive regulation of Productivity Improvement Act of clinical staff in health. In this study phenomenological methodology has been employed. The data were collected through semi-structured interviews and focus group composed of 10 hospital experts and experts in human resources department working in headquarter of Mashhad University of Medical Sciences and 16 nursing managers working in public and private hospitals of Mashhad using purposive sampling. Findings were analyzed using Colaizzi's seven step method. The strengths of this Act included increasing spirit of hope in nurses, paying attention to quality of nursing care and decreasing problems related to the work plan development. Some of the weaknesses of Productivity Improvement Act included lack of required executive mechanisms, lack of considering nursing productivity indicator, increasing non-public hospitals problems, discrimination between employees, and removal of resting on night shifts. Suggestions were introduced to strengthen the Act such as increased organizational posts, use of a coefficient for wage in unusual work shifts and consideration of a performance indicator. The results may be used as a proper tool for long term management planning at organization level. Finally, if high quality care by health system staff is expected, in the first step, we should take care of them through proper policy making and focusing on occupational characteristics of the target group so that it does not result in discrimination among the staff.

  18. Communicating about Death and Dying: Developing Training for Staff Working in Services for People with Intellectual Disabilities

    Science.gov (United States)

    Tuffrey-Wijne, Irene; Rose, Tracey; Grant, Robert; Wijne, Astrid

    2017-01-01

    Background: Many people with intellectual disabilities are affected by death, yet conversations about death are often avoided by staff working with them. This study aimed to assess staff training needs and to develop, trial and evaluate a training course on communicating about death and dying. Method:(i) Semi-structured interviews with 20 staff in…

  19. Ameliorating Patient Stigma Amongst Staff Working With Personality Disorder: Randomized Controlled Trial of Self-Management Versus Skills Training.

    Science.gov (United States)

    Clarke, Sue; Taylor, Georgina; Bolderston, Helen; Lancaster, Joanna; Remington, Bob

    2015-11-01

    Patients diagnosed with a personality disorder (PD) are often stigmatized by the healthcare staff who treat them. This study aimed to compare the impact on front-line staff of a self-management Acceptance and Commitment Therapy-based training intervention (ACTr) with a knowledge- and skills-based Dialectical Behaviour Training intervention (DBTr). A service-based randomized controlled trial was conducted comparing the effects of 2-day ACTr (N = 53) and DBTr (N = 47) staff workshops over 6 months. Primary outcome measures were staff attitudes towards patients and staff-patient relationships. For both interventions, staff attitudes, therapeutic relationship, and social distancing all improved pre- to postintervention, and these changes were maintained at 6-month follow-up. Although offering different resources to staff, both ACTr and DBTr were associated with an improved disposition towards PD patients. Future research could evaluate a combined approach, both for staff working with PD patients and those working with other stigmatized groups.

  20. Analysis of the Motivation and Work Climate of University Teaching Staff

    Science.gov (United States)

    González-Tirados, R. M.

    2012-04-01

    The scientific, social, economic and technological progress taking place in present-day advanced societies needs to be closely linked to the work of the university and to effectiveness, productivity and efficiency. Moreover, teaching staff play a predominant role and are the best point of reference for any changes to be introduced in teaching, in the way to manage classes, in the use of tools, changes in methodology or teaching strategies, and also in the ways students learn, etc. The teacher ceases to be a figure who only transmits knowledge and becomes a guide or facilitator of learning. The teacher, therefore, takes on a different commitment with the ways of learning, of approaching students, guiding tutorials, assessing student learning, etc. For these reasons staff motivationisone of the basic concerns. It would be expected that a demotivated staff with few incentives and a low opinion of their worth as teachers would be less committed to their teaching, research and management work, and as a result would achieve less success in their work with students. To put it another way, they would perform worse in all they do. But could it be that their vocation as teachers and the professionalism of university staff are sufficient motivating factors in themselves? The concepts of work climate, motivation and demotivation of teaching staff, feeling uneasy with teaching or academic work, conflicts of communication, a deterioration in relationships with colleagues, etc., are phrases that are heard more and more in the work environment. Most of these phrases would seem to be related to academic performance or the way of becoming involved in the centre's activities or to other variables which until proved are only supposition. It is for these reasons that we have wished to analyse the situation of teaching staff in universities in Madrid. In university organisations the teaching staff is one of the key elements that leads to work being done more or less effectively. Human

  1. Health services and the treatment of immigrants: data on service use, interpreting services and immigrant staff members in services across Europe

    NARCIS (Netherlands)

    Kluge, U.; Bogic, M.; Devillé, W.; Greacen, T.; Dauvrin, M.; Dias, S.; Gaddini, A.; Koitzsch Jensen, N.; Ioannidi-Kapolou, E.; Mertaniemi, R.; Puipcinós i Riera, R.; Sandhu, S.; Sarvary, A.; Soares, J.J.F.; Stankunas, M.; Straßmayr, C.; Welbel, M.; Heinz, A.; Priebe, S.

    2012-01-01

    Background The number of immigrants using health services has increased across Europe. For assessing and improving the quality of care provided for immigrants, information is required on how many immigrants use services, what interpreting services are provided and whether staff members are from

  2. Health services and the treatment of immigrants: data on service use, interpreting services and immigrant staff members in services across Europe.

    NARCIS (Netherlands)

    Kluge, U.; Bogic, M.; Devillé, W.; Greacen, T.; Dauvrin, M.; Dias, S.; Gaddini, A.; Koitzsch Jensen, N.; Ioannidi-Kapolou, E.; Mertaniemi, R.; Puipcinos i Riera, R.; Sandhu, S.; Sarvary, A.; Soares, J.J.F.; Stankunas, M.; Straßmayr, C.; Welbel, M.; Heinz, A.; Priebe, S.

    2012-01-01

    Background: The number of immigrants using health services has increased across Europe. For assessing and improving the quality of care provided for immigrants, information is required on how many immigrants use services, what interpreting services are provided and whether staff members are from

  3. The relationship between workplace violence, perceptions of safety, and Professional Quality of Life among emergency department staff members in a Level 1 Trauma Centre.

    Science.gov (United States)

    Copeland, Darcy; Henry, Melissa

    2018-02-02

    Emergency department staff members are frequently exposed to workplace violence which may have physical, psychological, and workforce related consequences. The purpose of this study was to examine the relationships between exposure to workplace violence, tolerance to violence, expectations of violence, perceptions of workplace safety, and Professional Quality of Life (compassion satisfaction - CS, burnout - BO, secondary traumatic stress - STS) among emergency department staff members. A cross-sectional design was used to survey all emergency department staff members from a suburban Level 1 Trauma Centre in the western United States. All three dimensions of Professional Quality of Life were associated with exposure to non-physical patient violence including: general threats (CS p = .012, BO p = .001, STS p = .035), name calling (CS p = .041, BO p = .021, STS p = .018), and threats of lawsuit (CS p = .001, BO p = .001, STS p = .02). Tolerance to violence was associated with BO (p = .004) and CS (p = .001); perception of safety was associated with BO (p = .018). Exposure to non-physical workplace violence can significantly impact staff members' compassion satisfaction, burnout and secondary traumatic stress. Greater attention should be paid to the effect of non-physical workplace violence. Additionally, addressing tolerance to violence and perceptions of safety in the workplace may impact Professional Quality of Life. Copyright © 2018 Elsevier Ltd. All rights reserved.

  4. Effective utilization of maintenance staff in design and implementation of major project work

    International Nuclear Information System (INIS)

    Wyman, D.; Dingle, J.; Brown, R.

    1995-01-01

    The reorganization of Pickering Nuclear Division some 2 years ago resulted in the formation of the Projects and Modifications department. This department takes an integrated approach to manage all aspects of large projects at Pickering. The integration of Design, Drafting, Procurement, Construction and Operations functions into project teams represents a fundamental change to project management at Pickering. The development of integrated teams has great potential for reducing both the time and cost associated with project implementation, while at the same time improving the quality, and maintainability of the commissioned in service project. The Pickering Rehab organization 1989-1993, established to perform the rehab / retube of Units 3 and 4 had proven that a team environment will produce effective results. The outcome was astounding, critical categories such as Safety, Quality of Work, and Timeliness, had proven the team's effectiveness. The integration of operations maintenance staff into the project work activities is still evolving, and has probably required the most adaptation to change for both the former Construction and Operations organizations. Maximizing the utilization of the maintenance staff in the design and implementation of major project work will prove to be a key to a long term operating success of these projects. This paper will focus in on the effective usage of Maintenance staff in the design and implementation phases of major project work at Pickering, and on the benefits realized using this approach. It will be divided into 5 sections as indicated. 1. Past Project Shortfalls. 2. Benefits of the inclusion of Maintenance staff in the Calandria Vault Rehab Project. 3. Maintenance involvement in the Pickering 'A' Shutdown System Enhancement (SDSE) Project. 4. Challenges resulting from the inclusion of Maintenance staff project teams. 5. Summary. (author)

  5. [Knowledge, attitudes and behaviors of hospital staff members towards smoking and anti-smoking regulations: results of a survey in F.-Hached University Teaching Hospital of Sousse (Tunisia)].

    Science.gov (United States)

    Salah, S Mezghani Ben; Rhif, H; Elguesmi, O; Abderrahmen, A Ben; Hayouni, A; Mrizak, N; Benzarti, M

    2011-12-01

    Promoting a smoke-free hospital is a priority component for tobacco control strategies. The aim of our investigation was to study the attitudes and behaviors of the hospital staff of the F.-Hached UH of Sousse towards smoking, and to assess their knowledge about the harms of passive smoking and about tobacco regulations in the hospital. We conducted a descriptive cross-sectional study using an anonymous self-administered questionnaire. In January-February 2008, the questionnaire was submitted to hospital staff members selected at random from the care units at F.-Hached UH of Sousse, Tunisia. The response rate was 92.8% (452 participants). The average age of the population was 39.7±19 years; all professional categories were represented. The prevalence of active smoking among the staff interviewed was 19% (89.5% males). About 75% of the smokers stated they smoked on the work site and 8% in the presence of patients. The majority of the smokers wished to stop smoking. Discomfort from exposure to tobacco smoke was reported by 83.4% of respondents. The large majority of staff respondents (95%) knew that tobacco smoke is dangerous and 80% were aware of the existence of a law that prohibits smoking in the hospital. The prevalence of smoking remains high among male hospital workers. In our hospital, the majority of the care staff favored promotion of a tobacco-free hospital. The success of this project will depend on education, implicating the entire hospital staff in the anti-smoking battle. Smoking staff members should be supported in their attempts to stop smoking. Copyright © 2011 Elsevier Masson SAS. All rights reserved.

  6. Partnership working and improved service delivery: views of staff providing sexual health services.

    Science.gov (United States)

    Pow, Janette; Elliott, Lawrie; Raeside, Robert; Themessl-Huber, Markus; Claveirole, Anne

    2013-07-01

    Successful partnership working has theoretically been linked to improvements in service delivery and is dependent on the strength of the partnership, trust, communication, professional roles and resource sharing. Empirical evidence to confirm the relationships between these factors and improved service provision, however, is lacking. Our aim was to assess the views of staff as to the conditions required for partnership working. This study was a cross-sectional survey of 687 staff offering sexual health education, information or support to young people in the Healthy Respect intervention area in Scotland. Views of each variable were scored and structural equation modelling was used to assess the theoretical model. Responses were received from 284 (41%) staff. Greater strength of partnership was directly associated with increasing the number of referrals. Establishing professional roles between organizations was also associated with increasing the number of referrals. Strength of partnership was indirectly associated with working more effectively with young people and this relationship depended on clear communication, trust, established professional roles and shared resources. Effective partnership working depends on a number of interdependent relationships between organizations, which act synergistically to improve organizational outcomes. Effective partnership working leads to improved service delivery though there is a need for better controlled studies which demonstrate the effect on health outcomes.

  7. Effect of the Strong4Life School Nutrition Program on Cafeterias and on Manager and Staff Member Knowledge and Practice, Georgia, 2015.

    Science.gov (United States)

    Rajbhandari-Thapa, Janani; Bennett, Ashley; Keong, Farrah; Palmer, Wendy; Hardy, Trisha; Welsh, Jean

    The goal of the Strong4Life School Nutrition Program is to promote healthy eating in school cafeterias in Georgia by training school nutrition managers and staff members to implement changes in the cafeteria to nudge children to make healthier choices. The objective of our study was to evaluate program effect on (1) school nutrition manager and staff member knowledge of evidence-based strategies and their self-efficacy to make positive changes, (2) the school cafeteria environment, and (3) National School Lunch Program participation. We assessed changes in participant knowledge, beliefs, and self-efficacy by administering a survey before and after training (February-July 2015); a follow-up survey (3 school months posttraining) assessed changes in the cafeteria. A total of 842 school nutrition managers and staff members were trained and completed pre- and posttraining surveys; 325 managers completed the follow-up survey. We used cafeteria records from a subsample of the first schools trained (40 intervention and 40 control) to assess National School Lunch Program participation. From pretraining to posttraining, we found a significant increase in manager and staff member (n = 842) knowledge of strategies for enhancing taste perception through the use of creative menu item names (from 78% to 95%, P food placement in the lunch line influences food selection (from 78% to 95%, P cafeteria environment (from 91% to 96%, P 2 locations, P School Lunch Program participation did not change significantly. Training cafeteria managers and staff members in Smarter Lunchrooms Movement techniques may be an effective way to make changes in the school cafeteria environment to encourage healthier choices among students. Additional studies allowing time for more complex changes to be implemented are needed to assess the full effect of the program.

  8. [Work satisfaction and absenteeism of nursing staff--comparative study of 1021 nurse trainees and nurses].

    Science.gov (United States)

    Wenderlein, F U

    2003-11-01

    To analyse the high level of absenteeism among nursing trainees compared with nursing staff. Unlike previous studies, the present study focussed on work satisfaction and motivation. Specifically, combining satisfaction with absenteeism was a novel approach. For assessing work satisfaction, a standardised form with 73 items in four areas was drafted and checked in a pre-test (n = 150). 861 nurses and 159 trainees were interviewed. The absenteeism data given by the nursing staff were compared with the 'missing' records of the personnel department. In all areas it was found that, in particular, problems of organisation, personnel management and working atmosphere in the hospital were a burden on the employees. In detail, however, there were considerable differences between nurses and trainees in respect of appraisal. Work organisation: Although trainees rated work organisation aspects lower than nurses, direct relationship to work satisfaction was less pronounced. For the trainees, improvements are imperative in respect of active self-responsibility. Leadership/co-operation: Trainees rated supervisor behaviour and working atmosphere lower than their colleagues. There was a direct relation to satisfaction and absenteeism. Workload/stress: Although their responsibility was less, a larger proportion of the trainees felt stressed. This was directly related to work satisfaction and absenteeism. Fluctuation and turnover: 44% of the trainees would be prepared to work up to the age of retirement, but only 25% of the qualified staff. Nevertheless, three-quarters of the trainees and two-thirds of the nurses would choose the same profession again. Hence, unfavourable local (internal) circumstances led to the discontent and not the profession as such. The extremely high absenteeism of nursing trainees calls for action on the part of school and hospital management. There is a need for better information and care before and during professional training, because workload will be

  9. Effective teamwork in primary healthcare through a structured patient-sorting system - a qualitative study on staff members' conceptions.

    Science.gov (United States)

    Maun, Andy; Engström, Miriam; Frantz, Anna; Brämberg, Elisabeth Björk; Thorn, Jörgen

    2014-11-28

    Primary healthcare meets increased demands from an aging population concerning quality and availability while concurrently dealing with a growing shortage of general practitioners and imperfect efficiency in healthcare processes. Reorganization and team development can improve quality and performance but projects in primary care frequently do not attain the targeted results. By developing and introducing a structured patient-sorting system a primary healthcare centre in Western Sweden increased its access rate significantly and employed its medical professionals more efficiently. The aim of this study was to explore staff members' conceptions of the structured patient-sorting system in order to gain an inside perspective on this project. In this qualitative study 16 interviews were conducted over a period of two years and data was analysed using a phenomenographic approach to identify the various conceptions of the eleven participants. Three categories of description were identified: The system was conceptualized as 1) a framework for the development of patient-centred processes that were clear and consistent, 2) a promotor of professional development and a shared ideal of cooperative practice and 3) a common denominator and catalyst in conflict management. This study demonstrates that the introduction of a structured patient-sorting system makes it possible for several important change processes to take place concurrently: improvement of healthcare processes, empowerment of professionals and team development. It therefore indicates the importance of an appropriate, contextualized framework to support multiple concomitant quality improvement processes. Knowledge from this study can be used to assist and improve future implementations in primary healthcare centres.

  10. How leaders affect followers' work engagement and performance : Integrating Leader−Member Exchange and Crossover Theory

    NARCIS (Netherlands)

    Gutermann, D.; Lehmann-Willenbrock, N.; Boer, D.; Born, M.; Voelpel, S.C.

    Drawing on leader−member exchange and crossover theory, this study examines how leaders’ work engagement can spread to followers, highlighting the role of leader−member exchange as an underlying explanatory process. Specifically, we investigate if leaders who are highly engaged in their work have

  11. A diary study to open up the black box of overtime work among university faculty members

    NARCIS (Netherlands)

    Beckers, D.G.J.; Hooff, M.L.M. van; Linden, D. van der; Kompier, M.A.J.; Taris, T.W.; Geurts, S.A.E.

    2008-01-01

    Objectives: This study aimed at opening up the black box of overtime work among university faculty members by providing information on (i) when faculty members work overtime, (ii) what activities are undertaken during overtime, and (iii) how overtime is experienced. Methods: Data were collected

  12. A diary study to open up the black box of overtime work among university faculty members

    NARCIS (Netherlands)

    Beckers, D.G.J.; Hooff, M.L.M. van; Linden, D. van der; Kompier, M.A.J.; Taris, T.W.; Geurts, S.A.E.

    2008-01-01

    Objectives - This study aimed at opening up the black box of overtime work among university faculty members by providing information on (i) when faculty members work overtime, (ii) what activities are undertaken during overtime, and (iii) how overtime is experienced. Methods - Data were collected

  13. Pulkovskij martirolog: sotrudniki i aspiranty GAO - zhertvy vojny i blokady %t Pulkovo book of martyrs: staff members and graduate students of the main observatory as victum of the war and blockade

    Science.gov (United States)

    Zhukov, V. Yu.; Soboleva, T. V.

    The tragedy of war and the blockade of Leningrad did not fail to have its impact on Pulkovo and its inhabitants. Many of the latter did not survive to witness the Victory Day, and the Astronomical Capital of the World - as the Pulkovo Observatory was called in the past - was razed to the ground. To commemorate the staff members of the USSR Academy of Sciences Main (Pulkovo) Observatory that perished in the war, a memorial board has been installed with 13 names engraved on it. Unfortunately, this figure is four times less than the Main Observatory really lost - roughly every third staff member lost his/her life in the war. The paper is the first endeavour to provide the complete and accurate list of losses that the Russian Academy of Sciences Main Observatory bore as a result of the war and blockade. Fifty-three died of hunger during the time of blockade. This mournful list includes astronomers proper as well as graduate students, technical and servicing staff members. It is not the names of Leningrad Pulkovites only that the authors of the above paper mention. Seeking to pay memorial honours to all staff members and graduate students of the Main Observatory who became victims of the war and blockade, the authors also adduce the names of staff members of the Nikolaevsk and Simeiz Branches of the Main Observatory, as well as those who worked in the Observatory before and in the very beginning of the war but were not formally its staff members at the moment they died. Making the names of the perished Pulkovites known is a tribute of commemoration to all Leningraders that were in the city during the blockade. The book of martyrs above is based on the unpublished documents of the Main Observatory Archive and the data extracted from the St. Petersburg Book of Memory, as well as other materials. The names are arranged alphabetically, and the structure of each entry is the same. The paper provides the foreword and comments.

  14. Impact of school staff health on work productivity in secondary schools in Massachusetts.

    Science.gov (United States)

    Alker, Heather J; Wang, Monica L; Pbert, Lori; Thorsen, Nancy; Lemon, Stephenie C

    2015-06-01

    Healthy, productive employees are an integral part of school health programs. There have been few assessments of work productivity among secondary school staff. This study describes the frequency of 3 common health risk factors--obesity, depressive symptoms, and smoking--and their impact on work productivity in secondary school employees. Employees of secondary schools in Massachusetts (N = 630) participated in a longitudinal weight gain prevention intervention study. Assessment completed at baseline, 1-year and 2-year follow-up included survey assessments of health risk factors as well as measurements for height, weight, and body mass index (BMI). The survey also included a depression inventory and Work Limitations Questionnaire. Data analysis included multivariate mixed effect models to identify productivity differences in relation to BMI, depressive symptoms, and smoking in this population stratified by position type (teacher and other school staff). The sample included 361 teachers and 269 other school staff. Obesity, depressive symptoms, and smoking were significantly associated with work productivity, including workdays missed because of health concerns (absenteeism) and decreases in on-the-job productivity because of health concerns (presenteeism). Three common health conditions, namely obesity, depressive symptoms, and smoking, adversely affect the productivity of high school employees. © 2015, American School Health Association.

  15. Organizational Climate Partially Mediates the Effect of Culture on Work Attitudes and Staff Turnover in Mental Health Services

    OpenAIRE

    Aarons, Gregory A.; Sawitzky, Angelina C.

    2006-01-01

    Staff turnover in mental health service organizations is an ongoing problem with implications for staff morale, productivity, organizational effectiveness, and implementation of innovation. Recent studies in public sector services have examined the impact of organizational culture and climate on work attitudes (i.e., job satisfaction and organizational commitment) and, ultimately, staff turnover. However, mediational models of the impact of culture and climate on work attitudes have not been ...

  16. The impact of leader-member exchange (LMX) on work-family interference and work-family facilitation

    NARCIS (Netherlands)

    L.G. Tummers (Lars); B.A.C. Bronkhorst (Babette)

    2014-01-01

    markdownabstract__Abstract__ Purpose – We analyze the effects of leadership on work-family spillovers. Specifically, we analyze the relationships between leadership (leader-member exchange, LMX) with one negative work-family spillover effect (work-family interference) and one positive work-family

  17. Concordance of Family and Staff Member Reports about End of Life in Assisted Living and Nursing Homes

    Science.gov (United States)

    Rich, Shayna E.; Williams, Christianna S.; Zimmerman, Sheryl

    2010-01-01

    Purpose: To identify differences in perspectives that may complicate the process of joint decision making at the end of life, this study determined the agreement of family and staff perspectives about end-of-life experiences in nursing homes and residential care/assisted living communities and whether family and staff roles, involvement in care,…

  18. Replacing nuclear staff: The proactive work at IPEN/CNEN-SP-Brazil

    International Nuclear Information System (INIS)

    Pupak, M.O.; Rogero, J.R.

    2005-01-01

    The purpose of this paper was to bring out the actual situation of Nuclear Education and Training in Brazil. Accordingly, this paper overviews the situation of educational matters in Latin America, especially in Brazil, in terms of efficiency and effectiveness of its superior education system. Mainly, this paper points out the replacing of nuclear staff and the proactive work of the Energy and Nuclear Research Institute (IPEN) of the Brazilian Nuclear Energy Commission (CNEN). (author)

  19. Replacing nuclear staff: The proactively work at IPEN/CNEN-SP

    International Nuclear Information System (INIS)

    Pupak, M.O.; Rogero, J.R.

    2004-01-01

    The purpose of this paper was to bring the actual situation of Nuclear Education and Training in Brazil. Accordingly, this paper overviewed the situation of the educational matter on Latin America, especially in Brazil, in terms of efficiency and effectiveness of its superior education system. Mainly this paper pointed out for the replacing of nuclear staff and the proactive work of the Energy and Nuclear Research Institute (IPEN) of the Brazilian Nuclear Energy Commission (CNEN). (author)

  20. Work-Related Musculoskeletal Disorders and Risk Factors among Chinese Medical Staff of Obstetrics and Gynecology.

    Science.gov (United States)

    Wang, Jingjing; Cui, Ya; He, Lihua; Xu, Xiangrong; Yuan, Zhiwei; Jin, Xianning; Li, Zhimin

    2017-05-26

    Medical staff in the department of obstetrics and gynecology are a group of professionals reportedly at high risk of work-related musculoskeletal disorders (WMSD), however, little is known about the current status of this problem in China. The aim of this study was to investigate prevalence and risk factors of work-related musculoskeletal disorders among this population in China. A self-developed questionnaire was distributed to 1017 obstetrics and gynecology practitioners to collect information on musculoskeletal symptoms and relevant factors. Prevalence and severity of work-related musculoskeletal disorders in different parts of the body were calculated and the relationship between personal and ergonomic factors and work-related musculoskeletal disorders was analyzed using Chi-square test and unconditional logistic regression models. The results indicated a high prevalence of 85.5% among the subjects, with the shoulder ( n = 575, 62.0%), neck ( n = 560, 60.3%) and lower back ( n = 504, 54.3%) being the three most affected regions. Individual, postural, work-environmental as well as psychosocial factors were recognized to be associated with WMSDs in different body parts. Therefore, attention must be given to the problem of musculoskeletal disorders among Chinese obstetrics and gynecology staff. It is recommended to develop good life habits, improve work environment, adjust work organization as well as train on proper postures in their daily operation.

  1. What are the priorities for developing culturally appropriate palliative and end-of-life care for older people? The views of healthcare staff working in New Zealand.

    Science.gov (United States)

    Bellamy, Gary; Gott, Merryn

    2013-01-01

    This paper explores the views of healthcare staff regarding the provision of culturally appropriate palliative care for Māori, Pacific Island and Chinese elders living in Auckland, New Zealand. The ageing population is culturally and ethnically diverse and, along with other developed countries experiencing high levels of migration, the challenge is balancing the rise in numbers of older people from different ethnic and cultural groups with end-of-life care, which reflects personal values and beliefs. Two joint interviews and ten focus groups were conducted with eighty staff across a range of primary, secondary and speciality care settings in 2010. The findings demonstrated that participants viewed the involvement of family as fundamental to the provision of palliative care for Māori, Pacific Island and Chinese elders. For Māori and Pacific Islanders, healthcare staff indicated the importance of enabling family members to provide 'hands-on' care. The role of family in decision-making was fundamental to the delivery of and satisfaction with care for older Chinese family members. Care staff highlighted the need to be cognisant of individual preferences both within and across cultures as a fundamental aspect of palliative care provision. The role of family in 'hands-on' palliative care and decision-making requires care staff to relinquish their role as 'expert provider'. Counter to the prioritisation of autonomy in Western health-care, collective decision-making was favoured by Chinese elders. Providing families with the requisite knowledge and skills to give care to older family members was important. Whilst assumptions are sometimes made about preferences for end-of-life care based on cultural values alone, these data suggest that care preferences need to be ascertained by working with family members on an individual basis and in a manner that respects their involvement in palliative care provision. © 2012 Blackwell Publishing Ltd.

  2. 'Poppets and parcels': the links between staff experience of work and acutely ill older peoples' experience of hospital care.

    Science.gov (United States)

    Maben, Jill; Adams, Mary; Peccei, Riccardo; Murrells, Trevor; Robert, Glenn

    2012-06-01

    Few empirical studies have directly examined the relationship between staff experiences of providing healthcare and patient experience. Present concerns over the care of older people in UK acute hospitals - and the reported attitudes of staff in such settings - highlight an important area of study. AIMS AND OBJECTIVES. To examine the links between staff experience of work and patient experience of care in a 'Medicine for Older People' (MfOP) service in England. A mixed methods case study undertaken over 8 months incorporating a 149-item staff survey (66/192 - 34% response rate), a 48-item patient survey (26/111 - 23%), 18 staff interviews, 18 patient and carer interviews and 41 hours of non-participant observation. Variation in patient experience is significantly influenced by staff work experiences. A high-demand/low-control work environment, poor staffing, ward leadership and co-worker relationships can each add to the inherent difficulties staff face when caring for acutely ill older people. Staff seek to alleviate the impact of such difficulties by finding personal satisfaction from caring for 'the poppets'; those patients they enjoy caring for and for whom they feel able to 'make a difference'. Other patients - noting dehumanising aspects of their care - felt like 'parcels'. Patients are aware of being seen by staff as 'difficult' or 'demanding' and seek to manage their relationships with nursing staff accordingly. The work experiences of staff in a MfOP service impacted directly on patient care experience. Poor ward and patient care climates often lead staff to seek job satisfaction through caring for 'poppets', leaving less favoured - and often more complex patients - to receive less personalised care. Implications for practice. Investment in staff well-being and ward climate is essential for the consistent delivery of high-quality care for older people in acute settings. © 2012 Blackwell Publishing Ltd.

  3. Working with patients who have big burns: exploring the perspectives of senior medical staff of different professional groups.

    Science.gov (United States)

    Camhi, Claudia; Cohn, Nancy

    2007-01-01

    This study aimed to explore the views of senior medical staff on the emotional impact and dilemmas of working with patients who have big burns. Six members of medical staff from different professional groups were interviewed: two consultant plastic and reconstructive surgeons, two consultant anesthetists, and two senior physiotherapists. Their interviews were analyzed using a qualitative methodology, namely interpretative phenomenological analysis. The emerging patterns were discussed in the light of systemic and social constructionist theory. The emerging themes revolved around three main areas. The participants shared their ideas on the tensions around decision-making and the different positions they take when they have to make life-or-death decisions or when they have to live with the consequences of these decisions taken by others. They brought to the discussion differing ideas about what they consider as the right emotional distance and emotional talk with patients. Finally, they reflected on intragroup ways of support generated by their burns team and they highlight the use of humor and the use informal networks as ways of support.

  4. Secondary traumatic stress in attorneys and their administrative support staff working with trauma-exposed clients.

    Science.gov (United States)

    Levin, Andrew P; Albert, Linda; Besser, Avi; Smith, Deborah; Zelenski, Alex; Rosenkranz, Stacey; Neria, Yuval

    2011-12-01

    Although secondary trauma has been assessed in various groups of mental health professionals, few studies, to date, have examined secondary trauma among attorneys exposed to clients' traumatic experiences. This study examined indicators of secondary trauma among attorneys (N = 238) and their administrative support staff (N = 109) in the Wisconsin State Public Defender Office. Attorney participants demonstrated significantly higher levels of posttraumatic stress disorder symptoms, depression, secondary traumatic stress, burnout, and functional impairment compared with the administrative support staff. This difference was mediated by attorneys' longer work hours and greater contact with clients who had experienced or had been directly involved with trauma. Sex, age, years on the job, office size, and personal history of trauma did not predict symptoms. These findings suggest a need to support attorneys experiencing these symptoms and to address high workloads as well as the intensity of contact with trauma-exposed clients.

  5. Work engagement, social support, and job satisfaction in Portuguese nursing staff: A winning combination.

    Science.gov (United States)

    Orgambídez-Ramos, Alejandro; de Almeida, Helena

    2017-08-01

    Job Demands-Resources model assumes the mediator role of work engagement between social support (job resource) and job satisfaction (organizational result). However, recent studies suggest that social support can be considered as a moderator variable in the relationship between engagement and job satisfaction in nursing staff. The aim of this study is to analyze the moderator role of social support, from supervisor and from co-workers, in the relationship between work engagement and job satisfaction in a Portuguese nursing sample. We conducted a cross-sectional and correlational study assessing a final sample of 215 participants (55.56% response rate, 77.21% women). Moderation analyses were carried out using multiple and hierarchical linear regression models. Job satisfaction was significantly predicted by work engagement and social support from supervisor and from co-workers. The significant interaction in predicting job satisfaction showed that social support from co-workers enhances the effects of work engagement on nurses' satisfaction. A climate of social support among co-workers and higher levels of work engagement have a positive effect on job satisfaction, improving quality care and reducing turnover intention in nursing staff. Copyright © 2017 Elsevier Inc. All rights reserved.

  6. Administrative Circular No. 2 (Rev. 6) – Recruitment, appointment and possible developments regarding the contractual position of staff members (1 January 2015)

    CERN Multimedia

    2014-01-01

    Administrative Circular No. 2 (Rev. 6) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members", approved by the Director-General following discussion in the Standing Concertation Committee meeting on 27 November 2014 is available on the Human Resources Department website. It cancels and replaces Administrative Circular No. 2 (Rev. 5) entitled "Recruitment, appointment and possible developments regarding the contractual position of staff members" of September 2011. This circular was revised in order to improve the effectiveness of the career transition measures, in particular by expanding the scope of the programme to include also career transition within the Organization and by placing emphasis on career orientation and job search. Administrative Circular No. 2 will be further revised next year with the adoption of the new contract policy, subject to approval of the relevant amendments by all competent bodies. ...

  7. Books authored/co-authored and edited/co-edited by members of staff of the Department of Medieval/Medieval and Renaissance Archaeology, Aarhus University, 1971-2014

    DEFF Research Database (Denmark)

    Roesdahl, Else

    2015-01-01

    Chronologically organized list of books authored/co-authored and edited/co-edited by members of staff of the Department of Medieval and Renaissance Archaeology, Aarhus University, 1971-2014......Chronologically organized list of books authored/co-authored and edited/co-edited by members of staff of the Department of Medieval and Renaissance Archaeology, Aarhus University, 1971-2014...

  8. Interplay of task and outcome interdependence in generating work team members' affective responses : Some new findings

    NARCIS (Netherlands)

    Emans, B J M; Van der Vegt, G S; Van de Vliert, E; Vartiainen, M; Avallone, F; Anderson, N

    2000-01-01

    Two distinct, basic dimensions of a work team's internal structure are outcome interdependence and task interdependence. Task interdependence is a characteristic of team members' jobs. It is defined as their interconnectedness with jobs of co-members. Outcome interdependence is a characteristic of

  9. A regular yoga intervention for staff nurse sleep quality and work stress: a randomised controlled trial.

    Science.gov (United States)

    Fang, Ronghua; Li, Xia

    2015-12-01

    Although many studies have assessed the efficacy of yoga in older individuals, minimal research has focused on how nurses use yoga to improve sleep quality and to reduce work stress after work hours. We used the Pittsburgh Sleep Quality Index in Chinese and the Questionnaire on Medical Worker's Stress in Chinese to determine the impact of yoga on the quality of sleep and work stress of staff nurses employed by a general hospital in China. Disturbances in the circadian rhythm interrupt an individual's pattern of sleep. Convenient sampling method. One hundred and twenty nurses were randomised into two groups: a yoga group and a non-yoga group. The yoga group performed yoga more than two times every week for 50-60 minutes each time after work hours. The NG group did not participate in yoga. After six months, self-reported sleep quality and work stress were compared between the two groups, and then we used linear regression to confirm the independent factors related to sleep quality. Nurses in the yoga group had better sleep quality and lower work stress compared with nurses in the non-yoga group. The linear regression model indicated that nursing experience, age and yoga intervention were significantly related to sleep quality. Regular yoga can improve sleep quality and reduce work stress in staff nurses. This study provides evidence that hospital management should pay attention to nurse sleep quality and work stress, thereby taking corresponding measures to reduce work pressure and improve health outcomes. © 2015 John Wiley & Sons Ltd.

  10. A documentation of, and statements in reply to, articles in the weekly 'Der Spiegel', laying BMFT staff members open to the approach of punishable acceptance of advantage

    International Nuclear Information System (INIS)

    1988-01-01

    In connection with the occurrences in the Hanau nuclear firms Nukem and Transnuklear, the weekly magazine 'Der Spiegel' published a number of articles and statements on allegedly further irregularities and cases of misconduct by staff members of the Federal Ministry of Research and Technology, including alleged violation of the Non-Proliferation Treaty because of clandestine supply of plutonium to Pakistan and Libya. The documentation presents background information and the response by the Federal Ministry. (DG) [de

  11. MaRIE 1.0: A briefing to Katherine Richardson-McDaniel, Staff Member for U. S. Senator Martin Heinrich (D-NM)

    Energy Technology Data Exchange (ETDEWEB)

    Barnes, Cris William [Los Alamos National Lab. (LANL), Los Alamos, NM (United States)

    2015-02-24

    At the request of Katherine Richardson-McDaniel, Staff Member to U.S. Senator Martin Heinrich (D-NM), a high-level briefing was requested about MaRIE 1.0, the Matter-Radiation Interactions in Extremes effort at Los Alamos National Laboratory. What it would be, the mission need motivation, the scientific challenge, and the current favorable impact on both programs and people are shown in viewgraph form.

  12. Key health promotion factors among male members of staff at a higher educational institution: A cross-sectional postal survey

    Directory of Open Access Journals (Sweden)

    Reid Garth

    2008-02-01

    Full Text Available Abstract Background Men's lifestyles are generally less healthy than women's. This study identifies associations between health-related behaviour in different groups of men working in a Higher Education (HE institution. In addition, men were asked whether they regarded their health-related behaviours as a concern. This article highlights smoking, consumption of alcohol and physical activity as most common men's health-related lifestyle behaviours. Methods A descriptive cross-sectional survey was conducted among all male staff employed by a Higher Education institute in Scotland using a postal self-completed questionnaire. A total of 1,335 questionnaires were distributed and 501 were returned completed (38% return rate. The data were analysed using SPSS 13.0 for Windows. Results Less than 10% currently smoked and almost 44% of these smokers were light smokers. Marital status, job title, consumption of alcohol and physical activity level were the major factors associated with smoking behaviour. Men in manual jobs were far more likely to smoke. Nearly all (90% consumed alcohol, and almost 37% had more than recommended eight units of alcohol per day at least once a week and 16% had more than 21 units weekly. Younger men reported higher amount of units of alcohol on their heaviest day and per week. Approximately 80% were physically active, but less than 40% met the current Government guidelines for moderate physical activity. Most men wanted to increase their activity level. Conclusion There are areas of health-related behaviour, which should be addressed in populations of this kind. Needs assessment could indicate which public health interventions would be most appropriately aimed at this target group. However, the low response rate calls for some caution in interpreting our findings.

  13. Burnout among physicians and nursing staff working in the emergency hospital of Tanta University, Egypt.

    Science.gov (United States)

    Abdo, S A M; El-Sallamy, R M; El-Sherbiny, A A M; Kabbash, I A

    2016-03-15

    Little is known about professional burnout among health-care workers in Egypt. The current study aimed to reveal the extent of burnout among physicians and nursing staff working in the emergency hospital of Tanta University and to identify some of its determinants. A cross-sectional study was carried out on all physicians (n = 266) and a systematic random sample of nurses (n = 284). Burnout was assessed using the Maslach Burnout Inventory and its subscales. Most of the participants (66.0%)had a moderate level of burnout and 24.9% of them had high burnout. Multivariate analysis of variables affecting burnout showed that age, sex, frequency of exposure to work-related violence, years of experience, work burden, supervision and work activities were significant predictors of burnout among the respondents. The authors recommend health education interventions during pre-employment training programmes for prevention of burnout syndrome and periodic screening for early detection and management of burnout.

  14. Job demands, job resources and work engagement of academic staff in South African higher education institutions

    Directory of Open Access Journals (Sweden)

    S Rothmann

    2006-10-01

    Full Text Available The objective of this study was to investigate the work engagement of academics in selected South African higher education institutions as well as the impact of job demands and job resources on their work engagement. Stratified random samples (N = 471 were drawn from academic staff in three higher education institutions in South Africa. The Utrecht Work Engagement Scale (UWES and the Job Demands-Resources Scale (JDRS were administered. The results confirmed a two-factor structure of work engagement, consisting of vigour and dedication. Six reliable factors were extracted on the JDRS, namely organisational support, growth opportunities, social support, overload, advancement and job insecurity. Job resources (including organisational support and growth opportunities predicted 26% of the variance in vigour and 38% of the variance in dedication. Job demands (overload impacted on dedication of academics at low and moderate levels of organisational support.

  15. [Analysis of cognitive function and sleep of nursing staff on different shift work].

    Science.gov (United States)

    de Oliveira, Beatriz; De Martino, Milva Maria Figueiredo

    2013-03-01

    The aim of this study was to analyze short-term memory, attention and sleep patterns of the nursing staff working night and day shifts. Study participants were 109 subjects in a hospital in Minas Gerais working on the day shift (n = 68) or night shift (n = 41). Data collection was performed using the Sleep Diary and WAIS-III Test Battery. The results showed a significant difference for the quality of sleep of those on night shift work (p quality of sleep of the group on the night shift showed lower averages compared with those on the day shifts, although they had greater total sleep. The level of attention showed to be best for the group on the day shift work.

  16. Dementia training programmes for staff working in general hospital settings - a systematic review of the literature.

    Science.gov (United States)

    Scerri, Anthony; Innes, Anthea; Scerri, Charles

    2017-08-01

    Although literature describing and evaluating training programmes in hospital settings increased in recent years, there are no reviews that summarise these programmes. This review sought to address this, by collecting the current evidence on dementia training programmes directed to staff working in general hospitals. Literature from five databases were searched, based on a number of inclusion criteria. The selected studies were summarised and data was extracted and compared using narrative synthesis based on a set of pre-defined categories. Methodological quality was assessed. Fourteen peer-reviewed studies were identified with the majority being pre-test post-test investigations. No randomised controlled trials were found. Methodological quality was variable with selection bias being the major limitation. There was a great variability in the development and mode of delivery although, interdisciplinary ward based, tailor-made, short sessions using experiential and active learning were the most utilised. The majority of the studies mainly evaluated learning, with few studies evaluating changes in staff behaviour/practices and patients' outcomes. This review indicates that high quality studies are needed that especially evaluate staff behaviours and patient outcomes and their sustainability over time. It also highlights measures that could be used to develop and deliver training programmes in hospital settings.

  17. Training Emotional Intelligence Related to Treatment Skills of Staff Working with Clients with Intellectual Disabilities and Challenging Behaviour

    Science.gov (United States)

    Zijlmans, L. J. M.; Embregts, P. J. C. M.; Gerits, L.; Bosman, A. M. T.; Derksen, J. J. L.

    2011-01-01

    Background: Staff working with clients with intellectual disabilities (ID) who display challenging behaviour may contribute to the continuation of this behaviour, because it causes emotional reactions such as anxiety, anger and annoyance, which may prohibit adequate response behaviour. To enhance staff behaviour and treatment skills a training…

  18. Factors associated with the self-perceived ability of nursing staff to remain working until retirement: a questionnaire survey

    NARCIS (Netherlands)

    Maurits, E.E.M.; de Veer, A.J.E.; van der Hoek, L.S.; Francke, A.L.

