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Title:Fluktuacija kadra zdravstvene nege v enotah intenzivne terapije
Authors:ID Černjač, Sonja (Author)
ID Šprajc, Polona (Mentor) More about this mentor... New window
Files:.pdf MAG_Cernjac_Sonja_2024.pdf (3,94 MB)
MD5: 24048EB1CB55836F16001566BA57B86D
 
Language:Slovenian
Work type:Master's thesis/paper
Typology:2.09 - Master's Thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Nosilka zdravstvene nege in oskrbe ter strokovnjakinja na področju zdravstvene nege je medicinska sestra. Medicinske sestre (pod pojmom je mišljena tudi moška oblika izvajalcev zdravstvene nege – zdravstveniki/tehniki zdravstvene nege) imajo na področju zdravstvenega varstva pomembno vlogo, saj skrbijo za paciente, imajo pa tudi vodilno vlogo v bolnišnicah, zdravstvenih sistemih in drugih organizacijah. Kako obdržati medicinske sestre na njihovih delovnih mestih, je globalni problem, ki pa je v enotah intenzivne terapije zaradi intenzivnega načina dela še bolj izrazit. Fluktuacija je naraščajoči problem, ki navadno nastopi zaradi nezadovoljstva zaposlenih. Visoka stopnja fluktuacije zdravstvenih delavcev je vse pogostejši pojav v bolnišnicah po vsem svetu, predvsem pa v enotah intenzivne terapije, kjer skrb za življenjsko ogrožene paciente predstavlja več znanja, usposabljanja, kritičnega razmišljanja in več stresnih dogodkov. Poleg resnih finančnih posledic fluktuacija ogroža varnost in kakovost na področju skrbi za paciente, prihaja do prekinitev kontinuitete oskrbe, dogaja se več napak pri zdravljenju. Prepoznani problem smo v magistrskem delu želeli bolje spoznati v teoretičnem delu, kjer smo se osredotočili na razumevanje pojma fluktuacija ter predstavitev vrst, vzrokov, posledic in ukrepov za zmanjšanje prej omenjene problematike. V empiričnem delu magistrskega dela smo si želeli razjasniti trend odhajanja medicinskih sester, ki odhajajo z enot intenzivnih terapij, pridobiti uvid v splošno delovno vzdušje na omenjenih delovnih mestih ter odgovoriti na vprašanje, kako bi lahko pripomogli k zadržanju medicinskih sester na svojih delovnih mestih. Izvedli smo raziskavo s pomočjo anketnega vprašalnika, pri katerem je sodelovalo 71 medicinskih sester, zaposlenih na oddelkih za intenzivno terapijo III v UKC Ljubljana. Anketiranci so pri vprašanjih odprtega tipa v največji meri izpostavili, da se na svojem delovnem mestu soočajo s pomanjkanjem kadra, kar vodi v preobremenjenost zaposlenega. Motijo jih medosebni odnosi z drugimi MS in slaba organizacija dela, medtem ko nekateri niso zadovoljni tudi s svojo plačo glede na stres in odgovornost, ki jo imajo. Ugotovili smo, da obstajajo statistično značilne povezanosti (šibko pozitivne) med določenimi občutki in počutjem na delovnem mestu ter težnjo po menjavi zaposlitve (razburjenost zaradi nečesa nepričakovanega na delovnem mestu, občutek živčnosti in stresa, občutek nezmožnosti spopadanja s stvarmi, ki jih je potrebno opraviti, občutek jeze zaradi stvari izven nadzora). Anketirani zaposleni so se v statistično značilno v manjši meri strinjali z nekaterimi trditvami v anketnem vprašalniku, kar v določeni meri kaže na nezadovoljstvo z organizacijo dela in naravo samega dela. Ugotovili smo, da večina zaposlenih pogosto ali zelo pogosto dela več ur, kot je za določeni mesec predvideno. Ugotovili smo tudi, da stres lahko vpliva na odločitev o menjavi zaposlitve, možen vzrok za stres pa so lahko psihične in fizične obremenitve na delovnem mestu. Kot potencialna rešitev je bila v največji meri izpostavljena ravno večja kadrovska zasedba, kar bi zmanjšalo vsakodnevne psihične in fizične obremenitve na delovnem mestu. Da pa bi več zaposlenih želelo delati v tako zahtevnem in intenzivnem okolju, je potrebno začeti pri osnovah. S poznavanjem razmer v enotah intenzivne terapije, z razumevanjem fluktuacije kot take in upoštevanjem ukrepov za njeno zmanjšanje oz. zajezitev lahko prispevamo k večjemu zadovoljstvu medicinskih sester in njihovemu zadržanju na njihovih delovnih mestih. Rezultati te raziskave bodo lahko v pomoč managerjem/vodjem v zdravstvenih ustanovah pri razumevanju in spoprijemanju s fluktuacijo ter razpolaganju s svojim zdravstvenim kadrom.
Keywords:fluktuacija, enota intenzivne terapije, medicinske sestre, pomanjkanje medicinskih sester
Place of publishing:Kranj
Year of publishing:2024
PID:20.500.12556/DKUM-90657 New window
COBISS.SI-ID:224268547 New window
Publication date in DKUM:28.01.2025
Views:0
Downloads:41
Metadata:XML DC-XML DC-RDF
Categories:FOV
:
ČERNJAČ, Sonja, 2024, Fluktuacija kadra zdravstvene nege v enotah intenzivne terapije [online]. Master’s thesis. Kranj. [Accessed 4 April 2025]. Retrieved from: https://dk.um.si/IzpisGradiva.php?lang=eng&id=90657
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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:12.09.2024

