Impact of Language Barrier on Acute Care Medical Professionals Is Dependent Upon Role

Communication with patients is essential to providing quality medical care. The study was conducted to evaluate the effects of language barriers on health care professionals. It is hypothesized that these language barriers are commonly perceived by health care professionals and they are a source of workplace stress in acute care environments. We designed and distributed a survey tool of staff experiences and attitudes regarding the English-Spanish language barrier among patients in an acute care surgical environment of a tertiary medical center. Responses were anonymous, stratified by professional role and comparisons made using paired t tests. Sixty-one nurses and 36 physicians responded to the survey. Overall, 95% of nurses reported that the language barrier was an impediment to quality care, whereas 88% of physicians responded similarly (P = .0004). More nurses than physicians report experiencing stress (97% vs. 78%) and the degree of stress appears to be greater for nurses (P < .0001). The basis of stress was unique between the two groups. This study demonstrates that acute care hospital medical professionals perceive language barriers as an impediment to quality care delivery and as a source of workplace stress. Nurse and physician perceptions differ; therefore, strategies to address these language barriers should be specific to those professional roles. These barriers create a void in health care quality and safety that has effects on health care professionals.     

肿瘤科护士工作压力及应对方式的调查

目的调查肿瘤科护士工作压力来源和应对方式。方法对48名肿瘤科护士采用护士压力源量表、压力应对方式问卷调查。结果肿瘤科护士总体压力水平为中度,压力主要来源于“工作量及时间分配”、“病人护理”、“工作环境及仪器设备”方面：在“工作量及时间分配”方面,中高级职称及较高学历护士压力高于初级职称及低学历护士,在“护理专业及工作方面”,高学历护士压力高于低学历护士;78．72％的肿瘤科护士采用积极的成熟型应对方式应对压力,21．28％采用消极的或中间型方式应对压力。结论制定有效措施降低肿瘤科护士压力源水平,减轻应激程度,对确保护士身心健康和良好的护理质量是必要的。     

Conflicts and conflict management in the collaboration between nurses and physicians - a qualitative study

In health care, optimal collaboration between nurses and physicians is crucial in the quality of the care process – but not self-generating. Little is known about how health-care professionals cope with conflicts within their collaboration. This qualitative study investigates the way nurses and physicians cope with conflict and clarifies the determinants of conflict management styles. All respondents formulate clear expectations which in their opinion are essential to collaboration. When collaboration leads to disagreement, physicians and nurses choose between ignoring the conflict or engaging in it. Choice is determined by five factors: the influence of oneself, the influence of the other, the nature of the conflict, the context of conflict, and personal motives.     

CLINICAL SUPERVISION,BURNOUT, AND JOB SATISFACTION AMONG MENTAL HEALTH AND PSYCHIATRIC NURSES IN FINLAND

This paper presents the findings from a survey of Finnish mental health and psychiatric nurses. The aim of the study was to describe and evaluate the current state of clinical supervision, and ascertain the levels of burnout and job satisfaction experienced by these health care professionals. Clinical supervision was found beneficial for mental health and psychiatric health care professionals in terms of their job satisfaction and levels of stress. The findings seem to demonstrate that efficient clinical supervision is related to lower burnout, and inefficient supervision to increasing job dissatisfaction.     

Clinical supervision, burnout, and job satisfaction among mental health and psychiatric nurses in Finland

This paper presents the findings from a survey of Finnish mental health and psychiatric nurses. The aim of the study was to describe and evaluate the current state of clinical supervision, and ascertain the levels of burnout and job satisfaction experienced by these health care professionals. Clinical supervision was found beneficial for mental health and psychiatric health care professionals in terms of their job satisfaction and levels of stress. The findings seem to demonstrate that efficient clinical supervision is related to lower burnout, and inefficient supervision to increasing job dissatisfaction.     

