Neonatal education in the North East: A collaborative venture

This article describes a change in the teaching and learning strategy for newly qualified neonatal nurses who wish to become qualified in the speciality (QIS) of neonatal nursing. Two modules have undergone revision in the light of feedback from the Regional Neonatal Network and evaluations from stakeholders. This paper provides the rationale for change and discusses developments in teaching and learning strategies, and the planning and implementing process involved in the change. Factors to take into consideration when evaluating the change and implications for future developments are also briefly discussed.     

风湿免疫科护士正念对成就动机的影响研究

目的 探讨风湿免疫科护士正念对成就动机的影响,为护理管理者促进风湿免疫科护士的专业发展提供参考依据.方法 运用正念量表和成就动机量表对327名风湿免疫科护士进行测试.结果 风湿免疫科护士正念总均分为（3.18±0.37）分,处于中等水平;成就动机总均分为（0.51±0.09）分,且追求成功的动机高于避免失败的动机;觉知的行动、观察和描述能联合预测成就动机31.1％的变异量.结论 正念能有效联合预测风湿免疫科护士的成就动机,护理管理者应进一步培养风湿免疫科护士的正念水平以提高其成就动机水平.     

消毒供应中心实习生满意率低的原因及对策探讨

目的调查分析消毒供应中心的实习生满意率低的原因,据此制订出相应的应对教学措施。方法年终以问卷调查的形式在即将结束实习的学生中进行调查,分析消毒供应中心2011年实习生满意率低的原因,找出消毒供应中心在实习教学工作中的薄弱环节。并据此制订出相应的教学措施予以实施,将与1年后的实习生满意度进行对比。结果实习生满意度由67％提升至96％,并进入了医院实习生满意度前3名。结论通过落实新的教学措施,突出手供一体、教学互动、个性化教育和双师型人才的理念取得了显著的效果。     

Work experiences among nurses and physicians in the beginning of their professional careers – analyses using the effort–reward imbalance model

Scand J Caring Sci; 2013; 27; 36–43 Work experiences among nurses and physicians in the beginning of their professional careers – analyses using the effort–reward imbalance model The aim of the study was to scrutinise how nurses and physicians, employed by the county councils in Sweden, assess their work environment in terms of effort and reward at the start of their career. The aim was also to estimate associations between work satisfaction and the potential outcomes from the effort–reward imbalance (ERI) questionnaire. The study group, 198 nurses and 242 physicians who graduated in 1999, is a subsample drawn from a national cross‐sectional survey. Data were collected in the third year after graduation among the nurses and in the fourth year after graduation among registered physicians. The effort–reward imbalance questionnaire, together with a question on work satisfaction, was used to evaluate psychosocial factors at work. The results reveal that nurses scored higher on effort, lower on reward and experienced higher effort–reward imbalance, compared with physicians. Women scored higher on work‐related overcommitment (WOC) compared with men. Among the physicians, logistic regression analysis revealed a statistically significant association between WOC and ERI, sex, effort and reward. Logistic regression analysis also revealed a statistically significant association between WOC and ERI and between WOC and effort among the nurses. Dissatisfaction with work was significantly higher among those who scored worst on all three ERI subscales (effort, reward and WOC) and also among those with the highest ERI ratios compared with the other respondents. In conclusion, to prevent future work‐related health problems and work dissatisfaction among nurses and physicians in the beginning of their professional careers, signs of poor psychosocial working conditions have to been taken seriously. In future work‐related stress research among healthcare personnel, gender‐specific aspects of working conditions must be further highlighted to develop more gender‐sensitive analyses.