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[PMID]:29424968
[Au] Autor:Terlep M; Foley B
[Ti] Título:The Importance of Retaining Well-Trained and Experienced Coders.
[So] Source:J AHIMA;88(6):34-5, 2017 06.
[Is] ISSN:1060-5487
[Cp] País de publicação:United States
[La] Idioma:eng
[Mh] Termos MeSH primário: Codificação Clínica
Classificação Internacional de Doenças
Administradores de Registros Médicos
Administração de Recursos Humanos
Reorganização de Recursos Humanos
[Mh] Termos MeSH secundário: Documentação/normas
Seres Humanos
Satisfação no Emprego
Administradores de Registros Médicos/educação
Personalidade
[Pt] Tipo de publicação:JOURNAL ARTICLE
[Em] Mês de entrada:1803
[Cu] Atualização por classe:180301
[Lr] Data última revisão:
180301
[Sb] Subgrupo de revista:H
[Da] Data de entrada para processamento:180210
[St] Status:MEDLINE


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[PMID]:29369865
[Au] Autor:Sofer D
[Ti] Título:Nurses Pass the Baton: Exit Baby Boomers, Enter Millennials.
[So] Source:Am J Nurs;118(2):17-18, 2018 Feb.
[Is] ISSN:1538-7488
[Cp] País de publicação:United States
[La] Idioma:eng
[Ab] Resumo:Can this shifting workforce circumvent a nursing shortage?
[Mh] Termos MeSH primário: Escolha da Profissão
Recursos Humanos de Enfermagem/provisão & distribuição
Reorganização de Recursos Humanos
Aposentadoria
[Mh] Termos MeSH secundário: Mobilidade Ocupacional
Docentes de Enfermagem/provisão & distribuição
Seres Humanos
Estados Unidos
[Pt] Tipo de publicação:JOURNAL ARTICLE
[Em] Mês de entrada:1802
[Cu] Atualização por classe:180208
[Lr] Data última revisão:
180208
[Sb] Subgrupo de revista:AIM; IM; N
[Da] Data de entrada para processamento:180126
[St] Status:MEDLINE
[do] DOI:10.1097/01.NAJ.0000530237.91521.ee


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[PMID]:29369852
[Au] Autor:Kennedy MS
[Ad] Endereço:AJN Editor-in-Chief E-mail: shawn.kennedy@wolterskluwer.com.
[Ti] Título:Nurses at the Bedside-Who Will Be Left to Care?
[So] Source:Am J Nurs;118(2):7, 2018 02.
[Is] ISSN:1538-7488
[Cp] País de publicação:United States
[La] Idioma:eng
[Ab] Resumo:Many experienced RNs plan to leave acute care.
[Mh] Termos MeSH primário: Atitude do Pessoal de Saúde
Mobilidade Ocupacional
Recursos Humanos de Enfermagem no Hospital
Reorganização de Recursos Humanos
[Mh] Termos MeSH secundário: Prática Avançada de Enfermagem
Escolha da Profissão
Seres Humanos
[Pt] Tipo de publicação:EDITORIAL
[Em] Mês de entrada:1802
[Cu] Atualização por classe:180208
[Lr] Data última revisão:
180208
[Sb] Subgrupo de revista:AIM; IM; N
[Da] Data de entrada para processamento:180126
[St] Status:MEDLINE
[do] DOI:10.1097/01.NAJ.0000530224.10340.d1