Secondary language

Language:English
Title:Turnover of nursing staff in intensive care units
Abstract:The carrier of nursing care and an expert in the field of nursing is a nurse. Nurses (the term also refers to the male form of nursing care providers - nurses/nursing technicians) play an important role in the field of health care, as they take care of patients, but they also play a leading role in hospitals, health systems and other organizations. How to keep nurses in their jobs is a global problem, but it is even more pronounced in intensive care units due to the intense way of working. Turnover is a growing problem that usually occurs due to employee dissatisfaction. A high turnover rate of medical professionals is an increasingly common phenomenon in hospitals all over the world, but especially in intensive care units, where caring for life-threatening patients requires more knowledge, training, critical thinking and more stressful events. In addition to serious financial consequences, turnover threatens the safety and quality of patient care, interruptions in the continuity of care and more errors in treatment. We wanted to better understand the recognized problem in this master's thesis. In the theoretical part we focused on understanding the concept of fluctuation and presenting the types, causes, consequences and measures to reduce the beforementioned problem. In the empirical part of this master's thesis, we wanted to clarify the trend of nurses leaving intensive care units, gain insight into the general working atmosphere in the mentioned workplaces, and answer the question of how we could help keep nurses in their workplaces. We conducted a survey with the help of a questionnaire, where 71 nurses, employed in level III intensive care units at UKC Ljubljana, participated. From the open-ended question, the surveyed respondents mostly pointed out that their workplace is faced with a lack of staff, which leads to employee overload. They are also disturbed by interpersonal relationships with other nurses and poor work organization, while some are also not satisfied with their salary considering the stress and responsibility they have. We found that there are statistically significant connections (weakly positive) between certain feelings and well-being at the workplace and the tendency to change jobs (excitement due to something unexpected at the workplace, feeling nervous and stressed, feeling unable to cope with the things that need to be done, feeling angry about things out of control). The surveyed employees statistically agreed to a lesser extent with some of the statements in the survey questionnaire, which to a certain extent indicates dissatisfaction with the organization of work and the nature of the work itself. We found that most employees often or very often work more hours than planned for a given month. We also found that stress can influence the decision to change jobs, and a possible cause of stress can be psychological and physical strain at the workplace. As a potential solution, a larger staffing was highlighted to the greatest extent, which would reduce the daily psychological and physical strain at the workplace. However, in order for more employees to want to work in such a demanding and intensive environment, it is necessary to start with the basics. By knowing the conditions in intensive care units, by understanding fluctuation as such and taking measures to reduce or curbing it can contribute to greater satisfaction of nurses and their retention in their jobs. The results of this research can help managers/leaders in healthcare institutions in understanding and coping with turnover and managing their healthcare staff.
Keywords:staff turnover, intensive care unit, nurses, nursing shortage


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