    2015-01-01

    Background: It is important to learn how employers in European countries can prevent nursing staff from changing occupation or taking early retirement in order to counteract expected nursing shortages. However, to date research on nursing staff's ability to remain working until retirement age has

  19. Sleep Characteristics of the Staff Working in a Pediatric Intensive Care Unit Based on a Survey.

    Science.gov (United States)

    Puerta, Yolanda; García, Mirian; Heras, Elena; López-Herce, Jesús; Fernández, Sarah N; Mencía, Santiago

    2017-01-01

    The objective is to evaluate the sleep characteristics of the staff working in a pediatric intensive care unit (PICU). They were asked to complete an anonymous survey concerning the characteristics and quality of their sleep, as well as the impact of sleep disturbances on their work and social life, assessed by Functional Outcomes of Sleep Questionnaire (FOSQ)-10 questionnaire. The response rate was 84.6% (85% females): 17% were doctors, 57% nurses, 23% nursing assistants, and 3% porters. 83.8% of them worked on fix shifts and 16.2% did 24-h shifts. 39.8% of workers considered that they had a good sleep quality and 39.8% considered it to be poor or bad. The score was good in 18.2% of the staff and bad in 81.8%. Night shift workers showed significantly worse sleep quality on both the objective and subjective evaluation. There was a weak concordance (kappa 0.267; p  = 0.004) between the perceived quality of sleep and the FOSQ-10 evaluation. Sleep disorders affected their emotional state (30.2% of workers) and relationships or social life (22.6%). In conclusion, this study finds that a high percentage of health professionals from PICU suffer from sleep disorders that affect their personal and social life. This negative impact is significantly higher in night shift workers. Many health workers are not aware of their bad sleep quality.

  20. Sleep Characteristics of the Staff Working in a Pediatric Intensive Care Unit Based on a Survey

    Directory of Open Access Journals (Sweden)

    Yolanda Puerta

    2017-12-01

    Full Text Available The objective is to evaluate the sleep characteristics of the staff working in a pediatric intensive care unit (PICU. They were asked to complete an anonymous survey concerning the characteristics and quality of their sleep, as well as the impact of sleep disturbances on their work and social life, assessed by Functional Outcomes of Sleep Questionnaire (FOSQ-10 questionnaire. The response rate was 84.6% (85% females: 17% were doctors, 57% nurses, 23% nursing assistants, and 3% porters. 83.8% of them worked on fix shifts and 16.2% did 24-h shifts. 39.8% of workers considered that they had a good sleep quality and 39.8% considered it to be poor or bad. The score was good in 18.2% of the staff and bad in 81.8%. Night shift workers showed significantly worse sleep quality on both the objective and subjective evaluation. There was a weak concordance (kappa 0.267; p = 0.004 between the perceived quality of sleep and the FOSQ-10 evaluation. Sleep disorders affected their emotional state (30.2% of workers and relationships or social life (22.6%. In conclusion, this study finds that a high percentage of health professionals from PICU suffer from sleep disorders that affect their personal and social life. This negative impact is significantly higher in night shift workers. Many health workers are not aware of their bad sleep quality.

  1. "It is a thin line to walk on": challenges of staff working at Swedish immigration detention centres.

    Science.gov (United States)

    Puthoopparambil, Soorej J; Ahlberg, Beth M; Bjerneld, Magdalena

    2015-01-01

    Detention of irregular migrants awaiting deportation is widely practiced in many countries and has been shown to have profound negative impact on health and well-being of detainees. Detention staff, an integral part of the detention environment, affect and are affected by detainees' health and well-being. The objective of the study was to explore experiences of staff working at Swedish immigration detention centres. Fifteen semi-structured interviews were conducted with staff in three Swedish detention centres and were analysed using thematic analysis. The results indicate that the main challenge for the staff was to manage the emotional dilemma entailed in working as migration officers and simultaneously fellow human beings whose task was to implement deportation decisions while being expected to provide humane service to detainees. They tried to manage their dilemma by balancing the two roles, but still found it challenging. Among the staff, there was a high perception of fear of physical threat from detainees that made detention a stressful environment. Limited interaction between the staff and detainees was a reason for this. There is thus a need to support detention staff to improve their interaction with detainees in order to decrease their fear, manage their emotional dilemma, and provide better service to detainees. It is important to address staff challenges in order to ensure better health and well-being for both staff and detainees.

  2. Nursing staff work patterns in a residential aged care home: a time-motion study.

    Science.gov (United States)

    Qian, Siyu; Yu, Ping; Hailey, David

    2016-11-01

    Objective Residential aged care services are challenged by an increasing number of residents and a shortage of nursing staff. Developing strategies to overcome this challenge requires an understanding of nursing staff work patterns. The aim of the present study was to investigate the work processes followed by nursing staff and how nursing time is allocated in a residential aged care home. Methods An observational time-motion study was conducted at two aged care units for 12 morning shifts. Seven nurses were observed, one per shift. Results In all, there were 91h of observation. The results showed that there was a common work process followed by all nurse participants. Medication administration, documentation and verbal communication were the most time-consuming activities and were conducted most frequently. No significant difference between the two units was found in any category of activities. The average duration of most activities was less than 1min. There was no difference in time utilisation between the endorsed enrolled nurses and the personal carers in providing nursing care. Conclusion Medication administration, documentation and verbal communication were the major tasks in morning shifts in a residential aged care home. Future research can investigate how verbal communication supports nursing care. What is known about the topic? The aging population will substantially increase the demand for residential aged care services. There is a lack of research on nurses' work patterns in residential aged care homes. What does this paper add? The present study provides a comprehensive understanding of nurses' work patterns in a residential aged care home. There is a common work process followed by nurses in providing nursing care. Medication administration, verbal communication and documentation are the most time-consuming activities and they are frequently conducted in the same period of time. Wound care, physical review and documentation on desktop computers are

  3. COMBINING WORK WITH CARING FOR ELDERLY FAMILY MEMBER IN POLAND (CHOSEN ISSUES

    Directory of Open Access Journals (Sweden)

    Lukasz Jurek

    2016-07-01

    Full Text Available The problem of combining work with caring for elderly family members is becoming an increasingly important matter due to demographic (population ageing and social (increasing economic activity of women changes that are currently in progress. The aim of the article is to present selected issues related to the professional situation of people taking care for their elderly family members. The primary focus of the study is reasons for not working of non-working caregivers, and professional problems of working caregivers

  4. Aromatherapy alleviates endothelial dysfunction of medical staff after night-shift work: preliminary observations.

    Science.gov (United States)

    Shimada, Kenei; Fukuda, Shota; Maeda, Kumiko; Kawasaki, Toshihiro; Kono, Yasushi; Jissho, Satoshi; Taguchi, Haruyuki; Yoshiyama, Minoru; Yoshikawa, Junichi

    2011-02-01

    Night-shift work causes mental stress and lifestyle changes, and is recognized as a risk of cardiovascular diseases associated with impaired endothelial function. Aromatherapy is becoming popular as a complementary therapy that is beneficial for mental relaxation. The purpose of this study was to investigate the effect of aromatherapy on the endothelial function of medical staff after night-shift work. This study consisted of 19 healthy medical personnel (19 men, mean age 32 ± 7 years), including 11 physicians and 8 technicians. Aromatherapy was performed for 30 min by inhalation of the essential oil of lavender. Flow-mediated dilation (FMD) of the brachial artery was measured three times in each subject: on a regular workday, and after night-shift work before and immediately after aromatherapy. A control study was performed to assess the effect of a 30-min rest without aromatherapy. The mean value of sleep time during night-shift work was 3.3 ± 1.3 h. FMD after night-shift work was lower than on a regular workday (10.4 ± 1.8 vs. 12.5 ± 1.7%, Paromatherapy (11.8 ± 2.5%, P=0.02 vs. before aromatherapy). FMD was stable in the control study (10.1 ± 1.9 vs. 10.1 ± 2.2%, P=0.9). This study demonstrated that night-shift work impaired endothelial function in medical staff, an effect that was alleviated by short-term aromatherapy.

  5. Leadership and Presenteeism among Scientific Staff: The Role of Accumulation of Work and Time Pressure

    Directory of Open Access Journals (Sweden)

    Carolin Dietz

    2017-10-01

    Full Text Available The present study examines the joint roles of leadership and stressors for presenteeism of scientific staff. Leaders may have an impact on employees' health, both directly through interpersonal interactions and by shaping their working conditions. In the field of science, this impact could be special because of the mentoring relationships between the employees (e.g., PhD students and their supervisors (e.g., professors. Based on the job demands-resources framework (JD-R, we hypothesized that the pressure to be present at the workplace induced by supervisors (supervisorial pressure is directly related to employees' presenteeism as well as indirectly via perceptions of time pressure. The conservation of resources theory (COR states that resource loss resulting from having to deal with job demands weakens the resource pool and therefore the capacity to deal with other job demands. Thus, we hypothesized that accumulation of work moderates the relationship between supervisorial pressure and time pressure, such that the relationship is stronger when accumulation of work is high compared to if accumulation of work is low. Cross-sectional data were obtained from 212 PhD students and postdocs of 30 scientific institutions in Germany. Analysis was performed using the SPSS macro PROCESS (Hayes, 2013. Supervisorial pressure was directly associated with higher presenteeism of employees and indirectly through increased time pressure. Moreover, supervisorial pressure and accumulation of work interacted to predict time pressure, but in an unexpected way. The positive relationship between supervisorial pressure and time pressure is stronger when accumulation is low compared to if accumulation of work is high. It seems possible that job stressors do not accumulate but substitute each other. Threshold models might explain the findings. Moreover, specific patterns of interacting job demands for scientific staff should be considered in absence management.

  6. The Missing Ingredients in Reflective Supervision: Helping Staff Members Learn about and Fully Participate in the Supervisory Process

    Science.gov (United States)

    Heffron, Mary Claire; Murch, Trudi

    2018-01-01

    Successful implementation of a reflective supervision (RS) model in an agency or system requires careful attention to the learning needs of supervisees. Although supervisors and managers typically receive orientation and training to help them understand and implement RS, their staff rarely do. In this article, the authors explore supervisees'…

  7. The nature of conflict in palliative care: A qualitative exploration of the experiences of staff and family members.

    Science.gov (United States)

    François, Karemah; Lobb, Elizabeth; Barclay, Sarah; Forbat, Liz

    2017-08-01

    Conflict is a significant and recurring problem in healthcare. This study aimed to understand staff and relatives' perspectives on the characteristics of conflict and serious disagreement in adult palliative care, including triggers, risk factors and the impact on themselves and clinical care. Qualitative study of 25 staff and seven bereaved relatives using individual interviews, recruited from a multidisciplinary specialist palliative care setting in Australia. Data were analysed thematically. Communication was frequently cited as a cause of conflict. Further, different understandings regarding disease process, syringe drivers and providing nutrition/hydration caused conflict. Staff applied empathy to moderate their responses to conflict. Relatives' reactions to conflict followed a trend of anger/frustration followed by explanations or justifications of the conflict. Relatives identified systemic rather than interpersonal issues as triggering conflict. The data illustrate connections with conflict literature in other clinical areas, but also points of convergence such as the compassion shown by both families and staff, and the identification of systemic rather than always individual causes. Family meetings may fruitfully be applied to prevent and de-escalate conflict. Clinical audits may be useful to identify and provide support to families where there may be unresolved conflict impacting grief process. Copyright © 2017 Elsevier B.V. All rights reserved.

  8. [Application of marketing strategies for the management of public hospitals from the viewpoint of the staff members].

    Science.gov (United States)

    Riveros S, Jorge; Berné M, Carmen

    2006-03-01

    The implementation of the marketing strategies in public hospitals provides management advantages and improves the relationship between customers and staff. To analyze the application of marketing strategies in a public hospital, from the perspective of the staff. A structured survey that asked about perceptions in 50 items about communication between personnel and customers/users, customer satisfaction, participation in the development of new policies and incentives for efficiency was applied to a stratified sample of the staff. Factorial and regression analyses were performed to define the impact of marketing strategies on the degree of preoccupation and orientation of the organization towards the satisfaction of customer needs. The survey was applied to 74 males and 122 females. The survey showed that the orientation of the hospital towards the satisfaction of its beneficiaries basically depends on the generation of an organizational culture oriented towards them and the implementation of adequate policies in staff management and quality of service. These basic aspects can be accompanied with practices associated to the new marketing approaches such as a market orientation, customer orientation and relational marketing. All these factors presented positive and significant relations. New marketing strategies should be applied, to achieve an efficient and customer oriented hospital management.

  9. Descriptive study of stress and satisfaction at work in the Saragossa university services and administration staff

    Directory of Open Access Journals (Sweden)

    Lucha Lopez Ana

    2010-04-01

    Full Text Available Abstract Background The notion of stress in connection with the work environment became an important topic during the 1970's, when the first studies on the subject were published and the term of work stress was first coined. In 1974, Freudenberger proposed the term burnout to refer to the condition of physical and emotional exhaustion, as well as the associated negative attitudes, resulting from the intense interaction in working with people. The aim of our study is to examine burnout and job satisfaction in Saragossa University Services and Administration Staff (SAS and detect the main factors which could contribute to too much stress, because job stress has emerged as a major psychosocial influence on mental health, associated with burnout. Methods 24 people from the Services and Administration Staff in the University of Saragossa participated in the study. The research was carried out during the implementation of a module on Stress Management organised by the University of Saragossa and commissioned to the Unit for Research in Physical Therapy (University School of Health Sciences from that University. This research is an exploratory research to improve the stress management program. A personal interview was carried out and additionally, participants were given the Maslach Burnout Inventory and the Scale of Satisfaction at Work of Warr, Cook & Wall. Results However using small sample this is worth to state that participants present most of them low burnout levels in the burnout scale. Only in one person high exhaustion level was reflected, even though other seven showed mean levels; in the professional self-esteem section, most of them showed high self-esteem, with two cases of low self-esteem and five with mean level. With regard to satisfaction people participating in the study show mean levels in intrinsic as much as in extrinsic factors and general satisfaction. Conclusions Services and Administration Staff from the University of

  10. Descriptive study of stress and satisfaction at work in the Saragossa university services and administration staff.

    Science.gov (United States)

    Tricas Moreno, Jose Miguel; Salavera Bordas, Carlos; Lucha Lopez, Ma Orosia; Vidal Peracho, Concepcion; Lucha Lopez, Ana Carmen; Estebanez de Miguel, Elena; Bernues Vazquez, Luis

    2010-04-21

    The notion of stress in connection with the work environment became an important topic during the 1970's, when the first studies on the subject were published and the term of work stress was first coined. In 1974, Freudenberger proposed the term burnout to refer to the condition of physical and emotional exhaustion, as well as the associated negative attitudes, resulting from the intense interaction in working with people. The aim of our study is to examine burnout and job satisfaction in Saragossa University Services and Administration Staff (SAS) and detect the main factors which could contribute to too much stress, because job stress has emerged as a major psychosocial influence on mental health, associated with burnout. 24 people from the Services and Administration Staff in the University of Saragossa participated in the study. The research was carried out during the implementation of a module on Stress Management organised by the University of Saragossa and commissioned to the Unit for Research in Physical Therapy (University School of Health Sciences) from that University. This research is an exploratory research to improve the stress management program. A personal interview was carried out and additionally, participants were given the Maslach Burnout Inventory and the Scale of Satisfaction at Work of Warr, Cook & Wall. However using small sample this is worth to state that participants present most of them low burnout levels in the burnout scale. Only in one person high exhaustion level was reflected, even though other seven showed mean levels; in the professional self-esteem section, most of them showed high self-esteem, with two cases of low self-esteem and five with mean level.With regard to satisfaction people participating in the study show mean levels in intrinsic as much as in extrinsic factors and general satisfaction. Services and Administration Staff from the University of Saragossa shows low burnout levels linked with high professional self

  11. Psychosocial work environment and burnout among emergency medical and nursing staff.

    Science.gov (United States)

    Escribà-Agüir, V; Martín-Baena, D; Pérez-Hoyos, S

    2006-11-01

    The prevalence of burnout syndrome is increasing among doctors and nurses. The aim of this study was to analyse the relationship between the psychosocial work environment and burnout syndrome among emergency medical and nursing staff in Spain. A secondary aim was to determine if the effect of this psychosocial work environment on burnout was different for doctors and nurses. A cross-sectional survey was carried out by means of a mail questionnaire among 945 emergency doctors and nursing staff of Spain. The outcome variable was three dimensions of burnout syndrome [emotional exhaustion (EE), personal accomplishment (PA), depersonalisation (DP)]. The explanatory variable was that psychosocial work environment evaluated according to Karasek and Johnson's demand-control model. The adjusted odds ratios (OR) and their 95% confidence intervals were calculated by logistical regression. The probability of high EE was greater among those exposed to high psychological demands, OR 4.66 (2.75-7.90), low job control, OR 1.65 (1.04-2.63), and low supervisors' social support, OR 1.64 (1.01-2.59). Emotional exhaustion dimension was negatively influenced by low control only among doctors. Those exposed to low job control had a higher risk of low PA, OR 2.55 (1.66-3.94). There was no evidence of negative effect of psychosocial risk factors on the DP. Prevalence of EE and PA was higher among doctors and nurses. The presence of risk factors derived from work organisation within the work place (psychosocial risk factors) increases the probability of presenting burnout syndrome and, above all, EE.

  12. The independence of international civil servants during the neoliberal decades: implications of the work stoppage involving 700 staff of the World Health Organization in November 2005.

    Science.gov (United States)

    Katz, Alison

    2008-01-01

    The independence of international civil servants is critical to the fulfillment of their organizations' mandates, but it has been seriously undermined during 25 years of neoliberal influence in U.N. agencies, including the World Health Organization. In November 2005, 700 staff at WHO headquarters participated in a one-hour work stoppage--the first industrial action in the organization's history. Hierarchical and arbitrary management, abuse of rules and procedures, nepotism and harassment, and undue influence of international financial institutions, powerful member states, and transnational corporations have exhausted morale and motivation, creating a conformist environment and interfering with technical health work. In the neoliberal era, WHO staff confront conflicting duties of loyalty to a handful of member states and their private interests and loyalty to WHO's constitutional mandate. International civil servants need support from governing bodies and from the world's people in finding the correct balance. A first essential step would be respect for international labor standards within the U.N. family and, in particular, negotiation status and collective bargaining--human rights in the workplace and prerequisites for staff independence, integrity, and competence, qualities required to serve the world's people.

  13. Agency Directionality and Staff Individuality.

    Science.gov (United States)

    Hurst, James C.; And Others

    Psychologists who choose work as members of counseling agencies are likely to experience some dissonance between what their individual interests and skills would have them do professionally and what they are asked to do as a staff member of the agency. Conversely, as a component of a larger institution or community, an agency's very existence may…

  14. Improvements in staff quality of work life and family satisfaction following the move to single-family room NICU design.

    Science.gov (United States)

    Watson, Jo; DeLand, Marion; Gibbins, Sharyn; MacMillan York, Elizabeth; Robson, Kate

    2014-04-01

    The purpose of this study was to determine whether there were differences in staff quality of work life and parent satisfaction when a neonatal intensive care unit moved from an open-bay design to a single-room model of care. This descriptive study measured staff quality of work life and family satisfaction before and at 2 time periods after the relocation of a perinatal centre and the introduction of single-family room care. Differences in work life quality and satisfaction were determined using 2-sample t-tests. There were improvements in staff quality of work life and family satisfaction at both time periods following the move. Lessons learned may be of value to other units considering such a move. A neonatal intensive care unit designed to contribute to parental and staff well-being is a model to be considered for future neonatal designs.

  15. [Working with a family systems therapy approach as part of the routine treatment on acute psychiatric wards: sustained effects on team members' workload].

    Science.gov (United States)

    Haun, Markus W; Kordy, Henrike; Ochs, Matthias; Schweitzer, Jochen; Zwack, Julika

    2012-11-01

    Assessing long-term effects of a family systems therapy approach (systems therapy methods in acute psychiatry, SYMPA) on occupational stress and interdisciplinary cooperation of team members in three German psychiatric hospitals. Pre-post-follow-up survey using the Maslach Burnout Inventory (MBI) and Team Climate Inventory (TCI) questionnaires complemented by semi-structured in-depth interviews (N = 56). Three years after implementing a family systems therapy approach, experienced work load and staff burnout remain significantly lower than before. Interdisciplinary cooperation was intensified and nursing staff status increased. Following systemic case conceptualisations and interventions the therapeutic alliance moved towards a need-adapted treatment approach. Seven years after implementation, the family systems therapy approach still included significantly lower workload burden, an intensified interdisciplinary cooperation, and a need-adapted treatment orientation that strengthens the alliance between staff and client system. © Georg Thieme Verlag KG Stuttgart · New York.

  16. [Influence of Nurses' Self-leadership on Individual and Team Members' Work Role Performance].

    Science.gov (United States)

    Kim, Se Young; Kim, Eun Kyung; Kim, Byungsoo; Lee, Eunpyo

    2016-06-01

    The purpose of this study was to examine correlations between nurses' self-leadership and individual work role performance and correlations between self-leadership in nursing units and team members' work role performance. Participants were 202 conveniently selected general nurses from 5 general hospitals in Korea. The study was carried out on 35 nursing units. Data were collected during February 2015 with self-report questionnaires. For factors affecting individual work role performance, self-expectation, self-goal setting, constructive thought, clinical career in the present nursing unit and marital status accounted for 44.0% of proficiency, while self-expectation, self-goal setting, constructive thought, and marital status accounted for 42.3% of adaptivity. Self-expectation, self-goal setting, constructive thought, self-reward, clinical career in the present nursing unit and position accounted for 26.4% of proactivity. In terms of team members' work role performance, self-reward and self-expectation in nursing units explained 29.0% of team members' proficiency. Self-reward and self-expectation in nursing units explained 31.6% of team members' adaptivity, and self-reward in nursing units explained 16.8% of team members' proactivity. The results confirm that nurses' self-leadership affects not only individual self-leadership but also team members' work role performance. Accordingly, to improve nurses' work role performance in nursing units of nursing organizations, improvement in nursing environment based on self-leadership education is necessary and nurses' tasks rearranged so they can appreciate work-autonomy and challenges of work.

  17. Morale, stress and coping strategies of staff working in the emergency department: A comparison of two different-sized departments.

    Science.gov (United States)

    Abraham, Louisa J; Thom, Ogilvie; Greenslade, Jaimi H; Wallis, Marianne; Johnston, Amy Nb; Carlström, Eric; Mills, Donna; Crilly, Julia

    2018-01-23

    Clinical staff in EDs are subject to a range of stressors. The objective of this study was to describe and compare clinical staff perceptions of their ED's working environment across two different Australian EDs. This was a cross-sectional, descriptive, research design that included distribution of three survey tools to clinical staff in two Australian EDs in 2016. Descriptive statistics were reported to characterise workplace stressors, coping styles and the ED environment. These data were compared by hospital and the employee's clinical role (nurse or physician). In total, 146 ED nurses and doctors completed the survey (response rate: 67%). Despite geographical variation, the staff at the two locations had similar demographic profiles in terms of age, sex and years of experience. Staff reported moderate levels of workload and self-realisation but low levels of conflict or nervousness in the workplace. Nurses and physicians reported similar perceptions of the work environment, although nurses reported slightly higher median levels of workload. Staff rated the death or sexual abuse of a child as most stressful, followed by workplace violence and heavy workload. Staff used a large range of coping strategies, and these were similar across both sites. These findings are the first multi-site and multidisciplinary examinations of Australian ED staff perceptions, improving our understanding of staff stressors and coping strategies and highlighting similarities across different EDs. These data support the development and implementation of strategies to improve ED working environments to help ensure professional longevity of ED staff. © 2018 The Authors. Emergency Medicine Australasia published by John Wiley & Sons Australia, Ltd on behalf of Australasian College for Emergency Medicine and Australasian Society for Emergency Medicine.

  18. The Competence for Project Team Members in the Conditions of Remote Working

    Directory of Open Access Journals (Sweden)

    Zdonek Iwona

    2017-02-01

    Full Text Available The article presents results of the qualitative research on competence of project team members in the conditions of remote working. These competences were considered in relation to different roles, which the members of such a team accept. The reference point to studied roles was the concept of Hansen and Allen authorships, and with regard to competence, the author's synthesis of deliberations above their models described in the literature.

  19. A profile of perceived stress factors among nursing staff working with intellectually disabled in-patients at the Free State Psychiatric Complex, South Africa

    Directory of Open Access Journals (Sweden)

    Maria Conradie

    2017-03-01

    Full Text Available Introduction: Nursing staff working with intellectually disabled in-patients experience unique stress factors that can influence their personal well-being and work performance. Objectives: To compile a profile of stress factors experienced by nursing staff working with intellectually disabled in-patients at the Free State Psychiatric Complex (FSPC. Methods: This descriptive study included 89 nursing staff members from this environment. A questionnaire was used to collect socio-demographic information and determine personal and occupational stressors. The data were summarised by frequencies and percentages (categorical variables and means or percentiles (numerical variables. Results: Most participants were aged between 46 and 55 (41.2%, female (93.2% and black (93.2%, and 76.7% had children or dependant minors. The main stressors among participants were pressure providing financially for their children and dependant minors (71.2%, caring for them (39.4% and fearing them moving away (25.8%. Occupational stressors included high workload (66.3%, lack of decision-making by superiors (58.1%, underpayment (53.5%, endangerment of physical health (52.3% and safety (50.0%, working hours (51.2%, pressure of expectations from superiors (48.8%, uncertainty of employment (48.8%, work responsibilities (47.7% and perceiving that skills and training were not appreciated. They experienced stress regarding health issues such as hyper- and hypotension (35.3%. Because of stress 34.5% of participants took leave, 34.5% developed depression and 14.3% had panic attacks. Conclusion: Most of the respondents experienced personal and occupational stress that influenced their health, which poses serious challenges for the management of the FSPC. Security should be upgraded, medical and psychological support for the staff and care facilities for their dependants should be provided, and financial problems experienced by these staff members should be addressed. The workload of

  20. The ward atmosphere important for the psychosocial work environment of nursing staff in psychiatric in-patient care.

    Science.gov (United States)

    Tuvesson, Hanna; Wann-Hansson, Christine; Eklund, Mona

    2011-06-16

    The nursing staff working in psychiatric care have a demanding work situation, which may be reflected in how they view their psychosocial work environment and the ward atmosphere. The aims of the present study were to investigate in what way different aspects of the ward atmosphere were related to the psychosocial work environment, as perceived by nursing staff working in psychiatric in-patient care, and possible differences between nurses and nurse assistants. 93 nursing staff working at 12 general psychiatric in-patient wards in Sweden completed two questionnaires, the Ward Atmosphere Scale and the QPSNordic 34+. Data analyses included descriptive statistics, the Mann-Whitney U-test, Spearman rank correlations and forward stepwise conditional logistic regression analyses. The data revealed that there were no differences between nurses and nurse assistants concerning perceptions of the psychosocial work environment and the ward atmosphere. The ward atmosphere subscales Personal Problem Orientation and Program Clarity were associated with a psychosocial work environment characterized by Empowering Leadership. Program Clarity was related to the staff's perceived Role Clarity, and Practical Orientation and Order and Organization were positively related to staff perceptions of the Organizational Climate. The results from the present study indicate that several ward atmosphere subscales were related to the nursing staff's perceptions of the psychosocial work environment in terms of Empowering Leadership, Role Clarity and Organizational Climate. Improvements in the ward atmosphere could be another way to accomplish improvements in the working conditions of the staff, and such improvements would affect nurses and nurse assistants in similar ways.

  1. The ward atmosphere important for the psychosocial work environment of nursing staff in psychiatric in-patient care

    Directory of Open Access Journals (Sweden)

    Wann-Hansson Christine

    2011-06-01

    Full Text Available Abstract Background The nursing staff working in psychiatric care have a demanding work situation, which may be reflected in how they view their psychosocial work environment and the ward atmosphere. The aims of the present study were to investigate in what way different aspects of the ward atmosphere were related to the psychosocial work environment, as perceived by nursing staff working in psychiatric in-patient care, and possible differences between nurses and nurse assistants. Methods 93 nursing staff working at 12 general psychiatric in-patient wards in Sweden completed two questionnaires, the Ward Atmosphere Scale and the QPSNordic 34+. Data analyses included descriptive statistics, the Mann-Whitney U-test, Spearman rank correlations and forward stepwise conditional logistic regression analyses. Results The data revealed that there were no differences between nurses and nurse assistants concerning perceptions of the psychosocial work environment and the ward atmosphere. The ward atmosphere subscales Personal Problem Orientation and Program Clarity were associated with a psychosocial work environment characterized by Empowering Leadership. Program Clarity was related to the staff's perceived Role Clarity, and Practical Orientation and Order and Organization were positively related to staff perceptions of the Organizational Climate. Conclusions The results from the present study indicate that several ward atmosphere subscales were related to the nursing staff's perceptions of the psychosocial work environment in terms of Empowering Leadership, Role Clarity and Organizational Climate. Improvements in the ward atmosphere could be another way to accomplish improvements in the working conditions of the staff, and such improvements would affect nurses and nurse assistants in similar ways.

  2. The ward atmosphere important for the psychosocial work environment of nursing staff in psychiatric in-patient care

    Science.gov (United States)

    2011-01-01

    Background The nursing staff working in psychiatric care have a demanding work situation, which may be reflected in how they view their psychosocial work environment and the ward atmosphere. The aims of the present study were to investigate in what way different aspects of the ward atmosphere were related to the psychosocial work environment, as perceived by nursing staff working in psychiatric in-patient care, and possible differences between nurses and nurse assistants. Methods 93 nursing staff working at 12 general psychiatric in-patient wards in Sweden completed two questionnaires, the Ward Atmosphere Scale and the QPSNordic 34+. Data analyses included descriptive statistics, the Mann-Whitney U-test, Spearman rank correlations and forward stepwise conditional logistic regression analyses. Results The data revealed that there were no differences between nurses and nurse assistants concerning perceptions of the psychosocial work environment and the ward atmosphere. The ward atmosphere subscales Personal Problem Orientation and Program Clarity were associated with a psychosocial work environment characterized by Empowering Leadership. Program Clarity was related to the staff's perceived Role Clarity, and Practical Orientation and Order and Organization were positively related to staff perceptions of the Organizational Climate. Conclusions The results from the present study indicate that several ward atmosphere subscales were related to the nursing staff's perceptions of the psychosocial work environment in terms of Empowering Leadership, Role Clarity and Organizational Climate. Improvements in the ward atmosphere could be another way to accomplish improvements in the working conditions of the staff, and such improvements would affect nurses and nurse assistants in similar ways. PMID:21679430

  3. Annual report of the Summit Members' Working Group on Controlled Thermonuclear Fusion (Fusin Working Group (FWG))

    Energy Technology Data Exchange (ETDEWEB)

    none,

    1987-04-01

    The Summit Members' Working Group on Controlled Thermonuclear Fusion (Fusion Working Group (FWG)) was established in 1983 in response to the Declaration of the Heads of State and Government at the Versailles Economic Summit meeting of 1982, and in response to the subsequent report of the Working Group in Technology, Growth and Employment (TGE) as endorsed at the Williamsburg Summit meeting, 1983. This document contains the complete written record of each of the three FWG meetings which include the minutes, lists of attendees, agendas, statements, and summary conclusions as well as the full reports of the Technical Working Party. In addition, there is a pertinent exchange of correspondence between FWG members on the role of the Technical Working Party and a requested background paper on the modalities associated with a possible future ETR project.

  4. Job embeddedness, work engagement and turnover intention of staff in a higher education institution: An exploratory study

    Directory of Open Access Journals (Sweden)

    Ndayiziveyi Takawira

    2014-02-01

    Full Text Available Orientation: The world economy is becoming increasingly knowledge driven, and intellectual capital is now considered as a human resource that affords organisations a competitive advantage. A high turnover rate in higher education and the importance of retaining staff are concerns that have resulted in increased interest in psychological variables, such as job embeddedness and work engagement that may influence employee retention.Research purpose: The objective of this study was to explore the relationship between job embeddedness, work engagement and turnover intention of staff in a higher education institution.Motivation for the study: Research on how employees’ job embeddedness and work engagement influence their turnover intention is important in the light of organisational concerns about retaining knowledgeable staff in the current higher education environment.Research design, approach and method: A cross-sectional quantitative survey was conducted on a non-probability purposive sample (N = 153 of academic and non-academic staff in a South African higher education institution.Main findings: Correlational analyses revealed significant relationships between job embeddedness, work engagement and turnover intention. Multiple regression analyses showed that organisational links and dedication significantly and negatively predict turnover intention.Practical/managerial implications: When designing retention strategies, management and human resource practitioners need to recognise how job embeddedness and work engagement influence the turnover intention of higher education staff.Contribution: These findings contribute valuable new knowledge that can be applied in the retention of staff in the higher education environment.

  5. Experiences of mental health nursing staff working with voice hearers in an acute setting: An interpretive phenomenological approach.

    Science.gov (United States)

    McMullan, E; Gupta, A; Collins, S C

    2018-04-01

    WHAT IS KNOWN ON THE SUBJECT?: Community mental health staff and their service users have reported mixed views on the importance of talking about the content of voices. Community staff have reported feeling that they do not have the skills to explore voice content and worry about making things worse. Voice hearers experiencing extreme distress due to the content of their voices can access support through acute inpatient mental health services. No previous studies have focused on the experiences of staff who nurse voice hearers at a time of acute distress. WHAT DOES THIS STUDY ADD TO EXISTING KNOWLEDGE?: MHNs and HSWs working with voice hearers in acute distress report feeling powerless and helpless, as they feel that they cannot lessen the distress experienced by the voice hearer. Despite these difficult feelings, staff report finding ways of coping, including using structured tools to help make sense of their service users' voice-hearing experiences and accessing reflective practice forums. WHAT ARE THE IMPLICATIONS FOR PRACTICE?: Due to the current context of increased acuity and limited resources in acute services, there may be a need to further protect time for staff to access reflective practice groups and supervision forums to help them manage the difficult feelings arising from their work with voice hearers. Introduction Mental health nursing (MHN) staff in acute settings work with voice hearers at times of crises when they experience high levels of distress. Previous research has focused on community mental health staff's experiences and their service users views on exploring the content of voices. No studies have explored this from an acute mental health service perspective. Aim This study therefore sought to explore the experiences of staff working with voice hearers in an acute mental health service. Method Due to the exploratory nature of the research, a qualitative design was chosen. Three MHNs and five healthcare support workers (HSWs) were

  6. Marriage & Family Therapy Faculty Memberâ s Balance of Work and Personal Life

    OpenAIRE

    Matheson, Jennifer L.

    2002-01-01

    This mixed-method study examines the work and personal life balance of Marriage & Family Therapy faculty members across the U.S., 16 of whom were interviewed to gain a deeper understanding of their work and personal life balance issues. Of those, six felt they had good balance, six felt they had poor balance, and four were â middle of the road.â More men than women felt they had good balance. Faculty members indicated external and internal indicators such as family and workplace message...

  7. Proposed amendments to the Staff Rules & Regulations related to exceptional contract extension beyond the statutory retirement age for members of the personnel appointed by the Council pursuant to Article S II 1.01

    CERN Document Server

    2011-01-01

    Proposed amendments to the Staff Rules & Regulations related to exceptional contract extension beyond the statutory retirement age for members of the personnel appointed by the Council pursuant to Article S II 1.01

  8. Proposed amendments to the Staff Rules and Regulations related to exceptional contract extension beyond the statutory retirement age for members of the personnel appointed by the Council pursuant to article S II 1.01

    CERN Document Server

    2011-01-01

    Proposed amendments to the Staff Rules and Regulations related to exceptional contract extension beyond the statutory retirement age for members of the personnel appointed by the Council pursuant to article S II 1.01

  9. Specific Modifications to Contract Policy for Staff Members and Project Associates related to the Human Resources Plan and LHC Completion

    CERN Document Server

    2003-01-01

    As agreed at the Committee meetings last December, the Management hereby submits two specific proposals to adjust staff contract policy and a third concerning appointments of Project Associates, following indications given in the Human Resources Plan presented last December. These proposals are limited to changes which are urgently required for the implementation of the HR Plan and the completion of the LHC. Other aspects concerning contract policy, raised by Internal Task Force 4 last year, and in particular the policy and procedures governing the award of indefinite contracts, require more in-depth study on which the Management will report progress on the clarification of these wider policy issues later in the year to TREF. After discussion at TREF in February 2003, the Management hereby submits these proposals for approval by the Finance Committee (paragraph 2.1 below) and by the Council (paragraphs 2.2 and 3.1 below), for entry into force on 1 April 2003.

  10. Efficacy of communication amongst staff members at plastic and reconstructive surgery section using smartphone and mobile WhatsApp

    Directory of Open Access Journals (Sweden)

    Shabeer Ahmad Wani

    2013-01-01

    Full Text Available Objective: The objective of this study is to assess the efficacy of smartphone and its WhatsApp application as a communication method amongst the staff of plastic and reconstructive surgery section at tertiary care health facility. Materials and Methods: From January 2012 onwards, the authors used smartphones and its WhatsApp application as a communication method amongst their team for various aspects of patient management and as a tool for academic endorsements. Results: During the period of this study, there were 116 episodes regarding patient management, which were handled, in a timely fashion by using this application. In addition opinion of rotating residents in the section was sought regarding the efficacy of this method of communication. Overall majority of residents were satisfied with this mode of communication. Conclusions: This new method of communication is an effective method for clinical and academic endorsements. The method is cheap and quick and easy to operate.

  11. Efficacy of communication amongst staff members at plastic and reconstructive surgery section using smartphone and mobile WhatsApp.

    Science.gov (United States)

    Wani, Shabeer Ahmad; Rabah, Sari M; Alfadil, Sara; Dewanjee, Nancy; Najmi, Yahya

    2013-09-01

    The objective of this study is to assess the efficacy of smartphone and its WhatsApp application as a communication method amongst the staff of plastic and reconstructive surgery section at tertiary care health facility. From January 2012 onwards, the authors used smartphones and its WhatsApp application as a communication method amongst their team for various aspects of patient management and as a tool for academic endorsements. During the period of this study, there were 116 episodes regarding patient management, which were handled, in a timely fashion by using this application. In addition opinion of rotating residents in the section was sought regarding the efficacy of this method of communication. Overall majority of residents were satisfied with this mode of communication. This new method of communication is an effective method for clinical and academic endorsements. The method is cheap and quick and easy to operate.

  12. A before and after study of medical students' and house staff members' knowledge of ACOVE quality of pharmacologic care standards on an acute care for elders unit.

    Science.gov (United States)

    Jellinek, Samantha P; Cohen, Victor; Nelson, Marcia; Likourezos, Antonios; Goldman, William; Paris, Barbara

    2008-06-01

    The Assessing Care of Vulnerable Elders (ACOVE) comprehensive set of quality assessment tools for ill older persons is a standard designed to measure overall care delivered to vulnerable elders (ie, those aged > or =65 years) at the level of a health care system or plan. The goal of this research was to quantify the pretest and posttest results of medical students and house staff participating in a pharmacotherapist-led educational intervention that focused on the ACOVE quality of pharmacologic care standards. This was a before and after study assessing the knowledge ofACOVE standards following exposure to an educational intervention led by a pharmacotherapist. It was conducted at the 29-bed Acute Care for Elders (ACE) unit of Maimonides Medical Center, a 705-bed, independent teaching hospital located in Brooklyn, New York. Participants included all medical students and house staff completing a rotation on the ACE unit from August 2004 through May 2005 who completed both the pre-and posttests. A pharmacotherapist provided a 1-hour active learning session reviewing the evidence supporting the quality indicators and reviewed case-based questions with the medical students and house staff. Educational interventions also occurred daily through pharmacotherapeutic consultations and during work rounds. Medical students and house staff were administered the same 15-question, patient-specific, case-based, multiple-choice pre-and posttest to assess knowledge of the standards before and after receiving the intervention. A total of 54 medical students and house staff (median age, 28.58 years; 40 men, 14 women) completed the study. Significantly higher median scores were achieved on the multiple-choice test after the intervention than before (median scores, 14/15 [93.3%] vs 12/15 [80.0%], respectively; P = 0.001). A pharmacotherapist-led educational intervention improved the scores of medical students and house staff on a test evaluating knowledge of evidence

  13. The impact of a 17-day training period for an international championship on mucosal immune parameters in top-level basketball players and staff members.

    Science.gov (United States)

    Moreira, Alexandre; Arsati, Franco; Cury, Patrícia Ramos; Franciscon, Clóvis; Simões, Antonio Carlos; de Oliveira, Paulo Roberto; de Araújo, Vera Cavalcanti

    2008-10-01

    This investigation examined the impact of a 17-d training period (that included basketball-specific training, sprints, intermittent running exercises, and weight training, prior to an international championship competition) on salivary immunoglobulin A (SIgA) levels in 10 subjects (athletes and staff members) from a national basketball team, as a biomarker for mucosal immune defence. Unstimulated saliva samples were collected at rest at the beginning of the preparation for the Pan American Games and 1 d before the first game. The recovery interval from the last bout of exercise was 4 h. The SIgA level was measured using enzyme-linked immunosorbent assay and expressed as absolute concentrations, secretion rate, and SIgA level relative to total protein. The decrease in SIgA levels following training was greater in athletes than in support staff; however, no significant differences between the two groups were detected. A decrease in SIgA level, regardless of the method used to express IgA results, was verified for athletes. Only one episode of upper respiratory tract illness symptoms was reported, and it was not associated with changes in SIgA levels. In summary, a situation of combined stress for an important championship was found to decrease the level of SIgA-mediated immune protection at the mucosal surface in team members, with greater changes observed in the athletes.

  14. Job creation and the quality of working life : a preliminary study from six member states

    NARCIS (Netherlands)

    Symes, V.; Kurjenoja, J.; Fouquet, A.; Hoffman, H.; Haam, F. de; Smit, A.; Collado, J.C.; Cressey, P.

    1997-01-01

    This study was designed to explore the question "Is quality of work an important factor in explaining the success of job creation schemes?". This was done by looking at the results of previous evaluations in six Member States. Nine million people in the European Union were long-term unemployed in

  15. 20 CFR 404.1046 - Pay for work by certain members of religious orders.

