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Explore indexed PubMed citations for clinical trials, systematic reviews and public health research. Read source abstracts and follow each citation to its original PubMed record.

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PubMed1992

[Seroepidemiological analysis of hepatitis B virus infection between anesthesia personnel and hospital administration staffs in Changhua Christian Hospital].

For hospital personnel, transmission of virus is a common and serious occupational hazard. Other than suffering from physical discomfort, these infected hospital staffs may also transmit the disease to patients through their blood, mucous or secretion contamination. The purpose of this study is intended to understand the condition of hepatitis B virus infection between anesthetists and hospital administration staffs. Forty-six anesthetists (study group) and 90 hospital administration staffs (control group) were volunteers of the study. Blood samples for serologic and biochemical test of hepatitis B virus infection in each participant were proceeded from October to December 1990. To investigate personal recognition about hepatitis B infection, each was requested to fill up a questionnaire after blood sampling. We also retrieved the chart of all participators for their annual hepatitis B serologic result in order to find out the incidence of seroconversion. Among the 136 participators, 20 (14.7%) were HbsAg carriers. Only 28 (20.6%) of all the participators were free from infection and seronegative. However, it was found that there was no significant difference (P greater than 0.05) between the two groups, no matter in HbsAg positive or seronegative incidence. There was 10 (1.27%) incidence of seroconversion during 790 times of person-year observation. Though not significant (P less than 0.05), there was a double fold (2.2 times) seroconversion rate in the study group than that of the control group. Twenty (19.9%) seropositive participators knew that they are hepatitis B carrier or had been infected. Generally, anesthetists seemed better than hospital administration staffs in realizing that they were infected or carrier from the data of serological test.(ABSTRACT TRUNCATED AT 250 WORDS)

Adult↗
PubMed1990

Determining nursing retention strategy in a large public teaching hospital.

In 1988, the Los Angeles County University of Southern California Medical Center (LAC USC) surveyed 1,102 RNs (75% of its total RN population) to determine factors critical to nursing retention. The Nursing Retention Survey required participants to rank 46 retention factors related to compensation benefits, work environment, amount and type of work, work relationships, availability of support services, management practices, and opportunities for professional growth. This article reports survey responses for the ten most significant and ten least significant retention factors. Survey findings, which guided LAC USC in designing nursing retention strategies, show that RNs who stated that they would leave their jobs were consistently less satisfied with all the top-ranking important elements than those who would stay.

Attitude of Health Personnel↗
PubMed2004

Human resources: a common-sense discipline.

Being able to hire the right team members, keeping them engaged ina professional and productive environment, and avoiding litigation help keep the team functioning and meeting the everyday goals of providing quality patient care. Although these topics may seem complex, medical providers and professionals have resources available to them, such as the Human Resources department, the Medical Director, senior management,and legal counsel. Hiring the right people, creating a positive work environment, and avoiding litigation are all common sense principals that are relevant regardless of profession, industry, or company. Understanding how to apply the principles and concepts of Human Resources and personnel management can seem overwhelming: however, asking for help from the resources mentioned previously and applying the common sense information found in this article will help one to be a successful leader and practitioner.

Attitude of Health Personnel↗
PubMed1999

Managerial implications of calculating optimum nurse staffing in medical units.

A critical managerial decision in health care organizations is the staffing decision. We offer a model to derive an optimum mix of different staff categories that minimizes total cost subject to constraints imposed by the patient acuity system and minimum staffing policies in a medical unit of Fairbanks Memorial Hospital, Alaska. We also indicate several managerial implications on how our results and their sensitivity analyses can be used effectively in decision making in a variety of categories.

Alaska↗
PubMed2003

Reasons registered nurses leave or change employment status.

High turnover of nurses compromises patient care and adds to the cost of healthcare. To determine why nurses changed positions or left a midwestern health system, the authors surveyed registered nurses who voluntarily terminated or changed their employment status to as-needed (PRN) within a 9-month period. They discuss the most frequent reasons given for these changes and suggest solutions for retention.

Humans↗
PubMed2006

Predictors of sustained organizational commitment among nurses with temporary job contracts.

OBJECTIVE: To examine sociodemographic, work-related factors and psychological health as predictors of sustained organizational commitment among temporary hospital employees. BACKGROUND: The participants were 412 nurses who had a temporary job contract and reported being committed to their organization at baseline. METHODS: Organizational commitment was measured again 2 years later. RESULTS: The results of logistic regression analysis showed that age over 35 years, high job control, high participative safety, high perceived justice in decision making, and low psychological distress predicted sustained organizational commitment at follow-up. The change from temporary employment to a permanent job and high job control predicted sustained organizational commitment even after the effect of all the other predictors was taken into account. CONCLUSION: Organizations that employ temporary workers should pay attention to the job control and career prospects of temporary staff.

Adult↗