精神科护理纠纷发生的相关分析及对策

[目的]分析精神科护理纠纷发生的相关原因,并提出相应的护理对策。[方法]回顾性分析和总结17起精神科护理纠纷发生的原因。[结果]17起护理纠纷发生的原因为护理人员责任心不强(29.41%)、护患关系沟通不够(23.53%)、未严格执行护理操作规程(17.65%)、护理管理不严(11.76%)、护士专业思想不稳定(11.76%)和病人家属过度维权(5.88%)。[结论]实施安全管理,提高护士的综合素质及责任心对预防护理隐患、减少护理差错和避免护理纠纷的发生具有重要作用。     

Rethinking nurses' observations: psychiatric nursing skills and invisibility in an acute inpatient setting

In sociological, managerial and clinical investigations of psychiatric nursing, the skills of observing patients are compared unfavourably with nurses' ability to listen, to interview and to engage with patients. This paper examines how nurses in an acute psychiatry unit used observation as a significant part of their everyday assessments of patients, through a working shift. We argue that the knowledge generated in observations is essential to the nurses' gaze in this setting. Based on an ethnographic study of the assessment practices of 11 psychiatric nurses and the first author in an Australian hospital setting, we found that nurses' observations of patients were rich in situated assessment detail and a powerful strategy for producing civil conduct among patients. In particular, we noted how nurses deliberately obscured their practice of observation, in order not to provoke patients. While such discreet practice is productive for everyday clinical work, the invisibility of nursing observations undermines the status of acute inpatient psychiatric nurses. Devaluing of tacit practice may encourage experienced nurses to leave inpatient units, at a time when hospitals struggle to address nursing shortages worldwide. We recommend instead that the productive value of diverse and situated practices be investigated and articulated.     

A source of support. An ethics committee helps nurses do the right thing

In 1984 Archbishop Bergan Mercy Hospital, Omaha, established a nursing bioethics committee to increase its professional nurses' knowledge of applied ethics. The committee's original objectives were to (1) help nurses assume the authority and responsibility to make ethical judgements, (2) influence the development of policies on healthcare standards, (3) serve as a resource to clinicians and managers responsible for delivering high-quality nursing care, (4) develop systemwide support for nurses' participation in ethical decision making, and (5) serve as a source from which nurses could be selected to the hospital's Human Values Committee. The bioethics committee established a formal mechanism to ensure that nurses receive support when they take the initiative in ethical decisions. The nurse and the committee member from his or her department organize a "community of concern" consisting of all persons necessary to address the essential ethical components of the issue at hand.     

Hospital restructuring and the work of registered nurses

American hospitals have undergone three waves of organizational restructuring in the past two decades. These changes have had direct effects on a key set of employees--nurses. A review of the relevant literature to identify the ways in which hospital restructuring affects the work of registered nurses focuses on three important structural characteristics of nursing work: nurses' work roles, workload, and control of work. The review concludes that the impact of restructuring on each of the characteristics affects nurses' satisfaction with their work and may also affect the quality of patient care. While much of the policy debate around restructuring focuses on the extent to which reductions in nurse staffing levels affects quality of care, it is important to examine not only changes in nurse staffing levels, but changes in the work performed by registered nurses, as well.     

Working to keep school children healthy: the complementary roles of school staff and school nurses