    Science.gov (United States)

    2010-04-01

    ... religious order who has taken a vow of poverty (§ 404.1023), and the order has elected Social Security... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Pay for work by certain members of religious orders. 404.1046 Section 404.1046 Employees' Benefits SOCIAL SECURITY ADMINISTRATION FEDERAL OLD-AGE...

  16. From Passion to Emotion: Emotional Quotient as Predictor of Work Attitude Behaviour among Faculty Members

    Science.gov (United States)

    Relojo, Dennis; Pilao, Sonia Janice; Dela Rosa, Rona

    2015-01-01

    Positive thinking, in conjunction with a robust attitude, can affect one's well-being and coping strategies under stressful events. This study sought to identify the role of Emotional Quotient (EQ) to Work Attitude Behaviour (WAB) of selected faculty members from three higher educational institutions in the Philippines. Using a non-experimental…

  17. Work-related assaults on nursing staff in riyadh, saudi arabia.

    Science.gov (United States)

    Mohamed, Ashry G

    2002-09-01

    To determine the extent of work-related violence against nurses in hospitals in Riyadh. Through a cross sectional approach, a self administered questionnaire was offered to 500 active-duty nurses selected randomly. In addition to the demographic characteristics, the questionnaire inquired about exposure to workplace violence, hospital and department of employment at the time of exposure, characteristics of the assailant and nurses' perception of the causes of violence. Out of 434 respondents, 93 (21.4%) were males, and 341 (78.6%) females. The mean age was 36.1 ± 7.97 years. Workplace violence was experienced by 235 (54.3%) nurses. Of these 93.2% were exposed to harsh insulting language, 32.8% to verbal threat, 28.1% to attempts of physical assault, 17.4% to sexual harassment and 16.2% to actual physical assault. Nurses working in psychiatry and emergency units had the highest rate of exposure to violence (84.3% & 62.1% respectively) Nurses perceived shortage in security personnel (82%), shortage in nursing staff (63%), language barrier (36.3%) and unrestricted movement of patients in hospitals (21.5%) as causes of their exposure to violence. improve security in hospitals by increasing the number of security officers on duty and increase the community's awareness of the problem.

  18. Staff grief and support systems for Japanese health care professionals working in palliative care.

    Science.gov (United States)

    Shimoinaba, Kaori; O'Connor, Margaret; Lee, Susan; Greaves, Judi

    2009-06-01

    This article is a literature report on grief issues for health care professionals, undertaken to identify Japanese nurses' grief experience when they work in palliative care units. Health care professionals' grief experience and its impact have not been well understood or identified as a significant issue in Japan. Published articles relating to this study were searched using electronic catalogues such as CINAHL and PsycINFO, books, and research publications. Key words used for the search were "grief," "palliative care," "nurse," "staff support," and "Japan." Both English and Japanese were used for the literature search in order to collect information regarding nurses' grief and support systems in Japan and elsewhere. The literature search covered the period 1990-2006 inclusive. This article explores these issues in the literature as preparation for establishing a study that will particularly look at the influence of nurses' grief on the quality of care provided. Consideration of Japanese culture as it relates to death and dying and to nursing culture is a significant part of this work.

  19. Job demand-control and job stress at work: A cross-sectional study among prison staff

    Science.gov (United States)

    Akbari, Jafar; Akbari, Rouhollah; Shakerian, Mahnaz; Mahaki, Behzad

    2017-01-01

    Introduction: Job stress can impose significant costs to the workplaces and organizations due to some issues such as absenteeism, less productivity, and medical costs. Job overload and lack of decision latitude can lead to job stress. The current study aimed to investigate the job demands and control as predictor of job stress and its relationship, with some of the demographic characteristics of Iranian prison staff. Materials and Methods: This study was performed on 171 male employees working in four prisons located in Ilam, Iran. The sampling method was census and all four prisons’ staff were selected to respond the Job Content Questionnaires. Finally, the data were analyzed using t-test or independent samples test as well as SPSS 20. Results: The highest amount of job demand (mean = 21.28) and the lowest amount of job control on average (9.76) were reported by those staff working in Darehshahr prison. There was also a significant relationship between job post and job control among the prison staff (β = −0.375, P = 0.001). Conclusion: The level of job stress reported by prison staff was high in this study mainly caused by high job demand and low job control, especially in Darehshahr prison staff. PMID:28546980

  20. LEADER-MEMBER EXCHANGE, CREATIVE WORK INVOLVEMENT: THE IMPORTANCE OF ORGANIZATIONAL FORGETTING

    Directory of Open Access Journals (Sweden)

    Habibollah Salarzehi

    2012-12-01

    Full Text Available An increasing number of organizations are turning to knowledge-based organizations. Thus, theses firms pay considerable attention to innovation and creativity. The present study examines the mediating role of organizational forgetting on the relationship between leader-member exchange (LMX and creative work involvement. The data of study was collected from 418 employees in knowledge-based organizations in the north of Iran. It confirmed our assumptions on the mediating role of organizational forgetting. The effect of indirect relationship between LMX and creative work involvement through organizational forgetting was stronger than direct one. The findings of the study highlight the importance of considering leader-member relationship and organizational forgetting issue for increasing employees’ creative work involvement.

  1. Pedagogical Staff in Children's Day Care Centres in Germany--Links between Working Conditions, Job Satisfaction, Commitment and Work-Related Stress

    Science.gov (United States)

    Schreyer, Inge; Krause, Martin

    2016-01-01

    This article investigates links between staff working conditions in children's day care centres ("Kindertageseinrichtungen"--known as "Kitas" in Germany), job satisfaction, commitment and perceived stress at work. Data are based on the nationwide, representative questionnaire survey AQUA ("Arbeitsplatz und Qualität in…

  2. Reflections on shifts in the work identity of research team members

    Directory of Open Access Journals (Sweden)

    Rina A. Smith

    2015-06-01

    Full Text Available Orientation: This study explores shifts in the work identity of individual members of a research team. Research purpose: The aim of the study is to explore shifts in work identity experienced by individual research team members during a project wherein they were studying work identity themselves. Motivation for the study: This study seized the opportunity to do research on the shifts in work identify experienced by researchers whilst they were studying work identify as part of the South African–Netherlands Project for Alternatives in Development. This allowed the researcher the rather novel opportunity of conducting research on researchers and resulted in the project as a whole occurring at a dual level of analysis. Research approach, design and method: Using thematic analysis methodology in the context of qualitative field research, 10 semi-structured interviews were conducted with five participants, all of them part of the research team who were themselves involved in conducting research on work identity. The sixth member of the research team, who is also one of the authors of this article, presented data related to shifts in her own work identity in her dissertation as an autoethnographic account. For purposes of this article, she is referred to as Participant 6. Given the multiple research team members, each one of whom constituted an individual case, the researcher made use of a multiple case study approach whilst focusing on the intrinsic case. The holistic nature of description found in the case study involved every aspect of the lives of the research team members. Analysis was done by means of content analysis. Main findings: In exploring the shifts in work identity experienced by individual research team members, it was discovered that finding meaning and purpose in the professional activities participants engaged in was of critical importance. Contextual realities and the way in which individuals approached the possibility of shifts

  3. 21 September 2010 - Chairman of the Pakistan Atomic Energy Commission A. Parvez, CERN Director-General R. Heuer, Staff Association President G. Deroma, Ambassador to the UN Z. Akram (showing a symbol of the funds raised by CERN Staff for Pakistan)and Adviser for Non-Member States R. Voss.

    CERN Multimedia

    Maximilien Brice

    2010-01-01

    21 September 2010 - Chairman of the Pakistan Atomic Energy Commission A. Parvez, CERN Director-General R. Heuer, Staff Association President G. Deroma, Ambassador to the UN Z. Akram (showing a symbol of the funds raised by CERN Staff for Pakistan)and Adviser for Non-Member States R. Voss.

  4. Perceptions of team members working in cleft services in the United kingdom: a pilot study.

    Science.gov (United States)

    Scott, Julia K; Leary, Sam D; Ness, Andy R; Sandy, Jonathan R; Persson, Martin; Kilpatrick, Nicky; Waylen, Andrea E

    2015-01-01

    Cleft care provision in the United Kingdom has been centralized over the past 15 years to improve outcomes for children born with cleft lip and palate. However, to date, there have been no investigations to examine how well these multidisciplinary teams are performing. In this pilot study, a cross-sectional questionnaire surveyed members of all health care specialties working to provide cleft care in 11 services across the United Kingdom. Team members were asked to complete the Team Work Assessment (TWA) to investigate perceptions of team working in cleft services. The TWA comprises 55 items measuring seven constructs: team foundation, function, performance and skills, team climate and atmosphere, team leadership, and team identity; individual constructs were also aggregated to provide an overall TWA score. Items were measured using five-point Likert-type scales and were converted into percentage agreement for analysis. Responses were received from members of every cleft team. Ninety-nine of 138 cleft team questionnaires (71.7%) were returned and analyzed. The median (interquartile range) percentage of maximum possible score across teams was 75.5% (70.8, 88.2) for the sum of all items. Team performance and team identity were viewed most positively, with 82.0% (75.0, 88.2) and 88.4% (82.2, 91.4), respectively. Team foundation and leadership were viewed least positively with 79.0% (72.6, 84.6) and 76.6% (70.6, 85.4), respectively. Cleft team members perceive that their teams work well, but there are variations in response according to construct.

  5. Attributions by Team Members for Team Outcomes in Finnish Working Life

    OpenAIRE

    Valo, Maarit; Hurme, Pertti

    2010-01-01

    This study focuses on teamwork in Finnish working life. Through a wide cross-section of teams the study examines the causes to which team members attribute the outcomes of their teams. Qualitative data was collected from 314 respondents. They wrote 616 stories to describe memorable experiences of success and failure in teamwork. The stories revealed 1930 explanations. The findings indicate that both favorable and unfavorable team outcomes are perceived as being caused by ...

  6. Tenth working group meeting of representatives of RCA Member States. Report

    International Nuclear Information System (INIS)

    1989-04-01

    The Tenth RCA (Regional Co-operative Agreement for Research, Development and Training Related to Nuclear Science and Technology) Working Group meeting of representatives of RCA Member States was held at the Chinese Academy of Agricultural Sciences, Beijing, between 11-14 April 1988. The report on the meeting consists of a presentation of the seven technical sessions which dealt with topics such as nuclear techniques in industry, agriculture and medicine, nuclear power and of the project reports under RCA

  7. Effects of network development on attitudes towards work and well-being at work among health care staff in northern Finland.

    Science.gov (United States)

    Kanste, Outi; Lipponen, Kaija; Kääriäinen, Maria; Kyngäs, Helvi

    2010-09-01

    To assess the effects of network development between primary and special health care units on attitudes towards work and well-being at work among health care staff. A prospective quasi-experimental design with intervention (n=33) and control (n=23) groups. This 2-year pilot intervention study was implemented in 14 health centres and 4 hospitals in northern Finland. The material was gathered via self-reported questionnaires from the health care staff at baseline and 1 follow-up. The intervention was composed of regional networking, self-ruling teamwork, staff education and guidance for the multiprofessional teams consisting of participants from primary and special health care units. The objective of these teams was to construct and disseminate regional models of patient education for the service process of 6 patient groups: cardiovascular, COPD, total joint replacement, cerebral infarction, cancer and chronic ulcer patients. The network development intervention had positive effects on attitudes towards work concerning organizational commitment, occupational commitment and growth satisfaction. The positive effects were also found in well-being at work, measured by absorption. The results are encouraging, although the study failed to demonstrate statistically significant improvements in other attitude and well-being outcomes that were measured. Network development intervention particularly improved positive attitudes towards work among health care staff. Although randomized controlled trials are needed, regional network development between health centres and hospitals is recommended when the goal is positive attitudes towards work and well-being at work in sparsely populated and rural areas.

  8. Swimming upstream: faculty and staff members from urban middle schools in low-income communities describe their experience implementing nutrition and physical activity initiatives.

    Science.gov (United States)

    Bauer, Katherine W; Patel, Aarti; Prokop, Lisa A; Austin, S Bryn

    2006-04-01

    Addressing childhood overweight has become a top priority in the United States. Modification of school policies and practices has been used in an attempt to address the overweight epidemic among children and adolescents. Culturally diverse urban schools in low-income communities attempting to improve nutrition and increase physical activity may face unique challenges in the school environment. A better understanding is needed about school environments and how they may affect the implementation, efficacy, and sustainability of initiatives designed to improve nutrition and physical activity. We carried out a qualitative study in five urban middle schools in low-income communities that had recently implemented Planet Health, a nutrition and physical activity intervention, to assess which aspects of the schools' physical, social, and policy environments were facilitating or impeding the implementation of health promotion initiatives. Thirty-five faculty and staff members participated. We conducted one focus group per school, with an average of seven participants per group. We analyzed focus group transcripts using the thematic analysis technique to identify key concepts, categories, and themes. Teachers and staff members in our study identified many school-related environmental barriers to successful implementation of nutrition and physical activity initiatives in their schools. School personnel recommended that classroom-based nutrition interventions such as Planet Health be coordinated with school food services so that the healthy messages taught in the classroom are reinforced by the availability of healthy, culturally appropriate cafeteria food. They identified household food insufficiency and overly restrictive eligibility criteria of the federally subsidized meal program as critical barriers to healthy nutritional behaviors. They also identified weight-related teasing and bullying and unhealthy weight-control behaviors as challenges to promotion of healthy

  9. New Work Demands in Higher Education. A Study of the Relationship between Excessive Workload, Coping Strategies and Subsequent Health among Academic Staff

    Science.gov (United States)

    Melin, Marika; Astvik, Wanja; Bernhard-Oettel, Claudia

    2014-01-01

    This study investigates the relationship between the work conditions in higher education work settings, the academic staff's strategies for handling excessive workload and impact on well-being and work-life balance. The results show that there is a risk that staff in academic work places will start using compensatory coping strategies to deal with…

  10. Staff knowledge, attitudes and practices in public sector primary care ...

    African Journals Online (AJOL)

    The questionnaire was administered in a 40-minute private interview to the principal diabetic club staff members identified by the sister-in-charge of the day hospital concerned. Staff members of all the Cape Town day hospitals worked under the authority of the previous Cape Provincial. Administration (day hospitals in black ...

  11. The Supervisor Training Curriculum: Evidence-Based Ways to Promote Work Quality and Enjoyment among Support Staff (Trainee Guide)

    Science.gov (United States)

    American Association on Intellectual and Developmental Disabilities, 2011

    2011-01-01

    "The Trainee Guide for the Supervisor Training Curriculum" summarizes key points in the Curriculum and is meant as a note taking and reference tool. The Supervisor Training Curriculum instructs supervisors on ways in which they can direct and motivate staff working with people with intellectual disabilities. Based on three decades of applied…

  12. Computer Use Ethics among University Students and Staffs: The Influence of Gender, Religious Work Value and Organizational Level

    Science.gov (United States)

    Mohamed, Norshidah; Karim, Nor Shahriza Abdul; Hussein, Ramlah

    2012-01-01

    Purpose: The purpose of this paper is to investigate the extent to which individual characteristics, which are gender, religious (Islamic) work value, and organization level (students and staff), are related to attitudes toward computer use ethics. This investigation is conducted in an academic setting in Malaysia, among those subscribing to the…

  13. An Exploratory Study of the Effects of Work Environment Variables on Job Satisfaction Among Chinese Prison Staff.

    Science.gov (United States)

    Jiang, Shanhe; Lambert, Eric G; Liu, Jianhong; Zhang, Jinwu

    2018-05-01

    Job satisfaction has been linked to many positive outcomes, such as greater work performance, increased organizational commitment, reduced job burnout, decreased absenteeism, and lower turnover intent/turnover. A substantial body of research has examined how work environment variables are linked to job satisfaction among U.S. correctional staff; far less research has examined prison staff in non-Western nations, especially China. Using survey data collected from two prisons in Guangzhou, China, this study investigated the level of job satisfaction among prison staff and how personal characteristics (i.e., gender, tenure, age, and educational level) and work environment variables (i.e., perceived dangerousness of the job, job variety, supervision, instrumental communication, and input into decision making) affect job satisfaction. The findings from ordinary least squares regression equations indicated that the work environment variables explained a greater proportion of the variance in the job satisfaction measure than the personal characteristics. In the full multivariate regression model, gender was the only personal characteristic to have a significant association with job satisfaction, with female staff reporting higher satisfaction. Input into decision making and job variety had significant positive associations, whereas dangerousness had a significant negative relationship with job satisfaction.

  14. DEVELOPMENT OF A SIX SIGMA RATING SCALE FOR MEASURING THE QUALITY OF WORK LIFE OF TEACHING STAFF WORKING IN SAUDI UNIVERSITIES

    Directory of Open Access Journals (Sweden)

    Arun Vijay Subbarayalu

    2017-06-01

    Full Text Available Higher Education institutions in Saudi Arabia is currently performing several evaluations by both students and teaching staff as a measure to improve the quality by understanding the perception of its stakeholders. In order to retain the best and efficient work force to carry out the teaching roles in these universities, the Quality of Work Life (QoWL prevailing in these Educational institutions needs to be studied. Accordingly, this study was conducted among the teaching staff of the University of Dammam [UOD] to capture their experiences related to various aspects of the QoWL. The teaching staff opinion was captured through a pre-tested QoWL questionnaire and the data were analyzed through six sigma analytical tool using the Poisson distribution model. From the non-conformance level captured through the responses from the faculty/teaching staff about the various aspects of quality of work life prevailing in their respective colleges, the corresponding sigma rating for each component of QoWL was calculated. Subsequently, an innovative six point quality rating system was established for each sigma values. The overall opinion of teaching staff about the QoWL prevailing at UOD is rated as "Adaptable" signifying that there is room for further improvement and appropriate strategies need to be employed to improve it.

  15. Relationship between stress-related psychosocial work factors and suboptimal health among Chinese medical staff: a cross-sectional study

    Science.gov (United States)

    Meng, Shi-Jiao; Zhang, Jie; Wu, Li-Juan; Yan, Yu-Xiang

    2018-01-01

    Objectives The study aimed to develop and validate a model to measure psychosocial factors at work among medical staff in China based on confirmatory factor analysis (CFA). The second aim of the current study was to clarify the association between stress-related psychosocial work factors and suboptimal health status. Design The cross-sectional study was conducted using clustered sampling method. Setting Xuanwu Hospital, a 3A grade hospital in Beijing. Participants Nine hundred and fourteen medical staff aged over 40 years were sampled. Seven hundred and ninety-seven valid questionnaires were collected and used for further analyses. The sample included 94% of the Han population. Main outcome measures The Copenhagen Psychosocial Questionnaire (COPSOQ) and the Suboptimal Health Status Questionnaires-25 were used to assess the psychosocial factors at work and suboptimal health status, respectively. CFA was conducted to establish the evaluating method of COPSOQ. A multivariate logistic regression model was used to estimate the relationship between suboptimal health status and stress-related psychosocial work factors among Chinese medical staff. Results There was a strong correlation among the five dimensions of COPSOQ based on the first-order factor model. Then, we established two second-order factors including negative and positive psychosocial work stress factors to evaluate psychosocial factors at work, and the second-order factor model fit well. The high score in negative (OR (95% CI)=1.47 (1.34 to 1.62), Ppsychosocial work factors increased and decreased the risk of suboptimal health, respectively. This relationship remained statistically significant after adjusting for confounders and when using different cut-offs of suboptimal health status. Conclusions Among medical staff, the second-order factor model was a suitable method to evaluate the COPSOQ. The negative and positive psychosocial work stress factors might be the risk and protective factors of suboptimal

  16. Oncology staff reflections about a 52-year-old staff Christmas choir: constructivist research.

    Science.gov (United States)

    O'Callaghan, Clare C; Hornby, Colin J; Pearson, Elizabeth J M; Ball, David L

    2010-12-01

    Peter MacCallum Cancer Centre has one of the world's most enduring staff Christmas choirs. Commencing in 1956, the choir performs in a cafeteria, patient wards, and outpatient waiting areas before each Christmas. With recent emphasis on oncology staff support needs the choir's relevance warranted investigation. This constructivist research examined what effect the staff Christmas choir had on the choir members and staff bystanders in 2008. Sampling was convenience and purposive. Staff choir members were invited to participate during rehearsals, and staff bystanders were invited at seven choir performances in the hospital. Respondents completed anonymous and semistructured questionnaires and the conductor (of 29 years) was interviewed. The inductive, comparative, and cyclic data analyses were informed by grounded theory and qualitative interrater reliability was performed. Questionnaires from 64 staff were returned. The choir elicited positive emotions, memories, Christmas spirit, hospital community and/or work-life effects for many staff, in a cancer context described as sometimes "overwhelming" and "stressful." Choir members' reactions included stress relief, friendship and feeling rewarded. Bystanders' reactions included feeling uplifted, inspired and moved. Suggestions for future performances were offered, including musical acknowledgement of other religious festivals. Two respondents were concerned about intrusive effects on patients and work practices. A staff Christmas choir supported most choir member and staff bystander respondents in an oncology hospital and is recommended in comparable contexts. Further investigation is warranted to extend understanding about Christmas music's effects in palliative care settings.

  17. Transient health symptoms of MRI staff working with 1.5 and 3.0 Tesla scanners in the UK

    Energy Technology Data Exchange (ETDEWEB)

    De Vocht, Frank [University of Bristol, School of Social and Community Medicine, Bristol (United Kingdom); Batistatou, Evridiki [University of Manchester, Centre for Occupational and Environmental Health, Manchester (United Kingdom); Moelter, Anna [Colorado State University, Department of Environmental and Radiological Health Sciences, Fort Collins, CO (United States); Kromhout, Hans; Schaap, Kristel [Utrecht University, Institute for Risk Assessment Sciences (IRAS), Utrecht (Netherlands); Van Tongeren, Martie [Institute of Occupational Medicine, Centre for Human Exposure Science, Edinburgh (United Kingdom); Crozier, Stuart [University of Queensland, School of Information Technology and Electrical Engineering, Brisbane (Australia); Gowland, Penny [University of Nottingham, Sir Peter Mansfield Magnetic Resonance Centre, Nottingham (United Kingdom); Keevil, Stephen [Guy' s and St Thomas' NHS Foundation Trust, Department of Medical Physics, London (United Kingdom); King' s College London, Department of Biomedical Engineering, London (United Kingdom)

    2015-09-15

    Recent studies have consistently shown that amongst staff working with MRI, transient symptoms directly attributable to the MRI system including dizziness, nausea, tinnitus, and concentration problems are reported. This study assessed symptom prevalence and incidence in radiographers and other staff working with MRI in healthcare in the UK. One hundred and four volunteer staff from eight sites completed a questionnaire and kept a diary to obtain information on subjective symptoms and work practices, and wore a magnetic field dosimeter during one to three randomly selected working days. Incidence of MRI-related symptoms was obtained for all shifts and prevalence of MRI-related and reference symptoms was associated to explanatory factors using ordinal regression. Incident symptoms related to working with MRI were reported in 4 % of shifts. Prevalence of MRI-related, but not reference symptoms were associated with number of hours per week working with MRI, shift length, and stress, but not with magnetic field strength (1.5 and 3 T) or measured magnetic field exposure. Reporting of prevalent symptoms was associated with longer duration of working in MRI departments, but not with measured field strength of exposure. Other factors related to organisation and stress seem to contribute to increased reporting of MRI-related symptoms. (orig.)

  18. Transient health symptoms of MRI staff working with 1.5 and 3.0 Tesla scanners in the UK

    International Nuclear Information System (INIS)

    De Vocht, Frank; Batistatou, Evridiki; Moelter, Anna; Kromhout, Hans; Schaap, Kristel; Van Tongeren, Martie; Crozier, Stuart; Gowland, Penny; Keevil, Stephen

    2015-01-01

    Recent studies have consistently shown that amongst staff working with MRI, transient symptoms directly attributable to the MRI system including dizziness, nausea, tinnitus, and concentration problems are reported. This study assessed symptom prevalence and incidence in radiographers and other staff working with MRI in healthcare in the UK. One hundred and four volunteer staff from eight sites completed a questionnaire and kept a diary to obtain information on subjective symptoms and work practices, and wore a magnetic field dosimeter during one to three randomly selected working days. Incidence of MRI-related symptoms was obtained for all shifts and prevalence of MRI-related and reference symptoms was associated to explanatory factors using ordinal regression. Incident symptoms related to working with MRI were reported in 4 % of shifts. Prevalence of MRI-related, but not reference symptoms were associated with number of hours per week working with MRI, shift length, and stress, but not with magnetic field strength (1.5 and 3 T) or measured magnetic field exposure. Reporting of prevalent symptoms was associated with longer duration of working in MRI departments, but not with measured field strength of exposure. Other factors related to organisation and stress seem to contribute to increased reporting of MRI-related symptoms. (orig.)

  19. Utilisation of strategic communication to create willingness to change work practices among primary care staff: a long-term follow-up study.

    Science.gov (United States)

    Morténius, Helena; Fridlund, Bengt; Marklund, Bertil; Palm, Lars; Baigi, Amir

    2012-04-01

    To evaluate the long-term utilisation of strategic communication as a factor of importance when changing work practices among primary care staff. In many health care organisations, there is a gap between theory and practice. This gap hinders the provision of optimal evidence-based practice and, in the long term, is unfavourable for patient care. One way of overcoming this barrier is systematically structured communication between the scientific theoretical platform and clinical practice. This longitudinal evaluative study was conducted among a primary care staff cohort. Strategic communication was considered to be the intervention platform and included a network of ambassadors who acted as a component of the implementation. Measurements occurred 7 and 12 years after formation of the cohort. A questionnaire was used to obtain information from participants. In total, 846 employees (70%) agreed to take part in the study. After 12 years, the 352 individuals (60%) who had remained in the organisation were identified and followed up. Descriptive statistics and multivariate analysis were used to analyse the data. Continuous information contributed to significant improvements over time with respect to new ideas and the intention to change work practices. There was a statistically significant synergistic effect on the new way of thinking, that is, willingness to change work practices. During the final two years, the network of ambassadors had created a distinctive image for itself in the sense that primary care staff members were aware of it and its activities. This awareness was associated with a positive change with regard to new ways of thinking. More years of practice was inversely associated with willingness to change work practices. Strategic communication may lead to a scientific platform that promotes high-quality patient care by means of new methods and research findings.

  20. The contribution of nuclear training staff to human factors work in the CEGB and Nuclear Electric PLC

    International Nuclear Information System (INIS)

    Madden, V.J.

    1990-01-01

    The staff and simulators of utility's nuclear training function are being utilized in support of a wide range of human factor related activities. In addition to work on man machines interface review, operating procedures, operator support system and VDU format design and validation for the Magnox and AGR series of nuclear power plants, support is also being provided to the PWR Project Team through staff who have undergone extensive and comprehensive overseas PWR training programs. This paper discusses how recent initiatives in connection with a survey on operator stress and the possible use of psychometric testing in support of the selection of reactor desk engineers are also being supported

  1. Marriage and family therapy faculty members' balance of work and personal life.

    Science.gov (United States)

    Matheson, Jennifer L; Rosen, Karen H

    2012-04-01

    A sense of imbalance is common among both professors and therapists, though few studies have been published examining the work and personal life balance of those who work in both professions simultaneously. Using in-depth telephone interviews, this study examined the work and personal life balance of 16 marriage and family therapy (MFT) faculty members. Results showed that six were satisfied with their balance, six were dissatisfied, and four were "middle of the road." Men, older participants, and those who were in their career longer were more likely to report feeling satisfied with their balance. Internal indicators of their balance included family and workplace messages, health indicators, feelings of contentment, and congruence with personal values. Child and relationship status, tenure status, and gender issues also impacted their sense of balance. Specific balance enhancers and reducers were highlighted, and participants discussed coping strategies and recommendations for other MFT faculty members. Clinical, training, and career implications are discussed. © 2010 American Association for Marriage and Family Therapy.

  2. 19. working group meeting of representatives of RCA member States. Report

    International Nuclear Information System (INIS)

    1997-03-01

    The 19. RCA Working Group Meeting was hosted by the Myanmar Atomic Energy Committee in Yangon from 10-14 March 1997. The meeting marked the 25. anniversary of the RCA which commenced in 1972. It was attended by 29 delegates from 15 visiting RCA Member States, 15 participants from Myanmar and 4 from the IAEA. The report contains the statements of the following countries: Australia, Bangladesh, China, India, Indonesia, Japan, Republic of Korea, Malaysia, Mongolia, Myanmar, New Zealand, Pakistan, Philippines, Singapore, Sri Lanka, Thailand, and Viet Nam. Tabs

  3. Impact of Mental Health Training for Frontline Staff Working with Children with Severe Intellectual Disabilities

    Science.gov (United States)

    Whitehurst, Teresa

    2008-01-01

    The risk factors for young people with intellectual disabilities developing a mental health disorder are higher than those found in the general population, yet training is very rarely available to frontline staff. A recent study in the United Kingdom cited prevalence rates of mental ill health among adults with intellectual disabilities ranging…

  4. [Participative ergonomics for adapting the working space to meet the needs of nursing staff].

    Science.gov (United States)

    Estryn-Behar, Madeleine; Bouvatier, Catherine; Milanini-Magny, Giuliana; Deslandes, Hélène; Ravache, Anne-Emile; Bernard, Chloé; Mendès, Cindy; Medous, Adeline

    2011-01-01

    Presst-Next, the European study carried out between 2004 and 2006, highlighted the importance of teamwork in reducing the frequency of professional exhaustion and the early departure of care staff. On the basis of these results, the Armand-Trousseau Hospital in Paris (AP-HP 75) has committed to a participative ergonomics approach at its paediatric emergency service.

  5. Leader–member exchange fosters work engagement: The mediating role of job crafting

    Directory of Open Access Journals (Sweden)

    Mirjam Radstaak

    2017-09-01

    Full Text Available Orientation: The right balance between job demands and job resources are essential for employees to bring energy and enthusiasm to work. Employees who experience high-quality relationships with their supervisors may actively craft their job demands and job resources and feel more engaged. Research purpose: The current study examined the associations between leader–member exchange (LMX, job crafting and work engagement. Motivation: This study attempts to gain more insight in the associations between LMX, job crafting and work engagement. It was hypothesised that high-quality relationships with supervisors fosters work engagement because it stimulates employees to craft their jobs by increasing social and structural job resources and challenging job demands and by decreasing hindering job demands. Research approach, design and methodology: Participants (N = 402 working for a leading mail and parcels company in the Netherlands completed questionnaires measuring LMX, work engagement and job crafting. Structural equation modelling was used to examine the hypotheses. Main findings: Increasing social job resources (β = 0.01, SE = 0.00, p < 0.001 and increasing challenging job demands (β = 0.08, SE = 0.04, p < 0.05 were significant mediators in the association between LMX and work engagement. Increasing structural job resources (β = 0.00, SE = 0.00, p = 0.92 and decreasing hindering job demands (β = -0.00, SE 0.00, p = 0.09 were not significant mediators. Practical and managerial implications: Supervisors who are capable of building high-quality relationships with their employees based on trust, respect and loyalty will foster a positive, fulfilling work-related state of mind among employees because they are more willing to proactively craft a challenging and resourceful work environment. Contribution or value-add: The findings of this study showed the importance of high-quality relationships with supervisors and were unique in examining the

  6. Replacing nuclear staff: The proactive work at IPEN/CNEN-SP

    International Nuclear Information System (INIS)

    Pupak, M.O.; Rogero, J.R.

    2004-01-01

    high level of education provided. To give an idea of the importance and size of the Post Graduation Programme at IPEN, in 2003, the staff, students, disciplines and other numbers were officially registered as following: 498 students for the MSc and PhD degrees; 166 thesis advisor's; 44 disciplines offered; 65 thesis and dissertation concluded; 147 scholarship given by the Brazilian Federal and State Governments for undergraduate and post graduate students; 400 students took entrance selection exams (about 50% were approved); Approximately 500 internship were provided; and Approximately 150 thesis advisors were invited to participate in the examining boards. The Post Graduation Programme of IPEN in association with the University of Sao Paulo - USP (the largest institution of higher education and research in Brazil, and the third in size in Latin America) is organized in three areas of concentration: TNA- Nuclear Technology and its Applications; TNM- Nuclear Technology on Materials; TNR - Nuclear Technology for Reactors. The replacement of nuclear personnel is shrinking is a fact and the problem requires immediate attention of the entire nuclear community (academia, government and industry). Aware to find ways to solve this problem, IPEN started to work more proactively by dealing closely with universities, industries, government and other relevant organizations. As result of this work, on 2001, IPEN in accordance with USP, started to offer graduation optional disciplines to all students at USP interested on nuclear field. This initiative was very successful. On 2003, IPEN started the most important project in association with Physics Institute of USP, this project so called: Programme of Graduation Course on Nuclear Science is willing to graduate Human Resources for the Nuclear Sector. Our proposal with this Programme is that the IAEA and also Brazilian Government Agency could allocate money for Brazilian fellowship in order to capture human resources for nuclear

  7. Sleep interruption associated with house staff work schedules alters circadian gene expression.

    Science.gov (United States)

    Fang, Ming Zhu; Ohman-Strickland, Pamela; Kelly-McNeil, Kathie; Kipen, Howard; Crabtree, Benjamin F; Lew, Jenny Pan; Zarbl, Helmut

    2015-11-01

    Epidemiological studies indicate that disruption of circadian rhythm by shift work increases the risk of breast and prostate cancer. Our studies demonstrated that carcinogens disrupt the circadian expression of circadian genes (CGs) and circadian-controlled genes (CCGs) during the early stages of rat mammary carcinogenesis. A chemopreventive regimen of methylselenocysteine (MSC) restored the circadian expression of CGs and CCGs, including PERIOD 2 (PER2) and estrogen receptor β (ERS2), to normal. The present study evaluated whether changes in CG and CCG expression in whole blood can serve as indicators of circadian disruption in shift workers. Fifteen shift workers were recruited to a crossover study. Blood samples were drawn before (6 PM) and after (8 AM) completing a night shift after at least seven days on floating night-shift rotation, and before (8 AM), during (1 PM), and after (6 PM) completing seven days on day shift. The plasma melatonin level and messenger RNA (mRNA) expression of PER2, nuclear receptor subfamily 1, group d, member 1 (NR1D1), and ERS2 were measured, and the changes in levels of melatonin and gene expression were evaluated with statistical analyses. The mRNA expression of PER2 was affected by shift (p = 0.0079); the levels were higher in the evening for the night shift, but higher in the morning for the day shift. Increased PER2 expression (p = 0.034) was observed in the evening on the night versus day shifts. The melatonin level was higher in the morning for both day shifts (p = 0.013) and night shifts (p <0.0001). Changes in the level of PER2 gene expression can serve as a biomarker of disrupted circadian rhythm in blood cells. Therefore, they can be a useful intermediate indicator of efficacy in future MSC-mediated chemoprevention studies. Copyright © 2015 Elsevier B.V. All rights reserved.

  8. Outcomes in knowledge, attitudes and confidence of nursing staff working in nursing and residential care homes following a dementia training programme.

    Science.gov (United States)

    Scerri, Anthony; Scerri, Charles

    2017-11-08

    Dementia training programmes for staff working in long-term care settings have been found to be effective in improving staff outcomes. This study investigated the impact of a dementia training programme for all Maltese nursing staff working in public nursing/residential homes on their knowledge, attitudes and confidence. Additionally, we identified the predictors of these domains before and after the programme. A 14-hour training programme focusing on dementia management, care and policy was developed for all nursing staff working in public nursing and residential homes in Malta. A pretest-posttest design was used to evaluate the participants' knowledge of dementia, attitudes and confidence in working with residents with dementia using validated tools. Demographic variables were measured and compared with each staff domain. The majority of nursing staff attended the training programme with 261 fully completed questionnaires being collected pre-training and 214 post-training. The programme significantly improved nursing staff knowledge, attitudes and confidence. Stepwise regression analysis of each staff domain showed that the strongest predictor in all models at pre-training was the intensity of previous training programmes. Furthermore, staff who attended previous training continued to improve in their attitudes and confidence following programme completion. The study continues to shed further evidence on the impact of dementia training programs on staff outcomes. It also indicated that the intensity of previous participation in dementia training programmes was related to the participants' knowledge, attitudes and confidence and that continual exposure to training had a cumulative effect.

  9. Training of health physics services staff at the Sellafield Works of British Nuclear Fuels

    International Nuclear Information System (INIS)

    Tagg, B.

    This paper describes the qualifications required and the training of health physics non-industrial and industrial staff who provide a radiological protection service to the Sellafield site. The training offered may consist of formal group instruction, programmed learning using written texts, videotape lectures, and on-the-job training by line management. Experience has shown that formal oral and practical instruction to small groups is the most effective form of training when supplemented by on-the-job training

  10. Case study - Implementing a plagiarism detection service: ways of working with staff and students

    OpenAIRE

    Cohen, Judy

    2012-01-01

    The session will outline how Turnitin was introduced to the University of Kent in 2006 and then implemented over the following academic year, including recent follow-up developments. The University Guidelines on Using Turnitin will be discussed, along with the use of specific Academic Integrity resources to support the use of Turnitin. There will be information about how staff are using Turnitin; how it has been received by students; the impact on reported instances of plagiarism (in specific...

  11. Careers and retention of staff in the 21st century world of work: Introduction to the special edition

    Directory of Open Access Journals (Sweden)

    Melinde Coetzee

    2012-12-01

    Full Text Available How to cite this article: Coetzee, M., & Gunz, H. (2012. Careers and retention of staff in the 21st century world of work: Introduction to the special edition. SA Journal of Human Resource Management/SA Tydskrif vir Menslikehulpbronbestuur, 10(2, Art. #505, 4 pages. http://dx.doi.org/10.4102/ sajhrm.v10i2.505

  12. Work-related fear and the threats of fear among emergency department nursing staff and physicians in Finland.

    Science.gov (United States)

    Mikkola, Riitta; Huhtala, Heini; Paavilainen, Eija

    2017-10-01

    To describe fear, the threats causing fear and the occurrence of fear among emergency department nursing staff and physicians. The emergency department is a challenging workplace where the staff is often confronted by factors that cause fear. A cross-sectional study. A survey was conducted in 16 hospitals (n = 544). Nurses, practical nurses, orderlies and physicians from those hospitals participated in the survey. The survey questionnaire was based on the analysis of interviews of 30 nurses from one university hospital and one central hospital. The results of the interviews were analysed using the inductive content analysis method. The analysis of the survey was performed using statistical methods, such as frequencies, cross-tabulation and principal component analysis. The results showed that nearly all of the emergency department personnel had experienced work-related fear. Generally, the fear had been momentary. According to the survey results, fear was most often caused by medication errors, the resuscitation of a child, a catastrophic accident, urgent or violent situations or patients armed with weapons. Threats that caused fear included insecurity, danger in the work environment, threat of loss of one's health and threat of the consequences of one's mistakes and actions. The staff of emergency departments often encountered factors or situations that caused fear. The main threats causing fear that were raised by the respondents were insecurity and danger in the work environment. The data obtained from this study can be utilised in identifying and describing work-related fear and threats of fear among emergency department nursing staff and physicians. Based on the information herein, it will be possible to develop methods to prevent situations that cause fear in emergency departments. © 2016 John Wiley & Sons Ltd.

  13. Emotional intelligence, emotions, and feelings of support staff working with clients with intellectual disabilities and challenging behavior: an exploratory study.

    Science.gov (United States)

    Zijlmans, Linda J M; Embregts, Petri J C M; Bosman, Anna M T

    2013-11-01

    Working with clients who show challenging behavior can be emotionally demanding and stressful for support staff, because this behavior may cause a range of negative emotional reactions and feelings. These reactions are of negative influence on staff wellbeing and behavior. Research has focused on negative emotions of staff. However, a distinction between emotions and feelings has never been made in the research field of intellectual disabilities. Negative emotions and feelings may be regulated by emotional intelligence, a psychological construct that takes into account personal style and individual differences. The purpose of this study was to explore the relationship between emotional intelligence on the one hand and emotions and feelings on the other. Participants were 207 support staff serving clients with moderate to borderline intellectual disabilities and challenging behavior. Emotional intelligence, emotions, and feelings were measured with questionnaires. The results show that emotional intelligence, emotions, and feelings are related. However, found relationships were weak. Most significant relations were found between feelings and stress management and adaptation elements of emotional intelligence. Because the explored variables can change over time they call for a longitudinal research approach. Copyright © 2013 Elsevier Ltd. All rights reserved.

  14. Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals

    Directory of Open Access Journals (Sweden)

    Nahid Hatam

    2016-04-01

    Full Text Available Background: High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals’ turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS and present a model using SEM. Methods: This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Results: Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02. Family-work conflict was significantly higher in married participants (P=0.001. Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001. Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001. An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001. Conclusion: Thus, regarding the prominent and preventative role of organizational commitment in employees’ desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people’s organizational commitment must be considered by health system managers more than ever.

  15. Relationship between Family-Work and Work-Family Conflict with Organizational Commitment and Desertion Intention among Nurses and Paramedical Staff at Hospitals.

    Science.gov (United States)

    Hatam, Nahid; Jalali, Marzie Tajik; Askarian, Mehrdad; Kharazmi, Erfan

    2016-04-01

    High turnover intention rate is one of the most common problems in healthcare organizations throughout the world. There are several factors that can potentially affect the individuals' turnover intention; they include factors such as work-family conflict, family-work conflict, and organizational commitment. The aim of this research was to determine the relationship between family-work and work-family conflicts and organizational commitment and turnover intention among nurses and paramedical staff at hospitals affiliated to Shiraz University of Medical Sciences (SUMS) and present a model using SEM. This is a questionnaire based cross-sectional study among 400 nurses and paramedical staff of hospitals affiliated to SUMS using a random-proportional (quota) sampling method. Data collection was performed using four standard questionnaires. SPSS software was used for data analysis and SmartPLS software for modeling variables. Mean scores of work-family conflict and desertion intention were 2.6 and 2.77, respectively. There was a significant relationship between gender and family-work conflict (P=0.02). Family-work conflict was significantly higher in married participants (P=0.001). Based on the findings of this study, there was a significant positive relationship between work-family and family-work conflict (P=0.001). Also, work-family conflict had a significant inverse relationship with organizational commitment (P=0.001). An inverse relationship was seen between organizational commitment and turnover intentions (P=0.001). Thus, regarding the prominent and preventative role of organizational commitment in employees' desertion intentions, in order to prevent negative effects of staff desertion in health sector, attempts to make policies to increase people's organizational commitment must be considered by health system managers more than ever.

