ABSTRACT
Healthy work environments that maximise the health and well-being of nurses are essential in achieving good patient and societal outcomes, as well as optimal organisational performance. While studies have been conducted on healthy work environments, there is no available evidence that an integrative literature review summarising best-practice recommendations related to healthy work environments has been conducted before. This review aimed to summarise existing best-practice recommendations related to a healthy work environment for nurses. An integrative literature review following the approach adapted from Whittemore and Knafl was used. Existing guidelines related to healthy work environments for nurses were searched. EBSCOhost (CINAHL, Medline), Biomed Central, Science Direct, PubMed and Google Scholar and organisational websites via Google were searched, followed by a citation search. Twelve guidelines were identified for data extraction and synthesis, and themes were subsequently formulated. Four themes emerged from the integrative literature review regarding a healthy work environment for nurses: (1) the need for effective nursing leadership, (2) effective communication as central to enhancement of a healthy environment, (3) effective teamwork as an integral part of a healthy work environment and (4) the need for professional autonomy. In summary, a healthy work environment for nurses requires leadership, effective communication, teamwork and professional autonomy.
Subject(s)
Humans , Female , Healthy Worker Effect , Practice Guideline , Health Facility Environment , Nurses , Nursing Staff, HospitalABSTRACT
Objectif : Evaluer la situation de job strain et les manifestations psychosomatiques ressenties par les personnels soignants des hôpitaux de Pointe-Noire. Méthodologie : L'étude était une enquête transversale analytique. Un auto-questionnaire monté selon le modèle « demande-contrôle-soutien ¼ de KARASEK, avait été utilisé pour recueillir de manière anonyme des données sociodémographiques, des informations relatives à l'état de santé, à leur poste de travail et d'identifier des facteurs de risques psychosociaux. Résultats : Sur l'ensemble des cent cinquante (150) soignants retenus, 47,02% présentaient une faible latitude décisionnelle contre 52,98% avec une forte latitude. La forte demande psychologique était perçue par 50,33% des soignants contre 49,67% avec une faible demande. La situation de job strain était retrouvée chez 26,67% des soignants. Les services des urgences et de médecine étaient les plus exposés avec respectivement 25% et 20% du personnel en situation de job strain. Une faible ancienneté au travail prédisposait à une perception de job strain plus élevée. Les médecins spécialistes et les infirmiers représentaient les catégories professionnelles les plus tendus avec respectivement 42,86% et 30,23% des individus concernés. Un lien statistique était retrouvé entre d'une part le job strain et d'autre part les troubles musculosquelettiques et l'auto-estimation de l'impact du travail sur la santé. Conclusion : Les risques psychosociaux notamment le stress sont une préoccupation réelle dans les établissements de soins et cette enquête a permis de noter qu'ils pourraient avoir des conséquences sur la santé des soignants à Pointe-Noire.
Objective: To assess the job strain situation and the psychosomatic manifestations felt by the health care worker of the Pointe-Noire hospitals. Methodology: It was an analytical cross-sectional survey. A self-questionnaire set up according to the KARASEK "demand-control-support" model had been used to anonymously collect sociodemographic data, information on their health situation, at their workplace and identify psychosocial risk factors. Results: of one hundred and fifty (150) caregivers considered, 47.02% had low decision latitude versus 52.98% with high latitude. The high psychological demand was felt by 50.33% of the medics versus 49.67% with a low demand. The job strain situation was found among 26.67% of medics. Emergency and medical departments were the most exposed with 25% and 20% of staff in a job-strain situation respectively. Low job seniority predisposed to a higher feeling of job-strain. Specialist doctors and nurses represented the most strained professional categories with 42.86% and 30.23% of the individuals concerned respectively. A statistical relation was found between job strain on the one hand and musculoskeletal trouble and self-estimation of the impact of work on health on the other hand. Conclusion: Psychosocial risks, particularly stress, are a real concern in health institutions and this survey note that there could be impact on medics' health in Pointe-Noire.
Subject(s)
Humans , Male , Female , Psychophysiologic Disorders , Stress, Physiological , Occupational Stress , Nursing Staff, Hospital , Perception , Personnel, Hospital , CongoABSTRACT
Introduction. Les professions sanitaires sont exposées au risque d'infection virale B et C des accidents résultant du contact professionnel avec les milieux biologiques. Les données sur les accidents exposant au sang (AES) sont rares en Afrique noire. Le but de notre étude était d'évaluer la prévalence des AES au sein du personnel soignant en milieu hospitalier à Ndjamena. Méthodes. Il s'agissait d'une étude transversale réalisée du 8 Août au 8 Novembre 2015 dans cinq hôpitaux de la ville de Ndjamena à l'aide d'un questionnaire standardisé administré par des enquêteurs à des agents de santé. Résultats. le taux de participation à l'enquête était faible (34,2%). Parmi les personnes interrogées, 60,2% affirmaient avoir eu un AES, surtout des infirmiers (57%). Seuls 38% déclaraient administrativement leur accident. L'attitude après un AES était insuffisante et consistait essentiellement en une désinfection et une sérologie de la personne source (51,9%). Une formation sur les hépatites virales avait été reçue par 44 des agents interrogés (12%). La couverture vaccinale VHB, le portage des anticorps anti VHC et de l'AgHBs étaient respectivement de 38,7%, 1,6% et de 13%. Conclusion. La prévalence des AES est élevée chez les agents de santé de Ndjamena. Leurs connaissances sur les hépatites B et C sont insuffisantes. De ce fait, la mise en Åuvre d'un programme de sensibilisation sur les hépatites et la vaccination du personnel s'avère indispensable
Subject(s)
Chad , Nursing Staff, Hospital , Occupational ExposureABSTRACT
Objective:To analyse the effect of Kenya's Emergency Hiring Plan for nurses on their inequitable distribution in rural and underserved areas.Methods We used data from the Kenya Health Workforce Informatics System on the nursing workforce to determine the effect of the Emergency Hiring Plan on nurse shortages and maldistribution. The total number of nurses; the number of nurses per 100 000 population and the opening of previously closed or new heath facilities were recorded. Findings Of the 18 181 nurses employed in Kenya's public sector in 2009; 1836 (10) had been recruited since 2005 through the Emergency Hiring Plan. Nursing staff increased by 7in hospitals; 13in health centres and 15in dispensaries. North Eastern province; which includes some of the most remote areas; benefited most: the number of nurses per 100 000 population increased by 37. The next greatest increase was in Nyanza province; which has the highest prevalence of HIV infection in Kenya. Emergency Hiring Plan nurses enabled the number of functioning public health facilities to increase by 29. By February 2010; 94 of the nurses hired under pre-recruitment absorption agreements had entered the civil service.Conclusion The Emergency Hiring Plan for nurses significantly increased health services in Kenya's rural and underserved areas over the short term. Preliminary indicators of sustainability are promising; as most nurses hired are now civil servants. However; continued monitoring will be necessary over the long term to evaluate future nurse retention. The accurate workforce data provided by the Kenya Health Workforce Informatics System were essential for evaluating the effect of the Emergency Hiring Plan