Evaluation of professional knowledge and attitudes on dementia patient care: a trans-cultural adaptation of an evaluation instrument

Objective To describe the trans-cultural adaptation of the evaluation instrument entitled Atenció Sanitària de Les Demències: la visió de L' Atenció Primarià from Catalan into versions in Portuguese for doctors and nurses. This study evaluates the knowledge and perspectives of these professionals in their treatment of patients diagnosed with dementia in cases of primary care. Method The adaptation followed internationally accepted rules, which include the following steps: translation, synthesis, back-translation, revision by a committee of specialists, and a test run with 35 practicing doctors and 35 practicing nurses in Brazil's Family Health Strategy (Estratégia Saúde da Família, or ESF in Portuguese). Results The translation, synthesis, and back-translation steps were performed satisfactorily; only small adjustments were required. The committee of specialists verified the face validity in the version translated into Portuguese, and all of the items that received an agreement score lower than 80% during the initial evaluation were revised. In the test run, the difficulties presented by the health care professionals did not reach 15% of the sample, and therefore, no changes were made. Conclusion The Portuguese translation of the instrument can be considered semantically, idiomatically, culturally, and conceptually equivalent to the original Catalan version and is, therefore, appropriate for use in Brazil.

Burnout and associated factors in employees of a Swiss teaching hospital

Background Working in a teaching hospital is a highly stressful occupation, which can lead to burnout. The consequences of burnout in health professionals can be very serious, both for themselves and patients. The aim of this cross-sectional study was to assess the extent of burnout and associated factors in hospital employees. Methods In the Fall of 2007, all employees of a Swiss teaching hospital were invited to complete a job satisfaction survey. It included the work-related burnout scale (scored 0-100) of the Copenhagen Burnout Inventory (CBI-French version), measuring the degree of physical and psychological fatigue and exhaustion perceived as related to the person's work; a high degree of burnout was defined as a score _50. Logistic regression analyses were used to determine factors associated with a high degree of burnout. Results A total of 4575 individuals returned the questionnaire (response rate 54%). Of them, 1503 (33%) had a high degree of burnout. The rate of burnout was higher among women (34.3% versus 30.5%, P = 0.012) and respondents younger than 40 years (37.7% versus 28.6%, P < 0.001). Executives were less prone to burnout than employees (27.1% versus 33.9%, P < 0.0019). Rates of burnout differed by profession: nurses and physicians had higher rates than administrative and logistic staff (42.8% and 37.4% versus 25.6% and 20.9%, respectively P < 0.001). Burnout was inversely associated with job satisfaction. In multivariate analysis, factors associated with burnout were overall dissatisfaction (OR 3.23; 95% CI 2.66-3.91), dissatisfaction with workload (OR 2.09; 95% CI 1.74-2.51) and work-life balance (OR 2.25; 95% CI 1.83-2.77), being a woman (OR 1.56; 95% CI 1.28-1.90), working fulltime (OR 1.41; 95% CI 1.08-1.85) and working as a nurse, a physician or in the psychosocial sector. Conclusions One-third of respondents, mostly nurses and physicians, experienced burnout and had lower levels of job satisfaction. The factors associated with burnout may help to tailor programmes aiming at reducing burnout at both the individual and organizational level within the hospital.

Nursing staff sizing in the emergency room of a university hospital

OBJECTIVE To verify the adequacy of the professional nursing staff in the emergency room of a university hospital and to evaluate the association between categories of risk classification triage with the Fugulin Patient Classification System. METHOD The classification of patients admitted into the emergency room was performed for 30 consecutive days through the methodology proposed by Gaidzinski for calculating nursing requirements. RESULTS The calculation determines the need for three registered nurses and four non-registered nursing for each six hour shift. However, only one registered nurse and four non-registered nurse were available per shift. There was no correlation between triage risk classification and classification of care by the Fugulin Patient Classification System. CONCLUSION A deficit in professional staff was identified in the emergency room. The specificity of this unit made it difficult to measure. To find the best strategy to do so, further studies should be performed.