BACKGROUND: Against a background of future uncertainty for school nursing and little previous research, this study aimed to identify and describe the distinctive role of the school nurse in working to keep school children healthy. Particular attention was paid to the 'interface' between nursing and the health-related work of teachers. The research was carried out in four health authority areas in England. METHODS: Seventy-eight semi-structured interviews were carried out with a range of respondents: school nurses, school Heads and teachers, health authority purchasers and NHS Trust managers. Seven focus group discussions were held with parents and eight with young people of secondary school age. RESULTS: Four key elements of the school nurse role were identified: safeguarding the health and welfare of children; health promotion; a pupils' confidante; and family support. In each of these aspects of work, nurses and teachers had shared or complementary roles. An over-arching role for the school nurse as 'health adviser' to pupils, parents and teachers was also identified. Despite these common elements, emphasis in the practice of individual school nurses varied widely. Difficulties for school nurses in developing their role were identified. Parents and young people saw school as an appropriate setting for health-related work. CONCLUSION: The research identified key components of the school nursing role and the complementary roles of nurses and school staff. To optimize school nurses' contribution to child health, a more strategic approach is required, in partnership with education, along with research into the effectiveness of school nursing interventions.     

THE STATUS OF RURAL NURSING IN AUSTRALIA: A REVIEW

ABSTRACT: While much has been written about the practice roles of remote area nurses in Australia, less is known about the role and function of the rural nurse. The majority of rural nurses practise in rural hospitals, community health settings and nursing homes. In contrast, the remote area nurses work setting is generally involved with Aboriginal and Torres Strait Islander primary health care services. Rural nurses' practice setting is usually located in a larger organisation than that of the remote area nurse. There is usually at least one medical practitioner in the town or on-call close by. Nurses who are employed in the smaller rural hospitals have what has been described as a 'specialist generalist' role. This means that they are required to be multi-skilled and competent in a wide range of nursing and non-nursing practice. In contrast, nurses who work in base/provincial hospitals, may have either a generalist or specialist role. This paper provides a summary of the literature on Australian rural nurses and develops some of the themes contained therein.     

Further challenges to medical dominance? The case of nurse and pharmacist supplementary prescribing

Doctors have traditionally been viewed as the dominant healthcare profession, with the authority to prescribe medicines, but recent non-medical prescribing initiatives have been viewed as possible challenges to such dominance. Using the example of the introduction of supplementary prescribing in the UK, this study sought to explore whether such initiatives represent a challenge to medical authority. Ten case study sites in England involving primary and secondary care and a range of clinical areas were used to undertake a total of 77 observations of supplementary prescribing consultations and interviews with 28 patients, 11 doctors and nurse and pharmacist prescribers at each site. Supplementary prescribing was viewed positively by all participants but several doctors and patients appeared to lack awareness and understanding of supplementary prescribing. Continued medical authority was supported empirically in five areas: patients' and supplementary prescribers' perception of doctors as being hierarchically superior; doctors legitimation of nurses' and pharmacists' prescribing initially; doctors' belief that they could control (particularly nurses') access to prescribing training; supplementary prescribers' frequent recourse to use doctors' advice, coupled with doctors' encouragement of such 'knock on door' prescribing advice policies; doctors' denigration of most routine prescribing but claims that diagnosis was more skilled and key to medicine. Supplementary prescribing appeared to be successfully accomplished in practice in a range of clinical settings and was acceptable to all involved but did not ultimately challenge medical dominance. However, more recent nurse and pharmacist independent prescribing (involving diagnosis) may represent a more significant threat.     

Current comment. (xix). Why don't general practitioners refer their disabled Asian patients to district nurses?

Research into the needs of disabled people in Central Birmingham and their use of community health and social services has shown that Asian people are 'underusers' of these services, particularly district nursing. We have found that in this district, general practitioners (GPs) refer the majority of district nurses' disabled patients, but they are not referring Asians. Possible explanations--that elderly Asians have low contact rates with GPs, lack knowledge about the district nursing services, or refuse to use the service--are not supported by the research data. More likely explanations are offered--that GPs hold stereotyped views about Asians and their needs, have a misunderstanding of the role and function of the district nurse and inflexible assumptions about the 'typical' patient seen by the district nurse. Attention is drawn to the urgent need for GPs to address these issues and for further research as the numbers of older Asians are set to rise sharply.     

