Suchergebnisse

Currently, in the course of domestic healthcare transformation, there is a need to focus on the experience and documents containing the principles of regular internal evaluation of the effectiveness and competencies of employees based on target indicators. The new evaluation model is focused on obtaining indicators in digital form and comparing them with target values. To improve and develop approaches to such an assessment, the study of historical experience, chronological analysis and historical comparisons is of great importance. The healthcare workers evaluation system has a centuries-old history, and a universal objective evaluation model has not been developed at present.

The primary goal of this thesis is to identify, evaluate, and control occupational hazards that may exist in health care facilities. Due to the complex nature of health care facilities, healthcare workers are always challenged by an imposing group of occupational hazards. The magnitude and diversity of these hazards, and the constantly changing nature of government regulations make it difficult to guarantee absolute protection and accuracy of the material contained herein. However, awareness of the risks, compliance with basic preventive measures, and adequate interventions are all essential components to consider in protecting healthcare workers. Therefore, potential health effects of various hazards such as back injuries, heat, noise, infectious hazards, pharmaceutical hazards, chemicals, exposure to radiation, and prevalent psychosocial (stress) problems are reviewed, and rational approaches to managing and preventing these problems are offered. This thesis also presents a broad overview of hospital safety programs, and job safety analyses; it offers assistance in understanding and complying with regulations and guidelines issued by the Centers for Disease Control and Prevention (CDC), the Occupational Safety and Health Administration (OSHA), the National Institute for Occupational Safety and Health (NIOSH), and the Joint Commission on Accreditation of Healthcare Organizations (JCAHO).

Objective: To verify aspects related to the perception of healthcare workers regarding hand hygiene. Methods:
Cross-sectional study in a emergency care unit at a university hospital in Belo Horizonte. A structured
questionnaire was applied to nursing and medical staff. The statistic program SPSS was used, descriptive and
univariate analysis were made. Results: Healthcare workers attributed as high the impact of infections on
clinical evolution of patients and the effectiveness of hand hygiene in controlling those infections. The rate for
self-reported compliance to hand hygiene was 76.0% for the nursing staff and 72.5% for medical staff, but lower
than 60.0% for coworkers. Conclusions: Healthcare workers perceive hand hygiene as an effective measure to
control infection and recognize that compliance rates of hand hygiene among health teams in general are low.

The purpose of this guide is to provide an introduction to human factors for healthcare workers. As this guide is written for all healthcare settings (primary, secondary, community, and pre-hospital care), it is not focused on any one particular domain of healthcare. The content of this guide draws upon the human factors research literature. The recommendations in this guide may not necessarily always match current Health Service Executive (HSE) policies. However, these recommendations should still be considered within the context of local and national policies, procedures, guidlines, legislation, and regulations that relates to patient/service user safety and quality of care.

Abstract
This paper investigates the meaning of conscience in providing healthcare and Slovak healthcare workers' lived experience of conscience. It draws on data from semi-structured interviews with eleven healthcare professionals. The data was analyzed using a phenomenological hermeneutic interpretation. Two main themes relating to the lived experience of conscience were derived—preserving one's conscience integrity, by satisfying one's conscience in order to sustain it, using defense mechanisms for protection, following one's inner conviction, and respecting the patient's individuality and having a troubled conscience in relation to external factors, medical procedures and options, and demands by the authorities. The results are discussed in relation to the literature.

Previous research indicates that Canadian healthcare workers, particularly long-term care (LTC) workers, are frequently composed of immigrant and racialized/visible minorities (VM) who are often precariously employed, underpaid, and face significant work-related stress, violence, injuries, illness, and health inequities. Few studies, however, have analyzed the contributions and impact of their labor in international contexts and on global communities. For instance, it is estimated that over CAD 5 billion-worth of remittances originate from Canada, yet no studies to date have examined the contributions of these remittances from Canadian workers, especially from urbanized regions consisting of VM and immigrants who live and/or work in diverse and multicultural places like Toronto. The present study is the first to investigate health and LTC workers' roles and behaviors as related to remittances. The rationale for this study is to fill important knowledge gaps. Accordingly, this study asked: Do health/LTC workers in the site of study send remittances? If so, which workers send remittances, and who are the recipients of these remittances? What is the range of monetary value of annual remittances that each worker is able to send? What is the purpose of these remittances? What motivates the decision to send remittances? This mixed-methods study used a single-case design and relied on interviews and a survey. The results indicate that many LTC workers provided significant financial support to transnational families, up to CAD 15,000 annually, for a variety of reasons, including support for education and healthcare costs, or as gifts during cultural festivals. However, the inability to send remittances was also a source of distress for those who wanted to assist their families but were unable to do so. These findings raise important questions that could be directed for future research. For example, are there circumstances under which financial remittances are funded through loans or debt? What are the implications for the sustainability and impact of remittances, given the current COVID-19 pandemic and its economic effect of dampening incomes and wages, worsening migrants' health, wellbeing, and quality of life, as well as adversely affecting recipient economies and the quality of life of global communities?

