Journal of Hayat
حیات
Hayat
Medical Sciences
http://hayat.tums.ac.ir
1
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1735-2215
2008-188X
fa
jalali
1402
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gregorian
2023
7
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ارتباط حضورگرایی فیزیکی پرستاران با بهره وری آنان در بخش های مراقبت ویژه بیمارستان های دانشگاه علوم پزشکی تهران
Relationship between physical presenteeism and productivity of nurses in intensive care units of hospitals affiliated with Tehran University of Medical Sciences
مراقبتهاي پرستاري
Nursing Care
پژوهشي
Research
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><b><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.3pt">زمینه و هدف: </span></span></span></span></i></b><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">حضورگرایی و بهره­وری از مقوله­های مهم منابع انسانی هستند. حضورگرایی مسأله­ای چالش ­برانگیز و عبارت از حضور کارکنان در محل کار هنگام بیماری است. در خدمات پرستاری هدف از بهره­وری، دستیابی به سطحی از مراقبت پرستاری است که مناسب و مقرون به صرفه باشد. با توجه به اهمیت حضورگرایی و بهره­وری این مطالعه با هدف «تعیین ارتباط حضورگرایی فیزیکی پرستاران با بهره­وری آنان در بخش­های ویژه بیمارستان­های دانشگاه علوم پزشکی تهران» انجام گرفته است</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.3pt">.</span></span></span></span></i><i><span dir="LTR" style="font-size:10.0pt"><span style="color:black"><span style="letter-spacing:-.3pt"></span></span></span></i></span></span></span></span></span></span></span><br>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><b><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.1pt">روش بررسی:</span></span></span></span></i></b><i> </i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">این مطالعه توصیفی تحلیلی در سال­های 1400-1399 انجام یافته است. 305 نفر از پرستاران بخش­های ویژه بیمارستان­های دانشگاه علوم پزشکی تهران به روش نمونه</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">گیری طبقه­بندی تصادفی وارد مطالعه شدند. ابزار گرد­آوری داده­ها پرسشنامه جمعیت­شناختی، پرسشنامه 6 آیتمی مقیاس حضورگرایی استنفورد و پرسشنامه سنجش بهره­وری بود. داده­ها در نرم­افزار </span></span></span></i><i><span dir="LTR" style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black">SPSS</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"> نسخه 16</span></span></span></i><i> </i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">و با استفاده از آمار توصیفی (میانگین و انحراف معیار) و آمار تحلیلی (ضریب همبستگی پیرسون، اسپیرمن، تست­های تی و آنوا و معادله رگرسیون) تحلیل شد</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.1pt">.</span></span></span></span></i></span></span></span></span></span></span></span><br>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="tab-stops:163.05pt"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><b><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.2pt">یافتهها</span></span></span></span></i></b><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.2pt">: </span></span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">حضورگرایی پرستاران در حد متوسط (میانگین انحراف معیار 7/4</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span cambria="" style="font-family:"><span style="color:black">±</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">15/19) و سطح بهره­وری پرستاران نیز متوسط (میانگین انحراف معیار 19/10</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span cambria="" style="font-family:"><span style="color:black">±</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">4/47) به دست آمد. بین دو متغیر بهره</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">وری و حضورگرایی (با ضریب همبستگی 345/0-=</span></span></span></i><i><span dir="LTR" style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black">r</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">) رابطه معکوس معنادار به دست آمد. بین متغیرهای جمعیت­شناختی تنها سن، سابقه کار در بخش ویژه، بیمارستان و بخش کنونی با بهره­وری پرستاران ارتباط معکوس معناداری داشته است (001/0</span></span></span></i><i><span dir="LTR" style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black">p<</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black">). در معادله رگرسیونی نیز با ورود متغیرهای جمعیت­شناختی و دو متغیر اصلی پژوهش، سهم این ارتباط معنادار بود</span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.2pt">.</span></span></span></span></i></span></span></span></span></span></span></span></span><br>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><b><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.2pt">نتیجهگیری: </span></span></span></span></i></b><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.2pt">با توجه به نتایج، حضورگرایی پرستاران باعث کاهش بهره</span></span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="letter-spacing:-.2pt"></span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.2pt">وری و تحمیل هزینههای غیرمستقیم زیادی به سازمان می­شود. با توجه به شیوع حضورگرایی بین پرستاران و پیامدهای آن، پیشنهاد می­شود با تنظیم سیاست­های سازمانی و مدیریت برای کاهش حضورگرایی اقداماتی صورت گیرد و با اصلاح قوانین و مقررات اداری شرایط برای مرخصی استعلاجی در زمان بیماری یا ناخوشی برای کارکنان فراهم شود</span></span></span></span></i><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"><span style="letter-spacing:-.2pt">.