  4 / 4545 MEDLINE  
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[PMID]:29219908
[Au] Autor:Nelson-Brantley HV; Park SH; Bergquist-Beringer S
[Ad] Endereço:Author Affiliations: Assistant Professors (Drs Nelson-Brantley and Park), Professor (Dr Bergquist-Beringer), University of Kansas School of Nursing.
[Ti] Título:Characteristics of the Nursing Practice Environment Associated With Lower Unit-Level RN Turnover.
[So] Source:J Nurs Adm;48(1):31-37, 2018 Jan.
[Is] ISSN:1539-0721
[Cp] País de publicação:United States
[La] Idioma:eng
[Ab] Resumo:OBJECTIVE: The aim of this study is to examine characteristics of the nursing practice environment associated with lower RN turnover. BACKGROUND: Identifying characteristics of the practice environment that contribute to lower RN turnover is important for meeting the national quality strategy priority of reducing healthcare costs. METHODS: Data from 1002 adult care units in 162 National Database of Nursing Quality Indicators participating hospitals were analyzed using multivariate linear regression. The Practice Environment Scale of the Nursing Work Index was used to measure practice environment characteristics. RN turnover was measured at the unit level. RESULTS: Nursing units with higher overall ratings of the nursing practice environment had lower rates of RN turnover. Units with higher RN perceived staffing and resource adequacy experienced significantly lower RN turnover. CONCLUSIONS: Unit managers and hospital administrators should consider RN perception of staffing and resource adequacy and the overall practice environment when developing targeted strategies for decreasing RN turnover.
[Mh] Termos MeSH primário: Hospitais/recursos humanos
Cuidados de Enfermagem/organização & administração
Recursos Humanos de Enfermagem no Hospital/provisão & distribuição
Admissão e Escalonamento de Pessoal/organização & administração
Reorganização de Recursos Humanos/estatística & dados numéricos
Qualidade da Assistência à Saúde/organização & administração
[Mh] Termos MeSH secundário: Adulto
Feminino
Seres Humanos
Masculino
Meia-Idade
[Pt] Tipo de publicação:JOURNAL ARTICLE
[Em] Mês de entrada:1712
[Cu] Atualização por classe:171219
[Lr] Data última revisão:
171219
[Sb] Subgrupo de revista:AIM; IM; N
[Da] Data de entrada para processamento:171209
[St] Status:MEDLINE
[do] DOI:10.1097/NNA.0000000000000567


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[PMID]:29065070
[Au] Autor:Cherry B; Yoder-Wise PS; Kowalski KE
[Ad] Endereço:Author Affiliations: Professor and Associate Dean (Dr Cherry) and Adjunct Professor and Dean Emerita (Dr Yoder-Wise), Texas Tech University Health Sciences Center School of Nursing; President (Dr Yoder-Wise), The Wise Group, Lubbock, Texas; and President and Chief Executive Officer (Dr Kowalski), Colorado Center for Nursing Excellence, Denver. Dr. Cherry is current president of CGEAN and Dr. Yoder-Wise and Dr. Kowalski are past-presidents of CGEAN.
[Ti] Título:Circle of Advisors: Creating a National Perspective for Graduate Curricula in Nursing Administration.
[So] Source:J Nurs Adm;47(11):535-536, 2017 Nov.
[Is] ISSN:1539-0721
[Cp] País de publicação:United States
[La] Idioma:eng
[Ab] Resumo:The CGEAN Board established a goal to support MSN administration programs to thrive and meet the need for well-prepared nurses to assume leadership roles. This column addresses how we embarked on this work through creation of a Circle of Advisors composed of national nursing leaders who came together to address specific curricular issues and more importantly to voice support for continuation of MSN administration programs.
[Mh] Termos MeSH primário: Educação de Pós-Graduação em Enfermagem/normas
Enfermeiras Administradoras/educação
[Mh] Termos MeSH secundário: Educação de Pós-Graduação em Enfermagem/métodos
Seres Humanos
Liderança
Enfermeiras Administradoras/normas
Enfermeiras Administradoras/provisão & distribuição
Seleção de Pessoal/métodos
Seleção de Pessoal/normas
Reorganização de Recursos Humanos/tendências
Aposentadoria/tendências
[Pt] Tipo de publicação:JOURNAL ARTICLE
[Em] Mês de entrada:1711
[Cu] Atualização por classe:171102
[Lr] Data última revisão:
171102
[Sb] Subgrupo de revista:AIM; IM; N
[Da] Data de entrada para processamento:171025
[St] Status:MEDLINE
[do] DOI:10.1097/NNA.0000000000000539