  16. Staff working in ancillary departments at a tertiary care hospital in Bengaluru, Karnataka, India: How healthy are they?

    Science.gov (United States)

    Balasubramanya, Bhavya; Nisha, Catherin; Ramesh, Naveen; Joseph, Bobby

    2016-01-01

    Background: Ancillary health services are those supplemental services other than room, board, and medical/nursing services provided to hospital patients in the course of care. Ancillary department staff forms an integral part in the smooth functioning of a hospital. There is a need to focus on the health of these individuals to ensure their well-being and in turn, productivity at the workplace. Objective: To study the morbidity profile of the staff working at ancillary departments of a tertiary care hospital in Bengaluru, Karnataka, India. Materials and Methods: We conducted our study in a 1,200-bedded tertiary care hospital in Bengaluru, Karnataka, India. Annual medical checkup (AMC) for all the staff working at the ancillary departments has been started in recent years and is provided free of cost and during working hours. A total of 150 employees from ancillary departments underwent AMC in the year 2013. Data were analyzed using Statistical Package for the Social Sciences (SPSS) version 20.0. Spearman's correlation and Chi-square test were used. Results: Of the 150 employees, the majority was male (72%); the mean age was 38 ± 11 years. The most common morbidities were diabetes mellitus (11%), hypertension (10.6%), musculoskeletal disorders (9.3%), surgical problems (8.6%, hemorrhoids, varicose veins), and dental caries (6.6%). On stool microscopy, 12% of the dietary workers showed ova/cyst. There was a significant positive correlation between age and the number of chronic morbidities (P < 0.01). Conclusion: Lifestyle disorders such as diabetes mellitus and hypertension were the major morbidities among the staff in the ancillary departments of the hospital. We ensured regular follow-up, adherence to medication, and lifestyle modifications in terms of diet and exercise. PMID:27390479

  17. Staff's attitudes and reactions towards aggressive behaviour of clients with intellectual disabilities: a multi-level study

    NARCIS (Netherlands)

    Knotter, M.H.; Wissink, I.B.; Moonen, X.M.H.; Stams, G.J.J.M.; Jansen, G.J.

    2013-01-01

    Data were collected from 121 staff members (20 direct support staff teams) on background characteristics of the individual staff members and their teams (gender, age, years of work experience, position and education), the frequency and form of aggression of clients with an intellectual disability

  18. Engaging Frontline Leaders and Staff in Real-Time Improvement.

    Science.gov (United States)

    Phillips, Jennifer; Hebish, Linda J; Mann, Sharon; Ching, Joan M; Blackmore, C Craig

    2016-04-01

    The relationship of staff satisfaction and engagement to organizational success, along with the integral influence of frontline managers on this dimension, is well established in health care and other industries. To specifically address staff engagement, Virginia Mason Medical Center, an integrated, single-hospital health system, developed an approach that involved leaders, through the daily use of standard work for leaders, as well as staff, through a Lean-inspired staff idea system. Kaizen Promotion Office (KPO) staff members established three guiding principles: (1) Staff engagement begins with leader engagement; (2) Integrate daily improve- ment (kaizen) as a habitual way of life not as an add-on; and (3) Create an environment in which staff feel psycho- logically safe and valued. Two design elements--Standard Work for Leaders (SWL) and Everyday Lean Ideas (ELIs) were implemented. For the emergency department (ED), an early adopter of the staff engagement work, the challenge was to apply the guiding principles to improve staff engagement while improving quality and patient and staff satisfaction, even as patient volumes were increasing. Daily huddles for the KPO staff members and weekly leader rounds are used to elicit staff ideas and foster ELIs in real time. Overall progress to date has been tracked in terms of staff satisfaction surveys, voluntary staff turnover, adoption of SWL, and testing and implementation of staff ideas. For example, voluntary turnover of ED staff decreased from 14.6% in 2011 to 7.5% in 2012, and 2.0% in 2013. Organizationwide, at least 800 staff ideas are in motion at any given time, with finished ones posted in an idea supermarket website. A leadership and staff engagement approach that focuses on SWL and on capturing staff ideas for daily problem solving and improvement can contribute to organization success and improve the quality of health care delivery.

  19. Work-Related Basic Need Satisfaction as a Predictor of Work Engagement among Academic Staff in Turkey

    Science.gov (United States)

    Silman, Fatos

    2014-01-01

    This study examines the relationship between work-related basic need satisfaction and work engagement. Data were obtained from a total of 203 academics who are employed in various universities of Turkey. In this research Work-Related Basic Need Satisfaction Scale and The Turkish Form of Utrecht Work Engagement Scale were utilized. The data were…

  20. Nursing staff's experiences of working in an evidence-based designed ICU patient room-An interview study.

    Science.gov (United States)

    Sundberg, Fredrika; Olausson, Sepideh; Fridh, Isabell; Lindahl, Berit

    2017-12-01

    It has been known for centuries that environment in healthcare has an impact, but despite this, environment has been overshadowed by technological and medical progress, especially in intensive care. Evidence-based design is a concept concerning integrating knowledge from various research disciplines and its application to healing environments. The aim was to explore the experiences of nursing staff of working in an evidence-based designed ICU patient room. Interviews were carried out with eight critical care nurses and five assistant nurses and then subjected to qualitative content analysis. The experience of working in an evidence-based designed intensive care unit patient room was that the room stimulates alertness and promotes wellbeing in the nursing staff, fostering their caring activities but also that the interior design of the medical and technical equipment challenges nursing actions. The room explored in this study had been rebuilt in order to create and evaluate a healing environment. This study showed that the new environment had a great impact on the caring staffs' wellbeing and their caring behaviour. At a time when turnover in nurses is high and sick leave is increasing, these findings show the importance of interior design ofintensive care units. Copyright © 2017 Elsevier Ltd. All rights reserved.

  1. Staff Knowledge, Adherence to Infection Control Recommendations ...

    African Journals Online (AJOL)

    Staff Knowledge, Adherence to Infection Control Recommendations and Seroconversion Rates in Hemodialysis Centers in Khartoum. ... Adherence of staff members to infection control recommendations was evaluated by direct observation. Results: ... A structured training program for HD staff members is urgently required.

  2. Working draft regulatory guide on release criteria for decommissioning: NRC staff's draft for comment

    International Nuclear Information System (INIS)

    Daily, M.C.; Huffert, A.; Cardile, F.; Malaro, J.C.

    1994-08-01

    The Nuclear Regulatory Commission's (NRC) regulations in 10 CFR 20 are being amended to include radiological criteria for decommissioning of lands and structures at nuclear facilities. 10 CFR Part 20, Subpart E establishes criteria for the remediation of contaminated sites or facilities that will allow their release for future use with or without restrictions. The criteria include a Total Effective Dose Equivalent (TEDE) limit of 15 mrem/year (0.15 mSv/y) that should not be exceeded by an average individual among those who could potentially receive the greatest exposure from any residual activity within a facility or on a site. The criteria also require a licensee to reduce any residual radioactivity to as-low-as-reasonably-achievable (ALARA) levels. This staff draft guide describes acceptable procedures for determining the predicted dose level (PDL) from any residual radioactivity at the site. It describes the basic features of the calculational models and the associated default assumptions and parameter values the NRC staff would find acceptable in calculating PDLs. Appendices A, B, and C provide numerical values that can be used to estimate the dose from residual radioactivity remaining at a site. Since 10 CFR Part 20, Subpart E introduces several new concepts, definitions and discussions are included in a regulatory position concepts section of the guide to assist licensees in understanding some of the philosophy underlying the rule

  3. Uncovering the emotional aspects of working on a clinical trial: a qualitative study of the experiences and views of staff involved in a type 1 diabetes trial

    OpenAIRE

    Lawton, Julia; Kirkham, Jackie; White, David; Rankin, David; Cooper, Cindy; Heller, Simon

    2015-01-01

    Background: The perspectives and experiences of trial staff are increasingly being investigated as these can be used to improve recruitment, adherence to trial protocols and support given to future staff. We interviewed staff working on a type 1 diabetes trial in order to aid interpretation of trial findings, inform recommendations for the rollout of the treatments investigated and provide recommendations for the conduct of future trials. However, our interviews uncovered aspects of trial wor...

  4. Supported Conversation for hospital staff

    DEFF Research Database (Denmark)

    Forchhammer, Hysse B; Løvholt, Annelise P.; Mathiesen, Lone Lundbak

    in communication and interaction, Supported Conversation for Adults with Aphasia (SCA) was adapted and implemented in a large neurological department at Rigshospitalet-Glostrup in Copenhagen. Method 152 staff members representing different health professionals were assigned to one of eleven courses during a six...... month period. Each course had 10-12 participants and lasted 6 hours, including instruction in the SCA principles, video analysis, interdisciplinary group work, and practice sessions with PWAs. Self-assessed learning outcomes were evaluated with a brief questionnaire filled out by staff members...... in communication, also showed significant improvements across all staff groups. After the course, more time to spend with patients was perceived as the most important factor to further increase communication success with PWA. Conclusion The results show that interdisciplinary SCA-courses successfully increase...

  5. The relationship between quality of work life and job satisfaction of faculty members in Zahedan University of Medical Sciences.

    Science.gov (United States)

    Kermansaravi, Fatihe; Navidian, Ali; Navabi Rigi, Shahindokht; Yaghoubinia, Fariba

    2014-10-29

    Quality of work life is one of the most important factors for human motivating and improving of job satisfaction. The current study was carried out aimed to determine the relationship between quality of work life and job satisfaction in faculty members of Zahedan University of Medical Sciences. In this descriptive-analytic study, 202 faculty members of Zahedan University of Medical Sciences in 2012 were entered the study through census. The job satisfaction questionnaire of Smith and Kendall and Walton Quality of Work Life questionnaire were used for data collection. Validity and reliability of questionnaires were confirmed in previous studies. Data analysis was done using SPSS 18. The Pearson correlation coefficient and multiple regression tests were used for data analysis. The mean score of quality of work life was 121/30±37/08 and job satisfaction was 135/98 ±33/78. There was a significant and positive correlation between job satisfaction of faculty members and their quality of work life (P=0.003). In addition, two components of quality of work life "adequate and fair compensation" (β=0.3) and "Social Integration" (β=0.4) can predict job satisfaction of faculty members. According to correlation between job satisfaction and quality of work life in faculty members, job satisfaction can be improved through the changing and manipulating the components of quality of work life and in this way; the suitable environment for organization development should be provided.

  6. Inputs and outcomes: what do staff in services for people with intellectual disabilities perceive they bring to and receive from their work-based relationships?

    Science.gov (United States)

    Disley, Philip; Hatton, Chris; Dagnan, Dave

    2012-12-01

    A number of studies involving staff working in services for people with intellectual disabilities have utilised equity theory as a theoretical framework. According to this theory, people evaluate social relationships through the comparison of inputs and outcomes, respectively, with what a person brings to and receives from a relationship. Little is known about what constitute inputs and outcomes for staff working in services for people with intellectual disabilities. Semi-structured interviews were conducted with 15 staff to find out what constitute inputs and outcomes for staff who work with people with intellectual disabilities. The interviews were conducted in the first half of 2008 in the United Kingdom. Data were analysed using template analysis. A wide range of inputs and outcomes was identified by staff, which were grouped under high-level themes relating to relationships with their employers, their co-workers and the service users. The utility of the findings, in terms of informing future research, is discussed.

  7. Safety Considerations for Medical Staff and Patients Who Fly Over Water in a Helicopter for Work or Recreation.

    Science.gov (United States)

    Brooks, Christopher J; MacDonald, Conor V

    2017-04-01

    Around 25% of people involved in a helicopter accident in water do not survive. From time to time, physicians and their medical staff are required to fly over water in a helicopter to attend one or more seriously ill patients. Many will have had little or no experience of the issues involved if the helicopter has an accident in the water. Also as Family Practitioners, Aeromedical Examiners, and Flight Surgeons, they are asked to provide advice to patients, travel agents, and airline booking agents about whether an overwater helicopter flight is advisable or not. From 50 yr of helicopter accident evidence in the scientific literature, government agency reports, and statistics from the military safety centers and the offshore oil industry, the critical hazards involved and risks to medical staff and their patients have been identified. Patients most at risk are those who suffer from cardiovascular or respiratory disease, have physical disabilities, have a very large body size, and anyone who is a non-swimmer. Medical staff are at risk if they are not familiar with the procedure for escape from a flooded inverted cabin and difficulties after escape from the fuselage with life jackets, life rafts, and sometimes the necessity to swim ashore. With 50 yr of hindsight, many of the deaths were preventable, and many lives can be saved if a series of very simple mental and physical preventive actions are taken by anyone stepping on to a helicopter that flies over water.Brooks CJ, MacDonald CV. Safety considerations for medical staff and patients who fly over water in a helicopter for work or recreation. Aerosp Med Hum Perform. 2017; 88(4):413-417.

  8. Investigating Burnout and Psychological Well-Being of Staff Working with People with Intellectual Disabilities and Challenging Behaviour: The Role of Personality

    Science.gov (United States)

    Chung, Man Cheung; Harding, Carly

    2009-01-01

    Background: The present research extended previous research by broadening the dimensions of personality traits, and focusing on burnout and psychological well-being among staff working with people with intellectual disabilities and challenging behaviour. Methods: This is a cross-sectional survey in which 103 staff completed questionnaires…

  9. Engagement and avoidance in support staff working with people with intellectual disability and challenging behavior : A multiple-case study

    NARCIS (Netherlands)

    Zijlmans, L.J.M.; Bosman, A.M.T.; Gerits, L.; Derksen, J.; Embregts, P.J.C.M.

    2014-01-01

    Background Challenging behaviour of clients influences emotional wellbeing of staff; this in turn affects levels of staff engagement and avoidance within interactions with clients. The main goal of this study was to investigate to what extent levels of staff engagement and staff avoidance are

  10. Descriptive study of stress and satisfaction at work in the Saragossa university services and administration staff

    OpenAIRE

    Lucha Lopez Ana; Vidal Peracho Concepcion; Lucha Lopez Ma Orosia; Salavera Bordas Carlos; Tricas Moreno Jose; Estebanez de Miguel Elena; Bernues Vazquez Luis

    2010-01-01

    Abstract Background The notion of stress in connection with the work environment became an important topic during the 1970's, when the first studies on the subject were published and the term of work stress was first coined. In 1974, Freudenberger proposed the term burnout to refer to the condition of physical and emotional exhaustion, as well as the associated negative attitudes, resulting from the intense interaction in working with people. The aim of our study is to examine burnout and job...

  11. Occupational exposure of nursing staff working with radioiodine therapy during 11 years

    International Nuclear Information System (INIS)

    Calegaro, Jose Ulisses Manzzini; Teixeira, Sandra Mara Pessano

    2007-01-01

    Objective: The present study was aimed at evaluating the occupational exposure of nursing staff in charge of inpatients undergoing 131 I therapy during 11 years. Materials and methods: The exposure situations were classified according to a questionnaire answered by three nursing attendants, correlating the procedures with activities, distances and amount of time in the iodotherapy room. Records of received doses by two types of dosimeters were evaluated over two subsequent periods. In both periods the nursing attendants received instructions about radiological protection. Results: In usual situations, their amount of time in the iodotherapy room was in compliance with the standard time established by the service. In unusual situations, where the patient needed assistance for mobility, the exposure period was above the standard. However, this exposure occurs casually (only one or two times a year). During the period between 1993 and 1999 (dosimetric films) there were ten dose records, all of them at record level. From 2000 to 2003 (thermoluminescent dosimeters) ten dose records were also obtained, with only one of them at the investigation level. During this study period, the mean 131 I activity was doubled. Conclusion: Despite the increased levels of activity there was no significant increase in dose to nursing attendants. (author)

  12. The influence of factors of work environment and burnout syndrome on self-efficacy of medical staff.

    Science.gov (United States)

    Nowakowska, Iwona; Rasińska, Renata; Głowacka, Maria Danuta

    2016-06-02

    Conditions of a healthy, friendly and safe work environment and proper work organisation increase self-efficacy and decrease or eliminate the factors causing the occurrence of burnout symptoms, all of which have a decisive impact on increasing the quality of work. The aim of the study was to analyse and assess the influence of factors of work environment and burnout syndrome on the self-efficacy of medical staff. The study comprised randomly selected professionally-active nurses working on hospital wards (N=405) on the area of two provinces in Poland. The study used the Generalized Self-Efficacy Scale, Copenhagen Burnout Inventory and a questionnaire concerning the factors that influence the process of work organisation at nursing positions in hospitals. Lower scores for self-efficacy resulted in a worse assessment of development opportunities and promotion prospects (r=-0.11), participation in the decision-making process (r=-0.11) and teamwork (r=-0.10). Lower self-efficacy contributed to the occurrence of burnout symptoms r∈[-0.19 - -0.17]. Properly shaped and used organisational factors are stimulating for professional efficiency and effectiveness, and consequently, for the quality of nursing work. Negative assessment of the factors in the work environment contributes to the occurrence of burnout symptoms and decrease in self-efficacy. Nurses with lower self-efficacy more often experienced symptoms of burnout.

  13. [Evaluation and intervention of psychological work climate among nursing staff : a review of the literature].

    Science.gov (United States)

    Maillet, Stéphanie; Courcy, François; Leblanc, Jeannette

    2016-06-01

    This review of literature focuses on the influence of psychological work climate and job satisfaction on nurses’ turnover intentions. More specifically, this review aims to explain the influence of the primary dimensions of psychological work climate - job characteristics, role characteristics, leadership characteristics, teamwork characteristics and organizational characteristics - on nurses’ organizational and occupational turnover intentions. Furthermore, this review aims to explain the role of job satisfaction as a potential mediator in the relationship between psychological work climate dimensions and both organizational and occupational turnover intentions among nurses. More specifically, the mechanism by which an individual goes from having negative perceptions of psychological work climate to having turnover intentions is introduced. The review concludes by revealing evaluation and intervention practices that may facilitate the implementation of continuous improvement processes aimed to enhance nurses’ perceptions of the psychological work climate and job satisfaction.

  14. What works in delivering dementia education or training to hospital staff? A critical synthesis of the evidence.

    Science.gov (United States)

    Surr, Claire A; Gates, Cara

    2017-10-01

    The quality of care delivered to people with dementia in hospital settings is of international concern. People with dementia occupy up to one quarter of acute hospital beds, however, staff working in hospitals report lack of knowledge and skills in caring for this group. There is limited evidence about the most effective approaches to training hospital staff on dementia. The purpose of this literature review was to examine published evidence on the most effective approaches to dementia training and education for hospital staff. The review was conducted using critical synthesis and included qualitative, quantitative and mixed/multi- methods studies. Kirkpatrick's four level model for the evaluation of training interventions was adopted to structure the review. The following databases were searched: MEDLINE, PsycINFO, CINAHL, AMED, British Education Index, Education Abstracts, ERIC (EbscoHost), The Cochrane Library-Cochrane reviews, Economic evaluations, CENTRAL (Wiley), HMIC (Ovid), ASSIA, IBSS (Proquest), Conference Proceedings Citation Indexes (Web of Science), using a combination of keyword for the following themes: Dementia/Alzheimer's, training/education, staff knowledge and patient outcomes. A total of 20 papers were included in the review, the majority of which were low or medium quality, impacting on generalisability. The 16 different training programmes evaluated in the studies varied in terms of duration and mode of delivery, although most employed face-to-face didactic techniques. Studies predominantly reported on reactions to training and knowledge, only one study evaluated outcomes across all of the levels of the Kirkpatrick model. Key features of training that appeared to be more acceptable and effective were identified related to training content, delivery methods, practicalities, duration and support for implementation. The review methodology enabled inclusion of a broad range of studies and permitted common features of successful programmes to be

  15. Reflections on health staff working with elderly people in the public administration. Case studies /

    Directory of Open Access Journals (Sweden)

    Concepción Nieto-Morales

    2013-10-01

    Full Text Available The speech of female health professionals who work in public residences is analyzed in this writing, a work which most of them choose as their vocation, from a perspective in public employment and personal cares. The crisis has destroyed positions, social rights, made precarious the employment done in all the environments and especially in the Administration, the outsourcing of work is started, the increasing of flexibility of the labor conditions, the instability… Everything worsens particularly the conditions of the public health professionals. The question arisen is: where are the labor stability, the vocation and working in a position each one has been trained for? The labor conditions worsen, making employment and positions more precarious. The statistics reflect there is less unemployment when there is more training; but there are many university people who work in a position different to the one they have been trained for. A group of discussion composed by six people with a university degree in Nursing and Auxiliary Nursing Care, who work in public residences for elderly people, has been created to focus on this work, out of the labor place.

  16. Awareness of stress-reduction interventions on work attitudes: the impact of tenure and staff group in Australian universities

    Directory of Open Access Journals (Sweden)

    Silvia Pignata

    2016-08-01

    Full Text Available This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees’ reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1 perceived procedural justice for employees with five or less years of tenure; (2 job satisfaction for employees with 0–19 years of tenure; (3 trust in senior management for employees with 6–19 years of tenure; and (4 affective organizational commitment for employees with a tenure length of 6–10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20–38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual

  17. Awareness of Stress-Reduction Interventions on Work Attitudes: The Impact of Tenure and Staff Group in Australian Universities.

    Science.gov (United States)

    Pignata, Silvia; Winefield, Anthony H; Provis, Chris; Boyd, Carolyn M

    2016-01-01

    This study explored the impact of staff group role and length of organizational tenure in the relationship between the awareness of stress interventions (termed intervention awareness: IA) and the work-related attitudinal outcomes of university employees. A two-wave longitudinal study of a sample of 869 employees from 13 universities completed a psychosocial work factors and health questionnaire. Hierarchical regression analyses examined the contribution of staff role and different lengths of organizational tenure with IA and employees' reports of job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. Employees' length of tenure affected the relation between IA and work attitudes, and there were also differences between academic and non-academic staff groups. For non-academic employees, IA predicted job satisfaction, affective organizational commitment, trust in senior management, and perceived procedural justice. However, for academics, IA only predicted job satisfaction and trust which identifies a need to increase the visibility of organizational interventions. Across the tenure groups, IA predicted: (1) perceived procedural justice for employees with five or less years of tenure; (2) job satisfaction for employees with 0-19 years of tenure; (3) trust in senior management for employees with 6-19 years of tenure; and (4) affective organizational commitment for employees with a tenure length of 6-10 years. Employees working at the university for an intermediate period had the most positive perceptions of their organization in terms of IA, job satisfaction, trust in senior management, and affective organizational commitment, whereas employees with 20-38 years of tenure had the least positive perceptions. Results suggest that employees in the middle of their careers report the most positive perceptions of their university. The findings highlight the need to attend to contextual issues in organizational

  18. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2006-01-01

    The Staff Association will shortly be renewing the mandate of half of the Staff Council. This is an opportunity for you to become more directly involved in the Staff Association's work and help promote and defend the staff's interests and, more broadly, those of the Organization itself.

  19. Work-related Stress: Survey of academic staff in the Institutes of Technology Sector

    OpenAIRE

    Kenny, Aidan

    2015-01-01

    This article presents findings from a survey of professional workers in the institutes of technology sector in Ireland regarding work-related stress. The research instrument was based on a work-related stress questionnaire developed by the UK Health and Safety Executive, augmented with a specific subset of questions relevant to the Irish higher education sector. The questionnaire format was modified to enable online delivery. It was distributed to a sample population in 2014 with a response r...

  20. The Influence of Organizational Climate on Work Productivity Library Staff at CISRAL Padjadjaran University

    Directory of Open Access Journals (Sweden)

    Dewi Nurma Hastuti

    2017-01-01

    Full Text Available Abstrak : Penelitian ini bertujuan untuk mengetahui (1 Pengaruh iklim organisasi terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, (2 Pengaruh struktur terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, (3 Pengaruh standar-standar terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran (4 Pengaruh tanggung jawab terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran. Penelitian ini dilakukan pada 25 orang tenaga perpustakaan CISRAL Universitas Padjadjaran. Metode penelitian ini menggunakan statistik deskriptif. Berdasarkan hasil penelitian menunjukkan bahwa (1 Iklim organisasi memiliki pengaruh signifikan terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, (2 Struktur memiliki pengaruh signifikan terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, (3 Standar memiliki pengaruh signifikan terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran, dan (4 Tanggung jawab memiliki pengaruh signifikan terhadap produktivitas kerja tenaga perpustakaan pada CISRAL Universitas Padjadjaran. Iklim organisasi pada CISRAL Universitas Padjadjaran dikategorikan kondusif, namun sebaiknya perpustakaan dapat menciptakan iklim organisasi yang lebih kondusif dan nyaman agar produktivitas kerja tenaga perpustakaan semakin meningkat.   Kata Kunci : Iklim Organisasi, Tenaga Perpustakaan, Produktivitas Kerja   Abstract: This study aims to find out (1 The influence of organizational climate on work productivity of librarian at Padjadjaran University, CISRAL (2 The Influences of structure on work productivity of librarian at CISRAL Padjadjaran University (3 The influence of standards on work productivity of librarian at CISRAL University of Padjadjaran (4 The influence of responsibility on work productivity librarian at CISRAL Padjadjaran University

  1. 32 CFR 270.5 - Staff.

    Science.gov (United States)

    2010-07-01

    ... 32 National Defense 2 2010-07-01 2010-07-01 false Staff. 270.5 Section 270.5 National Defense... Staff. (a) The Commission will have a support staff, which will include staff members sufficient to expeditiously and efficiently process the applications for payments under this part. All members of the staff...

  2. Reactions of staff members and lay people to family presence during resuscitation: the effect of visible bleeding, resuscitation outcome and gender.

    Science.gov (United States)

    Itzhaki, Michal; Bar-Tal, Yoram; Barnoy, Sivia

    2012-09-01

    This article is a report on a study conducted to examine the views of healthcare professionals and lay people regarding the effect of family presence during resuscitation on both the staff performing the resuscitation and the relatives who witness it. Family presence during resuscitation is controversial. Although many professional groups in different countries have recently issued position statements about the practice and have recommended new policy moves, the Israel Ministry of Health has not issued guidelines on the matter. Study design is factorial within-between subjects. Data were collected in Israel in 2008 from a convenience sample of 220 lay people and 201 healthcare staff (52 physicians and 149 nurses) using a questionnaire based on eight different resuscitation scenarios and manipulating blood involvement and resuscitations outcome. Data were analysed using one-way analysis of variance. Overall, both staff and lay people perceived family presence during resuscitation negatively. Visible bleeding and an unsuccessful outcome significantly influenced both staff's and lay people's perceptions. Female physicians and nurses reacted more negatively to family presence than did male physicians and nurses; lay men responded more negatively than lay women. Changing the current negative perceptions of family presence at resuscitation requires (a) establishing a new national policy, (b) educating healthcare staff to the benefits of the presence of close relatives and (c) training staff to support relatives who want to be present. © 2011 Blackwell Publishing Ltd.

  3. 'We're in the sandwich': Aged care staff members' negotiation of constraints and the role of the organisation in enacting and supporting an ethic of care.

    Science.gov (United States)

    Petriwskyj, Andrea; Gibson, Alexandra; Webby, Glenys

    2015-12-01

    Aged care staff are often seen as holding power in care relationships, particularly in client engagement. Such a perception, however, may limit our understanding and analysis of the dynamics and politics within care spaces. This paper uses interview and focus group data from both staff and clients of an Australian aged care provider to identify the positions given to, and taken up by, staff in client engagement. Focusing on one of these positions, in which staff are seen as managing and negotiating constraints, the paper uses an ethic of care lens to examine the context in which engagement - and this position taking - occurs. Findings reflect the importance of the organisational and systemic context to the practice of care ethics and the potential vulnerability and disempowerment of care giving staff. Implications for the support of staff in client engagement and the role of care organisations beyond structures and processes to an active participant in an ethic of care are discussed. Copyright © 2015 Elsevier Inc. All rights reserved.

  4. Work and Life Balance Support of Female Midlevel Noninstructional Staff at Community Colleges

    Science.gov (United States)

    Jones, Stephanie J.; Taylor, Colette M.

    2013-01-01

    Two-year public institutions are known for their nurturing academic environments that support students from diverse backgrounds and experiences. One would assume that these nurturing and supportive environments would also go beyond the students to include employees. Family-friendly working environments support the needs of employees to balance…

  5. Is staff well-being and communication enhanced by multidisciplinary work shift evaluations?

    NARCIS (Netherlands)

    Sluiter, Judith K.; Bos, Albert P.; Tol, Dirk; Calff, Mart; Krijnen, Margot; Frings-Dresen, Monique H. W.

    2005-01-01

    Objective: To study the implementation of multidisciplinary structured work shift evaluations at a pediatric intensive care unit (PICU) to enhance team communication. Desogn and setting: Prospective, repeated measurements design, comparison of pre/post measurements and process measures in a Dutch

  6. Quality Assurance of Assessment and Moderation Discourses Involving Sessional Staff

    Science.gov (United States)

    Grainger, Peter; Adie, Lenore; Weir, Katie

    2016-01-01

    Quality assurance is a major agenda in tertiary education. The casualisation of academic work, especially in teaching, is also a quality assurance issue. Casual or sessional staff members teach and assess more than 50% of all university courses in Australia, and yet the research in relation to the role sessional staff play in quality assurance of…

  7. The importance of leadership style and psychosocial work environment to staff-assessed quality of care: implications for home help services.

    Science.gov (United States)

    Westerberg, Kristina; Tafvelin, Susanne

    2014-09-01

    Work in home help services is typically conducted by an assistant nurse or nursing aide in the home of an elderly person, and working conditions have been described as solitary with a high workload, little influence and lack of peer and leader support. Relations between leadership styles, psychosocial work environment and a number of positive and negative employee outcomes have been established in research, but the outcome in terms of quality of care has been addressed to a lesser extent. In the present study, we aimed to focus on working conditions in terms of leadership and the employee psychosocial work environment, and how these conditions are related to the quality of care. The hypothesis was that the relation between a transformational leadership style and quality of care is mediated through organisational and peer support, job control and workload. A cross-sectional survey design was used and a total of 469 questionnaires were distributed (March-April 2012) to assistant nurses in nine Swedish home help organisations, including six municipalities and one private organisation, representing both rural and urban areas (302 questionnaires were returned, yielding a 65% response rate). The results showed that our hypothesis was supported and, when indirect effects were also taken into consideration, there was no direct effect of leadership style on quality of care. The mediated model explained 51% of the variance in quality of care. These results indicate that leadership style is important not only to employee outcomes in home help services but is also indirectly related to quality of care as assessed by staff members. © 2013 John Wiley & Sons Ltd.

  8. The embryo as moral work object: PGD/IVF staff views and experiences

    OpenAIRE

    Ehrich, Kathryn; Williams, Clare; Farsides, Bobbie

    2008-01-01

    Copyright @ 2008 the authors. This article is available in accordance with the Creative Commons Deed, Attribution 2.5, see http://creativecommons.org/licenses/by-nc-nd/2.5/deed.en_CA. We report on one aspect of a study that explored the views and experiences of practitioners and scientists on social, ethical and clinical dilemmas encountered when working in the field of preimplantation genetic diagnosis (PGD) for serious genetic disorders. The study produced an ethnography based on observ...

  9. We cannot staff for 'what ifs': the social organization of rural nurses' safeguarding work.

    Science.gov (United States)

    MacKinnon, Karen

    2012-09-01

    Rural nurses play an important role in the provision of maternity care for Canadian women. This care is an important part of how rural nurses safeguard the patients who receive care in small rural hospitals. This study utilized institutional ethnography as an approach for describing rural nursing work and for exploring how nurses' work experiences are socially organized. Rural nurses advocated for safe healthcare environments by ensuring that skilled nurses were available for every shift, day and night, at their local hospital. Rural nurses noted that this work was particularly difficult for the provision of maternity care. This article explores two threads or cues to institutional organization that were identified in our interviews and observations; namely staffing and safety standards, and the need for flexibility in staffing in small rural hospitals. Rural nurses' concerns about ensuring that skilled nurses are available in small rural hospitals do not enter into current management discourses that focus on efficiency and cost savings or find a home within current discourses of patient safety 'competencies'. © 2011 Blackwell Publishing Ltd.

  10. Uncovering the emotional aspects of working on a clinical trial: a qualitative study of the experiences and views of staff involved in a type 1 diabetes trial.

    Science.gov (United States)

    Lawton, Julia; Kirkham, Jackie; White, David; Rankin, David; Cooper, Cindy; Heller, Simon

    2015-01-07

    The perspectives and experiences of trial staff are increasingly being investigated as these can be used to improve recruitment, adherence to trial protocols and support given to future staff. We interviewed staff working on a type 1 diabetes trial in order to aid interpretation of trial findings, inform recommendations for the rollout of the treatments investigated and provide recommendations for the conduct of future trials. However, our interviews uncovered aspects of trial work erstwhile unrecognised or underreported in the trials literature, and it is these which form the focus of this paper. In-depth interviews were conducted with (n = 18) staff, recruited from seven centres, who were involved in recruitment and trial delivery. Data were analysed thematically. Alongside logistical and practical issues which made trial work challenging, staff often talked spontaneously and at length about how trial work had affected them emotionally. Staff not only described the emotional stresses arising from having to meet recruitment targets and from balancing research roles with clinical responsibilities, they also discussed having to emotionally manage patients and their colleagues. The emotional aspects of trial work particularly came to the fore when staff notified patients about their treatment allocation. On such occasions, staff described having to employ emotional strategies to pre-empt and manage potential patient disappointment and anger. Staff also described having to manage their own emotions when patients withdrew from the trial or were not randomised to the treatment arm which, in their clinical judgment, would have been in their best interests. To help address the emotional challenges they encountered, staff highlighted a need for more practical, emotional and specialist psychological support. More attention should be paid to the emotional aspects of trial work to help ensure trial staff are adequately supported. Such support could comprise: increased

  11. Working in the public and private domains: staff management of community activities for and the identities of people with intellectual disability.

    Science.gov (United States)

    Todd, S

    2000-10-01

    In addition to describing how the concept of stigma continues to be a pervasive influence in encounters between people with intellectual disability and others, the present study suggests that the management of this situation has passed into the control of care staff. An ethnographic study of young adults and community relationships suggests that the activities of staff are crucial in shaping the social profile of people with intellectual disability. The views of care staff about the taken-for-granted rights which characterize presence and participation in the community domain encourage them to adopt a semi-insulation approach to their work. Staff extend this approach by adopting information control strategies to conceal important information from students. The present author argues that there is a need for on-going research into staff activity in the community domain.

  12. Values and Psychological Acceptance as Correlates of Burnout in Support Staff Working with Adults with Intellectual Disabilities

    Science.gov (United States)

    Noone, Stephen J.; Hastings, Richard P.

    2011-01-01

    There is growing evidence that acceptance and mindfulness interventions for support staff in intellectual disability (ID) services can have beneficial mental health outcomes for staff themselves and individuals with ID. However, there are few data focusing on the relevance of related psychological processes for support staff well-being. The…

  13. The Relationship Between Burnout Syndrome Among the Medical Staff and Work Conditions in the Polish Healthcare System.

    Science.gov (United States)

    Głębocka, Alicja

    2017-01-01

    Psychologists emphasize that people employed in social service organizations are vulnerable to chronic stress and burnout syndrome caused by a close and unsatisfied interpersonal relationship. However, emotional exhaustion, depersonalization, and a feeling of diminished personal accomplishment can be attributed to other external factors. One of them is poor living and occupational conditions. According to a report by OECD, the healthcare system in Poland is the worst among the member countries. The aim of the present study was to define the relationship between occupational burnout and the rating of the Polish healthcare system among the medical staff. The study included 224 participants. The Maslach Burnout Inventory and the Dehumanized Behavior and the Głębocka and Rużyczka scale of Behavioral Indicators of Patient's Dehumanization were applied. The evaluations of the healthcare system were also collected. The results demonstrate that physicians were the group of most emotionally exhausted and, simultaneously, most life-satisfied persons, while nurses presented the highest level of dehumanization and the lowest level of satisfaction from life achievements. Only did physicians evaluate the healthcare system as a relatively good one. They were also more tolerant of latent dehumanization. A relationship between the dimensions of burnout and the evaluation of healthcare system were observed. The emotionally exhausted or prone to dehumanization persons were more likely to evaluate the Polish healthcare system negatively.

  14. Healthy work environments and staff nurse retention: the relationship between communication, collaboration, and leadership in the pediatric intensive care unit.

    Science.gov (United States)

    Blake, Nancy; Leach, Linda Searle; Robbins, Wendy; Pike, Nancy; Needleman, Jack

    2013-01-01

    A healthy work environment can improve patient outcomes and registered nurse (RN) turnover. Creating cultures of retention and fostering healthy work environments are 2 major challenges facing nurse leaders today. Examine the effects of the healthy work environment (communication, collaboration, and leadership) on RN turnover from data collected from a research study. Descriptive, cross-sectional, correlational design. Pediatric critical care RNs from 10 pediatric intensive care units (PICU) completed the Practice Environment Scale of the Nursing Work Index Revised and a subscale of the Intensive Care Unit Nurse-Physician Communication Questionnaire. These staff nurses were asked whether they intend to leave their current job in the next 6 months. Statistical analysis included correlations, multiple linear regression, t tests (2-tailed), and 1-way analysis of variance. A total of 415 RNs completed the survey. There was a statistically significant relationship between leadership and the intent to leave (P communication variables between RNs and among RNs and MDs or collaboration were significantly associated with PICU nurses' intention to leave. Effective leadership in the PICU is important to PICU RNs and significantly influences their decisions about staying in their current job.

  15. The Relationship between Quality of Work Life, Job Stress, Job Satisfaction and Citizenship Behavior in Oshnaviyeh Hospital’s Staff

    Directory of Open Access Journals (Sweden)

    Kasraie Sh

    2014-04-01

    Full Text Available Introduction: The Organizational Citizenship Behavior (OCB is an important variable in the study of organization management. It is partly hard to build relationships and performance within the organization. The purpose of this study was to investigate the relationship between the quality of work life, job stress, job satisfaction, and citizenship behavior in Oshnaviyeh Hospital’s staff. Materials and Methods:To collect data, quality of work life by Walton, hospital job stress, job satisfaction, and citizenship behavior questionnaires were used. To determine the reliability of the questionnaires. To analyze data, Pearson Correlation Test,T test, Regression, Path analysis were used. Results: The results show that there is a significant positive relationship between the quality of work life, job stress, job satisfaction, and citizenship behavior. The quality of work life is the most important variable among the independent variables since it was able to identify approximately 18% of citizen behavior. Conclusion: Because OCB is completely voluntary, behaviors are more influenced by their interactions and organizational procedures. Hence, it  is  fair to organizations to know how to deal with employees' level of organizational citizenship behavior.

  16. Turning Over Turnover: The Evaluation of a Staff Scheduling System in a Community-Based Program for Adults with Developmental Disabilities

    Science.gov (United States)

    Strouse, Michael C.; Carroll-Hernandez, Tammy A.; Sherman, James A.; Sheldon, Jan B.

    2004-01-01

    Human service programs often have major problems ensuring that all direct-care staff positions are filled and keeping staff members after they are hired. Work schedules may have an effect on maintaining the longevity of staff. The purpose of this study was to evaluate the effects of a revised direct-care staff-scheduling system in community homes…

  17. Primary care team working in Ireland: a qualitative exploration of team members' experiences in a new primary care service.

    Science.gov (United States)

    Kennedy, Norelee; Armstrong, Claire; Woodward, Oonagh; Cullen, Walter

    2015-07-01

    Team working is an integral aspect of primary care, but barriers to effective team working can limit the effectiveness of a primary care team (PCT). The establishment of new PCTs in Ireland provides an excellent opportunity to explore team working in action. The aim of this qualitative study was to explore the experiences of team members working in a PCT. Team members (n = 19) from two PCTs were interviewed from May to June 2010 using a semi-structured interview guide. All interviews were audio-recorded and transcribed. Data were analysed using NVivo (version 8). Thematic analysis was used to explore the data. We identified five main themes that described the experiences of the team members. The themes were support for primary care, managing change, communication, evolution of roles and benefits of team working. Team members were generally supportive of primary care and had experienced benefits to their practice and to the care of their patients from participation in the team. Regular team meetings enabled communication and discussion of complex cases. Despite the significant scope for role conflict due to the varied employment arrangements of the team members, neither role nor interpersonal conflict was evident in the teams studied. In addition, despite the unusual team structure in Irish PCTs - where there is no formally appointed team leader or manager - general issues around team working and its benefits and challenges were very similar to those found in other international studies. This suggests, in contrast to some studies, that some aspects of the leadership role may not be as important in successful PCT functioning as previously thought. Nonetheless, team leadership was identified as an important issue in the further development of the teams. © 2014 John Wiley & Sons Ltd.

  18. The Quality of Life of Employees in EU Member States. Issues Related to the Nature and Organization of Work

    Directory of Open Access Journals (Sweden)

    CRISTINA LEOVARIDIS

    2011-03-01

    Full Text Available The quality of life of employees has become one of the main concerns of European employment policies in the last ten years, with the strategies that were developed taking into account the new emerging risks related to the changes in the way work is organized (flexible work arrangements, increased work intensity in order to meet deadlines, increased share of highly skilled non-manual workers, etc.. The article presents a comparative analysis between member states with respect to the quality of the life of employees, from the point of view of the nature and organization of work, focusing on one of the negative effects of overworking, especially in non-manual occupations in new member states, which has increased in incidence in the last years: stress.

  19. How leader-member exchange, work engagement and HRM consistency explain Chinese luxury hotel employees’ job performance

    NARCIS (Netherlands)

    Li, X.; Sanders, Karin; Frenkel, S.