新入职护士对精神科护理知识认知情况调查

目的了解精神病医院新入职护士对精神病护理知识的认知状况,为精神科临床新入职护士的带教提供理论依据,进一步提高精神病医院的护理质量。方法自行设计问卷,对惠州地区三所精神病医院2013年新入职的71名护理人员进行调查。结果新入职护士对精神病护理知识认知存在偏差,其中,如何与精神病人接触与交谈及对精神病人意外事件的处理项目认知度较低。学历、社会环境因素与影响精神科护理识知的认知相关(p<0.01)。教学经历、实践经历是影响新入职护士对精神科护理知识认知的主要因素。结论学校有必要对护理专业学生加强对精神科知识的理论教学与实践培训;临床对新入职护士的带教中,应制订比较系统的专科培训计划,以全面提高精神病医院的临床护理质量。     

Why Bangladeshi nurses avoid 'nursing': social and structural factors on hospital wards in Bangladesh

In response to concerns that nurses spend less than 6% of their time on direct patient care, this study explored factors that influence nurses' behaviour in the provision of 'hands on' care in hospitals in Bangladesh. Through in-depth interviews with female nurses and patients and their co-workers in six hospitals, we identified conflicts between the inherited British model of nursing and Bangladeshi societal norms. This was most evident in the areas of night duty, contact with strangers, and involvement in 'dirty' work. The public was said to associate nursing activities with commercial sex work. As a consequence, their value on the 'bride market' decreases. To minimise the stigma associated with their profession, nurses in government hospitals distance themselves from patients, using nurse surrogates in the form of patients' relatives and hospital support workers to carry out their work. These adaptations are supported and sustained through unofficial activities developed over time within hospitals. In contrast nurses in NGO hospitals give more direct patient care themselves and do not rely on carers as much because of tight supervision and limited visitor hours. Initiatives undertaken to improve the quality of patient care, such as enlarging the nursing workforce or providing clinical instruction, which do not take into account the prevailing culture in hospitals and social conflicts faced by nurses, are unlikely to succeed. Fundamental decisions on how to care for the sick in Bangladesh are required. If the present nursing curriculum is followed, adequate supplies, supervision and accountability are prerequisites for its implementation.     

Managing medical advice seeking in calls to Child Health Line

Child Health Line is a 24-hour Australian helpline that offers information and support for parents and families on child development and parenting. The helpline guidelines suggest that nurses should not offer medical advice; they do, however, regularly receive calls seeking such advice. This paper examines how the service guidelines are talked into being through the nurses' management of callers' requests for medical advice and information, and shows how nurses orient to the boundaries of their professional role and institutionally regulated authority. Three ways in which the child health nurses manage medical advice and information seeking are discussed: using membership as a nurse to establish boundaries of expertise, privileging parental authority regarding decision making about seeking treatment for their child, and respecifying a 'medical' problem as a child development issue. The paper contributes to research on medical authority, and nurse authority in particular, by demonstrating the impact of institutional roles and guidelines on displays of knowledge and expertise. More generally, it contributes to an understanding of the interactional enactment and consequences of service guidelines for telehealth practice, with implications for training, policy and service delivery.     

Day Care Center Directors'' Perceptions of the Nurse Consultant''s Role

Forty-nine day care center directors were surveyed to examine their perceptions of the nurse consultant's role. Findings revealed the directors were positive but indiscriminate about the scope of nursing practice. Many respondents were unable to identify the nurse consultant's educational background or specialization. Without an accurate understanding of nurses' abilities, day care centers may not use the full range of health services that nurses offer.     

