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At least 1,171 records · Page 65Linked to original sources
PubMed1997

Fatigue in the workforce of National Health Service Trusts: levels of symptomatology and links with minor psychiatric disorder, demographic, occupational and work role factors.

The aims of this study were: (1) to obtain a systematic estimate of the levels of fatigue in representative samples of the major occupational groups of health care workers; (2) to examine the relationship between fatigue and mental health as a function of occupational and work role factors; and (3) to test the proposition that fatigue arises from a combination of poor mental health and high job stress. Questionnaire data from 7720 NHS Trust staff was used. Higher levels of fatigue were reported among health care workers in comparison with general population figures. Highest levels of general fatigue, the subjective sensation of tiredness, were experienced by doctors (especially women doctors), professions allied to medicine and managers. Highest levels of fatigability, the onset of symptoms after exertion, were experienced by ancillary and nursing staff. Both general fatigue and fatigability were associated with high levels of psychological distress. Support was also found for the proposition that fatigue arises from a combination of poor mental health and high work demands.

Demography↗
PubMedDate not supplied

[The rejoining of the workforce of mothers during the first year of life of their child].

OBJECTIVES: To study the return to paid work between the 5th and 12th month after the birth of a child depending on socioeconomic and occupational characteristics of employed mothers. Furthermore, to analyse the differences at the time of returning to work (5th or 12th month) according to these characteristics. METHODS: Longitudinal study carried out on a sample of 528 primiparous or secundiparous women who have had a child in a public hospital in the city of Valencia and who have carried out a professional activity during pregnancy. Three cross-sectional cut off points were made; the first two days after childbirth, the second five months later and the third a year after the child was born. The information collection was conducted by means of a questionnaire. Uni and multivariate statistical analysis techniques have been used. RESULTS: Five months after childbirth the probability of returning to work was greater in women who worked with permanent contracts in the private sector (ORadjusted: 7.4) or public sector (ORadjusted: 7.8). Likewise it is higher in service workers (ORadjusted: 2.0), administrative staff (ORadjusted: 2.5) and professionals or technical workers (ORadjusted: 2.9). The probability of returning to paid work a year after childbirth is higher in the mother who works in the public sector with permanent or temporary contracts (ORadjusted: 21.0 and 5.1 respectively) and in the private sector with permanent contracts (ORadjusted: 5.1). It is also higher in service workers (ORadjusted: 2.2), in administrative staff (ORadjusted: 2.7) and professionals or technical workers (ORadjusted: 4.7). CONCLUSIONS: Childbirth may lead to a break in the working career of the woman. The socio-demographic and professional factors which might explain this break are low professional qualifications and unstable employment in private sector companies.

Adult↗
PubMed2003

Education for public health capacity in the nursing workforce: findings from a review of education and practice issues.

Current NHS policy highlights the importance of public health as a strategy to reduce health inequalities and to promote the health of communities, and nurses are recognised as key contributors to the public health function. Changes are also taking place in pre- and post-registration nurse education curricula, in the wake of recent education policy recommendations. However, progress towards effective educational preparation for nurses' public health function and the educational issues involved, has not been systematically charted. The study reported below investigated the adequacy of public health education and the issues involved in effective education practice through a literature review and interviews with key informants. Findings highlight issues concerned with programme outcomes, practice placement experiences, and continuing professional development. Findings are discussed, and implications and recommendations for educational and other key stakeholders are outlined.

Curriculum↗
PubMed2000

Workforce diversity: implications for the effectiveness of health care delivery teams.

This paper examines the implications of racial diversity for the self-perceived communication effectiveness of nursing care teams. An RN leads the nursing care team (NCT) and delivers care in collaboration with two or more nonlicensed caregivers. Overlap is intentionally designed into the roles of NCT members and the range of duties the team performs is generally expanded to include functions previously performed by personnel from centralized departments. NCTs are highly reliant on mutual respect and effective communication among team members. Team conflict and miscommunication can be exacerbated by the strong correlation between role on the nursing care team (NCT) and race. Verbatim transcripts of fourteen focus groups from two study hospitals were used to develop a grounded theory of the role that race plays in the self-perceived communication effectiveness of nursing care teams. Two themes that emerged from the focus group discussions constitute the overarching framework within which racially diverse team members evaluate team communication effectiveness: different perspectives and alternative realities. Three additional themes, social isolation, selective perception and stereotypes, that serve as reinforcing factors were also identified, i.e., these factors deepen the conflict and dissatisfaction with team communication that occurs as a natural consequence of the overarching framework of different perspectives and alternative realities. Leadership emerged as a powerful mitigating factor in the model of how race influences the self-perceived communication effectiveness of nursing care teams. Leaders who can transcend racial identity as evidenced by the ability to validate alternative realities and appreciate different perspectives appear to moderate the potential negative effects of racial diversity on team communication processes and strengthen the positive aspects of diversity.

Communication Barriers↗
PubMed2003

Graduate programs: what is their contribution to the training of the public health workforce?

OBJECTIVES: To determine characteristics of community health/preventive medicine and community health education graduate programs. METHODS: Forty-eight graduate programs were identified as potential respondents and sent a written survey to complete. RESULTS: Forty programs responded; 82% of programs accredited or applying for accreditation responded. During the 1998-1999 period, 3456 students were enrolled and 773 students graduated from these programs, 91% earning the master of public health (MPH) degree. Two thirds of students were employed while enrolled in these programs. CONCLUSION: Graduate programs train a significant number of public health students, meeting the needs of health professionals with flexible course formats in locations where schools of public health are not available.

Accreditation↗
PubMed1998

Power shift: creating an empowered workforce.

To do more with less requires being able to empower others so that they are accountable and responsible. In many situations, staff resist empowerment and often make comments to the effect that it is the manager's job to get certain things done--not theirs! In moving toward empowerment, the most difficult first step must be a personal step to gain insight into the type of power the manager uses to achieve outcomes. If in the process of self-examination they find that their personal style of power does not support empowerment, then they must first make a power shift to a style that creates an environment where staff empowerment can be accomplished.

Decision Making, Organizational↗
PubMed2003

Chronic illness, treatment choice and workforce participation.

Choices with respect to labor force participation and medical treatment are increasingly intertwined. Technological advances present patients with new choices and may facilitate continued employment for the growing number of chronically ill individuals. We examine joint work/treatment decisions of end stage renal disease patients, a group for whom these tradeoffs are particularly salient. Using a simultaneous equations probit model, we find that treatment choice is a significant predictor of employment status. However, the effect size is considerably smaller than in models that do not consider the joint nature of these choices.

Adult↗