    2012-01-01

    This paper provides insights into the relationship between leader-member exchange (LMX) and employee job performance. An integrative model that includes work engagement and human resource management (HRM) consistency, defined as the extent to which various HR practices are viewed as consistent with

  20. Realisation of Strategic Leadership in Leadership Teams' Work as Experienced by the Leadership Team Members of Basic Education Schools

    Science.gov (United States)

    Lahtero, Tapio Juhani; Kuusilehto-Awale, Lea

    2013-01-01

    This article introduces a quantitative research into how the leadership team members of 49 basic education schools in the city of Vantaa, Finland, experienced the realisation of strategic leadership in their leadership teams' work. The data were collected by a survey of 24 statements, rated on a five-point Likert scale, and analysed with the…

  1. Making mediation work.

    Science.gov (United States)

    Arif, Zeba

    2016-10-26

    Mediation can be an effective way of solving conflict between staff members. It signifies a willingness for people to work together to discuss their differences in a constructive way, before going down the official grievance route.

  2. The effect of foot massage on long-term care staff working with older people with dementia: a pilot, parallel group, randomized controlled trial

    OpenAIRE

    Moyle, Wendy; Cooke, Marie; O?Dwyer, Siobhan T; Murfield, Jenny; Johnston, Amy; Sung, Billy

    2013-01-01

    Background Caring for a person with dementia can be physically and emotionally demanding, with many long-term care facility staff experiencing increased levels of stress and burnout. Massage has been shown to be one way in which nurses? stress can be reduced. However, no research has been conducted to explore its effectiveness for care staff working with older people with dementia in long-term care facilities. Methods This was a pilot, parallel group, randomized controlled trial aimed at expl...

  3. Occupational health hazards of working in the interventional laboratory: a multisite case control study of physicians and allied staff.

    Science.gov (United States)

    Orme, Nicholas M; Rihal, Charanjit S; Gulati, Rajiv; Holmes, David R; Lennon, Ryan J; Lewis, Bradley R; McPhail, Ian R; Thielen, Kent R; Pislaru, Sorin V; Sandhu, Gurpreet S; Singh, Mandeep

    2015-03-03

    The occupational hazards of working in the interventional laboratory have been inadequately studied for physicians and remain unaddressed for nonphysician personnel. This study sought to determine whether the prevalence of work-related musculoskeletal pain, cancer, and other medical conditions is higher among physicians and allied staff who work in interventional laboratories compared with employees who do not. Mayo Clinic employees who work in affiliated hospitals with interventional cardiology or interventional radiology laboratories took an electronic survey. Results were stratified on the basis of self-reported occupational exposure to procedures that involve radiation. There were 1,543 employees (mean age 43 ± 11.3 years, 33% male) who responded to the survey (response rate of 57%), and 1,042 (67.5%) reported being involved with procedures utilizing radiation. These employees reported experiencing work-related pain more often than the control group before (54.7% vs. 44.7%; p conditions, years in profession, and job description (odds ratio: 1.67; 95% confidence interval: 1.32 to 2.11; p < 0.001). Musculoskeletal pain varied significantly by job description, with the highest incidence reported by technicians (62%) and nurses (60%) followed by attending physicians (44%) and trainees (19%; p < 0.001). There was no difference in cancer prevalence between groups (9% vs. 9%; p = 0.96). Musculoskeletal pain is more common among healthcare workers who participate in interventional procedures and is highest in nonphysician employees. The diagnosis of cancer in employees who participate in procedures that utilize radiation was not elevated when compared to controls within the same departments, although any conclusion regarding causality is limited by the cross-sectional nature of the study, as well as the low overall prevalence of malignancy in our study group. Copyright © 2015 American College of Cardiology Foundation. Published by Elsevier Inc. All rights

  4. Staff Association Cocktail

    CERN Multimedia

    Staff Association

    2017-01-01

    The Staff Association has been organising for many years a cocktail with delegates of the Member States participating in Finance Committees of March and September. This cocktail is held at the end of the day, after the Finance Committee meeting. This direct and regular communication helps establish an ongoing contact between the Staff Association and CERN Member States and, more recently, the Associate Member States. Ambassadors of the CERN Staff Association, who are Members of the Personnel, have the opportunity to meet their national delegation in an informal and friendly atmosphere. These exchanges, facilitated by the use of the national language, allow the personnel via the Staff Association to express its ideas and positions on current affairs and fundamental issues, and also to hear about those of the delegations in return.

  5. The Impact of Knowledge of Suicide Prevention and Work Experience among Clinical Staff on Attitudes towards Working with Suicidal Patients and Suicide Prevention.

    Science.gov (United States)

    Ramberg, Inga-Lill; Di Lucca, Maria Anna; Hadlaczky, Gergö

    2016-02-04

    Suicide-preventive training has shown to influence attitudes. This study aimed at investigating what impact other factors than knowledge might have on attitudes towards work with suicidal patients and suicide prevention. In 2007, 500 health-care staff working in a psychiatric clinic in Stockholm received a questionnaire with items concerning work with suicidal patients to which 358 (71.6%) responded. A set of attitude items were tested using structural equation modelling (LISREL). Three models were found to be satisfactory valid and reliable: Job clarity, Job confidence and Attitudes towards prevention. These were then used in regression analyses as dependent variables with predictors such as experience of work with suicidal patients, perceived sufficient training, age and gender. Perceived sufficient training was consistently the most important predictor for all three attitude concepts (p prevention). Age was another significant predictor for Job clarity (p suicide for Job confidence (p suicide preventive education is likely to improve attitudes towards the prevention of suicide, clarity and confidence regarding their role in the care for suicidal patients. These improvements may contribute to the prevention of suicide in health care settings.

  6. The impact of ethical and despotic leadership on the emotions and team work engagement perceptions of individual members within work teams

    OpenAIRE

    Simões, João Gonçalo Madeira Fraga Fernandes

    2016-01-01

    The purpose of this thesis is the study of the impact of two different leadership styles, ethical and despotic, on three different variables of members of a team: positive emotions, negative emotions and perception of team work engagement. Data was collected from both real world companies and through a laboratory study. The results show that ethical leadership seems to positively impact team work engagement perceptions and positive emotions and to negatively impact negative emotions. Despotic...

  7. Examining the Transition to a Four-Day School Week and Investigating Post-Change Faculty/Staff Work-Life Balance: A Community College Case Study

    Science.gov (United States)

    Cardinale, Nelly

    2013-01-01

    This single descriptive embedded case study examined the process of implementing a four-day work/school week at a community college and investigated post-change faculty/staff work-life balance. All of the students attending this college live at home. The change was implemented due to state funding shortfalls, increasing college utility expenses…

  8. [Subjective hardship and training by female staff working in direct contact with the elderly in nursing homes: a cross-sectional study].

    Science.gov (United States)

    Pélissier, Carole; Fontana, Luc; Fort, Emmanuel; Charbotel, Barbara

    2015-12-01

    To describe training given and training desired and to assess the relation between training and perceived hard working conditions as experienced by female staff working in direct contact with the elderly in nursing homes. A transverse descriptive study was conducted with the involvement of 78 occupational physicians, and included staff in 105 nursing homes in the Rhône-Alpes Region of France. Data on training received during the previous 5 years and on training needs were collected from staff by self-administered questionnaire. 1,446 nursing assistants, 667 housekeepers and 348 nurses were included. The most frequent form of training during the previous 5 years was in handling. Staff most frequently desired training in palliative care and psychological approaches to residents. Part-time workers had less frequently had training during the previous 5 years. Staff with daytime hours significantly more often had training in the reception of and activities for the elderly and in hygiene than did night-staff. Almost half of respondents reported very hard working conditions related to physical handling of residents or to the physical deterioration of elderly persons. More than two-thirds reported very hard working conditions related to death. In all occupational categories, respondents who had had training in palliative care less often reported experiencing very hard working conditions related to death. Better adaptation of the training offer to the needs expressed by employees could improve the experience of working conditions in nursing homes. A longitudinal study could assess the impact of training in palliative care on reported hard working conditions related to death.

  9. THE STAFF ASSOCIATION'S INTERNAL COMMISSIONS A source of innovative ideas

    CERN Multimedia

    STAFF ASSOCIATION

    2010-01-01

    In the heart of the Staff Association, internal commissions carry out preparatory work which is indispensable for productive discussions in Staff Council and Executive Committee meetings. These working groups, composed of staff delegates and interested staff members, are think tanks for all subjects in the area assigned to them. Five commissions are active in 2010 : The “In-Form-Action” Commission develops a communication strategy (Information), organizes staff mobilization and action (Action) and promotes delegate training (Formation [training]), in order to enhance, support and professionalize the activities of the Staff Association. The Commission for “Employment Conditions” deals with remuneration, the advancement system, working hours, recruitment, and retention, among other things. It gives its opinion on proposals by the Management or elaborates its own proposals. The Commission for “Health and Safety” examines all aspec...

  10. Work-Life Spillover and Job Satisfaction of Married/partnered Faculty Members

    Science.gov (United States)

    Creamer, Elizabeth G.; Amelink, Catherine T.

    Two hierarchical regression analyses were conducted to analyze questionnaire data gathered from married or partnered, tenured and tenure-track faculty at a research university to identify personal, institutional, and nonwork factors that explain perceptions about work-life spillover and, secondly, the relationship of spillover, personal, institutional, and nonwork factors to overall job satisfaction. A combination of personal and environmental climate variables explained 48% of the variance in work-life spillover and 60% of the variance in job satisfaction. A direct, positive relationship was found between work-life spillover and job satisfaction. Findings challenge conceptions of work-life spillover as a negative dimension of faculty life.

  11. Towards a Framework in Interaction Training for Staff Working with Clients with Intellectual Disabilities and Challenging Behaviour

    Science.gov (United States)

    Willems, A.; Embregts, P.; Hendriks, L.; Bosman, A.

    2016-01-01

    Background: Training support staff in dealing with challenging behaviour in clients with intellectual disabilities (ID) is needed. The goal of this study is to determine which elements need to be incorporated in a training on staff interactions with these clients, building upon a framework and an interpersonal model. As in functional analysis,…

  12. Towards a framework in interaction training for staff working with clients with intellectual disabilities and challenging behavior

    NARCIS (Netherlands)

    Willems, A.P.A.M.; Embregts, P.J.C.M.; Hendriks, A.H.C.; Bosman, A.M.T.

    2016-01-01

    Background Training support staff in dealing with challenging behaviour in clients with intellectual disabilities (ID) is needed. The goal of this study is to determine which elements need to be incorporated in a training on staff interactions with these clients, building upon a framework and an

  13. Towards a framework in interaction training for staff working with clients with intellectual disabilities and challenging behaviour

    NARCIS (Netherlands)

    Willems, A.P.A.M.; Embregts, P.J.C.M.; Hendriks, A.H.C.; Bosman, A.M.T.

    2016-01-01

    Background: Training support staff in dealing with challenging behaviour in clients with intellectual disabilities (ID) is needed. The goal of this study is to determine which elements need to be incorporated in a training on staff interactions with these clients, building upon a framework and an

  14. Elections to Staff Council

    CERN Multimedia

    Association du personnel

    2007-01-01

    The Staff Association will shortly be renewing the mandate of half of the Staff Council. This is an opportunity for you to become more directly involved in the Staff Association’s work and help promote and defend the staff’s interests and, more broadly, those of the Organization itself.

  15. Decentralized Ground Staff Scheduling

    DEFF Research Database (Denmark)

    Sørensen, M. D.; Clausen, Jens

    2002-01-01

    Typically, ground staff scheduling is centrally planned for each terminal in an airport. The advantage of this is that the staff is efficiently utilized, but a disadvantage is that staff spends considerable time walking between stands. In this paper a decentralized approach for ground staff...... scheduling is investigated. The airport terminal is divided into zones, where each zone consists of a set of stands geographically next to each other. Staff is assigned to work in only one zone and the staff scheduling is planned decentralized for each zone. The advantage of this approach is that the staff...... work in a smaller area of the terminal and thus spends less time walking between stands. When planning decentralized the allocation of stands to flights influences the staff scheduling since the workload in a zone depends on which flights are allocated to stands in the zone. Hence solving the problem...

  16. Effect of leader-member exchange on employee envy and work behavior moderated by self-esteem and neuroticism

    OpenAIRE

    Chin-Yi Shu; Jangul Lazatkhan

    2017-01-01

    This study investigates the impact of leader-member exchange (LMX) on envy in the workplace and the subsequent effects of envy on work engagement and socially undermining behavior. In addition, the moderating roles of personality traits, such as self-esteem and neuroticism, are examined in this relationship. Paired questionnaires were personally collected from 245 subordinates and 82 of their immediate supervisors. Empirical analysis of the responses revealed: (a) the quality of LMX is negati...

  17. Behavioral Emergency Response Team: Implementation Improves Patient Safety, Staff Safety, and Staff Collaboration.

    Science.gov (United States)

    Zicko, Cdr Jennifer M; Schroeder, Lcdr Rebecca A; Byers, Cdr William S; Taylor, Lt Adam M; Spence, Cdr Dennis L

    2017-10-01

    Staff members working on our nonmental health (non-MH) units (i.e., medical-surgical [MS] units) were not educated in recognizing or deescalating behavioral emergencies. Published evidence suggests a behavioral emergency response team (BERT) composed of MH experts who assist with deescalating behavioral emergencies may be beneficial in these situations. Therefore, we sought to implement a BERT on the inpatient non-MH units at our military treatment facility. The objectives of this evidence-based practice process improvement project were to determine how implementation of a BERT affects staff and patient safety and to examine nursing staffs' level of knowledge, confidence, and support in caring for psychiatric patients and patients exhibiting behavioral emergencies. A BERT was piloted on one MS unit for 5 months and expanded to two additional units for 3 months. Pre- and postimplementation staff surveys were conducted, and the number of staff assaults and injuries, restraint usage, and security intervention were compared. The BERT responded to 17 behavioral emergencies. The number of assaults decreased from 10 (pre) to 1 (post); security intervention decreased from 14 to 1; and restraint use decreased from 8 to 1. MS staffs' level of BERT knowledge and rating of support between MH staff and their staff significantly increased. Both MS and MH nurses rated the BERT as supportive and effective. A BERT can assist with deescalating behavioral emergencies, and improve staff collaboration and patient and staff safety. © 2017 Sigma Theta Tau International.

  18. PEL Staff Together for the First Time | Poster

    Science.gov (United States)

    By Ashley DeVine, Staff Writer John-Paul Denson and Troy Taylor of the Protein Expression Laboratory (PEL) used to pack liters of Escherichia coli lysates on ice, put them in the back of a microvan, and drive across campus to deliver the samples for protein purification. Now that all PEL staff members are working under the same roof at the Advanced Technology Research Facility (ATRF), transferring samples is just a walk down the hall. Staff members were previously spread out in five buildings across the Fort Detrick campus.

  19. Physical and mental health status of staff working for people with intellectual disabilities in Taiwan: measurement with the 36-Item Short-Form (SF-36) health survey.

    Science.gov (United States)

    Lin, Jin-Ding; Lee, Tzong-Nan; Loh, Ching-Hui; Yen, Chia-Feng; Hsu, Shang-Wei; Wu, Jia-Ling; Tang, Chi-Chieh; Lin, Lan-Ping; Chu, Cordia M; Wu, Sheng-Ru

    2009-01-01

    Little explicit attention has been given to the generic health profile of staff working for people with intellectual disability in institutions. This study aimed to provide a profile of physical and mental health of staff working in disability welfare institutions, and to examine the possible demographic and organizational factors that explain an association with their health. A cross-sectional questionnaire survey was conducted to analyze 1243 staff (76% response rate) working in 24 institutions in Taiwan. The 36-Item Short-Form (SF-36) Taiwan version was used to measure their generic health status. The mean of Physical component scores (PCS) was slightly higher than Mental component scores (MCS) (50.83 vs. 45.12). With regard to each dimension among PCS, the mean score of Physical functioning (PF) was 57.14 (S.D.=5.93), Role limitations-physical (RP) was 49.88 (S.D.=9.69), Bodily pain (BP) was 52.14 (S.D.=8.09) and General medical health (GH) was 51.50 (S.D.=8.28). Among the MCS, Vitality (VT) was 46.19 (S.D.=6.71); Social functioning (SF) was 46.44 (S.D.=7.58); Role limitations-emotional (RE) was 47.30 (S.D.=11.89) and Mental health (MH) was 43.58 (S.D.=8.81). We found the generic health of staff working for people with intellectual disabilities were significantly lower in PCS and MCS than the Taiwan general population. Influences of staff's demographic and organizational characteristics on their health were also analyzed in the content. This study highlights the authorities and service providers need to continue to develop their awareness and understanding of the experiences that their staff encounters in the organizations, so that they can receive resources to support their positive health in working for people with intellectual disabilities.

  20. What positive encounters with healthcare and social insurance staff promotes ability to return to work of long-term sickness absentees?

    Science.gov (United States)

    Olsson, Daniel; Alexanderson, Kristina; Bottai, Matteo

    2016-02-01

    Previous studies suggest that positive encounters with healthcare and social insurance staff may be important in promoting return to work among long-term sickness absentees. This study aimed to identify more specifically what positive encounters are important for promoting ability to return to work. A questionnaire about different types of encounters was sent to 10,042 people in Sweden on sick leave for 6-8 months (58% responded). For each positive encounter, we estimated the marginal probability difference (PD) of return to work, adjusting for age, sex, education, sick-leave diagnosis, and the sum score of all other encounters. Adjusting for the other encounters is important since of the observed variables these were the strongest confounders. The positive encounters with both healthcare and social insurance staff significantly associated with promoting ability to return to work after adjusting for the other positive encounters were "Believed in my work capacity" PD=16.9 (95% CI: 12.0, 21.9) and 12.0 (6.3, 17.7), respectively; "Supported my suggestions for solutions": 9.5 (3.1, 15.9) and 11.6 (5.7, 17.4); "Was supportive and encouraging": 10.1 (3.6, 16.7) and 7.3 (1.7, 12.8). Additionally, the encounter with healthcare staff most strongly associated with promoting return to work was "Let me take responsibility" 14.8 (7.2, 22.3); and with social security staff: "Showed that she/he liked me" 10.4 (5.4, 15.4). Healthcare and social security staff being supportive, encouraging, and believing in the sickness absentee's work capacity may be very important for increasing the probability for long-term sickness absentees' ability to return to work. © 2015 the Nordic Societies of Public Health.

  1. Cooptation of Peer Support Staff: Quantitative Evidence

    Directory of Open Access Journals (Sweden)

    Anthony J. Alberta

    2014-03-01

    Full Text Available Objective In 2007, the Centers for Medicare and Medicaid Services (CMS sent a letter to state Medicaid directors outlining requirements for implementing peer-based recovery support services (P-BRSS as a Medicaid-funded service. Since then, 30 states have implemented these services. Although the literature describing implementation of P-BRSS has identified the cooptation of peer support staff (PSS as a barrier to the effective provision of P-BRSS, the evidence for it remains anecdotal. This study attempts to determine if the context of employment in either a treatment organization or peer organization affected cooptation. Methods We conducted a survey of PSS in the fall of 2013. In all, 92 of the 181 respondents were working as PSS at the time, 53 in treatment organizations. Chi-square analysis was used to determine if the context of employment had an effect on the cooptation of peer staff. Results Peer staff working in treatment organizations reported that they were supervised by treatment staff and participated in employment-related training to improve their skills at providing treatment services more frequently than their counterparts in peer organizations. Peer staff working in treatment organizations also participated in training and education to prepare for employment as treatment professionals more frequently than peer staff working in peer organizations. Conclusions and Implications for Practice Peer staff members working in treatment organizations are subject to processes of acculturation into professional cultures that peer staff working in peer organizations are not. Effective implementation of P-BRSS should include specific efforts to minimize the cooptation of peer staff.

  2. Articles Published in Technical Journals, Reports Published, Papers Presented at the Geneva Conference and at Scientific Meetings, and Inventions Disclosed During 1958 by ORNL Staff Members

    Energy Technology Data Exchange (ETDEWEB)

    None

    1958-01-01

    This compilation presents the articles that were published in the open literature or as unclassified ORNL reports, papers presented at the Geneva Conference and at scientific meetings, and inventions disclosed during 1957 by members of the Oak Ridge National Laboratory. Topics include biology, chemistry, general studies, health physics, instrumentation, mathematics, metallurgy and materials, physics, and technology.

  3. New staff contract policy

    CERN Multimedia

    HR Department

    2006-01-01

    Following discussion at TREF and on the recommendation of the Finance Committee, Council approved a new staff contract policy, which became effective on 1 January 2006. Its application is covered by a new Administrative Circular No. 2 (Rev. 3) 'Recruitment, appointment and possible developments regarding the contractual position of staff members'. The revised circular replaces the previous Circulars No. 9 (Rev. 3) 'Staff contracts' and No. 2 (Rev. 2) 'Guidelines and procedures concerning recruitment and probation period for staff members'. The main features of the new contract policy are as follows: The new policy provides chances for long-term employment for all staff recruits staying for four years without distinguishing between those assigned to long-term or short-term activities when joining CERN. In addition, it presents a number of simplifications for the award of ICs. There are henceforth only 2 types of contract: Limited Duration (LD) contracts for all recruitment and Indefinite Contracts (IC) for...

  4. The Staff Association: because you’re worth it

    CERN Multimedia

    CERN Bulletin

    2013-01-01

    A new logo, a new website and now we’re on Facebook: the members of the rejuvenated Staff Association of CERN want to take this opportunity to remind you that the SA is open to everyone. All you have to do is join.   Every ordinary or associated member of the personnel of the Organization and — through GAC-EPA, the CERN-ESO Pensioners’ Association — every retiree, is entitled to join the CERN Staff Association. The goal of the SA is to defend the collective and individual rights of CERN staff members and members of their families, in matters relating to both their material interests and their well-being. With its independant ideas and its constructive work, the SA also plays an important role as a source of new proposals. The more CERN staff members join the Staff Association, the more respect it commands as a social partner. Currently, 1,355 people are members — that’s over half of the total staff. So, why not join? To find out mor...

  5. An Analysis of the Relationship between the Organizational Culture and the Performance of Staff Work Groups in Schools and the Development of an Explanatory Model

    Science.gov (United States)

    James, Chris; Connolly, Michael

    2009-01-01

    This article analyses the concept of organizational culture and the relationship between the organizational culture and the performance of staff work groups in schools. The article draws upon a study of 12 schools in Wales, UK, which despite being in disadvantaged settings have high levels of pupil attainment. A model is developed linking the…

  6. Attitudes of Academic Staff towards Their Own Work and towards External Evaluation, from the Perspective of Self-Determination Theory: Estonian Case

    Science.gov (United States)

    Seema, Riin; Udam, Maiki; Mattisen, Heli

    2016-01-01

    The purpose of this study was to ascertain the attitudes of academic staff towards their own work as well as towards external evaluations. The study was based on (1) an analysis of assessment reports of institutional accreditations conducted by the Estonian Quality Agency for Higher and Vocational Education and (2) self-determination theory on…

  7. Witnessed resuscitation - exploring the attitudes and practices of the emergency staff working in Level I Emergency Departments in the province of KwaZulu- Natal

    Directory of Open Access Journals (Sweden)

    TJ Goodenough

    2003-09-01

    Full Text Available Aim: The aim of this study was to explore the attitudes and practices of witnessed resuscitation by the staff working in Level I Emergency Departments in the province of KwaZulu- Natal. Witnessed resuscitation involves the ‘medical’ resuscitation of the patient with their relatives or loved ones present in the resuscitation room (Boyd, 2000:171.

  8. Leader-Member Exchange (LMX) and Psychosocial Factors at Work Among Healthcare Professionals

    DEFF Research Database (Denmark)

    Johansson Hanse, Jan; Harlin, Ulrika; Jarebrant, Caroline

    2014-01-01

    . Results: Significant correlations were found between LMX items and most of the psychosocial domains and dimensions. The strongest correlations were found between the LMX item affect and rewards/recognition, role clarity and predictability, and the LMX item loyalty and rewards/recognition. In sum, high-quality...... LMX was associated with good psychosocial work conditions experienced by the employees. Conclusions: The results support possible ways for managers and employees to strengthen their relationships and this may in turn lead to more sustainable systems in health care....

  9. The Staff Association and you

    CERN Multimedia

    Association du personnel

    2013-01-01

    The Staff Association, your representative with the Management and the Member States The article VII 1.01 of the Staff Rules and Regulations (SR&R) provides that “the relations between the Director-General and the personnel shall be established either on an individual basis or on a collective basis with the Staff Association as intermediary”. This essential role of the Staff representatives, of being the spokesperson of the entire staff of the Organization vis-à-vis the Director-General and the Members States, is achieved through regular participation in the various joint advisory committees defined in the SR&R. The most important are the Standing Concertation Committee and the TREF, tripartite forum where your representatives meet with the Member States delegates, in the presence of the Management, to explain the position of the staff on the various issues concerning employment conditions. The Finance Committee also gives the opportunity to the Staff Association to ...

  10. Becoming a member of the work force: perceptions of adults with Asperger Syndrome.

    Science.gov (United States)

    Krieger, Beate; Kinébanian, Astrid; Prodinger, Birgit; Heigl, Franziska

    2012-01-01

    Research has shown that comparatively few adults with Asperger Syndrome (AS) participate in the competitive work force. The purpose of this study was to gain in-depth knowledge about contextual factors, which contribute to successful labor market participation in some adults with AS. This study was conducted by indepth-interviewing six adults with AS working in the competitive job market in Switzerland. A developmental and hermeneutic narrative approach was used for data collection and analysis. Two in-depth narrative interviews were conducted with each participant. A narrative analysis according to the theories of Paul Ricoeur was performed. Results showed that participants received pre-vocational requisites during their childhood through parents and friends that provided a feeling of security in social contexts. For participants, a supportive school setting resulted in academic achievements. The narratives reveal participants' capacities for understanding and adapting to social norms. Participants' understanding of their own needs was essential to the successful labor market participation. However, disclosure is rare and social stigma is still present. This study showed that successful labor participation of adults with AS can be enhanced through adequate social support already in the early stages of an individual's lifetime.

  11. Effect of leader-member exchange on employee envy and work behavior moderated by self-esteem and neuroticism

    Directory of Open Access Journals (Sweden)

    Chin-Yi Shu

    2017-04-01

    Full Text Available This study investigates the impact of leader-member exchange (LMX on envy in the workplace and the subsequent effects of envy on work engagement and socially undermining behavior. In addition, the moderating roles of personality traits, such as self-esteem and neuroticism, are examined in this relationship. Paired questionnaires were personally collected from 245 subordinates and 82 of their immediate supervisors. Empirical analysis of the responses revealed: (a the quality of LMX is negatively related to employee envy in the workplace, (b employee envy mediates the relationship between LMX and work engagement, (c self-esteem boosts the relationship between envy and work engagement, but decreases the relationship between envy and social undermining, and (d neuroticism exacerbates the relationship between envy and social undermining.

  12. Exposure to secondhand smoke at work: a survey of members of the Australian Liquor, Hospitality and Miscellaneous Workers Union.

    Science.gov (United States)

    Cameron, Melissa; Wakefield, Melanie; Trotter, Lisa; Inglis, Graeme

    2003-10-01

    To measure workers' attitudes towards and experiences of exposure to secondhand smoke (SHS) in the workplace. A stratified random sample of members from the Victorian Branch of the Australian Liquor, Hospitality and Miscellaneous Workers Union (LHMU) was interviewed by telephone in September 2001. Of the 1,078 respondents surveyed (77% response rate), hospitality workers comprised 49% of the sample, while the remainder comprised community services, property services and manufacturing workers. Overall, 54% of union members were employed in workplaces that did not completely ban smoking and 34% reported being exposed to SHS during their typical working day. Workplaces with total smoking bans had a high level of compliance with these restrictions, with no workers in these settings indicating exposure to SHS at work. Compared with other workers, hospitality workers reported working in environments that had more permissive smoking policies. Consistent with this, 56% of hospitality workers said they were exposed to SHS during a typical day at work compared with 11% of other workers. Overall, 79% of workers expressed concern about exposure to SHS, including 66% of smokers. Compared with other workers, hospitality workers reported a higher level of concern about exposure to SHS at work. These findings provide evidence that many workers, and especially those employed in the hospitality sector, are exposed to SHS during their working day and are concerned about the effects of such exposure on their health. These findings indicate that workplace smoke-free policies are effective in reducing worker exposure to SHS and demonstrate support for the extension of smoke-free policies to hospitality workplaces.

  13. Stress as a mediator between work-family conflict and psychological health among the nursing staff: Moderating role of emotional intelligence.

    Science.gov (United States)

    Sharma, Jyoti; Dhar, Rajib Lochan; Tyagi, Akansha

    2016-05-01

    The study examined the extent to which work-family conflicts cause stress among nursing staff and its subsequent impact on their psychological health. It also examined if the emotional intelligence level of the nursing staff acted as a moderator between their level of stress and psychological health. A survey was carried out on 693 nursing staff associated with 33 healthcare institutions in Uttarakhand, India. A hierarchical multiple regression analysis was carried out to understand the relationships shared by independent (work-family conflicts) and dependent (psychological health) constructs with the mediator (stress) as well as the moderator (emotional intelligence). The results revealed that stress acted as a mediator between work-family conflict of the nursing staff and their psychological health. However, their emotional intelligence level acted as a moderator between their stress level and psychological health. To conclude, the crucial roles of emotional intelligence in controlling the impact of stress on psychological health along with the practical as well as theoretical implications are also discussed. Copyright © 2015 Elsevier Inc. All rights reserved.

  14. Who eats with family and how often? Household members and work styles influence frequency of family meals in urban Japan.

    Science.gov (United States)

    Takeda, Wakako; Melby, Melissa K; Ishikawa, Yuta

    2018-06-01

    Family commensality, or meals eaten together with family members, is a key practice to understand the socio-cultural organization of eating and family lives. Yet empirical evidence is limited outside of western societies, which have different household structures, work styles, and socio-cultural constructions of the practice. This study examined frequencies of family commensality based on 242 surveys of Japanese adults aged between 20 and 85 in two metropolitan areas. Results showed that family commensality is less frequent not only among those living alone, but also among those living with only non-partners including adult children, parents, and non-family members, than among those living with partners. Full-time employment was associated with late dinner times on weekdays. Later weekday dinner times were strongly associated with reduced frequency of dinners together. Late dinners have become commonplace among full-time workers in postwar Japan, and the peak dinner time in Japan occurs later than in other developed countries. Thus, work and lifestyle constraints impacting schedules appear to influence the frequency of family commensality. Our results suggest that frequencies of family commensality are influenced by co-residents and work styles of participants rather than household sizes. The idea that reduction of household size drives reduction of family commensality may be biased by previous studies conducted in western countries where most people reside in either single or nuclear households. Our study highlights complex determinants of family commensality, beyond presence of other household members, and demonstrates a need for rigorous investigation of family commensality across cultures. Copyright © 2018 Elsevier Ltd. All rights reserved.

  15. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2011-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 31st of October to the 14th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months and will keep the next Staff Council very busy. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to vote * * * * * * * Vote Make your voice heard and be many to elect the new Staff Council. More details on the election...

  16. Teachers Union Organizes Members to Enforce AHERA Law--A Work in Progress.

    Science.gov (United States)

    Sireci, Michael P; Levenstein, Charles; Gibson, Sarah

    2016-05-01

    The Massachusetts Teachers Association's Environmental Health and Safety Committee is using a number of approaches to evaluate and improve the enforcement of the U.S. Asbestos Hazard Emergency Response Act legislation intended to ensure the proper management of asbestos in public buildings, including schools. The committee first approached state regulators directly concerning enforcement concerns, with limited success. Next, the Massachusetts Teachers Association developed an organizing strategy and a curriculum focusing on the requirements of the Asbestos Hazard Emergency Response Act and on building a membership-run health and safety committee infrastructure in local unions. Five trainings took place throughout Massachusetts over a 2-month period in 2015. The committee implemented follow-up procedures and support for locals to continue to engage in this ongoing effort. This work illustrates that the passage of the Asbestos Hazard Emergency Response Act in 1986 was insufficient action to remediate school asbestos exposures. It is necessary for unions representing school employees to systematically hold regulators and school districts accountable for enforcement and compliance. © The Author(s) 2015.

  17. The place of conformal radiotherapy in the routine work: national investigation of SFRO members'opinion

    International Nuclear Information System (INIS)

    Lagrange, J.L.; Lipinski, F.

    2001-01-01

    National French investigation of the using of conformal radiotherapy in routine work, has been made in 2001, in 180 radiotherapeutic centers. Eighty responses have been obtained and analyzed. Conformal radiotherapy is used in 88% and virtual simulation in 60% of these centers. There is a heterogeneity in the equipment of these institutions, most of them have one or two machines. The accelerator equipment differs, and the availability of multi-leaf collimators and electronic portal imaging is limited. Actually only eleven centers have IMRT, eight have projects to install. Only six centers have CT-scans, used mainly for simulation. In 75% of centers conformal radiotherapy have been used in the treatment of CNS-tumors, head and neck cancers, prostate, and non-small cell lung carcinoma. If there are more equipment and human facilities to use conformal radiotherapy, this treatment can be proposed to patients with breast cancer, rectal and gynecological tumors. According 90% of responses, all prostatic cancers need conformal radiotherapy. The analysis of routine use of conformal radiotherapy in France shows an important heterogeneity but it seems that there is an agreement with objectives of this treatment. (authors)

  18. Faith, Work, and Reciprocity: Listening to Mexican Men Caregivers of Elderly Family Members.

    Science.gov (United States)

    Nance, Douglas C; Rivero May, Maria Isabel; Flores Padilla, Luis; Moreno Nava, Mario; Deyta Pantoja, Alma Laura

    2016-06-28

    The purpose of this qualitative study was to examine the role of Mexican men caregivers of older adults. Studies investigating male caregiving practice in Mexico are lacking. Listening events for older adults and family caregivers were held in six cities, obtaining an ethnically and socioeconomically diverse sample of 121 participants-81 older adults and 57 primary caregivers (including 17 older adults). Focus groups discussed end-of-life issues and challenges of care. Discussions were audio recorded and field notes were made. Framework Analysis was used to analyze data. Nationally, 37% of the caregivers were men. In the metropolitan area of Mexico City, 57% of caregivers were men. The men caregivers discussed their roles and experiences. The results were categorized into three themes: (a) reciprocity in family caregiving, (b) a practical work-oriented attitude toward caregiving, and (c) strong religious faith. Caregiving formed an important part of their masculine role. Stereotypes related to gender and care should be reexamined. Further research is needed to explore gender variations in caregiving, evolving gender roles, and needs for support and services. © The Author(s) 2016.

  19. Managing a multicultural radiology staff.

    Science.gov (United States)

    Davidhizar, R; Dowd, S; Giger, J

    1997-01-01

    Opportunities for minorities in healthcare increased with the Civil Rights movement in the 1960s. More recently, funds from the U.S. Public Health Service have been targeted toward disadvantaged minorities. The workforce in healthcare, and in business in general, has become increasingly multicultural. Much of the literature in healthcare management lacks practical guidelines for managing a diverse workforce. Communication, both verbal and nonverbal, and culture are closely intertwined. Managers, as they develop multicultural teams, will need to understand how culture influences communication in their organizations. Space, spatial behavior, and cultural attitudes influence people's behavior. This is a particularly important consideration for a radiology staff, which must often work in close quarters. For some cultural groups, the family as an organization has more significance than even personal, work-related or national causes. People's orientation to time, whether for the past, present or future, is usually related to the culture in which they grew up. Again, this may become an important issue for a radiology administrator whose organization must run punctually and time-efficiently. How patients feel about their environment, whether they believe they are in control or believe in an external locus of control, is of particular interest to those who attempt therapeutic changes in a patient's healthcare. Does the patient believe that illness is divine will or that suffering is intrinsic to the human condition? There is increasing research in the United States to show that people do differ biologically according to race. Such differences exist among patients as well as among staff members. It has been popular to assume that differences among races do not exist. Unfortunately such an attitude does not allow for different attributes and responses of individuals. Managing a multicultural staff presents a challenge to administrators who must be skilled in working with

  20. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the ...

  1. Trust and Work Place Spirituality on Knowledge Sharing Behaviour: Perspective from Non-Academic Staff of Higher Learning Institutions

    Science.gov (United States)

    Rahman, Muhammad Sabbir; Osmangani, Aahad M; Daud, Nuraihan Mat; Chowdhury, Abdul Hannan; Hassan, Hasliza

    2015-01-01

    Purpose: This empirical research aims to add value in the existing research on knowledge sharing, investigate the antecedents of knowledge-sharing behaviour by embedding trust and workplace spirituality variable on non-academic staff from higher learning institution in Malaysia. The role of trust, perceived risk and workplace spirituality towards…

  2. Training community practitioners to work more effectively with parents to prevent childhood obesity: the impact of HENRY upon Children's Centres and their staff.

    Science.gov (United States)

    Willis, T A; Potrata, B; Hunt, C; Rudolf, M C J

    2012-10-01

    One in four children in England is overweight/obese upon starting school. HENRY (Health Exercise Nutrition for the Really Young) offers a novel, preventive approach to this problem by training practitioners to work more effectively with the parents of preschool children around obesity and lifestyle issues. The programme is being delivered to all Sure Start Children's Centres (the UK government initiative providing family support and childcare in disadvantaged areas) in Leeds, UK. The evaluation covered the first 12 Centres to be trained (these had a reach of approximately 5000 families). A series of semi-structured interviews were conducted with Centre managers, and 'drop boxes' were provided for all staff to leave their comments. Interviews took place up to 11 months post-training, allowing a consideration of any long-term impact. Data from 12 interviews and 106 comment slips indicated that HENRY training was associated with considerable changes to the Centre environment. Immediate effects included changes to Centre policy and practice, including the provision of age-appropriate portion sizes and the introduction of healthy snacks; a strengthening of team working and increased staff confidence around tackling lifestyle change; and enhanced skills when working with families. Training also induced changes within the staff's personal lives (e.g. increased physical activity and family mealtimes). The findings suggest that positive and lasting lifestyle effects can be achieved by brief training courses involving Children's Centre staff teams. Both staff and attendant families appear to benefit. The effect on levels of preschool obesity across the city once HENRY has extended to the remaining Centres is yet to be seen. © 2012 The Authors Journal of Human Nutrition and Dietetics © 2012 The British Dietetic Association Ltd.

  3. End-of-life care at an academic medical center: are attending physicians, house staff, nurses, and bereaved family members equally satisfied? Implications for palliative care.

    Science.gov (United States)

    Galanos, Anthony Nicholas; Morris, Deborah A; Pieper, Carl F; Poppe-Ries, Angela M; Steinhauser, Karen E

    2012-02-01

    End-of-life care is deemed to be poor in the United States - particularly in large teaching hospitals. Via a brief survey, we examined satisfaction with end-of-life care for those patients who died in our academic medical center from provider and family perspectives. To assess the correlation between overall satisfaction between providers (attending, housestaff, and nurses) as well as family members for decedents who died in our hospital, we conducted a satisfaction survey regarding care in the last three days of life. The nine item survey was administered within 1 week of the patient s death to care providers and approximately 8 to 12 weeks to next of kin. There were 166 deaths examined over the four month study period. Overall satisfaction with care was 3.02 out of 4.0, and differed by respondent group (p= 0.035). Correlation between respondents was very low (range 0.02 to 0.51). The least discordance was between residents and interns (0.5), who had the lowest level of satisfaction (2.72). Housestaff and attendings had the lowest overall correlation in mean satisfaction scores (0.05). Most providers knew their patients for 24 hours or less. Overall satisfaction was high, but there was discordance among different providers. Continuity of care was limited. Age and location of death alone did not significantly affect satisfaction with end-of-life care. Implications of this type of research for improving end of life care at academic centers are discussed.

  4. Elections to Staff Council

    CERN Multimedia

    Staff Association

    2013-01-01

    Elections to fill all seats in the Staff Council are being organized this month. The voting takes place from the 28 of October to the 11th of November, at noon. As you may have noted when reading Echo, many issues concerning our employment conditions are on the agenda of the coming months, and in particular the Five-yearly-Review 2015, subject of the questionnaire that you probably recently filled out. All this will keep the next Staff Council very busy indeed. So, make your voice heard and take part in the elections for a new Staff Council. By doing so, you will be encouraging the men and women who will be representing you over the next two years and they will doubtless appreciate your gratitude. Every member of the Staff Association will have received an email containing a link to the webpage which will allow voting. If you are a member of the Staff Association and you did not receive such an email, please contact the Staff Association secretariat (staff.association@cern.ch). Do not forget to v...

  5. Administrative circular No.14 (Rev. 3) – Protection of members of the personnel against the financial consequences of illness, accident and incapacity for work

    CERN Multimedia

    2013-01-01

    Administrative Circular No. 14 (Rev. 3) entitled “Protection of members the personnel against the financial consequences of illness, accident and incapacity for work”, approved by the Director-General following discussion at the Standing Concertation Committee meeting of 19 April 2012 and entering into force on 1 January 2013, is available on the intranet site of the Human Resources Department.   This circular is applicable to all members of the personnel. It cancels and replaces Administrative Circular No. 14 (Rev. 2) entitled “Protection of members of the personnel against the financial consequences of illness, accident and disability” from July 2006. The circular was revised in order to improve the procedure before the Joint Advisory Rehabilitation and Disability Board (JARDB) and the management of long-term sick leave through a multidisciplinary approach launched upstream. The aim of this approach is to allow staff/fellows c...

  6. Situational leadership styles, staff nurse job characteristics related to job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army.

    Science.gov (United States)

    Intaraprasong, Bhusita; Potjanasitt, Sureporn; Pattaraarchachai, Junya; Meennuch, Chavalit

    2012-06-01

    To analyze the relationships between the situational leadership styles, staff nurse job characteristic with job satisfaction and organizational commitment of head nurses working in hospitals under the jurisdiction of the Royal Thai Army The cross-sectional analytical study was conducted in 128 head nurses working in hospitals under the jurisdiction of the Royal Thai Army. Data were collected by mailed questionnaires. A total of 117 completed questionnaires (91.4%) were received for analysis. Statistical analysis was done using Pearson's Product Moment Correlation Coefficient. It was found that situational leadership styles were not correlated with job satisfaction and organizational commitment of head nurses. Staff nurse job characteristics had a low level of positive correlation with job satisfaction and organizational commitment of head nurses at 0.05 level of significance (r = 0.202 and 0.189 respectively). The hospital administrators should formulate policy to improve working system, human resource management and formulate policies and strategies based on situational leadership. In addition, they should improve the characteristics of staff nurse job by using surveys to obtain job satisfaction and organizational commitment.