School Leader Update, January 2008

Monthly newsletter produced by Iowa Department of Education

School Leader Update, April 2007

Monthly newsletter produced by Iowa Department of Education

School Leader Update, October 2006

Monthly newsletter produced by Iowa Department of Education

School Leader Update, November 2006

Monthly newsletter produced by Iowa Department of Education

School Leader Update, December 2006

Monthly newsletter produced by Iowa Department of Education

School Leader Update, January 2007

Monthly newsletter produced by Iowa Department of Education

School Leader Update, February 2007

Monthly newsletter produced by Iowa Department of Education

Measuring professional satisfaction and nursing workload among nursing staff at a Greek Coronary Care Unit

ABSTRACT Objective To explore potential associations between nursing workload and professional satisfaction among nursing personnel (NP) in Greek Coronary Care Units (CCUs). Method A cross-sectional study was performed involving 66 members of the NP employed in 6 randomly selected Greek CCUs. Job satisfaction was assessed by the IWS and nursing workload by NAS, CNIS and TISS-28. Results The response rate was 77.6%. The reliability of the IWS was α=0.78 and the mean score 10.7 (±2.1, scale range: 0.5-39.7). The most highly valued component of satisfaction was “Pay”, followed by “Task requirements”, “Interaction”, “Professional status”, “Organizational policies” and “Autonomy”. NAS, CNIS and TISS-28 were negatively correlated (p≤0.04) with the following work components: “Autonomy”, “Professional status”, “Interaction” and “Task requirements”. Night shift work independently predicted the score of IWS. Conclusion The findings show low levels of job satisfaction, which are related with nursing workload and influenced by rotating shifts.

Le couvent de Romainmôtier du début de l'époque clunisienne à la fin du XIIe siècle : étude archivistique, diplomatique et historique, suivie de l'édition du chatrier

Les chartes de l'ancien couvent de Romainmôtier constituent une source d'information essentielle pour l'histoire du Pays de Vaud aux Xe et XIe siècles. Toutefois, malgré leur importance, elles n'ont jamais fait l'objet d'une étude d'ensemble. Les historiens dépendent encore aujourd'hui de transcriptions partielles et fautives, imprimées au XIXe siècle. Afin de remédier à cette carence historiographique, Alexandre Pahud, qui a réuni l'ensemble des documents entre 888 et 1190, propose dans sa thèse de doctorat, soutenue à l'Université de Lausanne le 25 novembre 2008, une édition critique de tous ces textes, selon les principes de l'érudition moderne. Si les Archives cantonales vaudoises conservent la majeure partie de la documentation, d'autres institutions en Suisse et à l'étranger fournissent un apport substantiel concernant Romainmôtier avant le XIIIe siècle. Il s'agit en particulier des Archives de l'Etat de Fribourg, des Archives de l'Etat de Berne et de la Bibliothèque royale de Turin. En raison d'une importante dispersion des fonds, A. Pahud a entrepris de reconstituer le chartrier du couvent, tel qu'il devait exister à l'époque médiévale. Pour cela, il s'est basé sur les notes dorsales qui figurent au verso des parchemins, ainsi que sur les anciens inventaires. La méthode utilisée a permis de retrouver plusieurs chartes du début de l'an mil, sous la forme de copies intégrales, ainsi qu'une vingtaine de notices en allemand résumant des actes des Xe-XIIe siècles, tous ces textes étant demeurés inconnus des spécialistes. Ainsi, la thèse de A. Pahud démontre qu'il est possible d'apporter de nouveaux matériaux destinés à enrichir notre connaissance de cette période reculée et mal documentée au niveau local. En parallèle, l'auteur de la thèse a mené une expertise diplomatique des chartes de Romainmôtier, c'est-à-dire une étude de leurs caractéristiques matérielles et formelles. A l'examen, il apparaît que les moines ont davantage acquis de biens qu'ils n'en ont concédé à des tiers, symptôme d'un patrimoine en voie de formation. Les actes privés, qui relatent des transactions entre le monastère et ses voisins, représentent le 80% du corpus étudié. Ils sont rédigés tantôt au présent et à la première personne, tantôt au passé et à la troisième personne, lorsqu'ils ne mélangent pas les deux types de discours. Leur valeur juridique est assurée par une liste de témoins, à défaut de tout scellement. Dans la majorité des cas, un unique scribe établit son texte en une seule fois, après la cérémonie sanctionnant le transfert de propriété. Jusqu'en 1050, ce sont généralement des personnes extérieures à Romainmôtier qui instrumentent au profit du couvent; par la suite, les clunisiens reprennent à leur compte la confection des actes qui les concernent. Curieusement, on constate une disparition radicale de l'acte privé à Romainmôtier entre 1167 et 1198, phénomène qui tranche complètement sur la conjoncture régionale. Dans la dernière partie de sa thèse, A. Pahud présente une nouvelle histoire du couvent de Romainmôtier, qui aborde à la fois les questions politiques et les structures socioéconomiques. Durant le premier tiers du XIe siècle, les clunisiens de Romainmôtier bénéficient de la protection du dernier roi de Bourgogne, Rodolphe III (993-1032), qui fonde la puissance temporelle du monastère. A cette époque, l'institution est administrée directement par l'abbé de Cluny, Odilon, responsable de Romainmôtier à titre personnel. Cependant, la disparition de Rodolphe III, dont la succession est contestée, inaugure une période de grave insécurité dans nos régions. Ces troubles profitent avant tout aux seigneurs locaux, qui prennent appui sur un château pour imposer leur domination au détriment des pouvoirs ecclésiastiques. Au milieu du XIe siècle, les possessions de Romainmôtier, qui s'étendent de chaque côté du Jura, sont menacées par trois puissants lignages, les Grandson, les Salins et les Joux. Face à cette situation périlleuse, les religieux s'adressent tour à tour au pape, à l'empereur germanique, ainsi qu'aux comtes de Bourgogne, dépositaires d'une autorité publique en Franche-Comté. Mais bien souvent, les moines doivent transiger avec leurs adversaires, en passant avec eux des accords coûteux et fragiles. Cela n'empêche pas qu'une certaine coopération s'établisse à l'occasion avec le monde laïque, qui contribue par ses aumônes au développement économique du monastère. Romainmôtier tire ses principales ressources de l'agriculture, tant au Pays de Vaud qu'en Franche-Comté; le travail de la vigne est bien attesté sur La Côte, dès la fin du Xe siècle, tandis que l'élevage ne joue qu'un rôle secondaire; là où ils sont bien implantés, les moines parviennent à prendre le contrôle des moulins; à Salins (France), ils exploitent eux-mêmes le sel nécessaire à leurs besoins. L'ensemble de ces observations s'appuie sur des tableaux et des annexes, qui ajoutent à la critique interne des sources une dimension quantitative. Afin de divulguer les résultats obtenus, A. Pahud envisage de publier prochainement sa thèse dans les Mémoires et documents de la Société d'histoire de la Suisse romande.

