An evaluation of training results and efficacy for "hospital management" for some "hospital managers" to summery the experiences and find the training need for next time has shown that 208 participants trained, and a document with 373 pages and 121 pages of reference compiled. Some content of training was applied in the hospital management. There was urgent of needs of training, and training objective depended on the level of hospital.
Personnel Administration, Hospital ; Education

Humans ; Pediatrics ; manpower ; Personnel Administration, Hospital ; Respiratory Therapy Department, Hospital ; manpower

OBJECTIVE. This study was conducted to describe areas of concern with respect to occupational health and safety (OHS) program administration at eleven (11) Metro Manila hospitals, particularly: level of OHS knowledge and skill of personnel, the nature of occupational hazards perceived to exist in the hospitals, and how these relate to OHS program staffing and implementation.
METHODS. Participants were surveyed on OHS knowledge and skills, as well as perceived occupational hazards, during the pilot of the "Occupational Health and Safety for Hospital Workers" training course held last April 2009.
RESULTS AND DISCUSSION. The participants needed improvement in many of the OHS knowledge and ability items assessed. Familiarity and mastery of some items were demonstrated, but for effectiveness to be assured, it is necessary for other areas to be improved. Occupational hazards from all categories (chemical, ergonomic, physical, biological, and safety-related) are observed in the hospitals, with the most frequently cited being chemical and ergonomic in nature. Health and safety committees and OHS programs exist, but staff abilities limit their operation and effectiveness.
CONCLUSION AND RECOMMENDATIONS. Improvement of certain OHS personnel abilities in the hospitals surveyed is suggested, and may help improve administration of OHS programs.

Occupational Health ; Perception ; Personnel, Hospital ; Philippines ; Safety ; Surveys And Questionnaires ; Hospital Administration ; Staff Development

AIMTo determine the views of new house officers (HO) on professionalism and unprofessional behaviour following dismissal in January 2007 of a HO who was caught video-taping nurses in the shower.

METHODSAn anonymous self-administered questionnaire was administered during new house officers' orientation. Using a Likert scale (1 = strongly disagree to 5 = strongly agree), HO were asked to rank statements regarding teaching and their understanding of professionalism and professional behaviour, role model-clinicians, their response to 3 real-life examples of unprofessional behaviour, and dismissal and Singapore Medical Council (SMC) registration of the sacked HO. Participation was voluntary.

RESULTSTwenty-eight out of twenty-nine (96.6%) international medical graduates (IMG) and 84/95 (88%) house officers who graduated from National University of Singapore (NUS) responded. Their median age was 24 years and 63 of them were male. All IMG compared to 63.1% NUS HO agreed that professionalism was well taught in their medical school (P <0.0001). Majority (82.1%) of IMG compared to 67.9% NUS HO agreed they had adequate role model-clinicians exemplifying professionalism (P <0.0001). Majority (90.8%) of the respondents agreed that the sacked HO's behaviour was not pardonable, a smaller proportion (83.9%) agreed with dismissal but only half (52.7%) agreed that SMC should not register the sacked HO.

CONCLUSIONIn this study, only two-thirds of NUS HO felt that professionalism was well taught and they had adequate role models. NUS should review this aspect of medical education. Majority of HO agreed with the dismissal but only half felt the misdemeanor was serious enough for SMC not to register the sacked HO.

Adult ; Attitude of Health Personnel ; Employment ; Female ; Humans ; Male ; Personnel Administration, Hospital ; Professional Misconduct ; Singapore ; Surveys and Questionnaires ; Videotape Recording ; Young Adult