  7. The effect of foot massage on long-term care staff working with older people with dementia: a pilot, parallel group, randomized controlled trial.

    Science.gov (United States)

    Moyle, Wendy; Cooke, Marie; O'Dwyer, Siobhan T; Murfield, Jenny; Johnston, Amy; Sung, Billy

    2013-02-18

    Caring for a person with dementia can be physically and emotionally demanding, with many long-term care facility staff experiencing increased levels of stress and burnout. Massage has been shown to be one way in which nurses' stress can be reduced. However, no research has been conducted to explore its effectiveness for care staff working with older people with dementia in long-term care facilities. This was a pilot, parallel group, randomized controlled trial aimed at exploring feasibility for a larger randomized controlled trial. Nineteen staff, providing direct care to residents with dementia and regularly working ≥ two day-shifts a week, from one long-term care facility in Queensland (Australia), were randomized into either a foot massage intervention (n=9) or a silent resting control (n=10). Each respective session lasted for 10-min, and participants could receive up to three sessions a week, during their allocated shift, over four-weeks. At pre- and post-intervention, participants were assessed on self-report outcome measures that rated mood state and experiences of working with people with dementia. Immediately before and after each intervention/control session, participants had their blood pressure and anxiety measured. An Intention To Treat framework was applied to the analyses. Individual qualitative interviews were also undertaken to explore participants' perceptions of the intervention. The results indicate the feasibility of undertaking such a study in terms of: recruitment; the intervention; timing of intervention; and completion rates. A change in the intervention indicated the importance of a quiet, restful environment when undertaking a relaxation intervention. For the psychological measures, although there were trends indicating improvement in mood there was no significant difference between groups when comparing their pre- and post- scores. There were significant differences between groups for diastolic blood pressure (p= 0.04, partial η2

  8. Staff nurse perceptions of the impact of mentalization-based therapy skills training when working with borderline personality disorder in acute mental health: a qualitative study.

    Science.gov (United States)

    Warrender, D

    2015-10-01

    People diagnosed with borderline personality disorder (BPD) are highly prevalent in acute mental health wards, with staff nurses identifying a challenge in working with people who can be significantly distressed. This has contributed to a negative stereotype verging on stigmatization. Mentalization-based therapy (MBT) is a psychological therapy which has been shown to be of benefit to people with a diagnosis of BPD, yet it has been utilized and evaluated only in partial hospitalization and outpatient settings. Despite this, most people diagnosed with BPD will continue to be treated in generic inpatient settings such as acute mental health. Mentalization-based therapy skills training (MBT-S) is a new and cost-effective 2-day workshop aiming to provide generalist practitioners with MBT skills for use in generic settings. This study aimed to capture staff perceptions of the impact of MBT-S on their practice when working with people with a diagnosis of BPD in acute mental health. Through two focus groups, this study assessed the perceptions of nine staff nurses. An interpretive phenomenological approach was utilized in data analysis. Participants found the approach easy to grasp, improving of consistency between staff and flexible in its use in planned or 'off the cuff' discussions. MBT-S promoted empathy and humane responses to self-harm, impacted on participants ability to tolerate risk and went some way to turning the negative perception of BPD through changing the notion of patients as 'deliberately difficult'. Staff felt empowered and more confident in working with people with a diagnosis of BPD. The positive implication for practice was the ease in which the approach was adopted and participants perception of MBT-S as an empowering skill set which also contributed to attitudinal change. In acute mental health environments, which may not have the resources to provide long-term structured treatments to patients, MBT-S could be viewed as ideal as participants

  9. Construction of a Scale-Questionnaire on the Attitude of the Teaching Staff as Opposed to the Educative Innovation by Means of Techniques of Cooperative Work (CAPIC

    Directory of Open Access Journals (Sweden)

    Joan Andrés Traver Martí

    2007-05-01

    Full Text Available In the present work the construction process of a scale-questionnaire is described to measure the attitude of the teaching staff as opposed to the educational innovation by means of techniques of cooperative work (CAPIC.  In order to carry out its design and elaboration we need on the one hand a model of analysis of the attitudes and an instrument of measurement of the same ones capable of guiding its practical dynamics.  The Theory of the Reasoned Action of Fisbhein and Ajzen (1975, 1980 and the summative scales (Likert have fulfilled, in both cases, this paper.

  10. Shift Work and Related Health Problems among Medical and Diagnostic Staff of the General Teaching Hospitals Affiliated to Shiraz University of Medical Sciences, 2012

    Directory of Open Access Journals (Sweden)

    Zahra Sajjadnia

    2015-07-01

    Full Text Available Introduction:Today, shift work is considered as a necessity in many jobs and for some 24-hour services the use of shift-work is growing. However, shift work can lead to physiological and psycho-social problems for shift workers. This study aimed to determine the effects of shift work on the associated health problems, together with the demographic and job characteristics underlying the problems, among the medical and diagnostic staff of the general teaching hospitals affiliated to Shiraz University of Medical Sciences in 2012. Method:This study was an applied, cross-sectional and descriptive-analytical one. The study employed a sample of 205 employees from the medical and diagnostic staff using stratified sampling proportional to the size and simple random sampling methods. Data were collected using the Survey of Shift workers (SOS questionnaire, validity and reliability of which have already been confirmed. Finally, the collected data were analyzed using SPSS 16.0 software through ANOVA, Chi-square, Independent-Samples T-Test, as well as Pearson Correlation Coefficient. A P<0.05 was considered statistically significant. Results: The results showed that among the demographic and job characteristics studied, the individual, family and social problems had significant associations with work schedules, shift work and job satisfaction. In addition, there were significant associations between musculoskeletal disorders and the satisfaction of shift work; cardiovascular disorders and marital status and occupation; digestive disorders and the work schedules; sleep disorders and the satisfaction of shift work; musculoskeletal disorders, cardiovascular disorders and sleep disorders and age, job experience and shift work experience. And finally, there were significant associations among sleep disorders and age, job experience and the shift work experience. Conclusion: Based on the findings of this study, demographic characteristics such as age, marital

  11. Preventing the development of metabolic syndrome in people with psychotic disorders--difficult, but possible: experiences of staff working in psychosis outpatient care in Sweden.

    Science.gov (United States)

    Bergqvist, Anette; Karlsson, Maria; Foldemo, Anniqa; Wärdig, Rikard; Hultsjö, Sally

    2013-05-01

    The aim of this study was to explore mental health staffs' experiences of assisting people with psychotic disorders to implement lifestyle changes in an effort to prevent metabolic syndrome. Qualitative interviews were conducted with 12 health care professionals working in psychosis outpatient care in Sweden. Data were analysed using a qualitative content analysis. The results illustrate that implementation of lifestyle changes among people with psychotic disorders was experienced as difficult, but possible. The greatest obstacles experienced in this work were difficulties due to the reduction of cognitive functions associated with the disease. Guidelines available to staff in order to help them identify and prevent physical health problems in the group were not always followed and the content was not always relevant. Staff further described feelings of uncertainty about having to motivate people to take anti-psychotic medication while simultaneously being aware of the risks of metabolic deviations. Nursing interventions focusing on organising daily routines before conducting a more active prevention of metabolic syndrome, including information and practical support, were experienced as necessary. The importance of healthy eating and physical activity needs to be communicated in such a way that it is adjusted to the person's cognitive ability, and should be repeated over time, both verbally and in writing. Such efforts, in combination with empathic and seriously committed community-based social support, were experienced as having the best effect over time. Permanent lifestyle changes were experienced as having to be carried out on the patient's terms and in his or her home environment.

  12. Cluster Randomized Controlled Trial of An Aged Care Specific Leadership and Management Program to Improve Work Environment, Staff Turnover, and Care Quality.

    Science.gov (United States)

    Jeon, Yun-Hee; Simpson, Judy M; Li, Zhicheng; Cunich, Michelle M; Thomas, Tamsin H; Chenoweth, Lynn; Kendig, Hal L

    2015-07-01

    To evaluate the effectiveness of a leadership and management program in aged care. Double-blind cluster randomized controlled trial. Twelve residential and community-aged care sites in Australia. All care staff employed for 6 months or longer at the aged care sites were invited to participate in the surveys at 3 time points: baseline (time 1), 9 months from baseline (time 2), and 9 months after completion of time 2 (time 3) from 2011 to 2013. At each time point, at least 500 care staff completed a survey. At baseline (N = 503) the largest age group was 45 to 54 years (37%), and the majority of care staff were born in Australia (70%), spoke English (94%), and had at least completed secondary education (57%). A 12-month Clinical Leadership in Aged Care (CLiAC) program for middle managers, which aimed to further develop their leadership and management skills in creating positive workplace relationships and in enabling person-centered, evidence-based care. The primary outcomes were care staff ratings of the work environment, care quality and safety, and staff turnover rates. Secondary outcomes were care staff's intention to leave their employer and profession, workplace stress, job satisfaction, and cost-effectiveness of implementing the program. Absenteeism was excluded due to difficulty in obtaining reliable data. Managers' self-rated knowledge and skills in leadership and management are not included in this article, which focuses on care staff perceptions only. At 6 months after its completion, the CLiAC program was effective in improving care staff's perception of management support [mean difference 0.61, 95% confidence interval (CI) 0.04-1.18; P = .04]. Compared with the control sites, care staff at the intervention sites perceived their managers' leadership styles as more transformational (mean difference 0.30, 95% CI 0.09-0.51; P = .005), transactional (mean difference 0.22, 95% CI 0.05-0.39; P = .01), and less passive avoidant (mean difference 0.30, 95% CI 0

  13. Leader-Member Exchange across two hierarchical levels of leadership: concurrent influences on work characteristics and employee psychological health.

    Science.gov (United States)

    Karanika-Murray, Maria; Bartholomew, Kimberley J; Williams, Glenn A; Cox, Tom

    2015-01-02

    Leader-Member Exchange (LMX) theory suggests that the quality of the leader-employee relationship is linked to employee psychological health. Leaders who reside at different hierarchical levels have unique roles and spheres of influence and potentially affect employees' work experiences in different ways. Nevertheless, research on the impact of leadership on employee psychological health has largely viewed leaders as a homogeneous group. Expanding on LMX theory, we argue that (1) LMX sourced at the levels of the line manager (LM) and senior management (SM) team will be differentially linked to employee psychological health (assessed as worn-out) and that (2) these relationships will be mediated by perceived work characteristics (reward and recognition, workload management, quality of relationships with colleagues and physical environment). Structural equation modelling on data from 337 manual workers partially supported the hypotheses. Perceptions of the physical environment mediated the relationship between LMX at the LM level and employee psychological health, whereas perceptions of workload management mediated the relationship between LMX at the SM level and psychological health. These findings corroborate arguments that leaders are not a uniform group and as such the effects of LMX on employees will depend on leadership hierarchy. Implications for expanding leadership theory are discussed.

  14. Does transfer of work from a public sector organisation to a commercial enterprise without staff reductions increase risk of long-term sickness absence among the staff? A cohort study of laboratory and radiology employees.

    Science.gov (United States)

    Kokkinen, Lauri; Virtanen, Marianna; Pentti, Jaana; Vahtera, Jussi; Kivimäki, Mika

    2013-08-01

    Privatisations of public sector organisations are not uncommon, and some studies suggest that such organisational changes may adversely affect employee health. In this study, we examined whether transfer of work from public sector hospital units to commercial enterprises, without major staff reductions, was associated with an increased risk of long-term sickness absence among employees. A cohort study of 962 employees from four public hospital laboratory and radiology units in three hospitals which were privatised during the follow-up and 1832 employees from similar units without such organisational changes. Records of new long-term sick leaves (>90 days) were obtained from national health registers and were linked to the data. Mean follow-up was 9.2 years. Age- and sex-adjusted HR for long-term sickness absence after privatisation was 0.83 (95% CI 0.68 to 1.00) among employees whose work unit underwent a change from a public organisation to a commercial enterprise compared with employees in unchanged work units. Further adjustments for occupation, socioeconomic status, type of job contract, size of residence and sick leaves before privatisation had little impact on the observed association. A sensitivity analysis with harmonised occupations across the two groups replicated the finding (multivariable adjusted HR 0.92 (0.70-1.20)). In this study, transfer of work from public organisation to commercial enterprise did not increase the risk of long-term sickness absence among employees.

  15. Effectiveness of team nursing compared with total patient care on staff wellbeing when organizing nursing work in acute care wards: a systematic review.

    Science.gov (United States)

    King, Allana; Long, Lesley; Lisy, Karolina

    2015-11-01

    The organization of the work of nurses, according to recognized models of care, can have a significant impact on the wellbeing and performance of nurses and nursing teams. This review focuses on two models of nursing care delivery, namely, team and total patient care, and their effect on nurses' wellbeing. To examine the effectiveness of team nursing compared to total patient care on staff wellbeing when organizing nursing work in acute care wards. Participants were nurses working on wards in acute care hospitals.The intervention was the use of a team nursing model when organizing nursing work. The comparator was the use of a total patient care model.This review considered quantitative study designs for inclusion in the review.The outcome of interest was staff wellbeing which was measured by staff outcomes in relation to job satisfaction, turnover, absenteeism, stress levels and burnout. The search strategy aimed to find both published and unpublished studies from 1995 to April 21, 2014. Quantitative papers selected for retrieval were assessed by two independent reviewers for methodological validity prior to inclusion in the review using standardized critical appraisal instruments from the Joanna Briggs Institute. Data was extracted from papers included in the review using the standardized data extraction tool from the Joanna Briggs Institute. The data extracted included specific details about the interventions, populations, study methods and outcomes of significance to the review question and its specific objectives. Due to the heterogeneity of the included quantitative studies, meta-analysis was not possible. Results have been presented in a narrative form. The database search returned 10,067 records. Forty-three full text titles were assessed, and of these 40 were excluded, resulting in three studies being included in the review. Two of the studies were quasi experimental designs and the other was considered an uncontrolled before and after experimental study

  16. Thermal cycling in LWR components in OECD-NEA member countries - CSNI integrity and ageing working group

    International Nuclear Information System (INIS)

    Faidy, Claude; Chapuliot, Stephane; Mathet, Eric

    2005-01-01

    Thermal cycling is a widespread and recurring problem in nuclear power plants worldwide. Several incidents with leakage of primary water inside the containment challenged the integrity of NPPs although no release outside of containment occurred. Thermal cycling was not taken into account at the design stage. Regulatory bodies, utilities and researchers have to address it for their operating plants. It is a complex phenomenon that involves and links thermal hydraulic, fracture mechanic, materials and plant operation. Thermal cycling is connected either to operating transients (low cycle fatigue) or to complex phenomenon like stratification, vortex and mixing (low and high cycle fatigue). The former is covered by existing rules and codes. The latter is partially addressed by national rules and constitutes the subject of this report. In 2002, the Committee on the Safety of Nuclear Installations (CSNI) requested the working group on the integrity of reactor components and structures (IAGE WG) to prepare a program of work on thermal cycling to provide information to NEA member countries on operational experience, regulatory policies, countermeasures in place, current status of research and development, and to identify areas where research is needed both at national and international levels. The working group proposed a 3 fold program that covered: - Review of operating experience, regulatory framework, countermeasures and current research; - Benchmark to assess calculation capabilities in NEA member countries for crack initiation and propagation under a cyclic thermal loading, and ultimately to develop screening criteria to identify susceptible components; results of the benchmark were published in 2005; - Organisation of an international conference in cooperation with the EPRI and the USNRC on fatigue of reactor components. This conference reviews progress in the areas and provides a forum for discussion and exchange of information between high level experts. The

  17. The Staff Council, ready for the challenges of 2015

    CERN Multimedia

    Staff Association

    2015-01-01

    In order to fulfil its mission of representing CERN staff with the Management and the Member States in an optimal way, the Staff Council relies on the work of a number of commissions, amongst them employment conditions, pensions, legal matters, social security, health and safety and InFormAction (training, information and action). All of these commissions have as a goal to try and improve the employment conditions of CERN members of personnel. This is the case in particular in the context of the five-yearly review process, ending in December 2015 (5YR 2015). Let us recall that the objective of a five-yearly review is to ensure that the financial and social conditions offered by the Organisation favour recruitment from all Member States, and to retain and motivate staff necessary for the fulfilment of its mission. The convenor of each Commission reports regularly to the Staff Council and Executive Committee on the work performed in their group. The commissions are open to all members of the Staff Associati...

  18. Influence of gender, working field and psychosocial factors on the vulnerability for burnout in mental hospital staff: results of an Austrian cross-sectional study.

    Science.gov (United States)

    Schadenhofer, Petra; Kundi, Michael; Abrahamian, Heidemarie; Stummer, Harald; Kautzky-Willer, Alexandra

    2018-03-01

    According to the European Agency for Safety and Health at Work (EU-OSHA), hospitals represent a work environment with high job strain. Prolonged perceived occupational stress may result in symptoms of burnout, such as emotional exhaustion (EE), depersonalisation (DP) and reduced personal accomplishment (PA). Understanding which factors may reduce vulnerability for burnout is an important requirement for well-targeted occupational stress prevention in mental hospital staff. To identify the influence of gender, age, working field, family structure, education, voluntarily occupational training during holidays and length of stay on job on occupational stress perception. In a cross-sectional design, 491 employees (311 female, 180 male) of an Austrian mental health centre participated in the study. The extent of perceived occupational stress was assessed by the Maslach Burnout Inventory (MBI) with the scales for emotional exhaustion, depersonalisation and personal accomplishment. Participants were divided according to their working field in those working with/without patients. Prevalence of emotional exhaustion was higher in women working with patients compared to men working with patients (25% vs. 18%, p = 0.003). Age above 45 years was significantly associated with decreased vulnerability for burnout in men (EE p = 0.040, DP p = 0.010, PA p = 0.007), but not in women. A lower level of education had a significant impact on depersonalisation in both sexes (p = 0.001 for men, p = 0.048 for women). Length of stay on job showed a significant influence on emotional exhaustion. No significant relationship was found between family structure and vulnerability for burnout. Gender had a differential effect on perceived occupational stress indicating a need for gender-tailored preventive strategies. Age, working field, education, voluntarily occupational training during holidays and length of stay on job affect vulnerability for burnout in mental hospital staff.

  19. NNSA Staff Member Receives NNSA Recognition

    Energy Technology Data Exchange (ETDEWEB)

    Specht, Elaine S.

    2013-04-01

    This article is intended for publication in the NNSA Nonproliferation and International Security (NIS) Highlights, a quarterly newsletter available in print and e-form. It will be published on the NNSA website and is intended for public release.

  20. [Role of the hospital emergency department staff in the organ donation process: opinions of professionals working in the Spanish autonomous community of Aragon].

    Science.gov (United States)

    Povar Marco, Javier; Javierre Loris, María Ángeles; Garcés Sanjosé, Cristina; Sánchez Miret, José Ignacio

    2015-02-01

    To determine the opinion of hospital emergency department staff on their involvement in the process of organ and tissue procurement and on aspects that might improve their participation. Emergency department physicians and nurses responded to a questionnaire during a course on the procurement of organ and tissue donations in the emergency setting. A total of 149 questionnaires were received from 78 nurses (52%) and 71 emergency physicians (48%) from 10 hospitals. Sixty-three percent of the respondents worked in hospitals with intensive care units and 37% in centers without such units. The respondents felt that the greatest difficulties in the donation process are related to communication and conveyance of information to the patient's families (39.6%) and to the assessment of prognosis (29.2%). The physicians felt that evaluating prognosis was the main hurdle, whereas the nurses thought that communication with the family presented the greatest problem (P=.021). They also felt that the health care professional's involvement in the donation process was the key to improving organ procurement (83.1%). The availability of protocols (47.2%) and the need for training opportunities (31%) were considered necessary for increasing the involvement of emergency department staff in the process. The attitudes of hospital emergency department staff to organ and tissue donation are very positive, as suggested by their opinion that their own involvement in the process is the most important factor to target for improvement. These emergency physicians and nurses would like relevant protocols and training in the organ donation process.

  1. CCM - Understanding and working with Competencies

    CERN Multimedia

    HR Department

    2011-01-01

    Find out what competencies are, make them come to life by sharing your experience with colleagues, and understand what they represent in our work environment. All staff members are encouraged to attend. Register here for sessions in March and April.

  2. The influence of factors of work environment and burnout syndrome on self-efficacy of medical staff

    Directory of Open Access Journals (Sweden)

    Iwona Nowakowska

    2016-06-01

    Properly shaped and used organisational factors are stimulating for professional efficiency and effectiveness, and consequently, for the quality of nursing work. Negative assessment of the factors in the work environment contributes to the occurrence of burnout symptoms and decrease in self-efficacy. Nurses with lower self-efficacy more often experienced symptoms of burnout.

  3. STAFF NEEDED

    CERN Multimedia

    2001-01-01

    The English National Programme, part of the Lycée International de Ferney-Voltaire (France) needs the following staff for September 2001: A part-time teacher of primary English The post involves teaching the English curriculum to pupils who are within the French educational system: Classes take place on Tuesday afternoons at the Lycée, Team spirit necessary as teachers work as a team, Induction & training are offered. A part time teacher of senior secondary history-geography in English A part time teacher of secondary mathematics in English Teachers must be mother-tongue English speakers and have a relevant degree and/or teaching qualification. For the history-geography post, either history or geography degrees are acceptable. Please send your c.v. and a letter of application to Peter Woodburn, Head, English National Programme, Lycée International, 01216 Ferney-Voltaire, France. (Email: engnat@hotmail.com) Telephone 04 50 40 82 66 for further details of posts. Ple...

  4. A pre-post test evaluation of the impact of the PELICAN MDT-TME Development Programme on the working lives of colorectal cancer team members.

    Science.gov (United States)

    Taylor, Cath; Sippitt, Joanna M; Collins, Gary; McManus, Chris; Richardson, Alison; Dawson, Jeremy; Richards, Michael; Ramirez, Amanda J

    2010-06-29

    The PELICAN Multidisciplinary Team Total Mesorectal Excision (MDT-TME) Development Programme aimed to improve clinical outcomes for rectal cancer by educating colorectal cancer teams in precision surgery and related aspects of multidisciplinary care. The Programme reached almost all colorectal cancer teams across England. We took the opportunity to assess the impact of participating in this novel team-based Development Programme on the working lives of colorectal cancer team members. The impact of participating in the programme on team members' self-reported job stress, job satisfaction and team performance was assessed in a pre-post course study. 333/568 (59%) team members, from the 75 multidisciplinary teams who attended the final year of the Programme, completed questionnaires pre-course, and 6-8 weeks post-course. Across all team members, the main sources of job satisfaction related to working in multidisciplinary teams; whilst feeling overloaded was the main source of job stress. Surgeons and clinical nurse specialists reported higher levels of job satisfaction than team members who do not provide direct patient care, whilst MDT coordinators reported the lowest levels of job satisfaction and job stress. Both job stress and satisfaction decreased after participating in the Programme for all team members. There was a small improvement in team performance. Participation in the Development Programme had a mixed impact on the working lives of team members in the immediate aftermath of attending. The decrease in team members' job stress may reflect the improved knowledge and skills conferred by the Programme. The decrease in job satisfaction may be the consequence of being unable to apply these skills immediately in clinical practice because of a lack of required infrastructure and/or equipment. In addition, whilst the Programme raised awareness of the challenges of teamworking, a greater focus on tackling these issues may have improved working lives further.

  5. Staff Association

    CERN Multimedia

    Staff Association

    2014-01-01

    Remove of the staff association office   The Staff Association offices are going to be renovated during the coming four months, February to May 2014. The physical move from our current premises 64/R-002 to our temporary office in  510/R-010 will take place on Friday January 31st, so the Secretariat will be closed on that day. Hence, from Monday February 3rd until the end of May 2014 the Staff Association Secretariat will be located in 510/R-010 (entrance just across the CERN Printshop).    

  6. 24 May 2013 - Rector of the Polish Stanislaw Staszic AGH University of Science and Technology T. Slomka in the LHC tunnel at Point 8 with Senior Polish Staff Member A. Siemko, in LHCb experimental cavern with LHCb Collaboration Spokesperson P. Campana and signing the guest book with Director-General R. Heuer. Adviser for Eastern Europe T. Kurtyka present.

    CERN Multimedia

    Jean-Claude Gadmer

    2013-01-01

    24 May 2013 - Rector of the Polish Stanislaw Staszic AGH University of Science and Technology T. Slomka in the LHC tunnel at Point 8 with Senior Polish Staff Member A. Siemko, in LHCb experimental cavern with LHCb Collaboration Spokesperson P. Campana and signing the guest book with Director-General R. Heuer. Adviser for Eastern Europe T. Kurtyka present.

  7. The effect of quality circles on job satisfaction and quality of work-life of staff in emergency medical services.

    Science.gov (United States)

    Hosseinabadi, Reza; Karampourian, Arezou; Beiranvand, Shoorangiz; Pournia, Yadollah

    2013-10-01

    Quality circles, as a participatory management technique, offer one alternative for dealing with frustration and discontent of today's workers. This study was conducted to investigate the effect of implementation of quality circles on nurses' quality of work-life and job satisfaction. In this study, two emergency medical services (EMS) of Hamedan province were selected and randomly assigned as the experimental and control groups. After the experimental group was trained and quality circles were established in this group, the levels of quality of work-life and job satisfaction were measured in the two groups. Then, the statistical analyses were performed using t-test. After the intervention, the results showed significant differences between the scores of motivational factors (p=0.001), the total scores of job satisfaction (p=0.003), and the scores of some quality of work life (QWL) conceptual categories including the use and development of capacities (p=0.008), the total space of life (p=0.003), and the total scores of QWL (p=0.031) in the experimental group compared to those in the control group. This study confirms the effectiveness of quality circles in improving quality of work-life and job satisfaction of nurses working in EMS, and offers their application as a management method that can be used by EMS managers. Copyright © 2012 Elsevier Ltd. All rights reserved.

  8. Staff working in hospital units with greater social capital experience less work-home conflict: Secondary analysis of a cross-sectional study.

    Science.gov (United States)

    Nitzsche, Anika; Kuntz, Ludwig; Miedaner, Felix

    2017-10-01

    When the interplay between work and private life does not function correctly (work-home conflict), this constitutes a well-known risk factor for poorer health, increased absenteeism and lower work performance. Information about influencing factors of work-home conflict is therefore indispensable in order to avoid it. In this study, we analyse whether a good working atmosphere that fosters mutual trust, support and a 'sense of unity' (organizational social capital) can reduce an employee's conflict between work and private life. This study investigates the link between organizational social capital and work-home conflict in health professionals. This issue was investigated using a cross-sectional study conducted in 2013. Data from questionnaires completed by physicians and nurses (n=1733) were linked with structural data from 66 neonatal intensive care units in Germany. Using multi-level analyses, we investigated associations between organizational social capital at the ward level and work-home conflict at the level of individual employees, taking into account additional structural and individual characteristics. Employees on wards with greater social capital reported significantly less work-home conflict. Our results support the hypothesis that organizational social capital is an important collective resource. As such, more attention should be given to establishing a good working atmosphere that fosters mutual trust, support and a 'sense of unity', and this should be encouraged in a targeted fashion. Copyright © 2017 Elsevier Ltd. All rights reserved.

  9. [Working time and sleep in nursing staff employed in "3 x 8" and "2 x 12" fast rotating shift schedules].

    Science.gov (United States)

    Castellini, G; Anelli, M M; Punzi, S; Boari, P; Camerino, D; Costa, G

    2011-01-01

    The study is aimed at assessing, in 200 nurses shift workers, the impact on sleep of two different working areas ("emergency" and "hospitalization") having the same "3 x 8" shift system, and of two different shift schedules at quick rotation ("2 x 12" and "3 x 8") in the same working area ("emergency"). Night and morning shifts prove to interfere to a greater extent with sleep in relation to both "2 x 12" and "3 x 8" shift systems as well as to the two operative areas. Hence the importance to consider in shift work planning, the direction of shift rotation and the length of the duty period according to the type of activity.

  10. [Work-to-family influence and social supports: job satisfaction in a north-Italy public health organization --differences between medical and administrative staff].

    Science.gov (United States)

    Colombo, Lara; Zito, Margherita; Ghislieri, Chiara

    2012-01-01

    In recent years, the interest in the well-being at work has grown considerably, also considering the latest law directives. Several scholars have devoted particular attention to the topic of the work-to-family influence and of social supports, as elements able to affect the perceived well-being. The well-being in health care has to consider the particular nature of work and the relevant relational dimensions that require special attention for the emotional side. The research was promoted by the Committee for Equal Opportunities of a public health organization in the North-West Italy. Referring to the job demands-resources theoretical model, this study investigated the role of organizational and family supports, work-to-family spillover (positive and negative) and family workload as possible determinants of job satisfaction, intended as an indicator of psychological well-being at work. Respondents to the questionnaire are 541 (55% of the total employees), their average age is 43 and they are mostly women (80%). Data analysis showed the central role of supervisors supports, of the co-workers supports and, to a lesser extent, the role of the work-to-family spillover in influencing job satisfaction. Moreover, significant differences between medical and administrative staff were detected. The centrality of supports, especially those of supervisors in determining job satisfaction, is in line with studies indicating that a supportive leadership and a family-friendly culture can facilitate the arise of positive outcomes for both workers and organizations.

  11. How are compassion fatigue, burnout, and compassion satisfaction affected by quality of working life? Findings from a survey of mental health staff in Italy.

    Science.gov (United States)

    Cetrano, Gaia; Tedeschi, Federico; Rabbi, Laura; Gosetti, Giorgio; Lora, Antonio; Lamonaca, Dario; Manthorpe, Jill; Amaddeo, Francesco

    2017-11-21

    Quality of working life includes elements such as autonomy, trust, ergonomics, participation, job complexity, and work-life balance. The overarching aim of this study was to investigate if and how quality of working life affects Compassion Fatigue, Burnout, and Compassion Satisfaction among mental health practitioners. Staff working in three Italian Mental Health Departments completed the Professional Quality of Life Scale, measuring Compassion Fatigue, Burnout, and Compassion Satisfaction, and the Quality of Working Life Questionnaire. The latter was used to collect socio-demographics, occupational characteristics and 13 indicators of quality of working life. Multiple regressions controlling for other variables were undertaken to predict Compassion Fatigue, Burnout, and Compassion Satisfaction. Four hundred questionnaires were completed. In bivariate analyses, experiencing more ergonomic problems, perceiving risks for the future, a higher impact of work on life, and lower levels of trust and of perceived quality of meetings were associated with poorer outcomes. Multivariate analysis showed that (a) ergonomic problems and impact of work on life predicted higher levels of both Compassion Fatigue and Burnout; (b) impact of life on work was associated with Compassion Fatigue and lower levels of trust and perceiving more risks for the future with Burnout only; (c) perceived quality of meetings, need of training, and perceiving no risks for the future predicted higher levels of Compassion Satisfaction. In order to provide adequate mental health services, service providers need to give their employees adequate ergonomic conditions, giving special attention to time pressures. Building trustful relationships with management and within the teams is also crucial. Training and meetings are other important targets for potential improvement. Additionally, insecurity about the future should be addressed as it can affect both Burnout and Compassion Satisfaction. Finally

  12. How are compassion fatigue, burnout, and compassion satisfaction affected by quality of working life? Findings from a survey of mental health staff in Italy

    Directory of Open Access Journals (Sweden)

    Gaia Cetrano

    2017-11-01

    Full Text Available Abstract Background Quality of working life includes elements such as autonomy, trust, ergonomics, participation, job complexity, and work-life balance. The overarching aim of this study was to investigate if and how quality of working life affects Compassion Fatigue, Burnout, and Compassion Satisfaction among mental health practitioners. Methods Staff working in three Italian Mental Health Departments completed the Professional Quality of Life Scale, measuring Compassion Fatigue, Burnout, and Compassion Satisfaction, and the Quality of Working Life Questionnaire. The latter was used to collect socio-demographics, occupational characteristics and 13 indicators of quality of working life. Multiple regressions controlling for other variables were undertaken to predict Compassion Fatigue, Burnout, and Compassion Satisfaction. Results Four hundred questionnaires were completed. In bivariate analyses, experiencing more ergonomic problems, perceiving risks for the future, a higher impact of work on life, and lower levels of trust and of perceived quality of meetings were associated with poorer outcomes. Multivariate analysis showed that (a ergonomic problems and impact of work on life predicted higher levels of both Compassion Fatigue and Burnout; (b impact of life on work was associated with Compassion Fatigue and lower levels of trust and perceiving more risks for the future with Burnout only; (c perceived quality of meetings, need of training, and perceiving no risks for the future predicted higher levels of Compassion Satisfaction. Conclusions In order to provide adequate mental health services, service providers need to give their employees adequate ergonomic conditions, giving special attention to time pressures. Building trustful relationships with management and within the teams is also crucial. Training and meetings are other important targets for potential improvement. Additionally, insecurity about the future should be addressed as it can

  13. Effect of Shift Work on the Frequency of Depression in Nursing Staff of Yazd University of Medical Sciences

    Directory of Open Access Journals (Sweden)

    Gholam Hossein Halvani

    2012-12-01

    Full Text Available Introduction: Depression as a disorder is relatively common in all societies; several factors are involved in depression development, that shift work is one of these factors. This study compared the frequency of depression in different shifts of nurses in hospitals of Yazd University of medical sciences. Materials & Methods: This study is a descriptive analytical study. Based on statistical methods, 150 nurses participated in this study. The research tool was a questionnaire that included 15 personal questions and 21 questions related to Beck test. The results were analysed by SPSS software. Results: 13.3% of all subjects were males and 86.7% were females. Results showed that, there is no significant relationship between gender, education, type of job, employment status and satisfaction levels of income with depression. Marital status (P-Value = 0.009 and F = 6.93, shift work (day working and shift work (P-Value = 0.032 and F = 1.11, job satisfaction (P-Value = 0.000 and F = 7.641 and the satisfaction of the employer (P-Value = 0.001 and F = 5.414 were significantly associated with depression. 3.49% of the nurses were in normal status, 7.26% had mild depression, 3.9% required consultation with the psychiatrist,% 7.8% suffered from moderate depression, 75.4% from severe depression and 3.1% from very severe depression. Conclusion: It seems that shift work can not cause depression alone, but depression is the result of the interaction of several factors.

  14. Development and testing of a database of NIH research funding of AAPM members: A report from the AAPM Working Group for the Development of a Research Database (WGDRD).

    Science.gov (United States)

    Whelan, Brendan; Moros, Eduardo G; Fahrig, Rebecca; Deye, James; Yi, Thomas; Woodward, Michael; Keall, Paul; Siewerdsen, Jeff H

    2017-04-01

    the historic mean. The database will be maintained by members of the Working group for the development of a research database (WGDRD) on an annual basis, and is available to the AAPM, its committees, working groups, and members for download through the AAPM electronic content website. A wide range of questions regarding financial and demographic funding trends can be addressed by these data. This report has been approved for publication by the AAPM Science Council. © 2017 American Association of Physicists in Medicine.

  15. Portrait: Yves Sillanoli, Staff Association delegate since 2004

    CERN Document Server

    Staff Association

    2017-01-01

    Yves Sillanoli - Staff Association delegate. I worked at CERN as Contractor’s personnel for 18 years, and in 2003, I became a staff member. By nature, I am someone who enjoys getting involved in associations. For 35 years, I was a member of a sports association in my community. Therefore, for me it was natural to want to reach out and help my colleagues, especially those with professional experiences similar to mine. Moreover, even though both my father and my brother had worked at CERN before me, I really wanted to understand the inner functioning of the Organization. To this end, I decided to run for staff delegate and was elected to the Staff Association in 2004. Joining the Staff Association has been, above all, a chance to meet people: Gianni Deroma, former President of the Staff Association, and Philippe Defert, who passed away in 2013, were great listeners and had a real sense of mutual help. Philippe Defert influenced greatly my decision take part in the Association and, over time, a rema...

  16. Assessment of the Knowledge of Primary Health Care Staff about Primary Health Care

    OpenAIRE

    Elzubier, Ahmed G.; Bella, Hassan; Sebai, Zohair A.

    1995-01-01

    The orientation about Primary Health Care among staff working in the PHC centers was assessed. Staff members numbering 909 were studied. The main criteria for judging orientation were a working knowledge of the definition and elements of PHC in addition to knowledge of the meaning of the word Alma Ata. Differences of this knowledge depending on sex, age, spoken language, type of job, postgraduate experience, previous experience in PHC and previous training in PHC were assessed. The main findi...

  17. Arts as an ecological method to enhance quality of work experience of healthcare staff: a phenomenological-hermeneutic study.

    Science.gov (United States)

    Bojner Horwitz, Eva; Grape Viding, Christina; Rydwik, Elisabeth; Huss, Ephrat

    2017-12-01

    This paper explores the impact of self-chosen arts-based recreational activities, as opposed to the traditional arts therapy activities, on the well-being of healthcare providers. Three qualitative case studies of programs in which arts-based activities were used to work with healthcare providers, lasting for 10 weeks each, are phenomenological-hermeneutically evaluated using interviews and focus groups. The findings show what we refer to as an "ecological" ripple of effects: (1) the arts-based activities helped to reduce individual stress and to enhance mood over time, (2) the activities helped to transform workplace relationships within wards, and (3) the arts humanized the overall work climate in the healthcare setting. These effects go beyond those of using the art production as a strategy for stress reduction and imply potential for a more encompassing role for the arts within healthcare.

  18. 14 CFR 385.33 - Review by the staff.

    Science.gov (United States)

    2010-01-01

    ... 14 Aeronautics and Space 4 2010-01-01 2010-01-01 false Review by the staff. 385.33 Section 385.33...) ORGANIZATION STAFF ASSIGNMENTS AND REVIEW OF ACTION UNDER ASSIGNMENTS Procedure on Review of Staff Action § 385.33 Review by the staff. Where a petition for review is duly filed, the staff member may, upon...

  19. Understanding Job Stress among Healthcare Staff

    Directory of Open Access Journals (Sweden)

    Dola Saha

    2011-04-01

    Full Text Available Introduction: Job life is an important part of a person’s daily life. There are many aspects of a job. A person may be satisfied with one or more aspects of his/her job but at the same time may be unhappy with other things related to the job. Objective: To evaluate the sources of job stress (stressful aspects of work among the staff of a super specialty hospital & to suggest measures to decrease level of job stress. Methodology: Descriptive study employing 381 staff members of a super specialty hospital using a structured personal interview questionnaire consisting of 21 sources of stress. The hospital staff was asked to rate each item according to the extent to which it had contributed to their stress as experienced in their jobs in the past few months on a scale of 0 (not at all,1(a little, 2(quite a bit, 3 (a lot. A global rating of stress was also obtained. Result: The prime sources of stress were found to be underpayment (76%, excessive workload (70.3%, inadequate staff (48.6, & being involved in the emotional distress of patients (46.7%. Conclusion: The staffs of the hospital were in moderate stress due to the prime stressors so adequate measures should be taken to alleviate these stressors. This could be achieved through workload management, job redesign, & by offering occupational health education.

  20. The effect of aggression management training programmes for nursing staff and students working in an acute hospital setting. A narrative review of current literature.

    Science.gov (United States)

    Heckemann, B; Zeller, A; Hahn, S; Dassen, T; Schols, J M G A; Halfens, R J G

    2015-01-01

    Patient aggression is a longstanding problem in general hospital nursing. Staff training is recommended to tackle workplace aggression originating from patients or visitors, yet evidence on training effects is scarce. To review and collate current research evidence on the effect of aggression management training for nurses and nursing students working in general hospitals, and to derive recommendations for further research. Systematic, narrative review. Embase, MEDLINE, the Cochrane library, CINAHL, PsycINFO, pubmed, psycArticles, Psychology and Behavioural Sciences Collection were searched for articles evaluating training programs for staff and students in acute hospital adult nursing in a 'before/after' design. Studies published between January 2000 and September 2011 in English, French or German were eligible of inclusion. The methodological quality of included studies was assessed with the 'Quality Assessment Tool for Quantitative Studies'. Main outcomes i.e. attitudes, confidence, skills and knowledge were collated. Nine studies were included. Two had a weak, six a moderate, and one a strong study design. All studies reported increased confidence, improved attitude, skills, and knowledge about risk factors post training. There was no significant change in incidence of patient aggression. Our findings corroborate findings of reviews on training in mental health care, which point to a lack of high quality research. Training does not reduce the incidence of aggressive acts. Aggression needs to be tackled at an organizational level. Copyright © 2014 Elsevier Ltd. All rights reserved.

  1. An Observational Study to Evaluate the Medication Errors by Nursing Staff Working in Bushehr Medical Centers during one Year Interval (1385-1386

    Directory of Open Access Journals (Sweden)

    Nasrin Zahmatkeshan

    2010-09-01

    Full Text Available Background: Medication errors refer to inappropriate use of drugs, can lead to harmful and serious consequent. Many factors contribute to incidence of these errors. To investigate this factors a descriptive analytic study was done that assess clinical staff medication errors in Bushehr medical centers. Methods: The participants were 400 clinical staff, including nurses, midwives and nurse assistances to complete designed medication errors questionnaire. This questionnaire include 2 parts, part one was demographic data and part two, assess influencing factors of medication errors in six domain. Results: Results showed that the half of participants (49.9% had medication errors in acquaintance and the most error in dosage (37.7% and then type of drugs(27.7%. 73.3% of participants reported their errors and in unreported cases the most cause was fear of managers. According to participants attitude factors that interfering to medication errors were physicians factor, including illegible order in patient file (24.94%, nurses factors including, incorrect documentation (24.38%, interpersonal relationship (19.45%, inappropriate environment (15.3%, knowledge deficit and lack of experience (11.23% and stressful events (4.66%. No statistical significant correlation between situation of job and shift work. Conclusion: Results show that medication errors are common and human factors are the most factors in these errors.

  2. Exploring the antipathy of nursing staff who work within secure healthcare facilities across the United Kingdom to young people who self-harm.

