Informiranje bolnika je kompleksen proces in bolnik poleg informacij, ki mu jih posredujeta zdravnik o bolezni in zdravljenju ter medicinska sestra o zdravstveni negi, potrebuje še številne ...dopolnilne informacije za razumevanje samega procesa zdravljenja, stranskih učinkov in ukrepov v zvezi s tem ter informacije, ki mu olajšajo bivanje ter vplivajo na kakovost življenja v času zdravljenja. Merjenje zadovoljstva bolnikov z informiranjem mora biti usmerjeno v celovito oceno stanja in priprave projekta izboljšav, izvajanje izboljšav in vrednotenje le teh. Spremljanje zadovoljstva bolnikov je zdravstvenemu menedžmentu v pomoč pri ugotavljanju izobraževalnih potreb zaposlenih, odkrivanju področij, na katerih se pojavljajo organizacijski problemi, pri odkrivanju nepravilnosti v zdravstveni oskrbi bolnika in pri nagrajevanju in krepitvi delovne morale zaposlenih. Na Onkološkem inštitutu Ljubljana smo v zadnjih petih letih uvedli nekatere izboljšave, s katerimi smo želeli vplivati na stopnjo zadovoljstva bolnikov z informiranjem, komuniciranjem in edukacijo.
Aim To determine the level of job satisfaction of nursing
professionals in Slovenian hospitals and factors influencing
job satisfaction in nursing.
Methods The study included 4 hospitals selected ...from
the hospital list comprising 26 hospitals in Slovenia. The
employees of these hospitals represent 29.8% and 509
employees included in the study represent 6% of all employees
in nursing in Slovenian hospitals. One structured
survey questionnaire was administered to the leaders and
the other to employees, both consisting 154 items evaluated
on a 5 point Likert-type scale. We examined the correlation
between independent variables (age, number of years
of employment, behavior of leaders, personal characteristics
of leaders, and managerial competencies of leaders)
and the dependent variable (job satisfaction – satisfaction
with the work, coworkers, management, pay, etc) by applying
correlation analysis and multivariate regression analysis.
In addition, factor analysis was used to establish characteristic
components of the variables measured.
Results We found a medium level of job satisfaction in
both leaders (3.49 ± 0.5) and employees (3.19 ± 0.6), however,
there was a significant difference between their estimates
(t = 3.237; P = <0.001). Job satisfaction was explained
by age (P < 0.05; β = 0.091), years of employment (P < 0.05;
β = 0.193), personal characteristics of leaders (P < 0.001;
β = 0.158), and managerial competencies of leaders
(P < 0.000; β = 0.634) in 46% of cases. The factor analysis
yielded four factors explaining 64% of the total job satisfaction
variance.
Conclusion Satisfied employees play a crucial role in an
organization’s success, so health care organizations must
be aware of the importance of employees’ job satisfaction.
It is recommended to monitor employees’ job satisfaction
levels on an annual basis.
Aim To compare nursing leaders’ and employees’ perception of leaders’ leadership style, personality characteristics,
and managerial competencies and to determine the associations between these ...factors.
Methods The study included 4 out of 5 Slovenian major
hospitals selected from the hospital list; 1 hospital refused
to participate. The employees of these hospitals represent
30% of all employees in nursing in Slovenian hospitals and
the 509 employees included in the study represent 6%.
One structured survey questionnaire was administered to
the leaders and the other to employees, both consisting of
134 statements evaluated on a 5-point Likert-type scale.
The relationship between demographic data, leadership
style, leaders’ personality characteristics, and leaders’ training and managerial competencies was analyzed by correlation and multivariate regression analysis. The study took
place in April 2009.
Results Leaders and employees significantly differently
evaluated 13 out of 14 managerial competencies of the
leaders, where leaders rated themselves higher for vision
and goals, communication, conflict resolution - agreement, compromise, adjustment, motivation, interpersonal
relationships, problem solving, delegation, teamwork, decision making, emotional intelligence, and human resources development. Employees rated the leaders higher for
managing changes and conflict resolution - dominance
and avoidance.. Multivariate regression analysis showed
that managerial competencies were explained by leadership style, leaders’ training, leaders’ characteristics, and type
of employment in 86.1% of cases.
Conclusion Leaders in nursing too frequently used inappropriate leadership style. Forming a unique model for all
health care institutions in the country would facilitate the
evaluation of competencies and constant monitoring of
leaders’ work results.
Aim To investigate how nurses and physicians perceive organizational
culture, their integration into the organizational processes, and relations
within a health care team.
Methods We performed a ...cross-sectional study that included 106 physicians
and 558 nurses from 14 Slovenian hospitals in December 2005.
The hospitals were randomly selected. We distributed the questionnaires
on the same day to physicians and nurses during a morning shift. The
total number of distributed questionnaires represented a 20% of each
personnel category at each hospital. The following variables were studied:
organizational culture, integration of nurses and physicians in hospital
processes, and subordination of nurses to physicians.
Results Physicians and nurses favored a culture of internal focus, stability,
and control. Both groups estimated that they had a low level of
personal involvement in their organizations and indicated insufficient
involvement in work teams, while nurses also thought that they were subordinated
to physicians (mean ± standard deviation, 3.6 ± 0.9 on a scale
from 1 to 5) more than physicians thought so (2.7 ± 1.0; P<0.001).. Control
orientation correlated positively with the subordination of nurses
(P<0.005) and negatively with personal integration in an organization
(P<0.005).
Conclusion We found out that subordination of nurses can be explained
by market culture, level of personal involvement, and the level of education.
Our research showed that the professional growth of nurses was
mainly threatened by organizational factors such as hierarchy, control
orientation, a lack of cooperation and team building between physicians
and nurses, as well as insufficient inclusion of both physicians and nurses
into change implementation activities.
For the fun of it Powlison, Meredith
Sailing world,
06/2013, Letnik:
52, Številka:
5
Magazine Article
Practice isn't necessarily the means to an end for the adults who team race on Thursday nights at Hampton VA. Sailor Gary Bodie, who runs the member-only series, says he may compete against other ...clubs and wanted something that worked internally. The sailors had yet to race a traditional 3 vs. 3 match, but Bodie's been getting them up to speed in the club's five Sonars through a mix of drills and 2-on-2 racing.
