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Byline: Ginger Christ Travel nurses have held the upper hand for most of the pandemic, with providers willing to pay hundreds of dollars an hour for the temporary help needed [...]

Executive Summary * The purpose of this quantitative, correlational research study was to examine the relationships between nurse staffing, job satisfaction, and nurse retention in an acute care hospital environment. [...]

Background: Information on hospital unit costs is valuable to health policy makers, managers, and researchers. Its importance is recognised internationally by the World Health Organization (WHO) and nationally by the South African Department of Health. Although some projects had attempted to introduce this concept in South Africa, none of them became sustainable. Objectives: To identify the cost centres in a large public hospital (Johannesburg Hospital) and to determine factors influencing its implementation and lastly, to provide future directions for successful and sustainable operation through transfer of skills. Methodology: Setting of the study was Johannesburg Hospital, a public sector hospital in South Africa. The study has used context analysis technique to analyze the operational environment of the hospital. Results: The study identified three types of cost centres: Overhead, Intermediate, and Final. The context analysis showed remarkable differences in comparison with Italian public hospitals. Various important factors were identified during this study, which may be classified into three broad categories: external, internal, and process. Discussion: Focus of hospital management should shift from cost minimisation. It should also consider other factors such as number of patients, levels of patients, clinical outcomes, clinical governance, organisational efficiency, and organisational culture, which might play a significant role. This requires expertise in clinical economics, which is not readily available in developing countries like South Africa. Training of hospital staff in the new way of thinking, internal communication, and regular feedback are probably other important factors to its success. Conclusion: A stepwise approach based on proper planning and a context analysis should be used for successful implementation of this type of activity in a public hospital setting. Key words: cost centre, public hospital., Information on hospital unit costs is valuable to health policy makers, managers, and researchers for at least three purposes: budgeting, the assessment of hospital efficiency, and economic assessment of different [...]

Like many hospitals in the United States, Orlando-based Florida Hospital is experiencing a significant increase in the diversity of its staff and patient base. This, combined with new requirements of [...]

[ILLUSTRATION OMITTED] Jason Gillam has been a physical therapist for more than five years and works for the Mat-Su Regional Medical Center in Palmer at its Outpatient Center in Wasilla. […]

Total and inpatient margins are declining. And a cascade of financial pressures continues to threaten hospital revenue: * As the economy continues to trend downward, financial support from Federal and [...]

* In this article, the term "churn" is used not only because of the degree of change to staffing, but also because some of the reasons for staff movement are not classified as voluntary turnover. * The difficulties for the nurse managing a unit with the degree of "churn" should not be under-estimated. * Changes to skill mix and the proportions of full-time, agency, and temporary staff present challenges in providing clinical leadership, scheduling staff, performance management, and supervision. * Perhaps more importantly, it is likely that there is an impact on the continuity of care provided in the absence of continuity of staffing. * A greater understanding of the human and financial costs and consequences, and a willingness to change established practices at the institutional and ward level, are needed., GROWING AWARENESS OF THE link between nurse staffing and patient outcomes has focused greater attention on the importance of staffing decisions. However, with prolonged workforce shortages, staffing hospitals with an [...]

* Nursing turnover is costly for health care organizations. * Newly licensed registered nurses work behavior is a complex process, influenced by their attitudes toward their work, personal characteristics, job opportunities, and workplace attributes. * Several characteristics are significant in predicting satisfaction (ethnicity, gender) and organizational commitment (patient load, mandatory overtime, shift, and unit type) and intent to stay (income, age) over and above work attitudes. * Among the most important implications are how the findings can inform management and policy. * Findings from this study provide information that may be useful for those organizations that want to decrease their turnover rates., NEWLY LICENSED REGISTERED nurses (NLRNs) are critical members of the health care and hospital workforce. Most hospitals hired at least one new graduate in 2000 (Group, 2002). The National League [...]

You might expect a 25-bed critical access hospital in Michigan's remote Upper Peninsula to face a bit of a challenge when searching for a new CEO. And you might expect [...]

HOSPITAL OWNERSHIP/CONTROL OF A PHYSICIAN PRACTICE There is an increasing trend throughout the country for hospitals to employ physicians. In some states, hospitals simply hire physicians directly as employees. Several [...]