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[PMID]:28958317
[Au] Autor:Beydler KW
[Ti] Título:The Role of Emotional Intelligence in Perioperative Nursing and Leadership: Developing Skills for Improved Performance.
[So] Source:AORN J;106(4):317-323, 2017 Oct.
[Is] ISSN:1878-0369
[Cp] País de publicação:United States
[La] Idioma:eng
[Ab] Resumo:Many responsibilities of perioperative professionals involve concrete tasks that require high technical competence. Emotional intelligence, referred to as EQ, which involves the ability to relate to and influence others, may also be important for perioperative professionals. High EQ has been linked to higher performance in the workplace, higher job satisfaction, lower turnover intentions, and less burnout. Perioperative professionals who demonstrate a combination of technical skills and EQ could be more attuned to the humanity of health care (ie, providing more holistic care for the patient). Perioperative nurses who value providing holistic care for their patients may possess many of the elements of EQ. Leaders who recognize the importance of their own EQ and actively assist staff members to enhance and develop their EQ competency may help to create a competitive advantage by establishing a workforce of nurses who possess strong technical skills and high EQ.
[Mh] Termos MeSH primário: Competência Clínica
Inteligência Emocional
Liderança
Enfermagem Perioperatória
[Mh] Termos MeSH secundário: Esgotamento Profissional/prevenção & controle
Seres Humanos
Satisfação no Emprego
Reorganização de Recursos Humanos
[Pt] Tipo de publicação:JOURNAL ARTICLE
[Em] Mês de entrada:1710
[Cu] Atualização por classe:171020
[Lr] Data última revisão:
171020
[Sb] Subgrupo de revista:IM; N
[Da] Data de entrada para processamento:170930
[St] Status:MEDLINE


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[PMID]:28957869
[Au] Autor:Blegen MA; Spector N; Lynn MR; Barnsteiner J; Ulrich BT
[Ad] Endereço:Author Affiliations: Professor Emerita (Dr Blegen), School of Nursing, University of California, San Francisco; Director Regulatory Innovations (Dr Spector), National Council of State Boards of Nursing, Chicago; Professor (Dr Lynn), School of Nursing, University of North Carolina, Chapel Hill; Senior Partner (Dr Ulrich), Innovative Health Resources, Houston, Texas; and Professor (Dr Ulrich), University of Texas Health Science, School of Nursing, Houston; and Professor Emerita (Dr Barnsteiner), School of Nursing, University of Pennsylvania, Philadelphia.
[Ti] Título:Newly Licensed RN Retention: Hospital and Nurse Characteristics.
[So] Source:J Nurs Adm;47(10):508-514, 2017 Oct.
[Is] ISSN:1539-0721
[Cp] País de publicação:United States
[La] Idioma:eng
[Ab] Resumo:OBJECTIVES: The aims of this study were to examine the relationship between 1-year retention of newly licensed RNs (NLRNs) employed in hospitals and personal and hospital characteristics, and determine which characteristics had the most influence. METHODS: A secondary analysis of data collected in a study of transition to practice was used to describe the retention of 1464 NLRNs employed by 97 hospitals in 3 states. Hospitals varied in size, location (urban and rural), Magnet® designation, and university affiliation. The NLRNs also varied in education, age, race, gender, and experience. RESULTS: The overall retention rate at 1 year was 83%. Retention of NLRNs was higher in urban areas and in Magnet hospitals. The only personal characteristic that affected retention was age, with younger nurses more likely to stay. CONCLUSION: Hospital characteristics had a larger effect on NLRN retention than personal characteristics. Hospitals in rural areas have a particular challenge in retaining NLRNs.
[Mh] Termos MeSH primário: Satisfação no Emprego
Enfermeiras e Enfermeiros/estatística & dados numéricos
Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos
Lealdade ao Trabalho
Reorganização de Recursos Humanos/estatística & dados numéricos
[Mh] Termos MeSH secundário: Competência Clínica
Seres Humanos
Licenciamento em Enfermagem
Retenção (Psicologia)
População Rural
Estados Unidos
População Urbana
Local de Trabalho
[Pt] Tipo de publicação:JOURNAL ARTICLE
[Em] Mês de entrada:1710
[Cu] Atualização por classe:171013
[Lr] Data última revisão:
171013
[Sb] Subgrupo de revista:AIM; IM; N
[Da] Data de entrada para processamento:170929
[St] Status:MEDLINE
[do] DOI:10.1097/NNA.0000000000000523


