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Concours Medical Sep 1965
Topics: Absenteeism; Adult; Female; Humans; Male; Middle Aged; Occupational Medicine
PubMed: 5849183
DOI: No ID Found -
Revista Gaucha de Enfermagem Mar 2010Absenteeism in nursing staff is a matter of great concern. It interferes with client care, overwhelms other staff members and can cause serious diseases. The purpose of... (Review)
Review
Absenteeism in nursing staff is a matter of great concern. It interferes with client care, overwhelms other staff members and can cause serious diseases. The purpose of this study is to analyze the national scientific production and abstracts of articles published from 2003 to 2008, that cover the theme of absenteeism among nursing professionals. We carried out an online search in four databases: LILACS, SciELO, BDENF and CAPES Portal. Two themes emerged by the end of the analysis: (1) Diseases that generate absenteeism among nursing professionals and (2) strategies designed to reduce absenteeism. We concluded that nurses are affected by a number of health problems, and this is one of the causes of their absenteeism. Staff dimensioning and formulation of preventive actions are highlighted as strategies to improve working conditions and reduce absenteeism.
Topics: Absenteeism; Humans; Nursing Staff
PubMed: 20839551
DOI: 10.1590/s1983-14472010000100022 -
BMJ Global Health Dec 2022Primary health centres (PHCs) in Nigeria suffer critical shortages of health workers, aggravated by chronic absenteeism that has been attributed to insufficient...
BACKGROUND
Primary health centres (PHCs) in Nigeria suffer critical shortages of health workers, aggravated by chronic absenteeism that has been attributed to insufficient resources to govern the system and adequately meet their welfare needs. However, the political drivers of this phenomenon are rarely considered. We have asked how political power and networks influence absenteeism in the Nigerian health sector, information that can inform the development of holistic solutions.
METHODS
Data were obtained from in-depth interviews with three health administrators, 30 health workers and 6 health facility committee chairmen in 15 PHCs in Enugu State, Nigeria. Our analysis explored how political configurations and the resulting distribution of power influence absenteeism in Nigeria's health systems.
RESULTS
We found that health workers leverage social networks with powerful and politically connected individuals to be absent from duty and escape sanctions. This reflects the dominant political settlement. Thus, the formal governance structures that are meant to regulate the operations of the health system are weak, thereby allowing powerful individuals to exert influence using informal means. As a result, health managers do not confront absentees who have a relationship with political actors for fear of repercussions, including retaliation through informal pressure. In addition, we found that while health system structures cannot effectively handle widespread absenteeism, networks of local actors, when interested and involved, could address absenteeism by enabling health managers to call politically connected staff to order.
CONCLUSION
The formal governance mechanisms to reduce absenteeism are insufficient, and building alliances (often informal) with local elites interested in improving service delivery locally may help to reduce interference by other powerful actors.
Topics: Humans; Nigeria; Absenteeism; Politics; Government Programs; Health Workforce
PubMed: 36593645
DOI: 10.1136/bmjgh-2022-010542 -
Indian Pediatrics Nov 2010
Topics: Absenteeism; Child; Humans; Schools
PubMed: 21149899
DOI: 10.1007/s13312-010-0153-8 -
International Journal of Nursing Studies Jan 2014Absenteeism and turnover among healthcare workers have a significant impact on overall healthcare system performance. The literature captures variables from different... (Review)
Review
BACKGROUND
Absenteeism and turnover among healthcare workers have a significant impact on overall healthcare system performance. The literature captures variables from different levels of measurement and analysis as being associated with attendance behavior among nurses. Yet, it remains unclear how variables from different contextual levels interact to impact nurses' attendance behaviors.
OBJECTIVES
The purpose of this review is to develop an integrative multilevel framework that optimizes our understanding of absenteeism and turnover among nurses in hospital settings.
METHODS
We therefore systematically examine English-only studies retrieved from two major databases, PubMed and CINAHL Plus and published between January, 2007 and January, 2013 (inclusive).
FINDINGS
Our review led to the identification of 7619 articles out of which 41 matched the inclusion criteria. The analysis yielded a total of 91 antecedent variables and 12 outcome variables for turnover, and 29 antecedent variables and 9 outcome variables for absenteeism. The various manifested variables were analyzed using content analysis and grouped into 11 categories, and further into five main factors: Job, Organization, Individual, National and inTerpersonal (JOINT). Thus, we propose the JOINT multilevel conceptual model for investigating absenteeism and turnover among nurses.
CONCLUSIONS
The JOINT model can be adapted by researchers for fitting their hypothesized multilevel relationships. It can also be used by nursing managers as a lens for holistically managing nurses' attendance behaviors.
Topics: Absenteeism; Humans; Models, Nursing; Nursing Staff; Personnel Turnover
PubMed: 23928322
DOI: 10.1016/j.ijnurstu.2013.06.018 -
Gaceta Sanitaria 2013To select and summarize the interventions that have proved effective in reducing absenteeism among hospital nurses. (Review)
Review
OBJECTIVES
To select and summarize the interventions that have proved effective in reducing absenteeism among hospital nurses.
METHODS
A scoping review was conducted through a literature search using Medline, Web of Science, Cinahl, Embase, Lilacs, Cuiden and Cochrane Library Plus databases. Of a total of 361 articles extracted, 15 were finally selected for this review.
RESULTS
The implementation of multifaceted support or physical training programs can produce positive results in terms of reducing absenteeism among hospital nurses. Cognitive-behavioral type interventions require studies with larger samples to provide conclusive results. Establishing more flexible working shifts may also reduce absenteeism rates, although again studies with larger samples are needed. Programs aimed at managing change developed by nurses themselves, participatory management of professional relations, the support provided by supervisors who are opposed to hierarchical leadership styles, and wage supplements that reward the lack of absence can also reduce these types of indicators.
CONCLUSIONS
Absenteeism can be considered as a final result and a consequence of the level of job satisfaction. The effectiveness of interventions to reduce absenteeism among hospital nurses will no doubt largely depend on the ability of these interventions to increase the job satisfaction of these workers.
Topics: Absenteeism; Humans; Job Satisfaction; Nursing Staff, Hospital
PubMed: 23140980
DOI: 10.1016/j.gaceta.2012.09.006 -
The Indian Medical Gazette May 1948
Topics: Absenteeism; Humans; Industry; Occupational Diseases; Occupations; Work
PubMed: 18107929
DOI: No ID Found -
Concours Medical Oct 1965
Topics: Absenteeism; Humans; Occupational Medicine
PubMed: 5852329
DOI: No ID Found -
Occupational Medicine (Oxford, England) Dec 2008
Topics: Absenteeism; Health Status; Humans; Occupational Health
PubMed: 19054749
DOI: 10.1093/occmed/kqn124 -
Management World Jun 1981
Topics: Absenteeism; Personnel Management
PubMed: 10251827
DOI: No ID Found