The role of the assessment nurse: one hospital's vision for meeting Joint Commission standards

In evaluating the progress made during one year, it is clear that the position of assessment nurse has been an extremely valuable, effective role. The staff nurses' perception is that they not only understand the importance of the nursing process more thoroughly, but they also view the role of nursing administration as that of trying to help the registered professional nurse at the bedside. It is key in today's health care climate that the nursing administrator be visible. One method to assure visibility is for staff to actually see a role model serving as an extension of the nurse administrator. If nurse administrators truly value the importance of the nursing process, then they need to ensure that this message is being communicated throughout the entire nursing service organization. Such an innovative position can function as a liaison between nursing management and the staff. There is no better method of communicating this than having someone who visibly echoes the values of the nurse administrator. It also should be noted here that Shore Memorial Hospital's Nursing Division received a perfect Joint Commission survey evaluation in April 1990. The Nursing Division attributes this to the efforts made regarding implementation of the nursing process, and the forward thinking of a systems change with implementation of a computerized nursing information system that incorporates the nursing process with everyday documentation. Nurse administrators must effect change and demonstrate leadership within their respective organizations. Organizational change can be slow and difficult at times; however, the end result is worth the effort. It is important that the values of the nurse administrator be disseminated throughout the organization.(ABSTRACT TRUNCATED AT 250 WORDS)     

Early career RNs' perceptions of quality care in the hospital setting

The purpose of this study was to explore early-career registered nurses' perceptions of high-quality nursing care in hospitals. The study findings contribute to ongoing work intended to explore and define what quality nursing care is and how it ultimately impacts patients. The final sample analyzed for this article consisted of 171 narrative responses from hospital-based registered nurses. We used Krippendorff's technique for qualitative content analysis to identify themes. Three themes emerged as integral to high quality nursing care: registered nurse presence, developing relationships, and facilitating the flow of knowledge and information. Development of nursing quality indicators should focus on nursing processes in addition to patient outcomes. Such a focus would better capture the complexity of hospital nursing care.     

Prospects of safe motherhood in Botswana: midwifery training and nurses' ability to complete the Botswana obstetric record

This paper examines several key factors that determine nurses' ability to complete the Botswana Obstetric Record (BOR), an instrument that should help with early diagnosis of problems during pregnancy, labour, delivery and the puerperium. Using a national sample of 309 nurses working in hospitals, clinics and health posts under the local government authority in Botswana, the study found that a nurse's ability to complete the BOR was significantly related to midwifery training, level of basic nursing training, age group, level of income, job satisfaction, adequacy of equipment, attendance of refresher courses, overall level of in-service training, reliance on workshops and seminars, peer reliance and self-reliance for information on new nursing practices. Multivariate analyses indicated that the most competent nurse in completing the BOR was one trained as a midwife, working in an adequately equipped health facility, and who often consulted with peers as well as attended workshops and seminars. The study concludes that it is more important to train all nurses to become midwives than to upgrade enrolled nurses to become registered nurses if the plan for safe motherhood is to be advanced. Further research is needed to establish the objective competence of nurses who claim to be comfortable completing the BOR.     

Psychosocial care Center for Alcohol and Drugs (CAPS ad): nursing insertion and practices in São Paulo City, Brazil

This exploratory study with a qualitative approach aimed to identify nurses' insertion and practices at Psychosocial Care Centers for alcohol and drugs in S?o Paulo City, Brazil. Sixteen nurses participated in the study. Data were recorded and were analyzed by dialectic hermeneutics and guided by Brazilian psychiatric reform premises. The results evidenced nurses' difficulties to take part in the care recommended at these services, as their practices are more linked up with the traditional mental health care model. Causes of this phenomenon include nurses' lack of preparation to act in psychoactive substance-related issues and lack of knowledge on specific contents that would favor their insertion into care practice in these scenarios. It is concluded that more attention should be paid to these contents in nursing education, as the legal requirement of nursing presence at these services is insufficient as a strategy to guarantee their actual insertion.     