    Science.gov (United States)

    Dickinson, Tommy; Hurley, Margaret

    2012-01-01

    This paper is a report of a study that compared relevant attitudinal dimensions of Registered Nurses and nursing aides working within a Young Offenders' Institute and two young people's forensic units in the United Kingdom towards young people in their care who self-harm. Nurses caring for young people within secure environments may engage at some point with patients who harm themselves. These staff often experience strong negative emotional reactions which can lead to antipathy and alienation. Forty seven Registered Nurses and 22 nursing aides completed the Self-Harm Antipathy Scale, which consists of 30 attitudinal self-report items. The data were collected between June 2008 and December 2008, and analysed using spss version 17. Results displayed that age per se, length of service with self-harming clients, and whether the participant was a Registered Nurse or nursing aide, and number of self-harming clients worked with did not influence the Self-Harm Antipathy Scale score or any of its component sub-scores. However, field of nursing the nurse was registered under, previous study of self-harm, year first registered and gender showed significant effects. Given that responses reflect a degree of both empathy and apathy it seems that there is a need to promote greater therapeutic alliances and communication; for example, the use of positive regard to help reduce the incidence of labelling and the negative effects this has upon relationships. There is a significant need for nursing staff working with young people who self-harm to have access to relevant educational programmes. A focus on harm minimization could be key areas for further development. © 2011 The Authors. Journal of Advanced Nursing © 2011 Blackwell Publishing Ltd.

  3. Correlation between Health Correlates and Quality of Working Life in the Staff of the Islamic Azad University, Lahijan Branch

    Directory of Open Access Journals (Sweden)

    mafi mahvash

    2017-03-01

    Full Text Available Abstract Background and Objectives: Quality of working life (QWL is an important issue and examination of the spects that can affect it causes promotion of individual and organizational productivity. This study was conducted to investigate correlation between health correlates and the QWL in the emloyees of the Islamic Azad University, Lahijan Branch. Methods: This descriptive-correlational study with regression analysis was conducted on 130 nonteaching employees of the Islamic Azad University, Lahijan Branch selected by convenience sampling with reference to the number of the studied variables (spiritual, physical, mental, social, and environmental health. The participants filled out demographic, health-promoting behaviors, and QWL questionnaires. Data were analyzed by SPSS using descriptive and inferential statistical tests especially multivariate regression. Results: Among health components, physical health (r=0.55 and mental health (r=0.50 had the highest correlation with total QWL score. The amount of explained variance in criterion variable (QWL by the regression model was 40%. Table of coefficients demonstrated that the scores for mental health and spiritual health had greater contribution in the model than other health aspects. Physical health, psychological health, spiritual health, and environmental health explained 29%, 45%, 37%, and 21% variance in QWL, respectively. Conclusion: The findings of this study demonstrated positive correlation between health aspects and QWL. Because the university employees spend a great deal of time at work and the quality of their work affects the entire organization, this finding can be useful to guide policy-makers and health experts in developing preventive and intervention programs in the future for promotion of the employees' health and organization.

  4. RESUMING WORK

    CERN Multimedia

    2003-01-01

    In application of the Staff Rules and Regulations, every member of the CERN personnel is required to undergo a medical examination on resuming work after sick leave: - if the medical absence has been for 21 calendar days or longer - if absent more than 48 hours due to professional accident It is incumbent upon the member of the personnel himself/herself to contact the Medical Service Tel. 73186, without awaiting its summons. The purpose of this exam is not to check on the absenteeism, but to support the professional reinsertion. Medical Service

  5. RESUMING WORK

    CERN Multimedia

    2003-01-01

    In application of the Staff Rules and Regulations, every member of the CERN personnel is required to undergo a medical examination on resuming work after sick leave: - if the medical absence has been for 21 calendar days or longer - if absent more than 48 hours due to professional accident It is incumbent upon the member of the personnel himself/herself to contact the Medical Service tel. 73186, without awaiting its summons. The purpose of this exam is not to check on the absenteeism, but to support the professional reinsertion. Medical Service

  6. RESUMING WORK

    CERN Document Server

    2004-01-01

    In application of the Staff Rules and Regulations, every member of the CERN personnel is required to undergo a medical examination on resuming work after sick leave: • if the medical absence has been for 21 calendar days or longer • if absent more than 48 hours due to professional accident It is incumbent upon the member of the personnel himself/herself to contact the Medical Service tel. 73186, without awaiting its summons. The purpose of this exam is not to check on the absenteeism, but to support the professional reinsertion. Medical Service

  7. Staff rules and regulations

    CERN Multimedia

    HR Department

    2007-01-01

    The 11th edition of the Staff Rules and Regulations, dated 1 January 2007, adopted by the Council and the Finance Committee in December 2006, is currently being distributed to departmental secretariats. The Staff Rules and Regulations, together with a summary of the main modifications made, will be available, as from next week, on the Human Resources Department's intranet site: http://cern.ch/hr-web/internal/admin_services/rules/default.asp The main changes made to the Staff Rules and Regulations stem from the five-yearly review of employment conditions of members of the personnel. The changes notably relate to: the categories of members of the personnel (e.g. removal of the local staff category); the careers structure and the merit recognition system; the non-residence, installation and re-installation allowances; the definition of family, family allowances and family-related leave; recognition of partnerships; education fees. The administrative circulars, some of which are being revised following the m...

  8. Does Finnish hospital staff job satisfaction vary across occupational groups?

    Science.gov (United States)

    2013-01-01

    Background Job satisfaction of staff is an essential outcome variable in research when describing the work environment of successful hospitals. Numerous studies have evaluated the topic, but few previous studies have assessed the job satisfaction of all staff in hospital settings. It is important to discover if there are any unsatisfied groups of people working in hospitals, the aspects they are unsatisfied with and why. The aim of this study was to evaluate job satisfaction of all staff working at a Finnish university hospital, identify differences in job satisfaction between staff groups, and explore the relationship between their self-evaluated quality of work and job satisfaction. Methods Data were collected from 1424 employees of the hospital using the web-based Kuopio University Job Satisfaction Scale survey instrument in autumn 2010. The research data were analysed by using SPSS 19.0 for Windows. Frequency and percentage distributions, as well as mean values, were used to describe the data. A non-parametric test (Kruskal–Wallis test) was used to determine the significance of differences in scores between different groups of staff members and between quality evaluations. Results The overall job satisfaction of the employees was good. They rated both motivating factors of their work and work welfare as excellent. The areas causing most dissatisfaction were work demands and participation in decision making. Physicians formed the most satisfied group, nurses and maintenance staff were the least satisfied, and office and administrative staff were fairly satisfied. Staff who rated the quality of work in their units as high usually also considered their job satisfaction to be excellent. Conclusions Every staff member has an influence on job satisfaction in her/his unit. A culture of participation should be developed and maintained in the units and the whole hospital to ensure that all staff feel they play important roles in the hospital. A university hospital is

  9. On Thursday 2 December, the Director-General received the 14 staff members who began to work in 1979 and celebrated 25 years of service at CERN.

    CERN Multimedia

    Maximilien Brice

    2004-01-01

    Beugnet Claude / AB Bourgeois Georges / AB Goossens Michel / IT Herzog Patrick / IT Jeanneret Jean-Bernard / AB Lacarrère Daniel / TS Mollay Robert / TS Mornacchi Giuseppe / PH Ployer Annie / DSU Remondino Vittorio / AT Stellfeld Donat / AB Taureg Hans / PH Terrier Jean-Pierre / AB Wehrle Urs / AB

  10. Evaluating the MESSAGE Communication Strategies in Dementia training for use with community-based aged care staff working with people with dementia: a controlled pretest-post-test study.

    Science.gov (United States)

    Conway, Erin R; Chenery, Helen J

    2016-04-01

    The study aims to evaluate the effects of a communication skills training programme on community aged care staff's knowledge of communication support in dementia and on staff's care experience. Dementia can lead to impairments in communication. Therefore, quality community-based dementia care requires that staff be skilled communicators, equipped to facilitate interactions with people with dementia. The current investigation evaluated the effectiveness of the MESSAGE Communication Strategies in Dementia for Care Staff training programme with respect to knowledge of communication support and the staff/caregiver experience. A multi-centre controlled pretest/post-test design with randomised cohort allocation was used. Outcome measures were completed at baseline, immediately after training (training group only), and at three-month follow-up. Thirty-eight care staff working in community aged care participated and completed all outcome measures (training = 22; control = 16).Training and control groups completed the following outcome measures: knowledge of communication support strategies, self-efficacy, preparedness to provide care, strain in nursing care and attitude to dementia care. Staff in the training group provided written feedback on the training. A significant improvement in knowledge scores from baseline was found for the training group both immediately after training and at three-month follow-up. There was also a significant training effect for self-efficacy and preparedness to provide care. No significant difference was found for the control group for any measure. No significant training effects were found for measures of strain or attitudes to dementia care. Feedback from staff suggests that the training was well received. The MESSAGE training was positively received by staff and had a significant effect on care staff knowledge, and confidence to provide care for people with dementia. The easily accessible multimedia training programme is well received by

  11. Emotions at work: what is the link to patient and staff safety? Implications for nurse managers in the NHS.

    Science.gov (United States)

    Smith, Pam; Pearson, Pauline H; Ross, Fiona

    2009-03-01

    This paper sets the discussion of emotions at work within the modern NHS and the current prioritisation of creating a safety culture within the service. The paper focuses on the work of students, frontline nurses and their managers drawing on recent studies of patient safety in the curriculum, and governance and incentives in the care of patients with complex long term conditions. The primary research featured in the paper combined a case study design with focus groups, interviews and observation. In the patient safety research the importance of physical and emotional safety emerged as a key finding both for users and professionals. In the governance and incentives research, risk emerged as a key concern for managers, frontline workers and users. The recognition of emotions and the importance of emotional labour at an individual and organizational level managed by emotionally intelligent leaders played an important role in promoting worker and patient safety and reducing workplace risk. Nurse managers need to be aware of the emotional complexities of their organizations in order to set up systems to support the emotional wellbeing of professionals and users which in turn ensures safety and reduces risk.

  12. Strengthening Bullying Prevention through School Staff Connectedness

    Science.gov (United States)

    O'Brennan, Lindsey M.; Waasdorp, Tracy E.; Bradshaw, Catherine P.

    2014-01-01

    The growing concern about bullying and school violence has focused national attention on various aspects of school climate and school connectedness. The current study examined dimensions of staff connectedness (i.e., personal, student, staff, and administration) in relation to staff members' comfort intervening in bullying situations (e.g.,…

  13. 28 CFR 551.32 - Staff supervision.

    Science.gov (United States)

    2010-07-01

    ... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Staff supervision. 551.32 Section 551.32 Judicial Administration BUREAU OF PRISONS, DEPARTMENT OF JUSTICE INSTITUTIONAL MANAGEMENT MISCELLANEOUS Inmate Organizations § 551.32 Staff supervision. (a) The Warden shall appoint a staff member as the...

  14. 20 CFR 900.5 - Staff.

    Science.gov (United States)

    2010-04-01

    ... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Staff. 900.5 Section 900.5 Employees' Benefits JOINT BOARD FOR THE ENROLLMENT OF ACTUARIES STATEMENT OF ORGANIZATION § 900.5 Staff. (a) The... the Act and performs such other functions as the Board may delegate to him. (b) Members of the staffs...

  15. Where Do I Stand? Examining the Effects of Leader-Member Exchange Social Comparison on Employee Work Behaviors

    Science.gov (United States)

    Vidyarthi, Prajya R.; Liden, Robert C.; Anand, Smriti; Erdogan, Berrin; Ghosh, Samiran

    2010-01-01

    Taking an approach integrating principles of leader-member exchange (LMX) differentiation with social comparison theory, we contend that subjective ratings by individuals of their LMX compared to the LMXs of coworkers (labeled LMX social comparison, or LMXSC) explain unique and meaningful variance in outcomes beyond LMX and the actual standing of…

  16. Cognitive and Other Strategies to Mitigate the Effects of Fatigue. Lessons from Staff Physicians Working in Intensive Care Units.

    Science.gov (United States)

    Henrich, Natalie; Ayas, Najib T; Stelfox, Henry T; Peets, Adam D

    2016-09-01

    Fatigue is common among physicians and adversely affects their performance. To identify strategies that attending physicians use when fatigued to maintain clinical performance in the intensive care unit (ICU). We conducted a qualitative study using focus groups and structured interviews of attending ICU physicians working in academic centers in Canada. In three focus group meetings, we engaged a total of 11 physicians to identify strategies used to prevent and cope with fatigue. In the focus groups, 21 cognitive strategies were identified and classified into 9 categories (minimizing number of tasks, using techniques to improve retention of details, using a structured approach to patient care, asking for help, improving opportunities for focusing, planning ahead, double-checking, adjusting expectations, and modulating alertness). In addition, various lifestyle strategies were mentioned as important in preventing fatigue (e.g., protecting sleep before call, adequate exercise, and limiting alcohol). Telephone interviews were then conducted (n = 15 physicians) with another group of intensivists. Structured questions were asked about the strategies identified in the focus groups that were most useful during ICU activities. In the interviews, the most useful and frequently used strategies were prioritizing tasks that need to be done immediately and postponing tasks that can wait, working systematically, using a structured approach, and avoiding distractions. ICU physicians reported using a variety of deliberate cognitive and lifestyle strategies to prevent and cope with fatigue. Given the low cost and intuitive nature of the majority of these strategies, further investigations should be done to better characterize their effectiveness in improving performance.

  17. The Staff Association, TREF, Finance Committee and CERN Council

    CERN Multimedia

    Staff Association

    2016-01-01

    The Staff Association, following its participatory and consensual approach, always tries to find the best possible agreements for the Organization and its staff. For this our main assets are in discussion and consultation with the management, explanatory work and persuasion at TREF, and in other meetings, with delegates from Member States. TREF (Tripartite Employment Conditions Forum), a forum for exchange and discussion "The objective of the Forum is to improve the decision-making process by giving those concerned the opportunity and time to understand fully the positions of all participants." (CERN / RTG / 8) The Tripartite Forum on Employment Conditions (TREF) was created by CERN Council in June 1994 and is composed of representatives of the Member States, the Management and the Staff Association. The forum is tasked with the studies of remuneration and employment conditions at CERN and does not have decision authority. As its name suggests, TREF allows an exchange of views between the th...

  18. Impact evaluation of domains of learning on Universal Work Precautions (UWP amongst nursing staff in a Tertiary Care Hospital, Western India

    Directory of Open Access Journals (Sweden)

    Rashmi Sharma

    2016-01-01

    Full Text Available Introduction: Second key strategy of National AIDS Control Program (NACP IV is comprehensive care and support by providing quality services through zero stigma and discrimination. Quality of services can be improved by eliminating stigma and discrimination and making health care provider aware of associated occupational hazards. Nursing staff play crucial role and are more at risk therefore their understanding, perception and skill must be assessed in different domains of learning to improve the contents and methodology of trainings. Material and Methods: Total 85 nursing staff underwent 1 day training in 3 batches focusing on Universal Work Precautions (UWP, Post Exposure Prophylaxis (PEP and sensitization of the participants towards PLHA (People living with HIV/AIDS. Their learning was evaluated under different domains (cognitive, psychomotor and affective using structured questionnaire. Results: In pretest evaluation scores showed minor and statistically not significant variations in terms of participant′s gender, age, designation work experience and status of having received any similar training in the past. Impact of the training was visible as overall mean scores increased from 10.6 ± 2.7 to 13.8 ± 5.8; gain being statistically highly significant (P value < 0.001. Gain was highest in cognitive (from 58% to 77% followed by psychomotor (from 48% to 62% and minimal in affective domain (from 75% to 76%. Conclusions: After undergoing the training, participants were benefitted more in cognitive domain than psychomotor and affective domain. Acquired knowledge, skill and communication skill if evaluated as done in this study will improve the methodology of such trainings making them more effective.

  19. Social insurance contributions for the persons employed in Poland and working on the basis of civil law contracts in another EU Member State

    Directory of Open Access Journals (Sweden)

    Dorota Dzienisiuk

    2017-03-01

    Full Text Available Determination of the legislation applicable to the payment of social insurance contributions for the persons employed in Poland and working on the basis of civil law contracts in another EU Member State depends on the correct qualification of the given type of an activity. It can be classified either as an activity of an employed person or as an activity of a self-employed person, taking into consideration Polish rules on overlapping of social insurance titles and the directive to treat all their incomes as if they were received in the Member State concerned.

  20. low back pain at work: knowledge and attitude of sectional heads at

    African Journals Online (AJOL)

    O

    Twenty-six (89.7%) of the participants reported no difficulty in managing staff members with low back pain. Seventeen (58.6%) participants had poor knowledge, while 37.9% had fair to good knowledge of managing. LBP at work. Twenty-two participants had a positive attitude towards managing staff members with low back.

  1. Motivating Millennials: Improving Practices in Recruiting, Retaining, and Motivating Younger Library Staff

    Science.gov (United States)

    Smith, Sara D.; Galbraith, Quinn

    2012-01-01

    Working with younger staff and student employees can be a challenge for library supervisors in a multigenerational workplace. Because members of the Millennial Generation have different work expectations, managers need to adjust to best meet their needs. By surveying its five hundred student employees, Brigham Young University's Harold B. Lee…

  2. Leader-member exchange and work-family interactions: the mediating role of self-reported challenge- and hindrance-related stress.

    Science.gov (United States)

    Culbertson, Satoris S; Huffman, Ann H; Alden-Anderson, Rachel

    2010-01-01

    The authors examined the relations among 4 components of the leader-member exchange (LMX) relationship (i.e., contribution, affect, loyalty, and professional respect) and the level of work-family conflict and work-family facilitation that an employee experiences. Further, the authors examined the mediating role of challenge- and hindrance-related self-reported stress on relations. In doing this, the authors linked positive and negative aspects of LMX, stressors, work-family conflict, and work-family facilitation. Data from a sample of full-time employed individuals support some hypothesized relations between components of LMX and work-family interactions. Also, results support the mediating role of hindrance-related stress in the relation between (a) the affect and loyalty components of LMX and (b) work-family conflict. The authors discuss the implications and limitations of their findings.

  3. SENIOR STAFF ADVANCEMENT COMMITTEE (SSAC)

    CERN Multimedia

    2000-01-01

    Composition and mandateThe Senior Staff Advancement Committee is composed of members nominated ad persona by the Director-General.The Committee examines proposals from Divisions concerning promotions to grade 13 in Career Path IX, changes of career path to Career Path IX and advancements to the exceptional grade in Career path VIII.The Director-General may consult the Committee on any matter related to senior staff careers.The Committee makes its recommendations to the Director-General.

  4. Better protecting staff working alone.

    Science.gov (United States)

    Swindlehurst, Darren

    2016-08-01

    Established four and a half years ago as a wholly-owned subsidiary of Dutch-headquartered personal security and critical communications solutions provider, Atus BV, Hereford-based Atus Systems has since established a strong UK-wide client base supplying personal pagers, wireless personal alarm units, and the associated infrastructure, predominantly to high secure mental health facilities, prisons, and detention centres. Recent months, however, mark a new chapter for it, with the launch of a 'unique' lone worker protection system able to identify such personnel's location even when they are indoors and out of range of GPS coverage, and a sophisticated two-way enterprise critical messaging system. As HEJ editor, Jonathan Baillie, discovered from MD, Darren Swindlehurst, the company will target both systems squarely at the NHS and private healthcare providers, as well as at its more 'traditional' customers.

  5. Implementing a High Performance Work Place in the Distribution and Logistics Industry: Recommendations for Leadership & Team Member Development

    Science.gov (United States)

    McCann, Laura Harding

    2012-01-01

    Leadership development and employee engagement are two elements critical to the success of organizations. In response to growth opportunities, our Distribution and Logistics company set on a course to implement High Performance Work Place to meet the leadership and employee engagement needs, and to find methods for improving work processes. This…

  6. A documentation of, and statements in reply to, articles in the weekly 'Der Spiegel', laying BMFT staff members open to the approach of punishable acceptance of advantage. Dokumentation von 'Spiegel'-Vorwuerfen 'Strafbare Vorteilsannahme BMFT-Mitarbeiter'

    Energy Technology Data Exchange (ETDEWEB)

    1988-03-28

    In connection with the occurrences in the Hanau nuclear firms Nukem and Transnuklear, the weekly magazine 'Der Spiegel' published a number of articles and statements on allegedly further irregularities and cases of misconduct by staff members of the Federal Ministry of Research and Technology, including alleged violation of the Non-Proliferation Treaty because of clandestine supply of plutonium to Pakistan and Libya. The documentation presents background information and the response by the Federal Ministry. (DG).

  7. Depression: Supporting a Family Member or Friend

    Science.gov (United States)

    Depression: Supporting a family member or friend Help a family member or friend dealing with depression get treatment and find resources. By Mayo Clinic Staff Helping someone with depression can be a challenge. If someone in your ...

  8. Well-connected leaders: the impact of leaders' social network ties on LMX and members' work attitudes.

    Science.gov (United States)

    Venkataramani, Vijaya; Green, Stephen G; Schleicher, Deidra J

    2010-11-01

    We examined the proposition that leaders' social network ties in the larger organization influence the quality of their leader-member exchange (LMX) with their employees, which, in turn, impacts these employees' job satisfaction and turnover intentions. Using multilevel, multisource data from a field study of 184 bank employees nested within 42 branch managers, we found that leaders who had higher quality relationships with their bosses and who were more central in their peer networks were perceived by their subordinates as having greater status in the organization and, therefore, were able to form higher quality relationships with them. Further, the effects of the leaders' perceived status on LMX were stronger when subordinates were less central in their own peer network. Finally, LMX mediated the impact of leaders' perceived status in the organization on subordinates' job satisfaction and turnover intentions. Implications for theory and practice are discussed. (c) 2010 APA, all rights reserved.

  9. The impact of health promotion on trachoma knowledge, attitudes and practice (KAP) of staff in three work settings in remote Indigenous communities in the Northern Territory.

    Science.gov (United States)

    Lange, Fiona D; Jones, Kelly; Ritte, Rebecca; Brown, Haley E; Taylor, Hugh R

    2017-05-01

    Globally, trachoma is the leading cause of infectious blindness and Australia is the only developed country with endemic trachoma. It is found in remote Indigenous communities burdened with poverty, overcrowding and poor hygiene. Lack of culturally appropriate health promotion, a small trachoma workforce and lack of awareness and support for trachoma elimination in general, were early barriers. A cross-sectional pre-post study using a convenience sample, was conducted in clinics, schools and community work-settings from 63 of the 82 remote Aboriginal communities identified as being at risk of trachoma in the Northern Territory (NT). The study assessed the effect of a multi-component health promotion strategy aimed at increasing knowledge, attitude and practice amongst health, education and community support settings staff. Data were collected between 2010 and 2012. The health promotion initiatives were introduced in communities in staggered delivery over a one-year period; 272 participants were surveyed at baseline and 261 at follow-up. Trachoma related knowledge, attitudes and practice increased across all settings and for all primary outcome measures. Across all settings, there was a significant increase in the proportion of participants reporting the most important thing to do if a child has a 'dirty' face is to 'wash it every time its dirty' (61.6% cf 69.7%; X2p = 0.047), a significant reduction in the proportion of respondents answering 'no' to the question "Is it normal for kids to have dirty faces in your community' (40.5% cf 29.6%; X2p = 0.009) and a significant increase in reported capacity to teach others about trachoma prevention (70.8% cf 83.3%; X2p attitude and practice amongst health, education and community support staff working with children and in remote NT communities. In the early stages of the trachoma health promotion program, this increased trachoma awareness and improved local workforce capacity and support for trachoma elimination in three

  10. Changing nutrition care practices in hospital: a thematic analysis of hospital staff perspectives

    OpenAIRE

    Laur, Celia; Valaitis, Renata; Bell, Jack; Keller, Heather

    2017-01-01

    Background Many patients are admitted to hospital and are already malnourished. Gaps in practice have identified that care processes for these patients can be improved. Hospital staff, including management, needs to work towards optimizing nutrition care in hospitals to improve the prevention, detection and treatment of malnutrition. The objective of this study was to understand how staff members perceived and described the necessary ingredients to support change efforts required to improve n...

  11. The Staff of Life.

    Science.gov (United States)

    Jones, Rebecca

    1994-01-01

    Some children have chronic illnesses that require diet modifications as part of their medical treatment. Advises school districts to hire a registered dietitian or look for resources at a local hospital or public health office. In addition, schools should work with parents, improve staff training, and conduct spot checks of school cafeterias. (MLF)

  12. Reduce, Manage or Cope: A Review of Strategies for Training School Staff to Address Challenging Behaviours Displayed by Students with Intellectual/Developmental Disabilities

    Science.gov (United States)

    Stoesz, Brenda M.; Shooshtari, Shahin; Montgomery, Janine; Martin, Toby; Heinrichs, Dustin J.; Douglas, Joyce

    2016-01-01

    Members of a knowledge translation and exchange (KTE) research team assessed the training needs of the teaching staff at a school for individuals with intellectual/developmental disabilities (IDD). In response to this need, KTE researchers retrieved peer-reviewed articles for training staff working with individuals with IDD who exhibit challenging…

  13. Academic staff involvement and openness to diversity in international educational organisations

    DEFF Research Database (Denmark)

    Selmer, Jan; Lauring, Jakob; Jonasson, Charlotte

    2013-01-01

    Joint work among academic staff is important for solving the ever-increasing number of complex tasks that are becoming part of everyday activities in higher education. At the same time, diversification and internationalisation may challenge collaboration processes and communication demands....... Speaking a shared language consistently could be a way of overcoming problems. Hence, this study focuses on the effect of shared language among academic staff on the relation between academic staff involvement in work processes and openness to diversity. This study draws on data from 489 Danish academic...... staff members in science departments of three universities. Results show positive associations between academic staff involvement and all openness-to-diversity variables (openness to informational, linguistic, value and visible diversity). Shared language had a positive effect on openness to surface...

  14. EFFECT OF COMPETENCE, LEADER-MEMBER EXCHANGE AND TEAMWORK ON WORK DISCIPLINE, JOB STRESS AND THEIR IMPACT ON EMPLOYEE PERFORMANCE OF CONSTRUCTION COMPANY IN EAST JAVA, INDONESIA

    Directory of Open Access Journals (Sweden)

    Suprawa T.A.

    2018-02-01

    Full Text Available Companies participating in an increasingly competitive world require strong employee support to build their long-term competitiveness. Therefore, performance should be a strategic value for the company. This study aims to evaluate the effect of competence, leader-member exchange and teamwork on work discipline, job stress and their impact on employee performance of Construction Company in East Java. The research method was quantitative approach with the sample of 230 respondents. Data were analyzed with Structural Equation Modeling using Amos 20.0 software. The results of this research show that competence has a significant influence on work discipline, but has no influence on job stress and performance. Leader-member exchange has a significant influence on work discipline, job stress, and employee performance. Teamwork has a significant influence on work discipline, but has no influence on job stress and employee performance. Work discipline and job stress have a significant influence on employee performance of Construction Company in East Java.

  15. Amendments to the Staff Rules and Regulations

    CERN Multimedia

    2003-01-01

    The Staff Rules and Regulations in force since 1 January 1996 are modified as follows: as from 1 April 2003 • Article R II 1.19 - Types and duration of contracts of staff members (page 15) as from 1 July 2003 Implementation of the category of local staff members Copies of this update are available in the divisional secretariats. In addition, Staff Rules and Regulations are available for consultation on the Web at http://cern.ch/hr-div/internal/admin_services/rules/default.asp Human Resources Division Tel. 74128

  16. Fatores associados à depressão relacionada ao trabalho de enfermagem Aspects associated to work-related depression on nursing staff

    Directory of Open Access Journals (Sweden)

    Marcela Luísa Manetti

    2007-04-01

    Full Text Available A depressão, problema enfrentado pelos profissionais de enfermagem, pode acarretar absenteísmo no trabalho. Este estudo teve por objetivo identificar evidências científicas sobre a ocorrência de depressão relacionada ao trabalho de enfermagem e caracterizar fatores desencadeantes e estratégias utilizadas para a prevenção da doença. Revisamos a literatura por meio de levantamento das pesquisas publicadas entre 1995-2005, em revistas indexadas nas bases nacionais e internacionais. Constatou-se que a saúde mental desses profissionais pode ser influenciada por fatores internos e externos ao trabalho. As estratégias propostas enfatizam o suporte administrativo, o relacionamento interpessoal e a divisão adequada do trabalho entre um número suficiente de profissionais. Estas estratégias devem estar apoiadas no gerenciamento da depressão, na redução do estresse laboral e na implantação de programas de atenção a Saúde do Trabalhador. Os resultados obtidos contribuem para com o avanço do conhecimento científico e como incentivo para a realização de novas pesquisas.The depression, problem faced by nursing professionals, can determine work absenteeism. This study intends to identify scientific evidence on the occurrence of work-related depression among nursing staff and to characterize the leading aspects of this illness and the strategies used to prevent it. To achieve these objectives a literature review was performed through published studies in the indexed journals of the international bases, from 1995 to 2005. The research disclosed that the mental health of the nursing workers can be influenced by internal and external work aspects. The proposed strategies emphasize the administrative support, the interpersonal relationship and the proper work division among an adequate number of professionals. These strategies should be supported by a depression management, a work-related stress reduction and the implementation of the

  17. Teachers' organizational citizenship behaviour: Considering the roles of their work engagement, autonomy and leader–member exchange

    NARCIS (Netherlands)

    Runhaar, P.R.; Konermann, J.; Sanders, K.

    2013-01-01

    The increasing demands that schools are confronted with recently, require teachers' commitment and contribution to school goals, regardless of formal job requirements. This study examines the influence of teachers' work context, in terms of autonomy and leader–membership exchange (LMX), on the

  18. University Restructuring and the Reconfiguration of Faculty Members' Work Context in a Public State University in Mexico

    Science.gov (United States)

    Montero-Hernandez, Virginia; Levin, John S.

    2013-01-01

    This study describes the effects of neo-liberal restructuring for universities upon the reconfiguration of academics' work context in a public state university in Mexico. Findings show that implementation of the federal program titled Faculty Enhancement Program during the late 1990s created a separation between traditional and new academic…

  19. Perceptions of academic administrators of the effect of involvement in doctoral programs on faculty members' research and work-life balance.

    Science.gov (United States)

    Smeltzer, Suzanne C; Sharts-Hopko, Nancy C; Cantrell, Mary Ann; Heverly, Mary Ann; Wise, Nancy; Jenkinson, Amanda

    Support for research strongly predicts doctoral program faculty members' research productivity. Although academic administrators affect such support, their views of faculty members' use of support are unknown. We examined academic administrators' perceptions of institutional support and their perceptions of the effects of teaching doctoral students on faculty members' scholarship productivity and work-life balance. An online survey was completed by a random sample of 180 deans/directors of schools of nursing and doctoral programs directors. Data were analyzed with descriptive statistics, chi-square analysis, and analysis of variance. Deans and doctoral program directors viewed the level of productivity of program faculty as high to moderately high and unchanged since faculty started teaching doctoral students. Deans perceived better administrative research supports, productivity, and work-life balance of doctoral program faculty than did program directors. Findings indicate the need for greater administrative support for scholarship and mentoring given the changes in the composition of doctoral program faculty. Copyright © 2017 Elsevier Inc. All rights reserved.

  20. STAFF VACANCY LIST

    CERN Multimedia

    Human Resources Division

    2002-01-01

    For economy reasons, it has been decided to stop printing and distributing this list to Staff Members. It can be found on the Web (LIST). Divisional Administrative Officers will receive an updated printed copy on a monthly basis and are asked to display this in a public place in their division. Copies will also be posted on the notice boards of the Administration Building (No. 60) in the glass-fronted cabinet (close to the lifts) and also on the notice board close to the Post Office. A copy will also be given to the Reception (Building No. 33). Human Resources Division Tel. 74606

  1. Staff Definitions of Challenging Behavior.

    Science.gov (United States)

    Elgie, Sarah; Hastings, Richard P.

    2002-01-01

    Fifty staff working with adults with mental retardation rated potentially challenging behaviors in terms of: (1) whether they thought the behaviors were challenging, and (2) whether the behaviors should be the focus of intervention. Results found that staff were less likely to identify as challenging those behaviors having negative effects on…

  2. Constructing robust selves after brain injury: positive identity work among members of a female self-help group.

    Science.gov (United States)

    Gelech, Jan; Bayly, Melanie; Desjardins, Michel

    2017-04-10

    Despite common experiences of identity damage, decline, and deterioration, many brain injury survivors succeed in reconstructing robust identities in the wake of injury. Yet, while this accomplishment greatly benefits survivors' quality of life, little is known about how positive identity work might be facilitated or enhanced in therapeutic institutions. Drawing on data from a women's self-help group, we argue that an egalitarian, reflective, strength-focused, and gender-segregated environment can provide female ABI (acquired brain injury) survivors with a fertile scene for identity enhancement and offer unique opportunities for collective identity development. Sociolinguistic interactional analysis revealed four types of positive identity work undertaken within the group: constructing competent selves; tempering the threat of loss and impairment; resisting infantilisation and delegitimisation; and asserting a collective gender identity. This identity work was facilitated by specific programme attributes and activities and contributed to the global project of decentring disability and destigmatising impairments and losses. We call for increased attention to identity issues in brain injury rehabilitation and argue that gender-segregated programming can provide a unique space for female survivors to construct empowering individual and collective identities after injury.

  3. The operating staff of nuclear power plants

    International Nuclear Information System (INIS)

    Schlegel, G.; Christ, W.

    1988-01-01

    The training of its staff is one of the pillars of the safe and economical operation of a power plant. This is why power plant owners began to systematically train their staff already in the 50s, and why they created central training facilities. Staff members who have undergone this training make an indispensable contribution to the acceptedly high safety and availability of German power plants. The substantial cost of creating training facilities and of schooling plant staff is considered to be an investment for the future. Low labour turnover permits careful observation and development of staff and leads to a high standard of knowledge and experience. (orig./HSCH) [de

  4. Working together – Using social media tools / enterprise tools (Sharepoint, Blogs, Wikis, Google Docs/Drive) to enhance staff collaboration – The KAUST library experience

    KAUST Repository

    Ramli, Rindra M.

    2015-06-01

    This paper describes the tools implemented by KAUST library to enhance collaboration among library staff. Highlights the features / functionalities of the implemented tools and their related success / constraints in achieving the desired targets.

  5. Union Members Are Community Members

    Science.gov (United States)

    Gray, David

    2013-01-01

    Unions serve their members' interests. But union members are also community members, and their interests go well beyond increasing pay and benefits. A local union president has found that his members are best served by participating in a community-wide coalition. Providing eyeglasses to needy students, promoting healthy eating, and increasing…

  6. Education and training of healthcare staff in the knowledge, attitudes and skills needed to work effectively with breastfeeding women: a systematic review.

    Science.gov (United States)

    Gavine, Anna; MacGillivray, Steve; Renfrew, Mary J; Siebelt, Lindsay; Haggi, Haggi; McFadden, Alison

    2016-01-01

    Current evidence suggests that women need effective support to breastfeed, but many healthcare staff lack the necessary knowledge, attitudes and skills. There is therefore a need for breastfeeding education and training for healthcare staff. The primary aim of this review is to determine whether education and training programs for healthcare staff have an effect on their knowledge and attitudes about supporting breastfeeding women. The secondary aim of this review was to identify whether any differences in type of training or discipline of staff mattered. A systematic search of the literature was conducted using the Cochrane Pregnancy and Childbirth Group's trial register. Randomised controlled trials comparing breastfeeding education and training for healthcare staff with no or usual training and education were included if they measured the impact on staff knowledge, attitudes or compliance with the Baby Friendly Hospital Initiative (BFHI). From the 1192 reports identified, four distinct studies were included. Three studies were two-arm cluster-randomised trials and one was a two-arm individual randomised trial. Of these, three contributed quantitative data from a total of 250 participants. Due to heterogeneity of outcome measures meta-analysis was not possible. Knowledge was included as an outcome in two studies and demonstrated small but significant positive effects. Attitudes towards breastfeeding was included as an outcome in two studies, however, results were inconsistent both in terms of how they were measured and the intervention effects. One study reported a small but significant positive effect on BFHI compliance. Study quality was generally deemed low with the majority of domains being judged as high or unclear risk of bias. This review identified a lack of good evidence on breastfeeding education and training for healthcare staff. There is therefore a critical need for research to address breastfeeding education and training needs of multidisciplinary

  7. An Observational Study to Evaluate the Medication Errors by Nursing Staff Working in Bushehr Medical Centers during one Year Interval (1385-1386)

    OpenAIRE

    Nasrin Zahmatkeshan; Razieh Bagherzadeh; Kamran Mirzaie

    2010-01-01

    Background: Medication errors refer to inappropriate use of drugs, can lead to harmful and serious consequent. Many factors contribute to incidence of these errors. To investigate this factors a descriptive analytic study was done that assess clinical staff medication errors in Bushehr medical centers. Methods: The participants were 400 clinical staff, including nurses, midwives and nurse assistances to complete designed medication errors questionnaire. This questionnaire include 2 parts, par...

  8. Why join the Staff Association

    CERN Multimedia

    Association du personnel

    2011-01-01

    Becoming a member of the Staff Association (SA) is above all a personal choice, showing that the joining person’s commitment and adherence to values such as solidarity, social cohesion, etc.In September, the SA launches a membership campaign to convince a maximum number to join, to inform, arouse interest and support. Posters, emails and individual contacts are part of the campaign programme, just like this editorial. As far as individual contacts are concerned, we ask you to give time and lend an ear to the delegates of your department in the Staff Council, who will approach you, in order to make an open and constructive discussion possible. Do not hesitate to ask questions and let them know your thoughts about the SA, as (constructive) criticism enables us to progress. The Staff Association and its role of collective representation The Staff Association, via its delegates, represents collectively all staff of the Organization before the Director-General and Member States. To do this, staff rep...

  9. Building workforce capacity to detect and respond to child abuse and neglect cases: A training intervention for staff working in emergency settings in Vietnam.

    Science.gov (United States)

    Flemington, Tara; Fraser, Jennifer

    2017-09-01

    Too many children are brought to hospital emergency departments on numerous occasions before they are recognised as victims of child abuse and neglect. For this reason, improving knowledge and response behaviors of emergency staff at all levels is likely to have a significant impact on better outcomes. An Australian based training programme was the first of its kind to address this issue in a Vietnamese Emergency Department. Titled 'Safe Children Vietnam', the programme aimed to improve knowledge, attitudes and reporting behaviors concerning child abuse in the emergency setting. A pre-post test design was used to evaluate the impact of 'Safe Children Vietnam' on emergency staff knowledge, attitudes and intentions to report child abuse and neglect. Emergency staff including doctors, nurses and healthcare staff (n=116) participated in the clinical training programme. Linear Mixed Model analyses showed that on programme completion, they were more likely to recognise serious cases of all types of abuse. The 'Safe Children Vietnam' programme was effective at improving emergency staff knowledge of child abuse and neglect. A systems wide approach may be necessary to impact on emergency staff attitudes towards reporting cases of abuse. Copyright © 2017 Elsevier Ltd. All rights reserved.

  10. Bullying in Senior Living Facilities: Perspectives of Long-Term Care Staff.

    Science.gov (United States)

    Andresen, Felicia J; Buchanan, Jeffrey A

    2017-07-01

    Resident-to-resident bullying has attracted attention in the media, but little empirical literature exists related to the topic of senior bullying. The aim of the current study was to better understand resident-to-resident bullying from the perspective of staff who work with older adults. Forty-five long-term care staff members were interviewed regarding their observations of bullying. Results indicate that most staff members have observed bullying. Verbal bullying was the most observed type of bullying, but social bullying was also prevalent. Victims and perpetrators were reported to commonly have cognitive and physical disabilities. More than one half of participants had not received formal training and only 21% reported their facility had a formal policy to address bullying. The implications of these results support the need for detailed policies and training programs for staff to effectively intervene when bullying occurs. [Journal of Gerontological Nursing, 43(7), 34-41.]. Copyright 2017, SLACK Incorporated.

  11. Making a real difference: Working for the IAEA

    International Nuclear Information System (INIS)

    2009-01-01

    The International Atomic Energy Agency (IAEA) offers challenging assignments and provides a stimulating multicultural environment for people who are interested in international work experience in a specific area of expertise. This brochure provides general information on the possibilities for employment as a Professional staff member of the IAEA and other information which may be useful to persons interested in joining the IAEA's Professional staff.

  12. STAFF MEETING

    CERN Multimedia

    Robert Aymar

    2005-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Thursday 12 January 2006 at 4:00 p.m. - Main Auditorium (bldg. 500) to convey my best wishes for the new year, to review CERN's activities during 2005 and to present the perspectives for this coming year. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (bldg. 31) and the AT Auditorium (bldg. 30). A simultaneous translation into English will be available in the main Auditorium. Best wishes for the festive season Robert AYMAR

  13. Staff meeting

    CERN Multimedia

    2006-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Thursday 18 January 2007 at 3:00 p.m. Main Auditorium (bldg.. 500) to convey my best wishes for the new year, to review CERN's activities during 2006 and to present the perspectives for this special year of the LHC start-up. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (bldg.. 31) and the AT Auditorium (bldg.. 30). Simultaneous translation into English will be available in the main Auditorium. Robert AYMAR

  14. STAFF MEETING

    CERN Multimedia

    2003-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Tuesday 13 January 2004 at 4:00 p.m. - Main Auditorium (bldg. 500) to convey my best wishes for the new year and to present a perspective of CERN's future activities. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (bldg. 31) and the AT Auditorium (bldg. 30). A simultaneous translation into English will be available in the main Auditorium. Robert AYMAR

  15. STAFF MEETING

    CERN Multimedia

    2004-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Tuesday 13 January 2004 at 4:00 p.m. - Main Auditorium (bldg. 500) to convey my best wishes for the new year and to present a perspective of CERN's future activities. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (bldg. 31) and the AT Auditorium (bldg. 30). A simultaneous translation into English will be available in the main Auditorium. Robert AYMAR

  16. Disparities in routine breast cancer screening for Medicaid managed care members with a work-limiting disability.

    Science.gov (United States)

    Weir, Sharada; Posner, Heather E; Zhang, Jianying; Jones, Whitney C; Willis, Georgianna; Baxter, Jeffrey D; Clark, Robin E

    2011-11-04

    Examine disparities in routine mammography for women who qualify for Medicaid, because of a work-limiting disability. Individual-level data were obtained for women enrolled in Massachusetts Medicaid Managed Care plans who met the 2007 Healthcare Effectiveness Data and Information Set (HEDIS) criteria for the breast cancer screening measure (n=35,171). Disability status was determined from Medicaid eligibility records. Mammography screening was modeled using multivariate logistic regression. Separate models for women with and without a disability were also estimated. Although unadjusted breast cancer screening rates were roughly equal for women with and without disability, after adjusting for confounders disability status had a significant negative association with screening mammography (OR=0.74; pdisability than for those without. Both groups benefited similarly from the first 26 ambulatory care visits, but the impact of additional visits on screening was much larger among women with disabilities. Nationwide, rates of routine mammography for Medicaid managed care plans averaged below 50% in 2006. Given that a majority of eligible women served by Medicaid have disabilities, and studies have shown that women with disabilities are more likely to be diagnosed with late stage disease, a focus on improving rates of screening for women with disabilities is overdue. Public Domain.