PurposeThe purpose of this paper is to explore the relationships between workplace bullying, organizational justice dimensions and intentions to leave. The authors posit that workplace bullying is positively related to intentions to leave, and that this effect is transmitted through lower justice perceptions.Design/methodology/approachThe authors surveyed 146 healthcare workers, using factor analysis and the Preacher and Hayes (2008) PROCESS macro to test their hypotheses.FindingsThe study results indicate that workplace bullying is positively associated with intentions to leave. This effect is transmitted through lower entity-based distributive justice perceptions.Research limitations/implicationsThe study sample was cross-sectional and collected at a single point in time. Future research should examine these relationships in a longitudinal method.Practical implicationsThe study results suggest that when a healthcare worker experiences bullying in the workplace, they begin to perceive their organization as more unfair. These negative feelings toward their organization lead to a desire to permanently separate from the organization. These results suggest that workplace bullying has serious ramifications for turnover, and that healthcare organizations can mitigate these negative effects by increasing perceptions of organizational justice through being transparent about their decisions and the process going into this decision-making.Originality/valueThese findings extend existing research by empirically testing the effects of workplace bullying on intentions to leave within the healthcare industry.

Blood-borne pathogens (BBP) represent remarkable occupational risks for healthcare workers (HCWs). Avoiding occupational blood exposure is a basis of prevention of the blood-borne pathogens (BBP). The effectiveness of the prevention strategies depends on the compliance and adherence to the program by healthcare-facility personnel. The aim of this study was to evaluate Turkish HCWs' compliance with Universal Precautions (UP). An analytic, cross-sectional, countrywide survey study was performed in hospital settings, (n = 5145) in 30 hospitals in 19 cities. In total, 1726 of the 5143 (33.6%) participants' behaviors were accepted as satisfactory for compliance with UP. The hepatitis knowledge levels of 2,650 (51.5%) participants were found to be satisfactory. In the multivariate analysis, working at a surgical site (P = 0.004), living in a rich region (P = .007) and the existence of a health office for HCWs (p = .000) were found to be contributor factors for HCWs' compliance with UP. Conversely, being a nurse (P = .000) and HBV/HCV carrier status (P = .039) were significant preventing predictors for HCWs' compliance with UP. Along with the other well-known predictive factors, regional economic status and a health office for HCWs are contributors for compliance with UP. (C) 2011 Elsevier Ltd. All rights reserved.

Blood-borne pathogens (BBP) represent remarkable occupational risks for healthcare workers (HCWs). Avoiding occupational blood exposure is a basis of prevention of the blood-borne pathogens (BBP). The effectiveness of the prevention strategies depends on the compliance and adherence to the program by healthcare-facility personnel. The aim of this study was to evaluate Turkish HCWs' compliance with Universal Precautions (UP). An analytic, cross-sectional, countrywide survey study was performed in hospital settings, (n = 5145) in 30 hospitals in 19 cities. In total, 1726 of the 5143 (33.6%) participants' behaviors were accepted as satisfactory for compliance with UP. The hepatitis knowledge levels of 2,650 (51.5%) participants were found to be satisfactory. In the multivariate analysis, working at a surgical site (P = 0.004), living in a rich region (P = .007) and the existence of a health office for HCWs (p = .000) were found to be contributor factors for HCWs' compliance with UP. Conversely, being a nurse (P = .000) and HBV/HCV carrier status (P = .039) were significant preventing predictors for HCWs' compliance with UP. Along with the other well-known predictive factors, regional economic status and a health office for HCWs are contributors for compliance with UP. (C) 2011 Elsevier Ltd. All rights reserved.

Purpose: The general objective of the study is to identify the determinants of motivation among healthcare workers in rural Kenya. The specific objectives of this study are:

To identify individual determinants of motivation among healthcare workers in Kenya,
To Identify organizational determinants of motivation among healthcare workers,
To Identify social and community determinants of motivation among healthcare workers

Methodology: In order to optimize the results, this study employed the desktop literature review method. In this method, raw data is not collected from the population. Instead, it focuses on previously published peer-reviewed journals. This enables a broader understanding of the subject matter in question. In identifying the appropriate journals, a systematic search was conducted using Google Scholar, PubMed and ProQuest databases.
Unique contribution to theory, practice and policy: The researcher suggests that empirical research should be conducted in the public sector in the rural setting, incorporating moderating and mediating variables for more conclusive results.

Since 1981 the Centers for Disease Control and Prevention has recommended that healthcare workers receive vaccination against influenza in an effort to reduce transmission of the virus to their colleagues and to the vulnerable people in their care. To date inadequate progress has been made in terms of increasing yearly healthcare worker influenza vaccination rates. In this article the author reviews influenza epidemiology, prevention, vaccination, and evidence related to vaccination benefits; and discusses the elimination of barriers to vaccination. Voluntary interventions to increase vaccination rates are described. The benefits and challenges of mandatory vaccination, including both mandating of individual vaccination and institutional vaccination programs are reviewed. In the conclusion, the author advocates for rejecting mandatory individual vaccination and supporting institutional mandates that protect the right of the individual to decline vaccination for religious, medical, or philosophical reasons.