Stress,burnout, and job satisfaction in 470 health professionals in 98 apheresis units in Italy: A SIdEM collaborative study

Aims: In Italian and international background, there are no studies focusing on stress, burnout indicators, and job satisfaction in health professionals working in the apheresis units. This study aims to fill this void both for scientific and clinical reasons. Methods: The participants were 470 health professionals (220 physicians, 250 nurses), mostly female (73.4%), with an average age of 48.09 (with the 5° percentile under 32 years and the 95° percentile over 60), working in the Apheresis Units in the North (228), in the Center (131) and in the Southern‐islands of Italy (111). The health professionals' years on the job were principally between one and 10 years (40.2%) or from 11 to 20 years (33.2%). The prevalent activity was therapeutic apheresis (48.5%). The self‐report questionnaires were proposed electronically by a protected online site. Results: Important stress levels were identified in the health professionals. Physicians principally showed medium (47.5%) and high (35.8%) stress levels. Stress levels of nurses were mostly low (57.7%) or medium (25.7%). Female gender in nurses [t(268) = ?3.29; P = 0.001] and in physician professions [t(217) = ?3.01; P = 0.03] was a risk factor for stress. Both job categories were placed at a high risk level for burnout syndrome comparing with normative scales, especially the health professionals working in the center of Italy for the scales “Emotional exhaustion” [F(2) = 4.39; P = 0.013] and “Professional inefficacy” [F(2) = 4.38; P = 0.013]. Conclusions: Health professionals working in the apheresis unit show high stress levels and burnout risk. New preventive programs and specific clinical interventions should be constructed. J. Clin. Apheresis 30:297–304, 2015. © 2015 Wiley Periodicals, Inc.     

Job satisfaction among nurses and physicians in an Army hospital: A content analysis

BackgroundLower job satisfaction is associated with increased turnover. Although factors that contribute to job satisfaction are well documented, less is known about job satisfaction among health care professionals in military hospitals.PurposeTo explore areas of most and least satisfaction with work among civilian and military nurses and physicians in an Army hospital.MethodsCivilian and military nurses and physicians (n = 285) completed two-open ended job satisfaction questions. We used content analysis to explore categories and themes. Data were sorted by professional identity (civilian, military) and professional role (nurse, physician).FindingsRegardless of professional identity or role, respondents experienced the most satisfaction with patient care and co-worker relationships. Military respondents experienced the least satisfaction with staffing inadequacies and work schedule conflicts. Civilians reported leadership attributes and co-worker conflicts contributed to the least satisfying aspects of work.DiscussionHospital leaders should implement relational work practices and develop policies that enhance job satisfaction.     

Self-care for the caregiver.

Palliative care nurses can face unique stressors and compassion fatigue working in their field. Working with the dying and their families, communicating with other health care professionals, and handling ethical issues are often sources of stress in palliative care. The biochemistry and theory of stress are discussed. Various strategies to cope with caregiver stress are explained.     

院前急救护士工作压力源与心理健康水平的研究

目的 了解院前急救护士工作压力源与心理健康水平之间的关系.方法 采用问卷调查法,对北京急救中心院前急救护士的工作压力源、心理健康及其相互关系进行调查.结果 院前急救护士工作压力较大,压力源得分与心理健康水平呈显著正相关(P＜0.01).结论 压力源是影响院前急救护士心理健康水平的重要因素,建议管理层有意识地减轻护士工作压力源,以维护其心理健康.     

Novel spanish translators for acute care nurses and physicians: usefulness and effect on practitioners' stress.

BACKGROUND: Language barriers are significant impediments to providing quality health care, and increased stress levels among nurses and physicians are associated with these barriers. However, little evidence supports the usefulness of a translation tool specific to health care. OBJECTIVES: To evaluate the effectiveness of a novel English-Spanish translator designed specifically for nurses and physicians. The hypothesis was that the translator would be useful and that use of the translator would decrease stress levels among nurses and physicians caring for Spanish-speaking patients. METHODS: Novel English-Spanish translators were developed entirely on the basis of input from critical care nurses and physicians. After 7 months of use, users completed surveys. Usefulness of the translator and stress levels among users were reported. RESULTS: A total of 60% of nurses (n=32) and 71% (n=25) of physicians responded to the survey. A total of 96% of physicians and 97% of nurses considered the language barrier an impediment to delivering quality care. Nurses reported significantly more stress reduction than did physicians (P=.01). Most nurses and physicians had used the translator during the survey period. Overall, 91% of nurses and 72% of physicians found that the translator met their needs at the bedside some, most, or all of the time. All nurses thought that they most likely would use the translator in the future. CONCLUSIONS: The translator was useful for most critical care nurses and physicians surveyed. Health care providers, especially nurses, experienced decreased stress levels when they used the translator.     