</span></span></span></span></i></span></span></span></span></span></span></span><br>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="direction:rtl"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><i><span lang="FA" style="font-size:10.0pt"><span b="" style="font-family:" yagut=""><span style="color:black"></span></span></span></i></span></span></span></span></span></span></span><br>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="vertical-align:top"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><b><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.3pt">Background & Aim:</span></span></span></span></b> <span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.3pt">Presenteeism and productivity are two crucial aspects within the realm of human resources. Presenteeism poses a significant challenge as it refers to employees being present at the workplace despite being unwell. In the context of nursing services, the productivity objective encompasses attaining a level of nursing care that is both suitable and cost-effective. Due to the importance of presenteeism and productivity, this study was conducted to determine the relationship between physical presenteeism and productivity of nurses in intensive care units of hospitals affiliated with Tehran University of Medical Sciences</span></span></span></span><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.3pt">.</span></span></span></span></span></span></span></span></span></span></span><br>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="vertical-align:top"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><b><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.1pt">Methods & Materials:</span></span></span></span></b> <span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.1pt">The present study is a descriptive-analytical study that was conducted in 2020-2021. The sample included 305 nurses working in intensive care units within hospitals affiliated with Tehran University of Medical Sciences. The participants were selected using a stratified simple random sampling technique. The data collection was conducted using a demographic questionnaire, the Stanford presenteeism Scale 6-item questionnaire and the Productivity Assessment Questionnaire. Data were analyzed through SPSS software version 16 using descriptive statistics (mean and standard deviation) and inferential statistics (Pearson</span></span></span></span> <span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.1pt">correlation coefficient, Spearman correlation coefficient, <i>t</i>-tests, ANOVA and regression analysis)</span></span></span></span><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="letter-spacing:-.1pt">.</span></span></span></span></span></span></span></span></span></span><br>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="vertical-align:top"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><b><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.2pt"><span style="layout-grid-mode:line">Results:</span></span></span></span></span></b> <span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.2pt">The levels of presenteeism and productivity among nurses were found to be average based on the mean scores of 19.15±4.7 and 47.4±10.19, respectively. Furthermore, there was a significant inverse correlation between productivity and presenteeism (r=-0.345). Regarding the demographic variables, only age, working experience in intensive care units, hospital and current department showed a significant inverse relationship with nurses' productivity (<i>P</i><0.001). The inclusion of these demographic variables and the two main research variables in the regression analysis produced a significant impact on this relationship</span></span></span></span><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.2pt">.</span></span></span></span></span></span></span></span></span></span></span><br>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><b><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.3pt"><span style="layout-grid-mode:line">Conclusion:</span></span></span></span></span></b> <span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black">The results of this study showed that nurses' presenteeism diminishes their productivity, which imposes considerable indirect costs on the organization. Given the high prevalence of presenteeism among nurses and its</span></span></span> <span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black">detrimental consequences, it is recommended to undertake various measures aimed at mitigating this issue. These measures can encompass adjusting organizational and managerial policies, revising administrative rules and regulations to</span></span></span> <span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black">permit sick leave during illnesses, and creating conditions conducive to employees taking time off when unwell</span></span></span><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black">.</span></span></span><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"><span style="letter-spacing:-.3pt"></span></span></span></span></span></span></span></span></span></span><br>
<span style="font-size:11pt"><span style="text-justify:kashida"><span style="text-kashida:0%"><span style="line-height:normal"><span style="unicode-bidi:embed"><span style="font-family:Calibri,sans-serif"><b><span style="font-size:10.0pt"><span new="" roman="" style="font-family:" times=""><span style="color:black"></span></span></span></b></span></span></span></span></span></span><br>
حضورگرایی, بهره وری, پرستاری
presenteeism, productivity, nursing
143
154
http://hayat.tums.ac.ir/browse.php?a_code=A-10-4105-2&slc_lang=fa&sid=1
Solmaz
Vahedi
سولماز
واحدی