Bakgrund: Sverige har genomgått en förändring i demografi där en allt större del av befolkningen inte har svenska som modersmål. Samtidigt går ambulanssjukvården från att vara en transportfunktion där destinationen alltid varit akutsjukhus till att vara patientens första möte i en obruten vårdkedja. I detta nya uppdrag ingår att inhämta information, bedöma, vid behov behandla och slutligen transportera eller hänvisa patienten till rätt vårdnivå. Grunden för detta är en korrekt anamnes, bedömning och triagering.Detta ställer krav på individanpassad och differentierad vård. Språkförbistring på sjukhus har visat sig resultera i ökad handläggningstid, en större mängd undersökningar och fler vårdskador. Prehospitalt har forskning på språkförbistring inriktat sig på larmsamtal. Syfte:Syftet med denna studie var att undersöka ambulanspersonalens upplevelse att bedöma och vårda patienter vid språkförbistring.Metod: Syftet besvarades genom en kvalitativ studie med induktiv kvalitativ innehållsanalys. Deltagarna utgjordes av sex ambulanssjuksköterskor och två ambulanssjukvårdare som alla hadeerfarenhet av att bedöma och vårda patienter vid språkförbistring. Intervjudeltagarna rekryterades genom bekvämlighetsurval från ett mellansvenskt län. Data inhämtades med semistrukturerade enskilda intervjuer och analyserades med hjälp av induktiv innehållsanalys. Resultat: Fyra huvudkategorierframträdde. En mer fysisk bedömning beskrev hur ambulanspersonalen vid språkförbistring i större utsträckning nyttjade yttre, fysiska attribut för att göra en skattning av patientens kontaktorsak och allvarlighetsgrad. Att kommunicera annorlunda rörde hur vårdarna sökte kommunicera med patienten trots språkförbistring. Att handlägga utan information avhandlade information som ambulanspersonalen trots försök upplevde svår att klarlägga samt hur detta påverkade deras handläggning av patienten. Slutligen presenterades kategorin att skapa en relation vid språkförbistring som belyste hur intervjudeltagarna upplevde att deras mellanmänskliga vård påverkades vid språkförbistring. Slutsats:Studiens resultat påvisar att ambulanspersonals upplevelse av bedömning och vård vid språkförbistring karaktäriseradesav osäkerhet och en önskan om att kompensera för informationsluckor. Denna kompensation yttrade sig genom en noggrannare, bredare fysisk undersökning och bedömning samt en handläggning och vård som arbetar efter modellen ”hängslen och livrem”. Detta upplevdes också som begränsande då vårdarna avhöll sig från vissa åtgärder, såsom smärtstillning eller omstyrning till närakut, primärvård eller geriatriskt sjukhus. Då patienten var kritiskt sjuk upplevde inte personalen att omhändertagandet skiljde sig mot ett möte utan språkförbistring. Vid de tillfällen patienten inte var uppenbartakut sjuk upplevde personalen att de inte kunde ge samma möjligheter till en individanpassad vård och handläggning.En del av denna problematik skulle kunna adresseras genom ett utökat och anpassat besluts- och översättningsstöd för ambulanspersonalen. / Background: Sweden is going through a demographic change in which a larger part of the population no longer has swedish as its first language. At the same time the ambulance service is transforming from a purely transporting service to an integrated part of the patients overall healthcare. This new mission involves to gather information, to assess, when needed to treat and finally to transport or direct the patient to the most suited level of care. This process is based on a correct patient history, assesment and triage. Previous research has shown that language barriers in hospitals result in an increased risk of delays, costly examinations and injuries. Prehospital research on language barriers have traditionally focused on the emergency phone-call. Aim: The purpose of this study was to explore ambulance staffs experiences and perceptions of assessing and caring for patients where language was a barrier. Method: This was a qualitative study using a qualitative content analysis. Participants included six Swedish ambulance nurses and two ambulance nursing assistants who all had experience in assessing and caring for patients where language had been a barrier.Participants were recruited based on convenience. Data was collected through semi-structured interviews and analysed using inductive content analysis. Results:Four main categories emerged. A more physical evaluation encompassed how the providers increased the importance of outside physical attributes to assess the patients condition and level of urgency. To communicate differently comprised hos staff despite language barriers sought to communicate with the patient. To process without information described information that staff despite attempts were unable to map and how this affected their assessment and decision-making. The final category regarded to create a relationship through the language barrier and how participants perceived that their interpersonal carewas affected by language difficulties. Conclusion: The ambulance staff perceived and experienced the assesment and care where language was a barrieras characterised by a higher degree of uncertainty and a wish to compensate for alack of information. This compensation manifested itself through a more thorough, wider physical examination and an assessment based on the principle of ”belt and suspenders”. This was perceived as a limitation as staff abstained from certain actions, such as administering pain relief or directly admitting the patient to primary care or a geriatric ward. The assessment and care for the critically ill patient did not differentiate from that of the everyday case. The moderately ill patient however was perceived as not to be given thesameoptions to an individually adapted care and handling. Part of this problematique could be adressed through an expanded and adapted language- and decision making-tool for the crews.