This study was intended to enhance the level of hospital personnel management through analysing job satisfaction of hospital employees in terms of structural, personal and environmental variables. The sample of this study consist of a total of 790 persons including doctors, residents, interns, pharmacists, nurses, medical engineers, office workers and manual workers who have worked for general hospitals with 200 beds, 300 beds and 800 beds respectively. The Likert's 5 scales were used for the measurement of satisfaction. The results can be summarized as follows: 1. Structural variables. The level of satisfaction on the job itself was generally low 2.8 in Likert`s 5 scales, with the order of role ambiguity(3.87), routinization(2.6), work overload (2.45) and autonomy(2 37). Hospital employees are aware of their responsibility and they regarded their work as heavy one. The compensatory satisfaction degree was 2.5 which was also low: There were in the order stability(3.l), distributive justice(2.57), pay(2.3) and promotion(l.9). Usually hospital employees showed high degree of stability, while, their satisfaction on promotion possibility is quite low due to specially differentiated structures of hospitals. The degree of satisfaction on the internal conditions of organizational culture was relatively higher as 2.92: They were co-worker's support(3.69), supervisory support(3.15), role conflict(2.64) and welfare(2.17) in order. The satisfaction on welfare as an economic condition was the lowest. 2. Personal Variables. The level of satisfaction on personal variables was 3.27 which seemed to be quite high: contribution to the hospital(3.38), attitude on job performance(3.28) and pride as a member of the, hospital(3.07). They seem to believe that their work has been helpful to the performance of hospitals. 3. Environmental Variables. The degree of satisfaction on these variables was 3.07 the average which was derived from environmental factors such as family-role conflict and community support related to hospital employees' environment. The order of satisfaction for each variable is community support(3.2) and family-role conflict(2.94). They turned out to be fairly satisfied with their job in community and yet, they wanted more spare time to spend with their family.
Hospitals, General* ; Humans ; Job Satisfaction* ; Organizational Culture ; Personnel Administration, Hospital ; Pharmacists ; Weights and Measures

PURPOSE: This study was to determine the mediator or moderator role of empowerment in the relationship between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. METHODS: Data was collected from 451 nurses in a tertiary hospital located in B city by means of structured questionnaires. Data was analyzed with descriptive statistics, Pearson's correlation coefficient and hierarchial multiple regression using the SPSS program. RESULTS: Empowerment showed mediating effects between the head nurse's transformational leadership and organizational commitment as perceived by staff nurses. However, empowerment did not show moderating effects. CONCLUSION: Nurses' perception of empowerment, the head nurse's transformational leadership and organizational commitment have a strong relationship. This finding suggests the importance of empowering nurses to increase organizational commitment.
Adult ; Decision Making, Organizational ; Female ; Humans ; *Leadership ; Nurse Administrators/organization & administration/*psychology ; Nursing Administration Research ; Nursing Staff, Hospital/organization & administration/*psychology ; Personnel Loyalty ; Questionnaires

PURPOSE: Recently, the bispectral index monitor has been promoted as an objective measure of sedation depth during pediatric procedural sedation in the emergency department (ED). However, rectal administration of thiopental sodium for pediatric procedural sedation has not been validated. METHODS: Patients aged one to seven years and undergoing primary closure procedures for simple facial and hand laceration in the ED were enrolled. Procedural sedation was performed by rectal administration of thiopental sodium. The bispectral index score and the Ramsay Sedation Scale were recorded every 10 minutes during sedation. The investigator and treating physician were blinded to bispectral index scores, which were later correlated with the Ramsay Sedation Scales values. Receiver operator characteristic (ROC) curves were conducted to determine the ability of the bispectral index score to discriminate various thresholds of sedation depth. RESULTS: One hundred thirty paired measurements were obtained from 12 patients. The Spearman's correlation coefficient for paired measurements, was -0.906 (95% confidence interval: [-9.8] ~ [-8.1], p<0.001). ROC curve analysis demonstrated a high discriminatory power for bi-spectral index scores in predicting the level of sedation, with areas under the curve at least 0.95 for all Ramsay Sedation Scale thresholds. CONCLUSION: Bispectral index monitoring can serve as a useful, objective measure of sedation depth in pediatric procedural sedation with rectal administration of thiopental sodium in the ED.
Administration, Rectal ; Consciousness Monitors* ; Emergencies* ; Emergency Service, Hospital* ; Hand ; Humans ; Lacerations ; Research Personnel ; ROC Curve ; Thiopental* ; Weights and Measures

