Purpose Patient handovers are critical for patient safety. Studies have shown that nurses are often interrupted during handovers, and standardized guidelines are lacking. This study aimed to develop and evaluate the effectiveness of a new handover method for emergency nurses. Methods This quasi-experimental study implemented a new handover method from August 1, 2022, at the emergency department of a university hospital. Pre- (34 responses) and post-(16 responses, six months later) surveys and post-interviews (six participants) were conducted. In the pre-survey, data were collected regarding handover-related characteristics, cause of handover error, handover perception and handover error experience. Data regarding handover perception and handover error experience were obtained again at the post-survey. Wilcoxon’s signed rank test was used to compare handover perception and handover error experience. The interview results were analyzed using inductive content analysis. Results There were no significant differences in information quality or interaction and support, but the new handover method was more efficient, and handover errors decreased. Four themes were identified from interview responses. Conclusion By providing a quiet place and allowing emergency nurses to independently review patient records during handovers, we expect to maintain nursing continuity, increase efficiency, and ultimately ensure patient safety and nurses’ job satisfaction.
PURPOSE This study was conducted to identify factors affecting nurses' burnout in secondary general hospitals. METHODS Data were collected through structured questionnaires from 241 nurses working at the secondary general hospitals with below 400 beds in the P, C, and S city between April and May, 2009. Data analysis was done with independent t test, ANOVA, Pearson correlation coefficient, and multiple stepwise multiple regression with SPSS WIN v 17.0. RESULTS Burnout was significantly different according to religion, age, clinical experiences, and shift work. Burnout score of the subjects was 58/100. Burnout of the subjects were positively correlated with job stress and negatively correlated with hardness, self efficiency, self esteem, spiritual wellbeing, social support, and job satisfaction. The explained variances for burnout was 51.8% and factors affecting nurses' burnout in secondary general hospitals were job stress, hardness, self efficiency, job satisfaction and shift work. CONCLUSION These results showed the significant factors fo nurses' burnout in secondary general hospitals. These findings can be utilized to development of strategies for reducing job stress and enhancing hardness, self efficiency and job satisfaction.
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