Do Health Service staff support the implementation of Voluntary Assisted Dying at their workplace?

2021 ◽  
Author(s):  
G. Fuscaldo ◽  
S.M. Gwini ◽  
R. Larsen ◽  
A. Venkataramani
Keyword(s):  
Health Service ◽  
Assisted Dying ◽  
Staff Support ◽  
Service Staff

scholarly journals New ways of working: COVID-19 as a catalyst for change in acute mental health services

BMJ Leader ◽  
2021 ◽  
pp. leader-2020-000366
Author(s):  
Kezanne Tong ◽  
Genevieve Crudden ◽  
Wen Xi Tang ◽  
David McGuinness ◽  
Margaret O'Grady ◽  
...  
Keyword(s):  
Mental Health ◽  
Mental Health Service ◽  
Health Service ◽  
Response Times ◽  
New Ways Of Working ◽  
Number Of Patients ◽  
Service Staff ◽  
Alternative Settings ◽  
Quality Response ◽  
Spread Of Infection

BackgroundA need arose to divert patients with psychiatric complaints from the emergency department to alternative settings for psychiatric consultations to reduce footfall during COVID-19. We assessed the effectiveness of alternative referral pathway in reducing COVID-19 infection in our service and its effect on service quality: response time and number of patients leaving before the review. We evaluated the satisfaction of patients, general practitioners (GPs) and mental health service staff with the pathway.MethodsAll patients referred to the mental health service over a 2-month period following the introduction of the pathway were included. Findings were compared against the cohort referred for emergency assessment during the same period in 2019. Feedback surveys were distributed to patients, staff and GPs. χ2 and independent sample t-test were used to compare the variables.ResultsOver 2 months, 255 patients received an emergency assessment via the pathway, representing a 22.3% decrease in the volume of presentations from the same period in 2019. There were no COVID-19 cases among our patients or staff on the roster for assessing patients. In comparison to 2019, response times were improved (p<0.001), and the numbers of patients who left the hospital before the review were reduced by 3.2% during the study period (p<0.001). Patients and GPs were highly satisfied with the referral pathway and believed that the pathway should be retained post-COVID-19. Mental health service staff were divided in their opinions about its sustainability.ConclusionThe pathway was successful in reducing the spread of infection, improving response times and reducing the numbers of patients who left without an assessment. Given the improved outcomes and acceptability, this is a preferable pathway for emergency referrals into the future.

Being A Safe Place: A Qualitative Study Exploring Perceptions As To How A Rural Community Hospice Could Respond To Enactment of Voluntary Assisted Dying Legislation

2021 ◽  
Author(s):  
Kirsten Auret ◽  
Terri Pikora ◽  
Kate Gersbach
Keyword(s):  
Qualitative Study ◽  
Rural Community ◽  
Common Ground ◽  
Theory Approach ◽  
Assisted Dying ◽  
Community Members ◽  
Staff Support ◽  
Safe Place ◽  
Policy Risk ◽  
Grounded Theory Approach

Abstract Background: There is a lack of research to guide the implementation of voluntary assisted dying legislation within a hospice setting. Furthermore, there is limited published information related to the expectations of the community and staff to assist decision making regarding voluntary assisted dying in a community hospice. The aim of this study was to explore the expectations of staff, volunteers and members of the community as how a rural community hospice could respond in relation to enactment of Voluntary Assisted Dying legislation. Methods: A total of 63 Hospice staff and volunteers and community members participated in 11 workshops. This qualitative study used a grounded theory approach to analyse the workshop transcripts. Results: While there was not a consensus view on community expectation, there was agreement among the participants for respect for a patient’s individuality and choices. Furthermore, care offered in hospice needs to remain non-judgemental and patient focused regardless of whether voluntary assisted dying policy was implemented or not. Both opportunities and risks associated with implementation were identified by the participants. Conclusion: There was common ground around the respect for the dying person and the ideal of a “safe place” despite opposing views on what this may mean in practice. There is a need for clarity in organisational responses around policy, risk management, education, and staff support.

Tuberculosis in health service staff

BMJ ◽  
1985 ◽  
Vol 290 (6466) ◽  
pp. 468-469
Author(s):  
F. Festenstein
Keyword(s):  
Health Service ◽  
Service Staff

scholarly journals How do aggression source, employee characteristics and organisational response impact the relationship between workplace aggression and work and health outcomes in healthcare employees? A cross-sectional analysis of the National Health Service staff survey in England

BMJ Open ◽  
2020 ◽  
Vol 10 (8) ◽  
pp. e035957
Author(s):  
Shannon Cheng ◽  
Jeremy Dawson ◽  
Julie Thamby ◽  
Winston R Liaw ◽  
Eden B King
Keyword(s):  
National Health Service ◽  
Health Service ◽  
National Health ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Future Research ◽  
Negative Effects ◽  
Service Staff ◽  
Employee Characteristics ◽  
Healthcare Employees