Cost of nursing turnover in a Teaching Hospital

Abstract OBJECTIVE To map the sub processes related to turnover of nursing staff and to investigate and measure the nursing turnover cost. METHOD This is a descriptive-exploratory study, classified as case study, conducted in a teaching hospital in the southeastern, Brazil, in the period from May to November 2013. The population was composed by the nursing staff, using Nursing Turnover Cost Calculation Methodology. RESULTS The total cost of turnover was R$314.605,62, and ranged from R$2.221,42 to R$3.073,23 per employee. The costs of pre-hire totaled R$101.004,60 (32,1%), and the hiring process consumed R$92.743,60 (91.8%) The costs of post-hire totaled R$213.601,02 (67,9%), for the sub process decreased productivity, R$199.982,40 (93.6%). CONCLUSION The study identified the importance of managing the cost of staff turnover and the financial impact of the cost of the employee termination, which represented three times the average salary of the nursing staff.

Annual Report, Fiscal Years 2004 - 2006

DAS was established on July 1, 2003, by consolidating the departments of General Services, Information Technology, Personnel, and the Accounting Bureau of the Department of Revenue and Finance. In introducing our new department, you outlined four goals of this consolidation: 1. Improve service to customers, 2. Save money, 3. Streamline, and 4. Enhance resource flexibility for state government managers. Launch of the new department signaled more than just the consolidation of state government infrastructure providers. It also marked the first large-scale rollout of entrepreneurial management, a business model characterized by a customer-focused approach to delivering services in a competitive marketplace. In entrepreneurial management organizations, business decisions are motivated by the desire to meet customer needs and by rewards or consequences for financial performance. We’re pleased to provide this Annual Report for your review and trust you will agree that entrepreneurial management in state government is a viable working concept and remains a valuable asset to Iowans.

Departure Survey Report, 2005

This project was initiated by the Department of Personnel, now the Department of Administrative Services (DAS)– Human Resources Enterprise (HRE), to assist executive branch agencies in determining why employees leave their employ or state government as well as provide insight into past employee perceptions of their employer. As the workforce continues to age and at the same time the available workforce declines, employers must have data to manage their turnover effectively.