'A good person does not feel envy': envy in a nursing community

The definition of envy is commonly based on psychoanalytical views of organizational culture. The purpose of this paper is to describe envy in a nursing community. The population study consisted of random sample of 120 subjects drawn from among the employees of one central hospital in Finland. The study material consisted of data collected by questionnaires (response rate 65%). The data were processed by various statistical methods. Open-ended questions were analysed by inductive content analysis. The results of this study indicated that the employee's view of his/her official position in the nursing community, his/her relationships with his/her fellow workers and the management as well as relationships with other nursing communities are all related to envy. The employee's view of his/her official position intensified his/her feelings of envy, if he/she had other negative feelings, anxiety, dissatisfaction with him/herself, and negative feelings towards fellow workers. The major object of envy was fellow workers' salaries. Envy towards other nursing communities was generated by alleged differences in the amount of labour, or by the charge nurse's greater interest in other sections. Employees coped with envy by hiding these feelings and being modest. Women coped with envy by being silent, while men denied the value of the object of envy.     

Health promotion training needs analysis: an integral role for clinical nurses in Lanarkshire,Scotland*

Training needs analysis is considered essential to professional and organizational development, for continuing education and for incorporation into professional practice. Increasingly, nurses are encouraged to develop their health promotion role. Despite this there has been relatively little research in Scotland into the health promotion role of the hospital nurse. This study describes the results of a health promotion training needs analysis undertaken on qualified, hospital-based nurses in Lanarkshire, Scotland. Information on the nurses' current health promotion practices, their attitudes and beliefs, their views on role development and priorities for further training were collated, analysed and discussed within the framework of the Health Action Model. This model was originally designed to assist understanding of the gap that exists between an individual intention to act and the eventual health action. However, in this study the ways in which ‘cognitive factors’ (knowledge and beliefs) and ‘motivational factors’ (considering values, attitudes and drives) and pressures from social norms and significant others assisted in the understanding of the nurse's orientation to, and beliefs about, health promotion practice. Fifty-seven per cent of nurses in the study considered health promotion activities to be emerging in clinical care and 4% considered them to be advanced. The interest respondents have in role development and the further integration of health promotion activities into nursing practice was explored by ascertaining the nurses' attitudes and beliefs about their own health promotion role. Of 107 respondents, a majority 72 (67%) agreed health promotion interventions to be an important function of the nurse with 29 (27%) strongly agreeing (n=107). Sixty per cent stated they would be interested in developing their role and 30% were very strongly interested. Recommendations are therefore made for future planning and development strategies for the health promotion role of hospital nurses.     

A study to explore the role of a community oncology nurse specialist

Cancer patients are increasingly being cared for in the community. However, the role of the community oncology nurse specialist (CONS) remains a rare appointment in the United Kingdom. There is little research evidence to substantiate the view that this is a worthwhile and effective role. This study aimed to explore the role of one CONS using a qualitative case study approach. The sample consisted of the CONS, seven patients, no relatives and five community nurses. Semi-structured interviews were used to elicit the view of these participants. In addition, documents containing details of the CONS's work to date were reviewed. A number of the CONS's role components were identified by the different respondent groups. Five themes were identified within the data collected: functions of the CONS, communication between the CONS and other health care professionals, structural and organizational factors, characteristics of the service and benefits to patients and their families. Furthermore, all respondent groups were positive about the service offered by the CONS, and felt that the role was valuable. Some negative features were identified and these were concerned with organizational aspects of the service. The findings suggest the need for further research and evaluation in this area.     

'This isn't very typical I'm afraid': observing community care complaints procedures

The new complaints procedures which local authority social services departments have been required to introduce represent an important mechanism for managing the change of culture associated with recent community care reforms. They also represent a new genre in mechanisms of redress for welfare recipients. This paper reports the findings of a study which has observed considerable diversity in the ways in which local authorities are interpreting the nature and purposes of the new procedures and, in particular, the functions of review panels established under those procedures. Variations in the composition of panels, in the style of review panel proceedings, in perceptions of the panels' powers, and in the ways that complaints and complainants are constituted are all discussed. Attention is drawn to four competing interpretations of the review panels' role and to the need for these to be clarified and prioritised.     

浅谈对传染科护士素质的要求与体会

根据笔者在传染科病房工作中的体会,从六个方面针对传染科工作的特殊性和存在的共性分别阐述了传染科护士在工作中如何高标准、严要求自己,如何对病人做到到位的护理,旨在提高传染科病房的整体护理质量,从而把更多的实惠让利于患者。     

基层医院护理科研论文的现状和护士长工作指导

护理作为一门独立的专业，其发展应以科学研究为基础。护理科研、论文的数量和水平是评价一个地区或单位的护理整体水平的重要指标之一。笔者通过我院10年间医院工作人员科研立项、科研论文发表交流情况及护理人员论文写作的调查，对护理科研滞后的应用进行了综合分析，认为缺乏科研意识、科研潜力不足，观行制度制约，客观条件制约是重要因素。提出改变这种状态应从学科带头人入手，详细阐述了护士长对护理科研、论文工作的指导。     

护士执业权及其法律保护初探

护士执业权是依法取得护士执业证书,以护士名义为社会提供护理服务的医务人员进行护理工作的权利和相关权益,是护士执业规则的核心内容,护士执业权属于公民劳动权益的范畴,是一种具有职业特权性质的特殊劳动权,应立法保护。本文试图通过对护士执业权的法理初步探讨,结合目前存在的侵害护士执业权的突出现象分析,提出保护该项权利的立法建议。     

Healthy communities: reflections on building alliances in Canada. A view from the middle

The author is currently working in the office of Health Promotion,Ministry of Health in British Columbia. For the past 17 yearsshe has worked in Health and Welfare Canada as an advocate forcitizen participation in developing health programs and policies. This article is based on her experience as an advocate and bureaucratin translating and mediating health promotion rhetoric intoaction. The Canadian Healthy Communities and Strengthening Communitiesprojects are used as examples in analyzing the opportunitiesand contradictions in building alliances.     

Clinical problem-solving using video simulation: an investigation

This paper examines the use of videotape simulation as a research method for the exploration of clinical problem-solving, the challenges posed and the strategies employed to overcome the difficulties encountered are discussed. The simulation forms part of a larger comparative study of outcomes of pre-registration nurse education programmes, commissioned by the English National Board for Nursing, Midwifery and Health Visiting.     

实施责任护士竞聘制的做法与成效

目的 :营造良性竞争的机制和氛围 ,全面提高护理质量。方法 :通过资格认定、理论技术考试、民主测评及双项选择 ,由护理部聘任。结果 :较好地进行了人力资源的开发 ,竞聘上岗后的护士有责任感和使命感 ,工作积极主动 ,自觉地成为科室各项工作的带头人。加之岗位工资的兑现 ,更有利于护士长在科室开展工作 ,使科室各项护理工作质量显著提高。结论 :良性的竞争运行机制 ,使优秀护理人才脱颖而出 ,体现能级对应的原则 ,从而使护理质量不断提高。