PURPOSE: The purpose of this study was to investigate the determinants of job satisfaction of hospital nurses. The focus was on work rewards. A causal model of job satisfaction of hospital nurses was constructed based on situational perspectives. METHODS: The sample for this study consisted of 505 nurses from 2 general hospitals located in Seoul and Kyeonggi Province, Korea. Data were collected with self-administrated questionnaires and analyzed by hierarchical multiple regression. RESULTS: All variables except workload were positively correlated with job satisfaction. It was found that three task reward variables (workload, meaning, and participation), two organizational reward variables (security and promotional chances) and one social reward variable (family support) had significant influence on nurses' job satisfaction. The explained variance for job satisfaction was 41.4%. The data further indicate that task rewards were the most significant determinants of nurse job satisfaction. CONCLUSION: Theses findings provide strong empirical evidence for importance of task, organizational and social reward variables in explaining job satisfaction of nurses. The model used for this study will be useful for predicting nurse job satisfaction.
Attitude of Health Personnel ; Humans ; *Job Satisfaction ; Nursing Staff, Hospital/organization & administration/*psychology ; Questionnaires ; *Reward ; Salaries and Fringe Benefits ; Social Support ; Workload

BACKGROUND: The propose of this study was to identify the level of medical technologists' perception of and compliance with hospital infection control guidelines. METHODS: A questionnaire survey was conducted for 65 medical technologists working at three university hospitals in Seoul and Kyunggi areas. The questionnaire was composed of 34 questions on the general characteristics (14 items) of individual responders and about infection control guidelines (20 items). Their response was marked on the basis of 5 points for each question. RESULTS: The mean scores of the perception of and compliance with the infection control guidelines were 4.62+/-0.34 and 3.85+/-0.42, respectively. The female technologists scored significantly higher than did the male counterparts in the participation level of the infection control guidelines (P<0.05). The medical technologists who had participated in an infection control educational program were more likely than those who had not to show a higher compliance level on the infection control guidelines (P<0.05). CONCLUSION: The study demonstrated that the development of infection control educational programs for medical technologists and a supportive policy of the hospital administration should contribute to the prevention of nosocomial infections.
Compliance* ; Cross Infection* ; Female ; Gyeonggi-do ; Hospital Administration ; Hospitals, University ; Humans ; Infection Control ; Male ; Medical Laboratory Personnel ; Seoul ; Surveys and Questionnaires

PURPOSE: This paper was conducted to examine the effects of transformational leadership behaviors, within the substitutes for leadership model (Kerr and Jermier, 1978). METHOD: Data was collected from 181 staff nurses in 3 general hospitals, with self-reporting questionnaires (MLQ developed by Bass, rd-SLS developed by Podsakoff, et al., and MSQ developed by Weiss, et al.). Descriptive statistics, factor analysis, Cronbach's alpha and moderated regression analysis were used. RESULT: 1) The transformational leader behaviors and substitutes for leadership each had correlations with job satisfaction. 2) The total amount of variance accounted for by the substitutes for leadership was substantially greater than by the transformational leadership behaviors. 3) Few of the substitutes variables moderated the relationships between the transformational leader behaviors and job satisfaction in a manner consistent with that specified by Howell, Dorfman, and Kerr (1986). CONCLUSION: The finding of this study suggest that leaders need to have a better understanding of those contextual variables that influence job satisfaction. Thus future research should focus attention on the moderating effects of substitutes, as well as the things that leaders can do to influence them. In addition, it may be good to examine the effects of substitutes on other criterion variables.
Adult ; Female ; Humans ; *Job Satisfaction ; *Leadership ; Male ; Middle Aged ; Nurses/*psychology ; Nursing Staff, Hospital/psychology ; Nursing, Supervisory ; Personnel Administration, Hospital/methods ; Regression Analysis