1,720,958 research outputs found
Workplace violence, psychosocial safety climate and their impacts on mental and self-rated health: A mixed-method study among nurses
No full text目的：職場暴力已是許多國家重視的職場社會心理危害。在台灣，此問題也日益受到關注，政府並於2013年修訂並於2014年7月3日正式施行《職業安全衛生法》新增之不法侵害預防條款。工作者遭遇職場暴力後，除了身心健康受影響以外，亦可能面臨人際衝突、勞雇衝突與法律爭議；若處理職場暴力相關的流程與法規不完善或組織氛圍不佳，可能惡化其身心健康。在《職業安全衛生法》甫施行之際，本研究以護理人員為研究對象，探討護理職場的職場暴力現況與制度狀況。本研究目的有三：其一，以深度訪談瞭解遭受職場暴力之護理人員對於醫院通報申訴與處理流程之經驗與感受；其二，以護理人員為調查對象，檢視中文化「心理社會安全氛圍」量表之信效度；其三，以護理人員為調查對象，瞭解醫院層級的「心理社會安全氛圍」與自評健康與心理健康的相關。 方法：本研究採用混合研究方法，進行方式包括：(1)質性訪談：以最近一年曾經歷職場暴力的女性臨床護理人員共17人為訪談對象，瞭解其職場暴力經驗、以及通報申訴與醫院處理等制度經驗；(2) 建構並檢視中文版心理社會安全氛圍量表信效度：經過雙向翻譯與語意訪談確定題目，並招募408位臨床護理人員進行問卷調查，以檢視量表的信效度。(3) 量性調查：以標準化問卷進行調查，研究對象包括75家醫院的1755位護理人員及75位職業安全衛生管理人員份，採多階層分析探討職場社會心理安全氛圍與護理人員職場暴力經驗與身心健康之相關。 研究結果：在質性訪談方面，職場暴力對多數護理人員會造成身心健康的影響，遭受內部職場暴力的護理人員感受到企業組織氛圍較不佳，多數受訪者認為現行職場暴力處理及申訴的制度不透明也不便利，也未保護受害者。中文版心理社會安全氛圍量表量表信效度方面，研究結果顯示量表構念與原始量表一致，語意內容清晰，並具有良好的內在一致性度（Cronbach’s α=.83）及良好的建構效度。在量性分析方面，在控制教育程度與年資之後，夜班及輪班者、高工作負荷者、低職場正義及低心理社會安全氛圍之護理人員，發生職場暴力的風險顯著高於其他護理人員；遭受職場暴力的女性護理人員自評健康不佳（OR=1.840）且負面心理健康問題風險較高（OR=1.507）；多階層分析控制職場暴力經驗、學歷、年資及工作職場特質後，相較於組織心理社會安全氛圍高的女性護理人員，處於組織心理社會安全氛圍低的女性護理人員有較高的自評健康不佳的風險（OR=1.771），但對心理健康則無顯著相關。 結論：本研究指出，遭受職場暴力的護理人員除了暴力事件本身影響之外，也普遍感受到現行制度不佳及未保護受害者，而造成更多的心理壓力；中文版心理社會安全氛圍量表有良好之信效度，可用來測量組織氛圍；不良的職場心理社會安全氛圍可能伴隨著身心健康風險，值得勞動主管機關、醫療機構經營者與護理工作者重視。Workplace violence has been recognized as a serious psychosocial work hazard in many countries. In addition to physical and mental health consequences, workers who experience workplace violence often encounter various forms of hardships, including interpersonal conflicts, employee-employer conflicts and/or legal dispute with employers or customer. Victims of workplace violence might experience further physical and meantl health impacts if their work environment failed to act supportively after the violent event or if the legal protection provision was fragmented. There were three study objectives: First, in-depth interviews with nurses who had experienced workplace violence were conducted to understand nurses’experiences in the notification and appealing processes and their perception of hospital’s responses toward workplace violence. Secondly, a survey of nurses was conducted to examine the psychometric properties of the Chinese version of psychosocial safety climate (PSC-12C). Thirdly, a cross-sectional survey was conducted to examine the associations of organizational psychosocial safety climate and mental and self-rated health status among nurses. Methods: Mixed-methods were used in this study. For the first objective, in-depth interviews were conducted with 17 female nurses. For the second objective, the PSC-12C was Translated and back-translated to ensure valid translation, following by a survey of 408 nurses to examine its internal consistency reliability, construct validity, convergent validity and discriminant validity. For the third objective, a cross-sectional survey of 1853 nurses and 75 occupational safety and health personnel from 75 hospitals was conducted. A standardized questionnaire was used to obtain information regarding the experiences of workplace violence over the previous 12 months. Organizational climate was measured by the PSC-12C and mental health status was measured by the Brief Symptom Rating Scale (BSRS-5). Also obtained were participants’ age, seniority, educational level, and work characteristics. Results: Results from the the qualitative study showed that a majority of nurses experienced poor health after violent events. Those who suffered internal workplace violence reported poor organizational climate. Most of the interviewees perceived low levels of psychosocial safety climate, and considered their work organization not supportive and processes not transparent to workers in issues of workplace violence. The validity study showed that the PSC-12C had a Cronbach’s αlevel of 0.83 and good construct validity, convergent validity and discriminant validity. Results from the survey study showed that night or rotating shifts, heavy workloads, low workplace justice and low PSC were found to be risk factors for workplace violence. After controlling for educational level and work characteristics, nurses who had experienced workplace violence over the previous 12 months were at a higher risk for poor mental health (OR=1.507) and poor self-rated health (OR=1.840). When further adjusted for the experience of workplace violence, lower PSC was associated with increased risks for poor self-rated health. Conclusion: Study findings showed that nurses with workplace violence experiencemultiple hardships, and there is much room for imrprovement in the prevention of workplace violence and protection of affected workers. The PSC-12C was found to have good reliability and validity and can be applied to other studies. We suggest that organizational climate should be improved to prevent workplace violence and to promote workers’ physical and mental health wellbeing
