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Objective To investigate the current state of nurse leaders′leadership and nurse physician cooperation, to explore the relationship between them, and to provide reference for improving nurse physician cooperation situation. Methods Totally 193 nurse leaders were recruited who were participated in Anhui nursing management training courses. A series of questionnaires were used to collect data, including general information, competency inventory for registered nurse, nurse physician cooperation scale. Results One hundred and eighty- two questionnaires were valid. The score of nurse managers′leadership was (27.85±6.27) points,while the score of nurse physician cooperation scale was (68.31±11.67) points. Hierarchical regression analysis showed that the control of general information, leadership for the interpretation of the nurse physician cooperation level increased by 27.3% (△R2 = 0.273, P = 0.000). Conclusions Hospital managers can adopt effective strategies to raise the level of nurses' leadership, which further increases the nurse physician cooperation level.
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<b>Objective</b> : The present study was conducted to examine the efforts of the managers of magnet home-visit nursing station to improve their organizations and prevent the turnover of nurses, focusing on their ideas and approaches.<br><b>Methods</b> : A total of 6 magnet home-visit nursing station managers were interviewed and the obtained data were subjected to qualitative and inductive analyses.<br><b>Results</b> : The managers exerted efforts to [provide advice on the missions of home-visit nursing], which were classified into the following three categories : “sharing experience and knowledge obtained from nursing practice to increase the level of home-visit nursing care services”, “meet the expectation of patients and their families”, and “working in collaboration with a variety of health care professionals”. The managers also improved their work environments to train staff members while valuing their personalities, and the efforts were classified into the following three categories : “enhancing the strengths of nursing staff”, “encouraging the independence of nursing staff”, and “helping staff members maintain their work-life balance”.<br><b>Conclusion</b> : The managers of home-visit nursing stations attempted to reduce the staff turnover rate by improving home-visit nursing care services and work environments.
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As mudanças ocorridas mundialmente afetaram as organizações e a área da Saúde, em particular, os hospitais que são considerados instituições complexas, dinâmicas e porque representam um centro de educação, capacitação de recursos humanos e de pesquisa em saúde. Para oferecerem um serviço que satisfaça o cliente, muitos hospitais implementaram o gerenciamento de qualidade. Uma das medidas adotadas para garantir a qualidade dos serviços é o desenvolvimento de seus recursos humanos. A Enfermagem para atender e acompanhar este desafio, instituiu medidas para assegurar o desenvolvimento de seu pessoal por intermédio do Serviço de Educação Continuada. O presente estudo teve por objetivos: verificar com os gerentes dos Serviços de Enfermagem, qual a importância e os indicadores de avaliação do Serviço de Educação Continuada; analisar os itens de Estrutura, Processo e Resultados desses serviços, segundo o referencial teórico e metodológico de SILVA; PEREIRA e BENKO (1989) e que possam ser indicadores para a implantação do serviço; identificar as características da enfermeira que atua nesse serviço e como os gerentes avaliam seu próprio Serviço de Educação Continuada. Foram pesquisados 25 hospitais, da cidade de São Paulo, que possuíam estes serviços, há pelo menos dois anos e que estavam vinculados à Sociedade Brasileira de Educação Continuada em Enfermagem. As entrevistas foram gravadas, transcritas, analisadas e as falas foram agrupadas e criadas as categorias e subcategorias. O s dados foram apresentados por meio de tabela e quadros com base na categorização feita. Os gerentes de Enfermagem reconheceram a importância do Serviço de Educação Continuada e, valendo-se das respostas dadas foram criados indicadores que podem servir como critérios de avaliação desses serviços quanto à Estrutura, Processo e Resultados. Quanto a Estrutura, lembraram a importância de constar da filosofia do Serviço de Enfermagem itens ) sobre educação e desenvolvimento;ter capíulos no regimento que versem sobre educação e desenvolvimento; ter um Serviço de Educação Continuada posicionado no organograma como órgão de " staff", ser o salário da Enfermeira de Educação Continuada compatível com os demais cargos de chefia ou encarregatura, entre outros. Quanto ao Processo, foram propostos métodos para o levantamento das necessidades dos funcionários e da Instituição; do público alvo, quem deve aprovar e elaborar os programas de desenvolvimento, e as formas de compensação da participação dos funcionários, entre outros. Quanto aos Resultados, apontaram itens pertinentes aos funcionários, paciente e cliente e para o próprio Serviço de Enfermagem do Hospital. Além disso, apontaram as dificuldades, facilidades e identificaram as características quanto à formação profissional e pessoal que as enfermeiras que trabalham no Serviço de Educação Continuada devem possuir (preparo didático-pedagógico, possuir mestrado ou até doutorado, preferencialmente; habilidade de relacionamento e comunicação entre outros). Este estudo permitiu refletir sobre a importância atual que os Serviços de Educação Continuada têm para o Serviço de Enfermagem e a sua importância para se alcançar a excelência da assistência é a " Educação".