* To combat the nursing shortage, efforts to promote nursing as a career have been successful. * However, academic nursing institutions are not adequately prepared for this new influx of applicants. * The lack of faculty to educate the growing demand for baccalaureate-prepared RNs directly impacts the nursing shortage. The nursing shortage thus directly impacts safe patient care. * The main reasons for the lack of faculty to meet the demand for more nurses include the increased age of the current faculty and the declining number of years left to teach, expected increases in faculty retirements, less compensation for academic teaching than positions in clinical areas for master's-prepared nurses, and finally, not enough master's and doctoral-prepared nurses to fill the needed nurse educator positions * It is in the best interest of the nursing profession to do what it does best by incorporating the nursing process to solve the faculty shortage and secure its future in order to protect the lives of patients., WHILE THE NURSING SHORTAGE remains a high priority and initiatives are being put into place to address it, a growing concern has emerged related to another type of shortage--nursing faculty. [...]

* To create new opportunities for nurses to reenter the workforce, a RN p.r.n. program must meet the needs of nurses who wish to make dual commitments to home and work. * The Parent Shift program provides an innovative model of attracting and retaining nurses in a hospital workforce. * Many nurses who joined the program were away from the field of nursing for many years and were drawn to the program because of the promise of flexible shifts and minimal requirements for participation. * In this study, flexible shifts not only encouraged program entry, they were also a powerful motivator for continued program participation over time. * Parent Shift nurse presence was perceived by nurse managers to decrease stressors and improve time efficiency of full-shift staff., MOST HOSPITALS OFFER A variety of work options to encourage nurses to enter and maintain work in the hospital setting. Some offer full-time and part-time opportunities (including a weekender program) [...]

* It is of paramount importance for executives to be well aware of registered nurse (RN) hidden replacement costs related to musculoskeletal injuries. * Developing and implementing an ergonomic plan that includes procurement of appropriate lifting equipment at the point of care makes sense. * Armed with an ergonomic plan, proactive case management, and a return to work program, the organization is positioned for fiscal success. * The ANA's Handle With Care campaign addressed the fact that 12% of RN turnover and 38% of RN workers' compensation pay are related to back strains. * Using the benchmarks reported in the Handle With Care campaign, the average cost of replacing an RN who leaves nursing due to a back injury ranged from $25,450 to $38,280 per nurse. * Health care worker injury prevention should be valued as a retention strategy, as well as a fiscal responsibility where all stakeholders benefit., ON NOVEMBER 14, 2000, the U.S. Department of Labor Occupational Safety and Health Administration (OSHA) published an ergonomic standard, which was written for legislation but was voted down by Congress [...]

* High rates of retirement among older nurses and horizontal violence among younger nurses heighten the importance of mentoring in the context of overall organizational stability and performance. * Viewing the essentials of mentoring in the context of organizational culture and leadership as a long-term commitment and solution rather than a short-term task will lead to improved staff retention, satisfaction, and, ultimately, patient outcomes. * Using Bass's four leadership initiatives, a culture for mentoring can be achieved through inspirational motivation, individualized consideration, idealized influence, and intellectual stimulation. * Alignment of organizational and mentoring goals is essential to a successful approach given that the qualities associated with leadership and mentorship are closely aligned. * Mentoring cultures also depend upon elements of a stable infrastructure such as managerial and executive support, scheduling flexibility, incentives, and recognition. * Transformational leadership practices are key to achieving the sustainable effects of mentoring programs that are rooted deeply in organizational culture., MANY AUTHORS HAVE examined the pervasive phenomenon in the practice of nursing that is widely known as "nurses eating their young." The literature reports that a staggering number of registered [...]

Nurse staffing patterns have come under increased scrutiny as hospital managers attempt to control costs without harming service quality or staff morale. This study presents production function results from a [...]

The employee participation strategy adopted by Hammersmith Hospitals National Health Service Trust for better services is discussed.

A Midwestern acute care facility shares its successful internal communication plan to engage stakeholders and describes its significance in achieving designation as a Magnet[R] hospital. This plan remains a framework for ongoing communications toward sustaining a Magnet culture, completing annual interim reports, and preparing for redesignation in 4 years., Nursing leadership at Saint Elizabeth Regional Medical Center in Lincoln, Nebraska, recognized from the outset that a successful bid to achieve designation as a Magnet[R] hospital would hinge upon the [...]

Impact of leader inclusiveness in hospital processes on the morale of the employees and their increased psychological safety is examined.

Scope for organizational learning in hospital residency programs, with respect to correcting mistakes of medical students, is analyzed.

Organizational behavior and interpersonal conflicts in a hospital due to the varied backgrounds of the employees, nurses and doctors, and strategies to handle them are discussed.

Abstract. The human factor is central to healthcare, yet its proper management has remained beyond the reach of healthcare organizations. This qualitative study examines strategic human resource management (HRM) issues [...]