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
Dispelling the Myths Behind First-author Citation Counts
Full text linkWe conducted a full-scale evaluative citation analysis study of scholars in the XML research field to explore just how different from each other author rankings resulting from different citation counting methods actually are, and to demonstrate the capability of emerging data and tools on the Web in supporting more realistic citation counting methods. Our results contest some common arguments for the continued
use of first-author citation counts in the evaluation of scholars, such as high correlations between author rankings by first-author citation counts and other citation
counting methods, and high costs of using more realistic citation counting methods that are not well-supported by the ISI databases. It is argued that increasingly available digital full text research papers make it possible for citation analysis studies to go beyond what the ISI databases have directly supported and to employ more
sophisticated methods
koamabayili/VECTRON-author-checklist: VECTRON author checklist
No full textWe have done our best to complete the author checklist relating to the use of animals in the hut study. Note that the objective for the hut study was to evaluate the IRS treatment applications for residual efficacy against Anopheles mosquitoes, including the local An. coluzzii mosquito population. Cows were only used to attract mosquitoes into the huts and no tests were carried out directly on the cows. The author checklist is intended for use with studies where experiments are carried out on animals, which is why we have had such difficulty in completing this for the hut study, as many of the questions do not relate to how the cows were used
Job demand, work-family conflict and nurses\u27 intention to leave
Full text linkSession presented on Friday, July 25, 2014:
Purpose: The purpose of this presentation is to understand the distribution of ward nurses\u27s job demand and work-family conflict. And examined their association with intention to leave among ward nurses.
Methods: This study used cross-sectional study design. The study used convenience sampling in a teaching hospital, total interviewed = 154 subjects. Research instruments including basic demographic questionnaire, Chinese Version of the Job Content Questionnaire (C-JCQ) (Cronbach\u27s alpha=.61-.91), Work-Family Conflict Questionnaire (Cronbach\u27s alpha=.909) and intention to leave Questionnaire (Cronbach\u27s alpha=.93).
Results: The results showed that first, subjects mean age was 29.3 years old (SD = 6.1), working years 6.9 years (SD = 5.7). Second, job demand and intention to leave were positive correlation and had statistically significant (r = .395, P \u3c.001). Third, work-family conflict and intention to leave were positive correlation and had statistically significant (r = .347, P \u3c.001). Fourth, in the multiple linear regression models, after adjusting for age, working years, workplace characteristics, when job demand and work-family conflict increases, intention to leave was significantly increased. Multiple regression model can explain intention to leave .302variance. Job demand and work-family conflict are the best predictors of intention to leave.
Conclusion: High job demand and work-family conflict that may make it easier nurses have intention to leave their work. Job demand and work-family conflict were associated with nurses\u27s intention to leave. The results helped hospital managers to understand the underlying factors about nurses\u27s intention to leave. Hospital management class may provide a good working environment and family-friendly policies in the workplace, reduce nurses\u27s turnover intention and the manpower drain
Author-wise bibliometric analysis based on entropy.
No full textAuthor-wise bibliometric analysis based on entropy.</p
- …