  17. Physiotherapist's role in the NASF: perception of coordinators and staff

    Directory of Open Access Journals (Sweden)

    Cássia Cristina Braghini

    Full Text Available Abstract Introduction: The work process in the Nucleus of Support for Family Health (NASF assumes the integration of its professionals with the family health staff. Objective: To present the perceptions of staff, coordinators of the Family Health Centers (CSF of reference, and NASF about the physiotherapist's role in the centers. Methods: This is a qualitative research guided by the case study method. The studied population was composed of the four coordinators of the CSF, the general coordinator of the centers, and eight members of NASF staff. Data collection consisted of semi-structured interviews with coordinators and focal group for the staff members. Data was analyzed using thematic content analysis. Results: The physiotherapist's role at NASF consists of actions about health education and disease prevention, organization and management of the flow of users with rehabilitation demand, prevention and treatment of occupational diseases and the development of complementary and integrative practices. The existence of obstacles in the work process of physiotherapists at NASF as disjointed planning of the Family Health Strategy (FHS and the prioritization of health rehabilitation activities was also highlighted. Conclusion: It is evident that the physiotherapist at NASF has an important role with the health teams, regarding the attention to demands of the municipality; however, the need to consolidate the matrix support and the collective action planning became evident.

  18. Using School Staff Members to Implement a Childhood Obesity Prevention Intervention in Low-Income School Districts: the Massachusetts Childhood Obesity Research Demonstration (MA-CORD Project), 2012-2014.

    Science.gov (United States)

    Blaine, Rachel E; Franckle, Rebecca L; Ganter, Claudia; Falbe, Jennifer; Giles, Catherine; Criss, Shaniece; Kwass, Jo-Ann; Land, Thomas; Gortmaker, Steven L; Chuang, Emmeline; Davison, Kirsten K

    2017-01-12

    Although evidence-based interventions to prevent childhood obesity in school settings exist, few studies have identified factors that enhance school districts' capacity to undertake such efforts. We describe the implementation of a school-based intervention using classroom lessons based on existing "Eat Well and Keep Moving" and "Planet Health" behavior change interventions and schoolwide activities to target 5,144 children in 4th through 7th grade in 2 low-income school districts. The intervention was part of the Massachusetts Childhood Obesity Research Demonstration (MA-CORD) project, a multisector community-based intervention implemented from 2012 through 2014. Using mixed methods, we operationalized key implementation outcomes, including acceptability, adoption, appropriateness, feasibility, implementation fidelity, perceived implementation cost, reach, and sustainability. MA-CORD was adopted in 2 school districts that were facing resource limitations and competing priorities. Although strong leadership support existed in both communities at baseline, one district's staff reported less schoolwide readiness and commitment. Consequently, fewer teachers reported engaging in training, teaching lessons, or planning to sustain the lessons after MA-CORD. Interviews showed that principal and superintendent turnover, statewide testing, and teacher burnout limited implementation; passionate wellness champions in schools appeared to offset implementation barriers. Future interventions should assess adoption readiness at both leadership and staff levels, offer curriculum training sessions during school hours, use school nurses or health teachers as wellness champions to support teachers, and offer incentives such as staff stipends or play equipment to encourage school participation and sustained intervention activities.

  19. Hospital Staff Shortage after the 2011 Triple Disaster in Fukushima, Japan-An Earthquake, Tsunamis, and Nuclear Power Plant Accident: A Case of the Soso District.

    Science.gov (United States)

    Ochi, Sae; Tsubokura, Masaharu; Kato, Shigeaki; Iwamoto, Shuichi; Ogata, Shinichi; Morita, Tomohiro; Hori, Arinobu; Oikawa, Tomoyoshi; Kikuchi, Antoku; Watanabe, Zenjiro; Kanazawa, Yukio; Kumakawa, Hiromi; Kuma, Yoshinobu; Kumakura, Tetsuo; Inomata, Yoshimitsu; Kami, Masahiro; Shineha, Ryuzaburo; Saito, Yasutoshi

    2016-01-01

    In 2011, Fukushima was struck by a triple disaster: an earthquake, tsunamis, and a nuclear accident. In the aftermath, there was much fear among hospital staff members about radiation exposure and many staff members failed to report to work. One objective is to measure this shortage in hospital staff and another is to compare the difference in recovery by hospital types and by categories of hospital staff. The monthly records of the number of staff members from May 2011 to September 2012 were extracted anonymously from the records of 7 local hospitals in the Soso district in Fukushima. Change in the number of staff was analyzed. Staff shortages at hospitals reached a maximum within one month after the disaster (47% reported to work). The shortage of clerks was the most severe (38% reported to work), followed by nurses (48% reported to work). The shortages remained even 18 months after the disaster. After a disaster in which the damage to hospital functions surpasses the structural damage, massive support of human resources in the acute phase and a smaller volume of support in the mid-term phase appear to be required, particularly for non-medical staff.

  20. The staff regulations of the Agency

    International Nuclear Information System (INIS)

    2002-01-01

    Following the first comprehensive review of the Provisional Staff Regulations conducted by the Secretariat, the Board of Governors approved on 12 June 2002 amendments to the Provisional Staff Regulations including the removal of the attribute 'provisional' from their title. The revised Staff Regulations of the Agency are set forth in this document for the information of all Members of the Agency. There is a subject index at the end of the document

  1. The Effect of Peer-to-Peer Training on Staff Interactions with Adults with Dual Diagnoses

    Science.gov (United States)

    Finn, Lori L.; Sturmey, Peter

    2009-01-01

    Researchers have demonstrated the importance of training behavioral skills to staff members working with consumers with developmental disabilities. A training program that does not rely solely on consultants or administrators may benefit human services agencies that have limited resources to allocate to training. In the present study, the…

  2. A study of the dose distribution in the region of the eye lens and extremities for staff working in interventional cardiology

    International Nuclear Information System (INIS)

    Domienik, J.; Brodecki, M.; Rusicka, D.

    2012-01-01

    The dose distributions at the region of eye lens and extremities of staff working in interventional cardiology were analyzed. The doses to physicians and nurses from three hospitals in Poland were measured with TL dosimeters (MCP-N) located on various places near eyebrows, on both fingers, wrists, knees and on the ankle. The procedures under investigation were coronary angiography (CA) and percutaneous coronary intervention (PCI), peacemaker and defibrillator implantations (PM/ICDs), cardiac resynchronization therapy with or without defibrillator implantations (CRT-D or CRT) and radiofrequency ablations (RFA). The study aimed at analyzing the distribution of radiation in selected anatomic regions, determining the typical locations of highest doses and estimating the dose ranges for selected types of procedures. The maximum registered doses per procedure to eye lens and ankle were 1.21 mSv and 1.46 mSv for CA PCI procedures, 0.02 mSv and 0.05 mSv for RFA and 0.13 mSv and 0.51 mSv for PM/ICDs, respectively. The maximum doses to fingers, wrists and knees were, accordingly, 2.11 mSv, 1.07 mSv and 0.77 mSv for CA PCI procedures, 0.38 mSv, 0.20 mSv and 0.04 mSv for RFA ones, 0.50 mSv, 0.25 mSv and 0.01 mSv for PM/ICDs procedures and 2.25 mSv, 1.12 mSv and 0.58 mSv for CRT and CRT-D ones. The factors which might influence the dose like utilized radiation, availability of additional protective equipment and position of the staff with respect to X-ray source were also analyzed. The annual doses for eye lens and extremities were estimated on the basis of individual annual workloads of the physicians participating in the study. The highest annual doses were revealed for physicians performing CA PCI procedures. Annual eye lens doses range up to 247 mSv indicating that the occupational limit for eye lens 150 mSv has been surpassed. In case of extremities the maximal estimated annual doses were 355 mSv, 136 mSv, 55 mSv and 328 mSv, for fingers, wrists, knees and for ankle

  3. Public nursing home staff's experience of participating in an intervention aimed at enhancing their self-esteem.

    Science.gov (United States)

    Wadensten, Barbro; Engström, Maria; Häggström, Elisabeth

    2009-11-01

    The aim of the present study was to gain an understanding of how nursing staff experienced participating in a training programme aimed at strengthening their self-esteem and empowering them, to determine whether participation benefited them in any way, and to describe their opinions about possible benefits or disadvantages. Staff working in institutions such as nursing homes have a low status in society. A training programme was introduced to staff in a public nursing home. It focused on helping them understand factors in the work situation that influence them and on empowering them. The study was explorative and qualitative in design. The participants in the programme were generally satisfied with it. Their opinions about the benefits they received from the programme can be described using three themes: 'improved communication skills', 'enhanced self-esteem' and 'sees work in a different light'. The most important finding of the present study is that it was possible to strengthen and empower staff. Staff members were generally pleased and satisfied with the content/organization of the training programme. They felt the programme had been of value to them by improving their communication skills and increasing their self-esteem. The present result could be of value to managers and educators working in the area of nursing home care when planning education and development activities for staff. Learning to communicate better and understand the social structure at the workplace could improve staff members' self-esteem, thereby enhancing the work situation and atmosphere as well as empowering the individuals.

  4. Staff rosters for 1979: environmental programs

    Energy Technology Data Exchange (ETDEWEB)

    1979-12-01

    The roster of the scientific and professional staffs of the Environmental Programs of the Department of Energy and Environment has been compiled as of December 1979. Staff members have been listed according to their organizational units, i.e., the Atmospheric Sciences Division, the Environmental Chemistry Division, the Oceanographic Sciences Division, and the Land and Freshwater Environmental Sciences Group. Educational background, research interests, professional activities, summary of experience at BNL, and selected publications have been included for each member listed.

  5. Autonomous home-care nursing staff are more engaged in their work and less likely to consider leaving the healthcare sector: a questionnaire survey.

    OpenAIRE

    Maurits, E.E.M.; Veer, A.J.E. de; Hoek, L.S. van der; Francke, A.L.

    2015-01-01

    Background: The need for home care is rising in many Western European countries, due to the ageing population and governmental policies to substitute institutional care with home care. At the same time, a general shortage of qualified home-care staff exists or is expected in many countries. It is important to retain existing nursing staff in the healthcare sector to ensure a stable home-care workforce for the future. However, to date there has been little research about the job factors in hom...

  6. Staff meeting

    CERN Multimedia

    2007-01-01

    I would like to invite all members of the CERN Personnel to a meeting on Wednesday 16 January 2008 at 3:00 p.m. Main Auditorium (bldg 500) to convey my best wishes for the new year, to review CERN’s activities during 2007 and to present the perspectives for 2008, the year of the LHC start-up. Closed-circuit transmission of the meeting will be available in the Council Chamber and in the AB Auditorium (Meyrin), the AB Auditorium (Prévessin), the IT Auditorium (Bldg. 31) and the AT Auditorium (Bldg. 30). Simultaneous translation into English will be available in the main Auditorium. Best wishes for the festive season! Robert AYMAR

  7. Interactional patterns between staff and clients with borderline to mild intellectual disabilities

    NARCIS (Netherlands)

    Reuzel, E.; Embregts, P.J.C.M.; Bosman, A.M.T.; van Nieuwenhuizen, A.; Jahoda, A.

    2013-01-01

    Background Client-centred models of care imply that clients should have a collaborative relationship with staff providing support. This study investigates whether dialogues between staff and clients in naturally occurring contexts reflect this collaborative ideal. Methods Nineteen staff members

  8. OGA Staff

    Science.gov (United States)

    We are a team of over 60 grants specialists, team leaders, and branch chiefs who work together to help financially support cancer research activities throughout the United States and around the world.

  9. Staff attitudes towards patients with schizophrenia.

    Science.gov (United States)

    Vendsborg, Per; Bratbo, Johanne; Dannevang, Anders; Hagedorn-Møller, Julie; Kistrup, Kristen; Lindhardt, Anne; Nordentoft, Merete

    2013-10-01

    Stigmatizing attitudes have been reported in international studies among staff in psychiatry. The authors wanted to investigate if this was the case in Denmark. A survey of attitudes among staff at two psychiatric units in Copenhagen was performed using the Mental Illness: Clinicians' Attitudes scales. The scales have 16 questions to which another four questions were added by the authors. A total of 548 staff members answered the questions (61 doctors and 487 other professionals). The majority of the respondents believed in the possibility of recovery for patients and only a minority associated a high degree of dangerousness with schizophrenia. The cause of the illness was mainly regarded as being biological, but all agreed to a bio-psycho-social aetiological approach. The majority of the respondents believed that the illness was chronic and agreed on the need for staff to also be aware of patients' somatic illness. The doctors did not question their role as "real doctors" or the scientific basis for psychiatry. The majority would not mind working with a colleague with schizophrenia, but about half would hesitate to disclose if they themselves were diagnosed with the illness. Being a woman working in community psychiatry with long experience and participation in a recovery educational programme was associated with less stigmatizing attitudes. The survey showed a relatively low level of stigmatizing attitudes. This runs counter to the results from international investigation. This trend could be interpreted both as a result of a shift towards a more recovery-oriented approach to treatment as well as a reflection of political correctness.

  10. Examination of the Relationship between Organizational Stress and Employee Performance: A Research on Staff Working on Provincial Directorate of Youth and Sports

    Science.gov (United States)

    Goksel, Ali Gurel; Caz, Cagdas; Yazici, Omer Faruk; Ikizler, Huseyin Can

    2017-01-01

    The purpose of this research is to study the relation between the level of organizational stress at the staff of the Youth Services and Sports Provincial Directorate and their performance. The study group of research, Istanbul province in the Uskudar district officials operating in the Youth Services and Sports Provincial Directorate constitute a…

  11. An Introduction to the Study of Staff Motivation in the Outdoor Education Industry (Taking the Issue of Wages As a Working Example).

    Science.gov (United States)

    Barnes, Peter

    1997-01-01

    Examines major theories in the study of motivation and their relevance to outdoor education staff. Explains the motivation construct and its components--drive, persistence, and effort. Discusses wages as a motivator in terms of employee expectations and perceptions of fairness, and the relative importance of extrinsic and intrinsic motivators for…

  12. Autonomous home-care nursing staff are more engaged in their work and less likely to consider leaving the healthcare sector: a questionnaire survey.

    NARCIS (Netherlands)

    Maurits, E.E.M.; Veer, A.J.E. de; Hoek, L.S. van der; Francke, A.L.

    2015-01-01

    Background: The need for home care is rising in many Western European countries, due to the ageing population and governmental policies to substitute institutional care with home care. At the same time, a general shortage of qualified home-care staff exists or is expected in many countries. It is

  13. Self Efficacy among University Academic Staff

    African Journals Online (AJOL)

    There was no significant difference between teaching staff and professional librarians on collective educators' self efficacy but significant difference existed between male and female academic staff on collective educators' self efficacy. The implication of the result in terms of collaborative work among academic staff was ...

  14. The impact of organizational support and leader-member exchange on the work-related behaviour of nursing professionals: the moderating effect of professional and organizational identification.

    Science.gov (United States)

    Trybou, Jeroen; Gemmel, Paul; Pauwels, Yarrid; Henninck, Charlene; Clays, Els

    2014-02-01

    The aim of this study was to examine the relations between perceived organizational support, the quality of leader-member exchange, in-role and extra-role behaviour, professional identification and organizational identification among registered nurses and nurse assistants. Theoretically, employees will reciprocate received beneficial treatment with positive attitudes and behaviour. Recently, it has been shown that this principle may be more complex than originally anticipated. A quantitative, cross-sectional survey design was used. The quality of social exchange and identification was scored by the involved registered nurses and nurse assistants; in-role and extra-role behaviour was rated by the head nurse. The survey was administered to nurses and nurse assistants (n = 196) working in five Belgian nursing homes. Data were collected from February-March 2012. Pearson correlation analyses, t-test analyses and hierarchical regression were used to analyse the data. Our results showed no relationship between perceived organizational support and leader-member exchange and in-role behaviour. A positive relationship was found between perceived organizational support and extra-role behaviour and a trend towards significance between leader-member exchange and extra-role behaviour. Organizational and professional identification moderated the relationship between perceived organizational support and extra-role behaviour. Our study demonstrates the importance of social exchange to nurses and nurse assistants and therefore nursing administrators and leaders. When registered nurses and nurse assistants perceive high-quality social exchange, they are more likely to go the extra mile on behalf of the organization. Fostering social identification could enhance this. © 2013 John Wiley & Sons Ltd.

  15. Tuesday, 24 April 2018: Ordinary General Assembly of the CERN Staff Association!

    CERN Multimedia

    Staff Association

    2018-01-01

    The Ordinary General Assembly is an opportunity for members of the Staff Association, and also non-members, to get an overview of: the Staff Association’s activities over the last year; the financial report and the estimated budget of the Staff Association; the work programme of the current year. This is very interesting for anyone wishing to learn about the work carried out by the CERN Staff Association. 2017 Activities Report Isabelle Mardirossian, Vice-President of the Staff Association, presented the 2017 Activities Report. The main aspects of the report were: a follow-up on the 2015 Five-yearly review: the decisions taken by the Council in December 2015, their implementation, and work that remains to be done; definition and implementation of the Promotion Guide and the 2018 MERIT Guidelines; work carried out within the CERN working groups, the subgroups of the Standing Concertation Committee (SCC) and the Pension Fund, on diverse themes such as religious practice in the workplace, mobility o...

  16. Job satisfaction or production? How staff and leadership understand operating room efficiency: a qualitative study.

    Science.gov (United States)

    Arakelian, E; Gunningberg, L; Larsson, J

    2008-11-01

    How to increase efficiency in operating departments has been widely studied. However, there is no overall definition of efficiency. Supervisors urging staff to work efficiently may meet strong reactions due to staff believing that demands for efficiency means just stress at work. Differences in how efficiency is understood may constitute an obstacle to supervisors' efforts to promote it. This study aimed to explore how staff and leadership understand operating room efficiency. Twenty-one members of staff and supervisors in an operating department in a Swedish county hospital were interviewed. The analysis was performed with a phenomenographic approach that aims to discover the variations in how a phenomenon is understood by a group of people. Six categories were found in the understanding of operation room efficiency: (A) having the right qualifications; (B) enjoying work; (C) planning and having good control and overview; (D) each professional performing the correct tasks; (E) completing a work assignment; and (F) producing as much as possible per time unit. The most significant finding was that most of the nurses and assistant nurses understood efficiency as individual knowledge and experience emphasizing the importance of the work process, whereas the supervisors and physicians understood efficiency in terms of production per time unit or completing an assignment. The concept 'operating room efficiency' is understood in different ways by leadership and staff members. Supervisors who are aware of this variation will have better prerequisites for defining the concept and for creating a common platform towards becoming efficient.

  17. Strengths and weaknesses of working with the Global Trigger Tool method for retrospective record review: focus group interviews with team members.

    Science.gov (United States)

    Schildmeijer, Kristina; Nilsson, Lena; Perk, Joep; Arestedt, Kristofer; Nilsson, Gunilla

    2013-09-24

    The aim was to describe the strengths and weaknesses, from team member perspectives, of working with the Global Trigger Tool (GTT) method of retrospective record review to identify adverse events causing patient harm. A qualitative, descriptive approach with focus group interviews using content analysis. 5 Swedish hospitals in 2011. 5 GTT teams, with 5 physicians and 11 registered nurses. 5 focus group interviews were carried out with the five teams. Interviews were taped and transcribed verbatim. 8 categories emerged relating to the strengths and weaknesses of the GTT method. The categories found were: Usefulness of the GTT, Application of the GTT, Triggers, Preventability of harm, Team composition, Team tasks, Team members' knowledge development and Documentation. Gradually, changes in the methodology were made by the teams, for example, the teams reported how the registered nurses divided up the charts into two sets, each being read respectively. The teams described the method as important and well functioning. Not only the most important, but also the most difficult, was the task of bringing the results back to the clinic. The teams found it easier to discuss findings at their own clinics. The GTT method functions well for identifying adverse events and is strengthened by its adaptability to different specialties. However, small, gradual methodological changes together with continuingly developed expertise and adaption to looking at harm from a patient's perspective may contribute to large differences in assessment over time.

  18. Elections of members to the Governing Board of the Pensions Fund

    CERN Document Server

    2004-01-01

    This year, two members and two alternates are to be elected. The candidates who obtain most votes will be elected members and the other candidates will be their alternates. Timetable (extract) : Monday 22 November 2004 Voting closes at 12 hrs. Counting of votes from 14.30 hrs. Tuesday 23 November 2004 Forwarding of results to the Communications Section for publication in the Bulletin of 29 November. ORGANISATION EUROPEENNE POUR LA RECHERCHE NUCLEAIRE CERN EUROPEAN ORGANIZATION FOR NUCLEAR RESEARCH CAISSE DE PENSIONS / PENSION FUND ELECTIONS - Pension Fund This candidature has been duly registered and is hereby presented in accordance with paragraph 6.h of the Regulations for Elections to the Governing Board of the Pension Fund. Candidate: Name : CHIAVERI First Name : Enrico I have been a CERN staff member since 1973 and have always been interested in our working conditions. As a member of the Executive Committee of the Staff Association I participated from 1980 to 1984 in the Working G...

  19. Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure

    Science.gov (United States)

    Qian, Jing; Wang, Bin; Han, Zhuo; Song, Baihe

    2017-01-01

    This research elucidates the role of ethical leadership in employee feedback seeking by examining how and when ethical leadership may exert a positive influence on feedback seeking. Using matched reports from 64 supervisors and 265 of their immediate employees from a hotel group located in a major city in China, we proposed and tested a moderated mediation model that examines leader-member exchange (LMX) as the mediator and emotional intelligence as well as work-unit structure as double moderators in the relationships between ethical leadership and followers’ feedback-seeking behavior from supervisors and coworkers. Our findings indicated that (1) LMX mediated the positive relationship between ethical leadership and feedback seeking from both ethical leaders and coworkers, and (2) emotional intelligence and work-unit structure served as joint moderators on the mediated positive relationship in such a way that the relationship was strongest when the emotional intelligence was high and work-unit structure was more of an organic structure rather than a mechanistic structure. PMID:28744251

  20. Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure

    Directory of Open Access Journals (Sweden)

    Jing Qian

    2017-07-01

    Full Text Available This research elucidates the role of ethical leadership in employee feedback seeking by examining how and when ethical leadership may exert a positive influence on feedback seeking. Using matched reports from 64 supervisors and 265 of their immediate employees from a hotel group located in a major city in China, we proposed and tested a moderated mediation model that examines leader-member exchange (LMX as the mediator and emotional intelligence as well as work-unit structure as double moderators in the relationships between ethical leadership and followers’ feedback-seeking behavior from supervisors and coworkers. Our findings indicated that (1 LMX mediated the positive relationship between ethical leadership and feedback seeking from both ethical leaders and coworkers, and (2 emotional intelligence and work-unit structure served as joint moderators on the mediated positive relationship in such a way that the relationship was strongest when the emotional intelligence was high and work-unit structure was more of an organic structure rather than a mechanistic structure.

  1. Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure.

    Science.gov (United States)

    Qian, Jing; Wang, Bin; Han, Zhuo; Song, Baihe

    2017-01-01

    This research elucidates the role of ethical leadership in employee feedback seeking by examining how and when ethical leadership may exert a positive influence on feedback seeking. Using matched reports from 64 supervisors and 265 of their immediate employees from a hotel group located in a major city in China, we proposed and tested a moderated mediation model that examines leader-member exchange (LMX) as the mediator and emotional intelligence as well as work-unit structure as double moderators in the relationships between ethical leadership and followers' feedback-seeking behavior from supervisors and coworkers. Our findings indicated that (1) LMX mediated the positive relationship between ethical leadership and feedback seeking from both ethical leaders and coworkers, and (2) emotional intelligence and work-unit structure served as joint moderators on the mediated positive relationship in such a way that the relationship was strongest when the emotional intelligence was high and work-unit structure was more of an organic structure rather than a mechanistic structure.

  2. Effect of the good school toolkit on school staff mental health, sense of job satisfaction and perceptions of school climate: Secondary analysis of a cluster randomised trial.

    Science.gov (United States)

    Kayiwa, Joshua; Clarke, Kelly; Knight, Louise; Allen, Elizabeth; Walakira, Eddy; Namy, Sophie; Merrill, Katherine G; Naker, Dipak; Devries, Karen

    2017-08-01

    The Good School Toolkit, a complex behavioural intervention delivered in Ugandan primary schools, has been shown to reduce school staff-perpetrated physical violence against students. We aimed to assess the effect of this intervention on staff members' mental health, sense of job satisfaction and perception of school climate. We analysed data from a cluster-randomised trial administered in 42 primary schools in Luwero district, Uganda. The trial was comprised of cross-sectional baseline (June/July 2012) and endline (June/July 2014) surveys among staff and students. Twenty-one schools were randomly selected to receive the Toolkit, whilst 21 schools constituted a wait-listed control group. We generated composite measures to assess staff members' perceptions of the school climate and job satisfaction. The trial is registered at clinicaltrials.gov (NCT01678846). No schools dropped out of the study and all 591 staff members who completed the endline survey were included in the analysis. Staff in schools receiving the Toolkit had more positive perspectives of their school climate compared to staff in control schools (difference in mean scores 2.19, 95% Confidence Interval 0.92, 3.39). We did not find any significant differences for job satisfaction and mental health. In conclusion, interventions like the Good School Toolkit that reduce physical violence by school staff against students can improve staff perceptions of the school climate, and could help to build more positive working and learning environments in Ugandan schools. Copyright © 2017 Elsevier Inc. All rights reserved.

  3. The systems psychodynamic experiences of organisational transformation amongst support staff

    Directory of Open Access Journals (Sweden)

    Martin Steyn

    2016-10-01

    Full Text Available Orientation: The unconscious impact of organisational transformation is often neglected and even denied. This research revealed the manifestation and impact of high levels and different forms of anxiety experienced by employees during transformation. Research objective: The objective was to study and describe the manifesting systems psychodynamic behaviour amongst support staff during organisational transformation. Motivation for the study: Organisational transformation is mostly researched from a leadership viewpoint. Little research data are available on the experiences of support staff on the receiving end of decisions about and implementation of transformation. Research design, approach and method: A qualitative approach within the phenomenological hermeneutic interpretive stance was used. The research was set in a government organisation. A semi-structured interview with four conveniently and purposefully chosen support staff members was thematically analysed using systems psychodynamics as theoretical paradigm. Main findings: Four themes manifested, namely de-authorisation and detachment, being bullied and seduced by leadership, the organisation in the mind as incompetent, and a dangerous and persecutory system. In the discussion, the basic assumptions and relevant constructs are interpreted. Practical implications: Understanding the transformation experiences of support staff could assist the industrial psychologist to facilitate appropriate support in coaching more junior staff towards increasing wellness and work performance. Contribution: Organisational transformation is highlighted as an anxiety provoking experience especially on the lower levels of the organisation. Its potentially deep and complex psychological impact could possibly derail parts of the system if not managed in a psychologically contained manner.

  4. Radiation monitoring of PET staff

    International Nuclear Information System (INIS)

    Trang, A.

    2004-01-01

    Full text: Positron emission tomography (PET) is becoming a common diagnostic tool in hospitals, often located in and employing staff from the Nuclear Medicine or Radiology departments. Although similar in some ways, staff in PET departments are commonly found to have the highest radiation doses in the hospital environment due to unique challenges which PET tracers present in administration as well as production. The establishment of a PET centre with a dedicated cyclotron has raised concerns of radiation protection to the staff at the WA PET Centre and the Radiopharmaceutical Production and Development (RAPID) team. Since every PET centre has differing designs and practices, it was considered important to closely monitor the radiation dose to our staff so that improvements to practices and design could be made to reduce radiation dose. Electronic dosimeters (MGP DMC 2000XB), which have a facility to log time and dose at 10 second intervals, were provided to three PET technologists and three PET nurses. These were worn in the top pocket of their lab coats throughout a whole day. Each staff member was then asked to note down their duties throughout the day and also note the time they performed each duty. The duties would then correlate with the dose with which the electronic monitor recorded and an estimate of radiation dose per duty could be given. Also an estimate of the dose per day to each staff member could be made. PET nurses averaged approximately 20 μ8v per day getting their largest dose from caring for occasional problematic patients. Smaller doses of a 1-2 μ8v were recorded for injections and removing cannulas. PET technologists averaged approximately 15 μ8v per day getting their largest dose of 1-5μ8v mainly from positioning of patients and sometimes larger doses due to problematic patients. Smaller doses of 1-2 μ5v were again recorded for injections and removal of cannulas. Following a presentation given to staff, all WA PET Centre and RAPID staff

  5. Classification of Staff Development Programmes and Effects Perceived by Teachers

    Science.gov (United States)

    De Rijdt, Catherine; Dochy, Filip; Bamelis, Sofie; van der Vleuten, Cees

    2016-01-01

    Educational institutions offer diverse staff development programmes to allow staff members to keep up with educational innovations and to guarantee educational quality. The current study investigates by means of a survey and semi-structured interviews whether the teacher perceives staff development as a management model, a shop-floor model or a…

  6. Multilevel Examination of Burnout among High School Staff: Importance of Staff and School Factors

    Science.gov (United States)

    O'Brennan, Lindsey; Pas, Elise; Bradshaw, Catherine

    2017-01-01

    Previous studies have linked teacher burnout with job performance, satisfaction, and retention; however, there has been limited exploration of potential individual and school contextual factors that may influence burnout. The current study examined high school staff members' reports of burnout as they relate to staff demographics and perceptions…

  7. Training Staff to Implement Brief Stimulus Preference Assessments

    Science.gov (United States)

    Weldy, Christina R.; Rapp, John T.; Capocasa, Kelli

    2014-01-01

    We trained 9 behavioral staff members to conduct 2 brief preference assessments using 30-min video presentations that contained instructions and modeling. After training, we evaluated each staff member's implementation of the assessments in situ. Results indicated that 1 or 2 training sessions for each method were sufficient for teaching each…

  8. Information for contractors' staff

    CERN Multimedia

    The Dosimetry Service

    2005-01-01

    We have observed a significant decrease in the number of completed Certificates for Work in Controlled Radiation Areas being submitted with applications for dosimeters for your staff. Henceforth, we shall no longer be able to issue dosimeters without a certificate, which must be signed by the employee and the contractor's radiation-protection expert. You can obtain the certificate form from the Dosimetry Service at Building 24/E-011 or from our Website: http://service-rp-dosimetry.web.cern.ch/service-rp-dosimetry/. Thank you for your understanding. The Dosimetry Service

  9. 2017 Elections to Staff Council

    CERN Multimedia

    Staff Association

    2017-01-01

    Make your voice heard, support your candidates! After verification by the Electoral Commission, all candidates for the elections to the Staff Council have been registered. It is now up to you, members of the Staff Association, to vote for the candidate(s) of your choice. We hope that you will be many to vote and to elect the new Staff Council! By doing so, you can support and encourage the women and men, who will represent you over the next two years. We are using an electronic voting system; all you need to do is click the link below and follow the instructions on the screen. https://ap-vote.web.cern.ch/elections-2017 The deadline for voting is Monday, 13 November at midday (12 pm). Elections Timetable Monday 13 November, at noon Closing date for voting Tuesday 21 November and Tuesday 5 December Publication of the results in Echo Monday 27 and Tuesday 28 November Staff Association Assizes Tuesday 5 December (afternoon) First meeting of the new Staff Council and election of the new Executive Committee The ...

  10. Attachment and coping of dementia care staff: The role of staff attachment style, geriatric nursing self-efficacy, and approaches to dementia in burnout.

    Science.gov (United States)

    Kokkonen, Taru-Maija; Cheston, Richard I L; Dallos, Rudi; Smart, Cordet A

    2014-07-01

    Past research suggests that dementia care staff are vulnerable to the development of burnout, which has implications for staff well-being and hence the quality of care for people with dementia. Studying personal vulnerability factors in burnout is important as it can guide staff training and support. Attachment theory suggests that adult attachment styles affect caregiving relationships and individuals' responses to stress, providing a framework for understanding caregivers' styles of coping. This cross-sectional survey study examined relationships between staff attachment styles, geriatric nursing self-efficacy, and approaches to dementia in burnout. Seventy-seven members of dementia care staff working on inpatient wards for older people completed self-report questionnaires. Insecure attachment, lower levels of self-efficacy, and more optimistic attitudes in staff were related to higher levels of burnout. Staff training on the role of attachment in dementia care is recommended. Further research is required to explore mediating factors between adult attachment styles and burnout. © The Author(s) 2013 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

  11. Patient and staff dose during hysterosalpinography

    International Nuclear Information System (INIS)

    Buls, N.; Osteaux, M.

    2001-01-01

    Hysterosalpingography (HSG) is a useful and widely employed technique which uses X-ray fluoroscopy to investigate the female genital tract. Fluoroscopy is assessed by a gynaecologist, a physician who is not always trained to work with ionising radiation. Dose-area product measurements in a group of 34 patients allowed an estimation of the median effective dose (0,83 mSv) and the median dose to the ovaries (1,63 mGy) of the patient per procedure. The dose to the staff was estimated using thermoluminescent dosimetry. The following median entrance surface doses were estimated per procedure: 0,22 mGy to the lens of the eye, 0,15 mGy to the neck at thyroid level and 0,19 mGy to the back of the hand. The annual eye dose limit could be exceeded if the gynaecologist is a member of the public. (author)

  12. Percepção dos efeitos do trabalho em turnos sobre a saúde e a vida social em funcionários da enfermagem em um hospital universitário do Estado de São Paulo Nursing staff perceptions of the effects of shift work on health and social life at the São Paulo State University hospital

    Directory of Open Access Journals (Sweden)

    Ester de S. Costa

    2000-06-01

    Full Text Available O trabalho em turnos existe desde o início da vida social dos homens, sendo utilizado em diferentes setores, como na indústria de produção de bens de consumo e de serviços. A área da saúde exige o sistema em turnos para manutenção de atividades durante 24 horas. Teve-se como objetivo identificar os sistemas de turnos em funcionários de enfermagem em um hospital universitário, avaliar a percepção sobre os prováveis efeitos do trabalho em turnos em sua saúde e vida social e o grau de participação desses funcionários na forma de organização de sua jornada. Trata-se de uma pesquisa descritiva e exploratória, cujos resultados foram obtidos mediante questionário aplicado a 348 funcionários da enfermagem do Hospital de Clínicas da Faculdade de Medicina de Botucatu, São Paulo. Dentre os resultados, observou-se que, em sua maioria, eles tinham menos de 40 anos, eram casados, do sexo feminino, com um filho pelo menos, cumprindo uma escala de turnos alternados, com freqüência de revezamento superior a quinze dias e referindo queixas de caráter neuro-psíquico, gastrintestinal e cardiovascular. Houve ainda queixas sobre relacionamento e tempo de convivência. Na maioria das vezes, era pouca a participação do funcionário na forma de organização de sua escala de trabalho.There is a relationship between shift work and the beginning of organized life. Health services require shift work to keep activities running twenty-four hours a day. This study thus aimed to identify nursing staff shift work systems in a university hospital, evaluate health workers' perceptions of the possible effects of shift work on their health and social life, and assess workers' participation in preparing nursing schedules. In terms of materials and methods, this was an exploratory and descriptive study with a sample of 348 nursing staff members, using an appropriate questionnaire. Most were married women under 40 with at least one child, working on

  13. Elections for staff representatives – Join, commit and vote!

    CERN Multimedia

    Staff Association

    2015-01-01

    The Staff Council is a statutory body representing collectively in the area of employment conditions all CERN staff members (MPE and MPA), as well as the pensioners, former Cernois. The Staff Council is the supreme representative body of the CERN staff and pensioners, which defines the main lines of the policy of the Staff Association. The Staff Council is composed of staff representatives (45 seats to represent staff members, and 5 for representing fellows and associate members), as well as delegates for pensioners (seven positions), designated by GAC-EPA. Every two years, the Council is renewed through elections. Concerning the 45 delegates representing staff members, all departments have a least two seats allocated, one in career paths AA to D and one in career paths E to H. This guarantees a fair distribution of seats among the various organizational units and career paths. The table below, shows the exact number of delegates per department and career paths. Staff members or fellows who want to participa...

  14. Sources of Job Stress and Job Satisfaction Reported by Direct-Care Staff of Large Residential Mental Retardation Facilities.

    Science.gov (United States)

    Buckhalt, Joseph A.; And Others

    1990-01-01

    An instrument measuring ratings of sources of job stress and satisfaction resulting from characteristics of residents and work conditions was completed by 136 direct-care staff members in 4 regional state mental retardation facilities. Differences by facility were noted. The instrument offers some unique information appropriate for studies of job…

  15. Predictors of staff-supportive organizational culture in assisted living.

    Science.gov (United States)

    Sikorska-Simmons, Elzbieta

    2008-03-01

    This study examined predictors of staff-supportive organizational culture in assisted living settings. The sample included 294 staff members in 52 facilities. Organizational culture was assessed according to staff perceptions of teamwork, morale, information flow, involvement, supervision, and meetings. Hierarchical linear modeling was used to examine the effects of organizational factors (i.e., facility size, chain membership, ownership, level of care, level of residents' disability) on staff-supportive organizational culture. More staff-supportive culture was associated with smaller facility size, chain membership, and a higher level of care. These findings point to the importance of organizational factors in shaping a staff-supportive organizational culture.

  16. Does staff diversity imply openness to diversity?

    DEFF Research Database (Denmark)

    Lauring, Jakob; Selmer, Jan

    2013-01-01

    Purpose – Post-secondary educational organizations are currently some of the most diverse settings to be found. However, few educational studies have dealt with staff diversity and hardly any has looked outside the USA. The purpose of this paper is to present a study of members of international...... university departments in Denmark. The authors set out to investigate the relationship between different types of staff diversity and openness to diversity in terms of linguistic, visible, value, and informational heterogeneity. Design/methodology/approach – This study uses responses from 489 staff members......, was unrelated or negatively associated with positive diversity attitudes. Originality/value – Few studies deal with the role of staff diversity and no prior studies the authors know of have examined the link between diversity types and openness to diversity....

  17. Improving staff selection processes.

    Science.gov (United States)

    Cerinus, Marie; Shannon, Marina

    2014-11-11

    This article, the second in a series of articles on Leading Better Care, describes the actions undertaken in recent years in NHS Lanarkshire to improve selection processes for nursing, midwifery and allied health professional (NMAHP) posts. This is an area of significant interest to these professions, management colleagues and patients given the pivotal importance of NMAHPs to patient care and experience. In recent times the importance of selecting staff not only with the right qualifications but also with the right attributes has been highlighted to ensure patients are well cared for in a safe, effective and compassionate manner. The article focuses on NMAHP selection processes, tracking local, collaborative development work undertaken to date. It presents an overview of some of the work being implemented, highlights a range of important factors, outlines how evaluation is progressing and concludes by recommending further empirical research.

  18. The Provisional Staff Regulations of the Agency

    International Nuclear Information System (INIS)

    1959-01-01

    In accordance with Article VII.E of the Statute and of the general principles approved by the General Conference in resolution GC.1(S)/RES/13, the Board of Governors has established 'the terms and conditions on which the Agency's staff shall be appointed, remunerated and dismissed.' The Provisional Staff Regulations thus approved and amended by the Board up to 15 January 1959 are reproduced in this document for the information of all Members of the Agency

  19. "Do you see what I mean?" staff collaboration in eating disorder units during mealtimes.

    Science.gov (United States)

    Hage, Trine Wiig; Rø, Øyvind; Moen, Anne

    2017-01-01

    Eating disorders are psychiatric illnesses with potentially life-threatening consequences. Inpatient treatment is typically required for the most severely ill patients, who are often emaciated or significantly malnourished. A core therapeutic objective is to normalize eating patterns and facilitate weight gain. These goals guide the efforts of milieu therapeutic staff working with this patient group, who support renourishment through the positive manipulation of a structured environment, as well via relational aspects. However, there is a lack of empirical research exploring inpatient staff members' perspectives concerning various aspects of this work. This article explore staff's teamwork during mealtimes on inpatient eating disorder units. Specifically, we investigated the collaborative strategies employed to support core therapeutic goals of meal completion and normalized eating behavior, while concurrently maintaining a supportive, friendly atmosphere during mealtimes. This was a exploratory qualitative study. Data was collected through 20 semi-structured in-depth interviews with staff members working on a specialized eating disorder unit. The interviews were performed after the conduction of meal time support. Cultural historical activity theory was used as the key theoretical tool for analysis. The analysis revealed three main themes: 1) strategic seating arrangements mediates division of labor, 2) the use of verbal and nonverbal communication as collaborative tools, and 3) the importance of experience as a collaborative resource. The present study found that mealtime collaborative strategies on inpatient EDUs were mainly of non-verbal nature, with level of experience as an important premise for staff collaboration. Greater awareness about how collegial collaboration is practiced may help staff members to learn routines and regulate scripts for mealtime practices.

  20. Work closely with the business office.

    Science.gov (United States)

    2011-05-01

    At the University of Pittsburgh Medical Center, members of the case management department work closely with the contracting and business department by pointing out payer issues and keeping the chief financial officer informed about payer requirements that could affect reimbursement. Case managers track payer issues on a dayto-day basis and report trends to the contracting department. Contracting staff obtain input from members of the case management department when negotiating or renegotiating contracts. Changes in payer contracts are communicated to the case management staff.