ObjectivesTo examine the prevalence of aggression in healthcare and its association with employees’ turnover intentions, health and engagement, as well as how these effects differ based on aggression source (patients vs colleagues), employee characteristics (race, gender and occupation) and organisational response to the aggression.DesignMultilevel moderated regression analysis of 2010 National Health Service (NHS) survey.Setting147 acute NHS trusts in England.Participants36 850 participants across three occupational groups (14% medical/dental, 61% nursing/midwifery, 25% allied health professionals or scientific and technical staff).Main outcome measuresEmployee turnover intentions, health and work engagement.ResultsBoth forms of aggression (from patients and colleagues) have significant and substantial effects on turnover intentions, health and work engagement; however, for all three outcome variables, the effect of aggression from colleagues is more than twice the size of the effect of aggression from patients. Organisational response was found to buffer the negative effects of aggression from patients for turnover intentions and the negative effects of aggression from patients and colleagues for employee health. The results also demonstrated that nurses/midwives, women and Black employees are more likely to experience aggression; however, no clear patterns emerged on how aggression differentially impacts employees of different races, genders and occupations with respect to the outcome variables.ConclusionsAlthough aggression from patients and colleagues both have negative effects on healthcare employees’ turnover intentions, health and work engagement, these negative effects are worse when it is aggression from colleagues. Having an effective organisational response can help ameliorate the negative effects of aggression on employees’ health; however, it may not always buffer negative effects on turnover intentions and work engagement. Future research should examine other approaches, as well as how organisational responses and resources may need to differ based on aggression source.

scholarly journals Developing Health Service Staff

AAOHN Journal ◽  
1992 ◽  
Vol 40 (9) ◽  
pp. 448-451
Author(s):  
Joy E. Wachs
Keyword(s):  
Staff Development ◽  
Health Service ◽  
Continuing Education ◽  
Development Program ◽  
Performance Appraisals ◽  
Nurse Manager ◽  
Service Staff ◽  
Professional Nurses ◽  
New Vision ◽  
Effective Development

Professional nurses frequently view continuing education and staff development narrowly, as in the form of an annual offsite seminar. Staff development is a year around, planned program, adequately funded and creatively administered. Development needs can be identified during annual performance appraisals and strategies to meet the needs written into a formal plan. These strategies might include a variety of educational and vocational opportunities within the organization and in the community. An effective development program should lead to more staff with a wider repertoire of skills and a new vision of their role and responsibility. The nurse manager should see these changes reflected in a more effective and efficient health service and in personal accolades from the organization.

scholarly journals Taking the pulse of the health services research community: a cross-sectional survey of research impact, barriers and support

2020 ◽  
Vol 44 (1) ◽  
pp. 160
Author(s):  
Elizabeth A. Fradgley ◽  
Jon Karnon ◽  
Della Roach ◽  
Katherine Harding ◽  
Laura Wilkinson-Meyers ◽  
...  
Keyword(s):  
New Zealand ◽  
Health Service ◽  
Health Services ◽  
Goodness Of Fit ◽  
Well Being ◽  
Practice Change ◽  
Service Research ◽  
Research Experience ◽  
Cross Sectional Survey ◽  
Service Staff

Objective This study reports on the characteristics of individuals conducting health service research (HSR) in Australia and New Zealand, the perceived accessibility of resources for HSR, the self-reported impact of HSR projects and perceived barriers to conducting HSR. Methods A sampling frame was compiled from funding announcements, trial registers and HSR organisation membership. Listed researchers were invited to complete online surveys. Close-ended survey items were analysed using basic descriptive statistics. Goodness of fit tests determined potential associations between researcher affiliation and access to resources for HSR. Open-ended survey items were analysed using thematic analysis. Results In all, 424 researchers participated in the study (22% response rate). Respondents held roles as health service researchers (76%), educators (34%) and health professionals (19%). Most were employed by a university (64%), and 57% held a permanent contract. Although 63% reported network support for HSR, smaller proportions reported executive (48%) or financial (26%) support. The least accessible resources were economists (52%), consumers (49%) and practice change experts (34%); researchers affiliated with health services were less likely to report access to statisticians (P&lt;0.001), economists (P&lt;0.001), librarians (P=0.02) and practice change experts (P=0.02) than university-affiliated researchers. Common impacts included conference presentations (94%), publication of peer-reviewed articles (87%) and health professional benefits (77%). Qualitative data emphasised barriers such as embedding research culture within services and engaging with policy makers. Conclusions The data highlight opportunities to sustain the HSR community through dedicated funding, improved access to methodological expertise and greater engagement with end-users. What is known about the topic? HSR faces several challenges, such as inequitable funding allocation and difficulties in quantifying the effects of HSR on changing health policy or practice. What does this paper add? Despite a vibrant and experienced HSR community, this study highlights some key barriers to realising a greater effect on the health and well-being of Australian and New Zealand communities through HSR. These barriers include limited financial resources, methodological expertise, organisational support and opportunities to engage with potential collaborators. What are the implications for practitioners? Funding is required to develop HSR infrastructure, support collaboration between health services and universities and combine knowledge of the system with research experience and expertise. Formal training programs for health service staff and researchers, from short courses to PhD programs, will support broader interest and involvement in HSR.

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