http://dro.deakin.edu.au/eserv/DU:30089726/leiter-latentburnoutprofiles-2016.pdf

Latent burnout profiles: A new approach to understanding the burnout experience

This report describes an eighteen-month action research project in an assessment, treatment and rehabilitation ward for older people in a large metropolitan hospital in New Zealand. The study aimed at developing participative care and the clinical nurse consultant role, and advancing nursing practice. Initially, nurses and patients worked together towards establishing a relationship in which patients were viewed as valid members of the interdisciplinary team. In the reconnaissance phase, nursing practice was critically examined. One-to-one guided interviews with nurses, patients and their families, and group discussions were used to develop an understanding of current nursing practice. This led to the transformative action in which action plans, based on the feedback from patients, nurses and allied health workers, were implemented and reflected upon. The action plans consisted of environmental changes, alteration of the admission procedure, implementation of group (patient) education sessions, and patient guided care plans. The positive outcome of this phase was the impetus for the interdisciplinary phase, in which patients became active participants in interdisciplinary participative goal-setting meetings. Interdisciplinary assessment forms and care plans were also piloted at this stage. The qualitative evaluation suggests that patient participation in the planning and evaluation of care came to be regarded as valuable by patients and health professionals. In conclusion, by critically examining nursing practice, the nurses were able to gain an insight into their practice, take informed action to transform practice, and initiate change in a ward environment.

/pdf/innovation-and-change-in-a-rehabilitation-unit-for-the-3mfeih08ep.pdf

Innovation and change in a rehabilitation unit for the elderly : Through action research

Se presenta una revision de los antecedentes historicos y los principales modelos teoricos en el estudio de la estructura de la personalidad, prestando especial atencion al modelo estructural mas aceptado en la actualidad, el modelo de Cinco Grandes factores de personalidad, y a los instrumentos de evaluacion desarrollados desde este modelo. A continuacion, se presenta la creacion de un nuevo instrumento de evaluacion de la personalidad, el Cuestionario Breve de Personalidad (CBP). Este instrumento consta de 20 items mediante los que se evaluan los Cinco Grandes factores de personalidad y diez subdimensiones. Las propiedades psicometricas del CBP fueron estudiadas en un grupo de estudiantes universitarios (N = 168). Los resultados muestran una estructura factorial clara acorde a lo esperado, asi como unos indices de fiabilidad y validez adecuados. Se concluye que el CBP mantiene un buen equilibrio entre las ventajas practicas derivadas de la brevedad del test y sus propiedades psicometricas.

Desarrollo de un nuevo instrumento de evaluación: el cuestionario breve de personalidad (CBP)

The relationship between staff perceptions of work environment and patient/staff ratios was studied at a state psychiatric hospital. Staff in three separate admission units indicated their perceptions by completing the Work Environment Scale. Significant differences in subscale scores were found among the units and correlated with staff/patient ratios. Hypothesized explanations for these findings are presented along with responses made, subsequent to the study, by the hospital.

Staff perceptions of work environment in a state psychiatric hospital

The main purpose of this study is to analyse burnout levels of elementary school principals. 190 elementary school principals (183 male and 7 female school principals) from Nigde and its districts constitute the survey sample of the research. The data of this research were collected by using the “Maslach Burnout Inventory”. The data were analysed by using SPSS 15.0. In oeder to analyse the data obtained, mean, standard deviation, Mann-Whitney-U test, variance and Tukey-HSD tests were used. Results of this study show that elementary school principals have “moderate” level of burnout. Also, it was found out that there was a statistical significant difference between elementary school principals in terms of gender in reduced personal accomplishment and depersonalisation sub- scales of the inventory. According to this result, female elementary school principals have higher reduced personal accomplishment and depersonalisation levels than their male counterparts. On the other hand, it was found a statistical significant difference between schools principals in relation to managerial seniority. According to results of this result of the research, school principals were found to differ in reduced personal accomplishment sub-scale so that less experienced school principals have higher burnout levels than their counterparts. It was also found out that there were not any statistical significant difference between elementary school principals in terms of educational level and working place variables. However, when looked at the mean scores of the school principals in relation to educational level and working place variables, senior high school graduates feel lower burnout and the principals working in villages and town feel higher burnout levels than their counterparts working in the city centre.

http://ijer.eab.org.tr/media/volume3/issue3/gokhan_bas.pdf

An Analysis of Burnout in Turkish Elementary School Principals

Publisher Summary The purpose of this chapter is to present a model suggesting h ow the organizational design of a human service program affects service delivery through its impact on staff motivation. Organizational design refers to the allocation of tasks and authority in a program and the underlying norms and values concerning staff, clients, and program philosophy. The framework is based on the assumption that human service programs are work organizations in which the organizational design greatly affects program outcomes. The model is intended as a guide for evaluation and action in programs. Before proceeding, it is necessary to define more precisely the type of setting that is the focus of this chapter. Hasenfeld and English (1974) define human service organizations as, “the set of organizations whose primary function is to define or alter the person's behavior, attributes, and social status in order to maintain or enhance his well-being [p. 1]. ” They go on to distinguish two general types of human service organizations: people-changing organizations that attempt to alter their clients; and people-processing organizations that confer public status or change the social circumstances of their clients. This chapter is primarily concerned with people-changing organizations. These include mental health, educational, vocational rehabilitation, and correctional programs. Although some of the ideas may also be applicable to people-processing organizations, the primary task will be to define aspects of a people-changing organization that affect the rehabilitation or learning process.

Human Service Programs as Work Organizations: Using Organizational Design to Improve Staff Motivation and Effectiveness

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Human Service Programs as Work Organizations: Using Organizational Design to Improve Staff Motivation and Effectiveness