合同制护士工作压力和应对方式的调查分析

目的了解合同制护士工作压力来源、压力程度和应对方式。方法对107名合同制护士选用护士压力源量表、焦虑自评量表(SAS)、特质应对量表进行问卷调查并进行统计学分析。结果合同护士的总体压力水平为中度,压力主要来源于“护理专业及工作”、“病人护理方面”和“工作量与时间分配”方面;工作年限≥5年的合同护士压力高于<5年的合同护士,有显著性差异(P<0.05)。合同护士的焦虑程度高于普通人群,有显著性差异(P<0.001);9.4%的合同护士存在不同程度的焦虑症状。合同护士多采用积极应对方式,少采用消极应对方式,工作年限≥5年的合同护士比<5年的合同护士更易采取积极应对方式,有显著性差异(P<0.05)。合同护士工作总压力与焦虑程度呈正相关(P<0.05),“病人护理方面”和“管理及人际关系”方面与消极应对方式呈正相关(P<0.05)。结论针对合同护士这一特殊群体,护理管理者应注意充分运用激励机制,建议关注合同护士的工作压力和心理健康状况,有针对性地采取心理知识及专业知识的培训,提高其积极应对的技巧。     

Discharge planning and follow-up care: the asphyxiated infant.

Discharge planning and follow-up care of the asphyxiated infant is a complex process. Models of discharge planning, team member responsibilities, and teaching responsibilities are components of hospital discharge plans. Special care needs of these infants may include vision, hearing, immunizations, seizures, medications, and feeding. Families and health care professionals need to be familiar with programs providing financial resources for care of the infant such as private insurance, prepaid health care, Medicaid, Medical Needy program, Children with Special Health Care Needs (CSHCN), federal legislation mandating education and services for high-risk infants (PL 99-142 and PL 99-457) and intervention programs. Families returning to Newborn Follow-up programs become acquainted with a variety of professionals and types of neonatal and infant assessments. Providing teaching materials and information regarding special health problems, services and outcome, as it becomes known, is the responsibility of the extended health care team of nurses, physicians, home health services, psychologists, and therapists.     

The relationship between caregiving and employment. A study of stress in employed and unemployed caregivers of elderly persons

The need for persons to provide care on an informal basis to frail and dependent elderly persons has generated a "caregiving crisis" in this country. Middle age women, the traditional caregivers for most generations, are no longer readily available to provide informal care. Instead, they are likely to be struggling to cope with the dual demands of paid employment and family responsibilities. Significant differences exist between employed and unemployed caregivers in relation to age, marital status, gender, personal health status, and caregiver-care recipient relationships. However, no differences exist in relation to the amount of stress experienced as a consequence of caregiving responsibilities. Occupational health nurses have an ideal opportunity to help employed caregivers cope with their caregiving responsibilities both at the worksite and in their personal lives.     

护士职业倦怠状况及其与社会支持、工作压力源的相关性研究

目的 探讨护士职业倦怠与工作压力源、社会支持的相关性.方法 对4家综合医院的医生(138人)、护士(162人)分别进行量表测查,其中对护士进行工作倦怠量表(MBI)、领悟社会支持量表(PSSS)、中国护士工作压力源量表的测查,医生仅进行工作倦怠量表的测查,并对结果进行分析.结果 护士的MBI测查结果显示情绪衰竭、非人性化评分显著高于医生,而工作成就感评分则显著低于医生;护士职业倦怠水平明显高于医生,2者比较差异有统计学意义.护士职业倦怠程度高者,其社会支持评分低于职业倦怠程度低者;而其工作压力源评分均显著高于职业倦怠程度低者.护士职业倦怠情绪衰竭、非人性化评分与社会支持、工作压力源呈负相关,而工作成就感评分与社会支持、工作压力源呈正相关.结论 护士职业倦怠状况应引起护理管理者的重视,及时采取相应措施提高其心理健康水平.     