The changes that have happened worleide have affected the organizationsin general and the helth area in particularly. Hospitals are considered complex and dynamic institutions because they represent a center of education, human resources capacitation and helth research. For offering services that satisfy the client, many hospitals have implemented the quality management service. One of the measures that were adopted to guarantee the quality of the services is the development of their human resources. In order to attend and supervise this challenge, Nursing has implemented measures to assure the development of the staff by creating the Continuing Education Service. The present dissertation aimed at verifying what is the importance of this service as well as its indicators of evaluation. Also it aimed at analyzing the structure, process and results of these services, according to the theorical and methodological backgroud by SILVA, PEREIRA and BENKO (1989) which can be indicators for the implantation of the service. Furthermore, it aimed at identifying the chacacteristics of the nurse who works in this service as well as how managers evaluate their own Continuing Education Service. 25 hospitals of São Paulo city which offer this kind of service at least for two years and which are menbers of the Brazilian Society of Continuing Education in Nursing have been researched. The interviews were recorded, transcribed, analyzed and the discourses were joined together in categories and subcategories. The data were presented through tables and charts based on the categorization made. The Nursing managers reconized the importance of the Continuing Education Service and, based on their answers, indicators which can be used as evaluation criteria for the service were created. The criteria were defined according to Structure, Process and Results. According to Structure, the managers reminded about the importance of having items about ediucation and development in the philosophy of the Nursing Service. Also the importance of having chpters about education and development in the Regulations of the Service; of having a Continuing Education Service included in the organogram with a real staff; of implementing an isonony between the Continuing Education Service nurse´s salary and the others in charge of others sections of the hospitals. According to the Process, methods to raise the needs of staff, clients and the hospitals were proposed. Also methods to define eho is in charge of approving and elaborating the development programs as well as the ways to compensate the staff participation in the services. According to the Results, they pointed out items related to the staff, the patient, the client and their own Nursing Service. Furthermore, they pointed out the difficulties, facilities and they identified the professional and personal formation characteristics the nurses who work in this service have to have. (such as pedagogical didactic preparation, having a master or doctorate degree, skills to communicate and relate to people and others). This dissertation allowed me to reflect about the importance of Continuing Education Services and their contribution to Nursing Service. Also the importance of these services to shift the Nursing Area to what is believed and dreamt due to the fact that Education is the only way to achieve excellence in assistance.
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Nursing Administration Research , Education, Nursing, ContinuingABSTRACT
Objective To conduct surveys on nursing managers'pre-post training needs in the country.Methods Self-made questionnaires on nursing managers'pre-post training and the managerial skills of nursing managers in the next five years were used to conduct surveys on 1 004 nursing managers in 77 domestic hospitals.Results Among those surveyed,45.8% of the heads of nursing departments and 54.2% of the head nurses had no pre-post training while 94.5% of those surveyed deemed it extremely necessary for nursing managers to receive pre-post training.Conclusion It is essential for nursing managers to get pre-post training,which ought to be conducted at various levels,with different focal points, and according to their needs.Such training should be gradually conducted in a standardized and systematic way.