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PubMed2006

Attitudes towards second hand smoke amongst a highly exposed workforce: survey of London casino workers.

STUDY OBJECTIVE: To examine knowledge, attitudes and experiences of London casino workers regarding exposure to second hand smoke (SHS) in the workplace. DESIGN: Postal survey of 1568 London casino workers in 25 casinos who were members of the TGWU or GMB Trade Unions. MAIN RESULTS: Of the workers, 559 responded to the survey (36% response), 22% of whom were current smokers. Of the respondents, 71% report being nearly always exposed to heavy levels of SHS at work, and most (65%) want all working areas in their casino to be smoke-free. The majority (78%) are bothered by SHS at work, while 91% have wanted to move away from where they are working because of it. Fifty-seven per cent believe their health has suffered as a result of SHS. Of the workers who smoke at work, 59% believe that they would try to quit smoking if no one was allowed to smoke in the casino. CONCLUSIONS: The majority of responders are bothered by SHS, and many are concerned about the health impacts. Most want all working areas in their casino to be smoke-free. Despite difficulties in generalizing from this limited sample, these findings add weight to the argument that the legislation on smoking in public places in England should encompass all workplaces, without exemption.

Adult↗
PubMed1986

Relations between erythrocyte lithium efflux, blood pressure and family histories of hypertension and cardiovascular disease: studies in a factory workforce and hypertension clinic.

Sodium-dependent lithium efflux was measured in erythrocytes from 399 factory workers and 125 patients attending a hypertension clinic. Thirty-two factory workers had unsuspected essential hypertension (diastolic blood pressure phase V greater than 90 mmHg). These subjects had the same average erythrocyte lithium efflux as those with normal blood pressure, whereas lithium efflux was increased on average in the clinic hypertensives. Lithium efflux was greater in those subjects from both groups who had a family history of high blood pressure. Our clinic hypertensives did not have raised lithium efflux when they were matched for family history; the increased lithium efflux in the group as a whole (and in analysis of published reports) was explained by an excess of subjects with a family history of hypertension. Furthermore, when a family history of hypertension was present, lithium efflux was increased on average only in those whose relatives also had a cardiovascular event associated with their high blood pressure. These results, in conjunction with detailed analysis of the distributions of lithium efflux within the groups, suggest that, though not linked to blood pressure itself, an increase in lithium efflux is an inherited marker for those at risk from the cardiovascular complications associated with high blood pressure.

Adolescent↗
PubMed2003

Nursing values and a changing nurse workforce: values, age, and job stages.

OBJECTIVES: To identify the extent values are associated with age group and job stage; job satisfaction, productivity, and organizational commitment; as well as education, generation, ethnicity, gender, and role. BACKGROUND: Values direct the priorities we live by and are related to employee loyalty and commitment. Lack of congruency between a nurse's personal values and those of the organization decrease satisfaction and effectiveness and may lead to burnout and turnover. Little research has been done on whether values differ by age, generations, or job stages. METHODS: Nurses in all roles (N = 412) in three hospitals in Los Angeles County were randomly surveyed, using valid and reliable instruments to measure the variables of interest. RESULTS: Nurses in the top third for job satisfaction, organizational commitment, and productivity showed higher scores for many values including their associates, creativity, esthetics, and management, while those in the bottom third scored higher in economic returns only. Nurses in different generations differed little; younger generations placed higher values on economic returns and variety. CONCLUSIONS AND IMPLICATION: Management strategies to meet nurses' values and increase their satisfaction and retention are presented.

Adult↗
PubMed2006

Succession planning: multilevel organizational strategies for the new workforce.

Succession planning for staff and managers starts with a clear vision and strategic plan. It includes hiring, developing, and coaching all employees to meet new competencies. The implementation of succession planning requires commitment, vigilance, and engagement by all members of the nursing department. Partnerships with human resources and the education department are key for success. The author shares one medical center's experience with succession planning and ongoing strategies for success.

Career Mobility↗
PubMedDate not supplied

Service learning: preparing a healthcare workforce for the next century.

Service learning coupled with community-based education is an effective way for educators to prepare nurses for their roles in healthcare for the 21st century. Structuring the curriculum to provide learning experiences that prepare nurses to meet the healthcare needs of aggregates and populations is the responsibility of nursing faculty today. Students need opportunities to work both with and within communities as partners, as well as experiences with interdisciplinary collaboration, to achieve this goal. The authors describe how two disciplines within the university and a community in rural eastern North Carolina partnered to accomplish this task.

Attitude of Health Personnel↗