The role of the chinese medicine nurse in Taiwan: professional or assistant?

Personal participation in first line Chinese medicine nursing practice made the author aware of a significant gap between learning and practice in traditional Chinese medicine nursing. For this paper, she interviewed physicians, nurses and patients, researched hospital system and regulatory requirements. She found that "an assistant" is what Chinese medicine physicians expect of nurses, while patients expect a nurse to be able to help them complete treatment while having a good attitude. In order to distinguish clearly nursing from medicine, nursing scholars, with the help of the Chinese Medicine Committee have designed a Chinese medicine nursing training program. Administration is the main content of front-line nurses in this field. They typically have limited responsibilities related to health problem assessment, prevention, or providing guidance / advice. This article raised difficulties and contradictions between the role and practice of Chinese medicine nurses. Three suggestions are provided, including: clearer demarcation of job responsibilities; renewed respect for nurses as professionals; and including traditional Chinese medicine nursing into the formal nursing curricula in order to support a better future for Chinese medicine nurses.     

护士职业倦怠状况及其与社会支持、工作压力源的相关性研究

目的探讨护士职业倦怠与工作压力源、社会支持的相关性。方法对4家综合医院的医生（138人）、护士（162人）分别进行量表测查，其中对护士进行工作倦怠量表（MBI）、领悟社会支持量表（PSSS）、中国护士工作压力源量表的测查，医生仅进行工作倦怠量表的测查，并对结果进行分析。结果护士的MBI测查结果显示情绪衰竭、非人性化评分显著高于医生，而工作成就感评分则显著低于医生；护士职业倦怠水平明显高于医生，2者比较差异有统计学意义。护士职业倦怠程度高者，其社会支持评分低于职业倦怠程度低者；而其工作压力源评分均显著高于职业倦怠程度低者。护士职业倦怠情绪衰竭、非人性化评分与社会支持、工作压力源呈负相关，而工作成就感评分与社会支持、工作压力源呈正相关。结论护士职业倦怠状况应引起护理管理者的重视，及时采取相应措施提高其心理健康水平。     

Occupational stress and constructive thinking: health and job satisfaction

BACKGROUND: Occupational stress is associated with specific situations, characteristics of the work environment, and individual perceptions and reactions in the context of the workplace, but many nursing studies of occupational stress have tended to analyse aspects related to the job itself. In Brazil nursing is acknowledged as a stressful occupation whose stresses are generally associated with the job itself, while the effects of personal characteristics on an individual's response to occupational stress are dismissed. AIMS: The aim of this paper is to describe: (1) occupational stress, job satisfaction and state of health in Brazilian nurses, and (2) the relationship of these variables to a constructive thinking coping style. METHODS: A correlational study was performed during 1999 with 461 nurses recruited from the public health and education system in the Federal District of Brazil. Instruments used were the Nursing Stress Inventory, Constructive Thinking Inventory, subscales of the Occupational Stress Indicator, and a researcher-designed questionnaire. RESULTS: Normal distributions were found for occupational stress, state of health (physical and psychological), and job satisfaction. Results suggest that nurses have fewer psychological health problems and similar job satisfaction compared with other Brazilian government white-collar workers. Occupational stress was directly associated with state of health, and inversely associated with global constructive thinking and job satisfaction. CONCLUSIONS: Brazilian nurses in this study seem to have adapted satisfactorily to their profession, but the finding that constructive thinking was significantly related to psychological ill-health, occupational stress and physical ill-health highlights a need to value individual coping styles in the work environment.