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[PMID]:28957868
[Au] Autor:Olender L
[Ad] Endereço:Author Affiliation: Distinguished Nurse Lecturer, Hunter College School of Nursing, New York City, New York.
[Ti] Título:The Relationship Between and Factors Influencing Staff Nurses' Perceptions of Nurse Manager Caring and Exposure to Workplace Bullying in Multiple Healthcare Settings.
[So] Source:J Nurs Adm;47(10):501-507, 2017 Oct.
[Is] ISSN:1539-0721
[Cp] País de publicação:United States
[La] Idioma:eng
[Ab] Resumo:OBJECTIVE: The aim of this study was to examine the relationship between, and factors influencing, staff nurse perceptions of nurse manager caring (NMC) and the perceived exposure to workplace bullying (WPB) in multiple healthcare settings. BACKGROUND: Workplace bullying is commonplace, increasing, and detrimental to the health and availability of our nursing workforce. Positive relationships between a nurse manager (NM) and staff increase staff satisfaction and reduce turnover. Still unknown, however, is whether a caring relationship between manager and staff can reduce staff nurse perception of exposure to WPB. METHODS: On the basis of Watson's theory that caring is reciprocal in nature, a descriptive correlational design was used to assess 156 staff nurses' self-report of NMC and their exposure to negative acts using the Caring Factor Survey-Caring of the Manager and the Negative Acts Questionnaire-Revised instruments. RESULTS: There is a significant inverse relationship between NMC and exposure to WPB in the nursing workplace. Gender, work environment, and a high workload influenced these findings. CONCLUSIONS: This study highlights the importance of caring leadership to reduce exposure to negative behaviors. The data lend support to the idea of educating NMs regarding the application of caring behaviors to support staff at the point of care.
[Mh] Termos MeSH primário: Bullying/estatística & dados numéricos
Esgotamento Profissional/psicologia
Recursos Humanos de Enfermagem no Hospital/psicologia
Reorganização de Recursos Humanos/estatística & dados numéricos
Carga de Trabalho/psicologia
[Mh] Termos MeSH secundário: Esgotamento Profissional/epidemiologia
Seres Humanos
Relações Interprofissionais
Recursos Humanos de Enfermagem no Hospital/estatística & dados numéricos
Autoeficácia
Inquéritos e Questionários
[Pt] Tipo de publicação:JOURNAL ARTICLE
[Em] Mês de entrada:1710
[Cu] Atualização por classe:171013
[Lr] Data última revisão:
171013
[Sb] Subgrupo de revista:AIM; IM; N
[Da] Data de entrada para processamento:170929
[St] Status:MEDLINE
[do] DOI:10.1097/NNA.0000000000000522


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[PMID]:28904696
[Au] Autor:Odhiambo J; Rwabukwisi FC; Rusangwa C; Rusanganwa V; Hirschhorn LR; Nahimana E; Ngamije P; Hedt-Gauthier BL
[Ad] Endereço:Partners In Health/Inshuti Mu Buzima, Kigali, Rwanda.
[Ti] Título:Health worker attrition at a rural district hospital in Rwanda: a need for improved placement and retention strategies.
[So] Source:Pan Afr Med J;27:168, 2017.
[Is] ISSN:1937-8688
[Cp] País de publicação:Uganda
[La] Idioma:eng
[Ab] Resumo:INTRODUCTION: The shortage and maldistribution of health care workers in sub-Saharan Africa is a major concern for rural health facilities. Rural areas have 63% of sub-Saharan Africa population but only 37% of its doctors. Although attrition of health care workers is implicated in the human resources for health crisis in the rural settings, few studies report attrition rates and risk factors for attrition in rural district hospitals in sub-Saharan Africa. METHODS: We assessed attrition of health care workers at a Kirehe District Hospital in rural Rwanda. We included all hospital staff employed as of January 1, 2013 in this retrospective cohort study. We report the proportion of staff that left employment during 2013, and used a logistic regression to assess individual characteristics associated with attrition. RESULTS: Of the 142 staff employed at Kirehe District Hospital at the start of 2013, 31.7% (n=45) of all staff and 81.8% (n=9) of doctors left employment in 2013. Being a doctor (OR=10.0, 95% CI: 1.9-52.1, p=0.006) and having up to two years of experience at the hospital (OR=5.3, 95% CI: 1.3-21.7, p=0.022) were associated with attrition. CONCLUSION: Kirehe District Hospital experienced high attrition rates in 2013, particularly among doctors. Opportunities for further training through Rwanda's Human Resources for Health program in 2013 and a two-year compulsory service program for doctors that is not linked to interventions for rural retention may have driven these patterns. Efforts to link these programs with rural placement and retention strategies are recommended.
[Mh] Termos MeSH primário: Emprego/estatística & dados numéricos
Hospitais de Distrito/recursos humanos
Reorganização de Recursos Humanos/estatística & dados numéricos
Recursos Humanos em Hospital/estatística & dados numéricos
[Mh] Termos MeSH secundário: Adulto
Estudos de Coortes
Feminino
Seres Humanos
Modelos Logísticos
Masculino
Corpo Clínico Hospitalar/estatística & dados numéricos
Estudos Retrospectivos
Serviços de Saúde Rural/recursos humanos
Serviços de Saúde Rural/organização & administração
Ruanda
Adulto Jovem
[Pt] Tipo de publicação:JOURNAL ARTICLE
[Em] Mês de entrada:1709
[Cu] Atualização por classe:170922
[Lr] Data última revisão:
170922
[Sb] Subgrupo de revista:IM
[Da] Data de entrada para processamento:170915
[St] Status:MEDLINE
[do] DOI:10.11604/pamj.2017.27.168.11943


