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Title:Uvajanje novozaposlenih diplomantov s področja zdravstvene nege na urgenci
Authors:ID Sikole, Valerija (Author)
ID Strnad, Matej (Mentor) More about this mentor... New window
ID Fekonja, Zvonka (Comentor)
Files:.pdf MAG_Sikole_Valerija_2023.pdf (2,37 MB)
MD5: 3C6487C586D2981546D87DB9C7BCDB57
 
Language:Slovenian
Work type:Master's thesis/paper
Typology:2.09 - Master's Thesis
Organization:FZV - Faculty of Health Sciences
Abstract:Uvod: Po vsem svetu primanjkuje medicinskih sester, saj izkušene zapuščajo delovno mesto zaradi nezadovoljstva pri delu. Ker je potreba po kadru in zapolnitvi prostih delovnih mest vse večja, je bilo veliko medicinskih sester začetnic primoranih opravljati delo na zahtevnejših oddelkih brez ustreznega predhodnega usposabljanja, kar predstavlja tveganje za pojav neželenih dogodkov. Veliko vlogo pri uvajanju imajo klinični mentorji. Metode: V magistrskem delu smo uporabili kvantitativno metodologijo. Pridobivanje podatkov je potekalo s pomočjo anketnega vprašalnika, na katerega je odgovorilo 106 anketiranih. Statistično obdelavo podatkov smo opravili s statističnim programom IBM SPSS, V25.0. Rezultati: Ugotovili smo, da je za uspešno uvajanje novozaposlenih pomembno, da je izdelan načrt uvajanja, s katerim se časovno spremlja napredek (M = 4,21, SD = 0,765). Pomembno vlogo pri uvajanju ima mentor, ki mora biti izkušena, spoštljiva, potrpežljiva, odgovorna in empatična oseba (M = 4,62, SD = 0,609). Novozaposleni so mnenja, da z mentorjem glede na njihova pričakovanja preživijo premalo časa (M = 3,23, SD = 1,173), posledično pa večino znanja in izkušenj pridobijo od drugih sodelavcev (M = 4,31, SD = 0,735). Razprava in sklep: V urgentnih centrih po Sloveniji je kar dobro poskrbljeno glede uvajanja novozaposlenih. Za novozaposlene je uvajanje ključnega pomena za njihov obstoj na delovišču in pri gradnji nadalnje kariere. Pomembno je zagotoviti, da se novozaposleni počutijo dobrodošle in sprejete na delovnem mestu.
Keywords:uvajanje, novozaposleni, zdravstvena nega, medicinska sestra, urgenca
Place of publishing:Maribor
Publisher:[V. Sikole]
Year of publishing:2023
PID:20.500.12556/DKUM-86384 New window
UDC:331.108.38:616-083.98(043.2)
COBISS.SI-ID:181518851 New window
Publication date in DKUM:18.01.2024
Views:403
Downloads:96
Metadata:XML RDF-CHPDL DC-XML DC-RDF
Categories:FZV
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Licences

License:CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:23.11.2023

Secondary language

Language:English
Title:Induction of newly recruited nursing graduates in the emerency department
Abstract:Introduction: Throughout the world, there is a shortage of nurses as experienced professionals are leaving their positions due to job dissatisfaction. The increasing demand for workforce has led to many novice nurses being compelled to perform duties in more challenging departments without adequate prior training, posing a risk of adverse events. Clinical mentors play a significant role in the induction process. Methods: we used quantitative methodology. The data were collected through a questionnaire completed by 106 respondents. The statistical data processing was done through the IBM SPSS, V25.0 software. Results: We discovered that a definite plan of training, through which it is possible to measure progress over time (M = 4,21, SD = 0,765), is crucial for a successful induction of the newly recruited. A mentor plays a great role in the induction training. He or she must be experienced, respectful, patient, responsible, and empathetic (M = 4,62, SD = 0,609). The newly recruited opine that based on their expectations, they do not spend enough time with their mentors (M = 3,23, SD = 1,173). Consequently, they obtain most of their knowledge and experiences from colleagues (M = 4,31, SD = 0,735). Discussion and conclusion: In emergency centers throughout Slovenia, the orientation of newly employed staff is well-managed. For newcomers, the onboarding process is crucial for their sustainability in the workplace and the development of their future careers. It is important to ensure that newly hired employees feel welcomed and accepted in the workplace. 
Keywords:induction training, newly recruited, health care, nurse, emergency department


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