No description available.

The emergency nurse specialist provides advanced nursing care to critically ill patients in the emergency care setting. The resuscitation room at the emergency department is where critically ill patients are treated and cared for. It is fundamental for nurses to create an opportunity for patients to participate in their given care. Person centered care sees the person as an individual and requires nurses to work from the individual's need, and not only as a person with a medical condition. Including the patient in clinical decisions and making them a part of the team is vital for person centered care. Communication with the nurse specialist, patient and family is a necessary prerequisite for person centered care. Poor communication amounts to almost 70 percent of deviation rapports. Standardised means of communication amongst healthcare staff have been put in place to reduce these risks. The use of closed loop communication can have significant reductions in errors made when caring for critically ill patients. The aim of the study was to observe communication in the resuscitation room.  The study used a quantitative research design. Ten real-time observations were conducted at a tertiary teaching hospital in Stockholm, Sweden. Two observers were present in the resuscitation room using an observational sheet to document communication.  Closed loop communication was not seen to be used by all healthcare staff and was found to be dependent on the team working. Communication with the patient was the highest overall documented speech in the resuscitation room, which could suggest good patient participation.  The results show predominantly positive amounts of time spent communicating with the patient. Whereas closed loop communication was used equally as much as non-closed loop communication. / Sjuksköterskor med specialistutbildning inom akutsjukvård ger avancerad omvårdnad till kritiskt sjuka patienter i en akutvårdskontext. Kritiskt sjuka patienten ges omvårdnad och medicinsk vård på akutmottagningen i ett akutrum. Det är grundläggande för sjuksköterskan att i akutrummet skapa en möjlighet för patienten att vara delaktig i sin egen vård. Personcentrerad vård bidrar till det att skapa den möjligheten och är ett förhållningssätt där patienten ses som en individ med individuella behov och inte enbart som en person med en medicinsk åkomma. Att inkludera patienten i kliniskt beslutsfattande och göra den till en del av teamet är grundläggande inom den personcentrerade vården och kommunikationen mellan akutsjuksköterskan, patienten och familjen är av största vikt. Dålig kommunikation bidrar även till att patientsäkerheten försämras och 70 % av alla avvikelserapporteringar innefattar bristfällig kommunikation. Därför används standardiserad kommunikation mellan sjukvårdspersonal för att minska risken för bristfällig kommunikation. Användandet av closed loop kommunikation kan bidra till att kommunikationen vid vårdande av kritiskt sjuka patienter förbättras vilket minskar risken för misstag.  Syftet med studien var att observera kommunikation på akutrummet  Studien använde en kvantitativ forskningsdesign. Tio realtidsobservationer utfördes på ett akutsjukhus i Stockholm, Sverige. Två observatörer var närvarande på akutrummet och observerade kommunikation med hjälp av ett verktyg skapat för ändamålet.  Closed loop kommunikation användes inte av all vårdpersonal utan var beroende av vilket larmteam som tjänstgjorde. Andelen kommunikation med patienten var den högst mätta parametern gällande tal på akutrummet vilket skulle kunna tyda på god patientdelaktighet.  Resultatet visar en övervägande positiv andel tid som spenderas genom att kommunicera med patienten på akutrummet. Användandet av closed loop kommunikation var lika vanligt som kommunikation som inte kategoriseras som closed loop.

