Fantasies about pregnancy and motherhood reported by fertile adult women under hemodialysis in the Brazilian Southeast: a clinical-qualitative study.
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This article discusses hemodialysis experiences in terms of meanings women attribute to several associated phenomena. Renal insufficiency may present a progressive reduction in renal function, in which the kidneys are affected and become unable to remove metabolic material from the blood. Living with hemodialysis is associated to important psychosocial adaptation mechanisms. This clinical-qualitative study was performed in two general hospitals' nephrology service. The method included purposive sample of nine women in hemodialysis and a semi-directed interview with open-ended questions was applied. After categorizing interviewees' discourse, psychodynamic approaches were used for interpretation. It was concluded that the subjects experienced different degrees of desire to get pregnant and become mothers, now challenged by a limiting illness. Considering the adoption matter, besides symbolizing a generosity act, it would represent a solution to a deep individual demand. Fantasize about adoption, even if it does not become reality, may enhance these women's self-esteem. (+info)
Nursing history: reflections on teaching and research at undergraduate level.
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This study aims to contribute to the discussion on the development of a specific research line on Nursing History. It concludes by addressing the current situation of nursing teaching in undergraduate courses, its persisting difficulties and growing possibilities of this yet so little explored field. (+info)
What are the effects of distance management on the retention of remote area nurses in Australia?
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INTRODUCTION: Australian remote area nurses (RANs) are specialist advanced practice nurses. They work in unique, challenging and sometimes dangerous environments to provide a diverse range of healthcare services to remote and predominantly Aboriginal communities. There is an emerging skills gap in the remote nursing workforce as experienced and qualified RANs leave this demanding practice. There is a shortage of new nurses interested in working in these areas, and many of those who enter remote practice leave after a short time. Distance management was examined in order to gain a better understanding of its effects on the retention of RANs in the Australian states of Northern Territory (NT), Western Australia (WA) and South Australia (SA). Distance management in this context occurs when the health service's line management team is located geographically distant from the workplace they are managing. METHODS: The study used a mixed method design, with a combination of anonymous surveys and interviews conducted by telephone and face to face. Qualitative and quantitative data were collected. The data were thematically analysed and basic descriptive statistics were also used. All RANs who worked in government and other non-Aboriginal controlled remote health services in NT, SA and WA were included in the sample. Sixty-one RANs (anonymous survey, 55% response rate) and 26 ex-RANs (telephone interview) participated in the research. The ex-RANs were sampled using a snowball technique where interviewees recommended former colleagues for interview. Nine nursing executives with expertise in distance management of remote health services also contributed (face-to-face interview), and they are referred to as 'the experts'. RESULTS: Respondents expressed a dichotomy in their reactions to remote area nursing. On one hand, they expressed a strong sense of pleasure and satisfaction in the nature of their work; while, on the other, they expressed dissatisfaction with aspects of infrastructure, support and management practices. Positive aspects included autonomy of practice, working in a small team, cross-cultural practice, and the beauty and isolation of the setting. Negative aspects included poor orientation, high stress, inadequate resources, poor systems, unrealistic expectations from communities and managers leading to excessive workload, and perceived lack of support from management. The greatest negative issue raised was poor handling of leave replacement, where RANs on leave were not replaced with appropriately qualified and skilled nurses. Respondents noted a frequent change in managers, and reported that the lack of stability in management contributed to lack of support for both RANs and their managers. Lack of support from managers was frequently cited as a main cause for ex-RANs leaving their employment. Despite this, almost all respondents indicated a willingness to remain in the remote workforce if possible. Experts noted that where management was dysfunctional, RAN retention rates fell. They also acknowledged the need for good communication, interpersonal skills, availability of staff development, leave, relief staff, feedback, debriefing, professional support and working conditions. Experts believed managers should make use of available and emerging technology to communicate with RANs, and work to improve RANs' understanding of the role of the management team. CONCLUSIONS: Remote Australian Aboriginal communities are mainly served by RANs in a health system that is sometimes ill-equipped and at times poorly managed. The theme of a second-class health system being serviced by RANs who felt they were treated as second-class health practitioners appeared throughout the data. Poor distance management practices may contribute to the high turnover of staff in remote Australia. Retention of RANs may increase with better managerial practices, such as effective communication and leadership, staffing replacement and leave, prompt attention to infrastructure issues, and staff development and appraisal. These are the keys to ensuring that RANs feel supported and valued. Remote area nursing is a rewarding career and, with systemic support, RANs may stay longer in remote practice. (+info)
How well do nurse-run telephone consultations and consultations in the surgery agree? Experience in Swedish primary health care.
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The telephone consultation service is an important part of Swedish primary health care. However, few studies have compared telephone consultations managed by nurses with surgery consultations managed by both doctors and nurses in terms of information obtained from the patient regarding his or her symptoms, and the management decisions made. In this study, the information obtained from a patient during a telephone consultation with a health centre nurse and the management decisions made, were compared with those obtained at a subsequent surgery consultation with the same nurse, and then with a doctor. Of 200 telephone consultations at a health centre (50 in each of the following four categories as defined by the management decision of the nurse: acute case, semi-acute case, referral case and self-care case), 193 patients were included in the study. The information given to the nurse during the telephone consultation was recorded. The patient was then asked to come for a surgery consultation on the same day, first with the same nurse and then with a general practitioner. A comparison was made between the information obtained and the decisions taken in these three situations. In 185 of the 193 cases (96%) the information led to the same management decision by the nurse, in both the telephone consultation and later in the surgery consultation. In all cases the same history was recorded by the nurse during the telephone and surgery consultations as by the general practitioner. This indicates that in most cases little or no information is missed in a telephone consultation with a nurse as compared with a surgery consultation with a nurse or doctor.(ABSTRACT TRUNCATED AT 250 WORDS) (+info)
The dimensioning of nursing staff according to nursing coordinators: concept, aim and use.
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This study aimed to conceptualize the dimensioning of nursing staff, as it is understood by professionals who realize this task, and also to reveal their aim and use of estimation of nursing human resources. It is a descriptive and exploratory study with a qualitative approach analyzed through Content analysis. The definition obtained corresponds to those found in literature and, as to its aim, it serves to preview the number of professionals; to guarantee the operation of the nursing work; to attend clients' expectations regarding their needs; to provide personnel and to guarantee their allocation in the work scale. As to the use of this definition in personnel management, it provides a justification to increase staff through new contracts. (+info)
Opposition to the American leadership by Brazilian nurses (1934-1938).
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A historical social descriptive study whose objective is to describe the circumstances where Bertha Pullen assumes as the dean of Anna Nery Nursing School, to assess the strategies undertaken by Pullen to assure her position of power and prestige in the space of the school and Brazilian nursing; and to discuss about the resistance to the presence and authority of the American dean for the nurses and students, in the struggle for a national identity. Corpus analysis was made by putting photographs into context based on written documents and secondary sources. RESULTS: The second management of Pullen was the reiteration of the American presence in the leadership of the School, despite the resistance of the nurses and students. Thus, we may assume that the second tenure of Pullen did not represent a real need that was felt by the school. (+info)
Challenges and directions for nursing in the pay-for-performance movement.
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