The true costs of nursing care. A simple approach provides more accurate accounting of nursing services

Since the prospective payment system mandated that they define and control costs more efficiently, healthcare organizations have separated nursing care from fixed overhead and reevaluated cost-containment restraints. Nursing objectives and daily data collection help to assign patients to one of four classes, from routine to continuous care. Providers can use these four classifications to monitor nursing productivity and allocate labor, employing such set variables as hours per patient day, indirect care, constant time, productive and nonproductive time, and profit margin. The result of this system is variable billing that more accurately reflects the true cost of nursing care. This proposed system of more open cost accounting makes patients and families more knowledgeable consumers. Administrators reviewing such cost breakdowns can evaluate nursing and other departments more effectively and market specific services more competitively. The system shows that nursing can be a profit, not a cost, center, which increases nurses' commitment and satisfaction. Organizations should encourage nurse managers to incorporate business into their traditional role. Cost accounting within nursing makes identified costs more manageable and increases efficiency throughout the organization.     

Current questions of nursing care II]

Besides looking over and getting acquainted with the international problems of nursing it's necessary trying to establish the bearings of the situation in Hungary as well. Nursing is a major economical and humanitarian element which influences the people's mood, therefore its social aspects are more important then the professional questions. The central person of nursing is the nurse, whose selection, qualification and education is the privotal question of the whole activity. The expectable professional-social changes need humanly suitable practical people--who rest on firm foundations and who can hold on also in the fields of prevention, curing and rehabilitation. It's necessary to ensure the postgradual teaching, but only in the required number and degree; to solve the problems of higher grades education of nurse-teaching, the claim to the professional qualifications, which can result in the improvement of nurses' perspectives. If the appropriate professional preparedness is guaranteed the independent sphere of authority and responsibility have to be ensured for the nurses in the experiental organizing and researching work. Rising of the level of nursing has a favourable effect on medical work and an entirety of medical attendance. Doctors have decisive influences on the whole process; their interests in the problems and their activities in the solutions can be determinant.     

Nurses' widespread job dissatisfaction, burnout, and frustration with health benefits signal problems for patient care

Job dissatisfaction among nurses contributes to costly labor disputes, turnover, and risk to patients. Examining survey data from 95,499 nurses, we found much higher job dissatisfaction and burnout among nurses who were directly caring for patients in hospitals and nursing homes than among nurses working in other jobs or settings, such as the pharmaceutical industry. Strikingly, nurses are particularly dissatisfied with their health benefits, which highlights the need for a benefits review to make nurses' benefits more comparable to those of other white-collar employees. Patient satisfaction levels are lower in hospitals with more nurses who are dissatisfied or burned out-a finding that signals problems with quality of care. Improving nurses' working conditions may improve both nurses' and patients' satisfaction as well as the quality of care.     

Leaving nursing: an event-history analysis of nurses' careers

OBJECTIVES: The current shortage of nurses is a major problem for health care systems around the world and has revitalized interest in the dynamics of nurses' careers. This paper investigates the factors associated with qualified nurses in Britain moving to different employment statuses, including jobs outside nursing, unemployment, maternity leave and family care over time.METHODS: British Household Panel Survey (BHPS) data collected between 1991 and 2001 were used to estimate the effects of covariates on transition rates between different employment statuses.RESULTS: Individual characteristics associated with shorter tenure in the profession include being male, being younger, having a degree, and having been born in the UK. Many nurses leave to care for their families, which suggests the possibility of returning to the profession at a later date. A number of job characteristics are also related to leaving, including low pay, managerial responsibility, full-time work and lack of opportunities to use initiative. Nurses seem to be particularly vulnerable to leaving early in their careers, but those who survive the first few years are likely to remain in the profession for the rest of their working lives.CONCLUSIONS: It is particularly important in policy terms that ability to use initiative is related to leaving nursing for another form of full-time employment and, in particular, to leaving for a better job. This finding is consistent with results from studies of the Magnet hospitals in the US. Taken together, these results suggest that strategies to improve nurse retention must attend to nurses' status, authority and position in the hierarchy if they are to be successful. The results also provide strong support for those who argue that better rates of pay are necessary in order to improve nurse retention.