Bakgrund: I arbetet som sjuksköterska på allmänna akutmottagningar och allmänna intensivvårdsavdelningar där majoriteten av patienterna är vuxna ingår även akut omhändertagande av barn. Avsiktlig som oavsiktlig intoxikation hos barn anses som ett globalt hälsoproblem som orsakar många sjukhusinläggningar och i vissa fall döden. Tidigare forskning om sjuksköterskors upplevelse av att vårda barn som vårdas på grund av intoxikation är fokuserad på sjuksköterskor inom psykiatrin och skolhälsovård. Syfte: Syftet var att beskriva sjuksköterskans upplevelse av att vårda barn i åldern 0–18 år som vårdas på en allmän akutmottagning eller allmän intensivvårdsavdelning på grund av intoxikation. Metod: Deltagarna valdes ut genom ett ändamålsenligt urval. Urvalet består av nio sjuksköterskor. Semistrukturerade intervjuer användes för att samla in data som sedan analyserades genom en kvalitativ innehållsanalys. Resultat: Dataanalysen resulterade i fyra kategorier: “Att vårda med fingertoppskänsla”, “Att möta anhöriga som tillgång eller utmaning”, “Att arbeta mot samma mål eller inte” och “Kunskap och emotionella utmaningar”. Slutsats: Vård av intoxikerade barn är komplext och tvärprofessionellt då det berör flera professioner, men även organisationer som måste arbeta tillsammans för att ge barnet de bästa förutsättningarna. Studien visar att sjuksköterskor inom akutsjukvård är i behov av utbildning kring bemötande och samtal med barn som utfört självmordsförsök, och att gemensamma utbildningsdagar mellan akutsjukvård och psykiatri är motiverat för att öka samarbete och förbättra omhändertagande av intoxikerade barn.

Background: ADHD and autism are two of the most common disabilities in the neuropsychiatric spectra. The symptoms of ADHD and autism are different based on gender and women belong to a risk group that have an increased risk of getting misdiagnosed. The consequences of a missed or delayed diagnosis causes suffering for both the individual and society. Aim: To explore women’s experiences of getting diagnosed with ADHD or autism as adults. Method: Literature study with a systematic approach. Based on the Tidal model, a qualitative content analysis with a deductive approach according to Elo and Kyngäs has been used. Results: The results are presented using three predetermined main categories, whilst the subcategories are based on an inductive approach. The results showed that the women’s experiences of receiving a diagnosis in adulthood mostly included positive feelings such as feeling of belonging, acceptance and increased self-esteem. However negative feelings such as doubt about the identity, stigmatization and mistrust towards the healthcare system emerged.  Conclusion: A diagnosis in adulthood causes mixed feelings and a need for support from the healthcare system. Lack of support leads to worsening of the mental health.