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[PMID]:28891705
[Au] Autor:Szekanecz Z; Tóth Z; Hamar A; Lánczi L
[Ad] Endereço:Belgyógyászati Intézet, Reumatológiai Tanszék, Debreceni Egyetem, Általános Orvostudományi Kar Debrecen, Nagyerdei krt. 98., 4032.
[Ti] Título:[Why would doctors from Debrecen go abroad? Results of a questionnaire].
[Ti] Título:Miért mennek/mentek külföldre a debreceni orvosok? Egy felmérés eredményei..
[So] Source:Orv Hetil;158(37):1458-1468, 2017 Sep.
[Is] ISSN:0030-6002
[Cp] País de publicação:Hungary
[La] Idioma:hun
[Ab] Resumo:INTRODUCTION: Numerous beliefs have arisen in relation to the emigration of doctors. First of all, in most cases emigration has been attributed to, almost exclusively, low salaries. There are a number of non-financial issues that could possibly be more easily addressed. METHOD: In order to get closer to these issues, we sent out a 37-item questionnaire to doctors, who originally graduated from the University of Debrecen. Altogether 82 of them sent back the questionnaire. RESULTS: The mean age at the time of emigration was 32 years. The most popular destination was the United States, however, many colleagues left for the US to do research, as well as clinical practice. Among the European countries, the most popular ones were Sweden, Germany, United Kingdom, Switzerland and Norway. The five most popular clinical specialties were general practice, internal medicine, anesthesiology/intensive care, laboratory/pathology and surgery. With respect to the planned duration of working abroad, at the time of emigration one-fourth of our colleagues planned very short (<2 years) stay. When we asked them now, 38% plans much longer, even indefinite stay. The most common reasons of emigration were also assessed. The most common one was the lack of career track, followed by low salary, quality of life, family issues and adventurousness. Interestingly, burnout and "gratuities" were at the end of the list. A mean 1.3 million HUF per month would make our colleagues satisfied but they think that a mean 486.000 HUF would be realistic and would keep most doctors within the country. As far as university education is concerned, our colleagues agreed that the basic medical knowledge of Hungarian doctors is excellent, but their practical skills are much worse. CONCLUSIONS: Although returning to Hungary would be unrealistic by most colleagues, low salaries are definitely not the most important or exclusive reason for leaving the country. These issues are rather complex, there are numerous non-financial issues, which could be addressed much easier by expressing a positive attitude. Orv Hetil. 2017; 158(37): 1458-1468.
[Mh] Termos MeSH primário: Atitude do Pessoal de Saúde
Emigração e Imigração/estatística & dados numéricos
Satisfação no Emprego
Reorganização de Recursos Humanos/estatística & dados numéricos
Padrões de Prática Médica/estatística & dados numéricos
Salários e Benefícios/estatística & dados numéricos
[Mh] Termos MeSH secundário: Adulto
Escolha da Profissão
Feminino
Seres Humanos
Hungria
Masculino
[Pt] Tipo de publicação:JOURNAL ARTICLE
[Em] Mês de entrada:1711
[Cu] Atualização por classe:171109
[Lr] Data última revisão:
171109
[Sb] Subgrupo de revista:IM
[Da] Data de entrada para processamento:170912
[St] Status:MEDLINE
[do] DOI:10.1556/650.2017.30842



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