Bakgrund: Barnsjuksköterskor har en högre pediatrisk kompetensnivå än allmänsjuksköterskor. Teoretisk kunskap i kombination med erfarenhet skapar kompetens och utöver kompetensutveckling bidrar specialistutbildning till förbättring av vården, personlig tillfredställelse, löneutveckling och möjligheter till befordran. Trots detta ökar integreringen av allmänsjuksköterskor inom hälso- och sjukvården för barn och ungdomar till följd av den rådande bristen på barnsjuksköterskor. Syfte: Syftet med studien är att belysa barnsjuksköterskans professionella erfarenheter av att arbeta med barn och ungdomar i hälso- och sjukvården efter genomförd specialistsjuksköterskeutbildning. Metod: Studien var av kvalitativ design där data samlades in genom semistrukturerade intervjuer med åtta barnsjuksköterskor som tagit specialistsjuksköterskeexamen mellan år 2020-2024. Data analyserades med kvalitativ innehållsanalys. Resultat: Analysen resulterade i fyra kategorier: Specialistkompetens ger ökad trygghet, Specialistkompetens ger ökad respekt, Specialistkompetens medger nya arbetsmarknadsmöjligheter och Specialistkompetens fördjupas med erfarenhet. Konklusion: Specialistutbildning innebär en kompetensutveckling för barnsjuksköterskor och en förbättrad kvalitet av arbetet med barn och ungdomar. För att motivera fler allmänsjuksköterskor att specialisera sig krävs en tydlig skillnad i arbetet före och efter specialisering. Det är även avgörande att utbildningen betalas av arbetsgivaren för att specialisering ska vara gynnsam för allmänsjuksköterskor. / Background: Pediatric nurses have a higher level of pediatric competence than general nurses. Theoretical knowledge combined with experience creates competence, and in addition to competence development, specialist training contributes to the improvement of care, personal satisfaction, salary progression, and promotion opportunities. Nevertheless, the integration of general nurses in pediatrics is increasing due to the current shortage of pediatric nurses. Purpose: The purpose of the study is to shed light on the pediatric nurse's professional experiences of working with children and adolescents in health and medical care after completed specialist nurse training. Method: The study was of a qualitative design where data was collected through semi-structured interviews with eight pediatric nurses who graduated specialist nursing degrees between the years of 2020-2024. Data were analysed using qualitative content analysis. Results: The analysis resulted in four categories: Specialist competence gives increased security, Specialist competence gives increased respect, Specialist competence allows new labor market opportunities and Specialist competence deepens with experience. Conclusion: Specialist training means competence development for pediatric nurses and an improved quality of work with children and adolescents. In order to motivate more general nurses to specialize, a clear difference in the work before and after specialization is required. It is also crucial that the training is paid for by the employer in order for specialization to be beneficial for general nurses.

The aim of the study was to investigate motivation, job satisfaction and attitudes of nurses in the public health services of Botswana. The objective was to discover how nurses felt about a wide range of variables in their work environment and ultimately to distil them into what they conceived as the mainstay motivators, job satisfiers and positive attitudes. The non pariel (unrivalled, unique) role of the government in creating both the hardware and the software of national health services was acknowledged and recognised with a particular reference to the primacy it placed on developing the human resources in the form of nurses, in order to realize the goals of administering the public health services efficiently and effectively. It was noted that nurses were the change agents and the axis in promoting quality standards of healthcare but in partnership with the government, which must be seen to be responsive and proactive in discharging its fiduciary responsibilities, in respect of both the content and the context of nurses’ occupational ambience. For the purposes of constructing a database from which both the government and the nurses can draw, the most salient thematic details of the theories of motivation, job satisfaction and attitudes were studied and examined and were used as a scaffolding for the empirical survey of nurses. Nine hundred questionnaires were distributed to both registered and enrolled nurses with a minimum of two years work experience in the public health sector and 702 of these were returned constituting a return rate of 78%. The findings indicated that a majority of nurses enjoyed job satisfaction in certain areas of their work namely autonomy, participating in decision-making, choice of type of nursing, change of wards or departments or work units, interpersonal relationships amongst nurses themselves and between nurses and their supervisors. Nurses also perceived the hospital as an environment in which they could continually learn and they were moreover satisfied with the nursing job or the work itself. The other end of the spectrum revealed an overwhelming majority of 92.2% of nurses who were dissatisfied with the level of pay and 88.5% who were not happy with the fringe benefits including the provision of accommodation. Working conditions were viewed as generally disliked by 67.3% of the nurses. Low pay, workload, lack of viii recognition for outstanding performance and or delayed promotional chances were singled out as being particularly disliked by 67.2%, 64.9%, 42.6% and 44.4% of the nurses respectively. Interviews held with 31 nurses yielded similar results. The research further showed that the most important motivators to nurses were dominated by competitive salary which was mentioned by 80.9% of the respondents, attractive or sufficient working conditions which were stated by 71.2% of the nurses, opportunity for continuous education which was rated by 63.8% of the nursing candidates, reduced workload which was claimed by 59.3% of the nursing cadres, opportunity for the recognition of outstanding performance and opportunity for promotion which were scored by 54.1% and 53.4% of the nurse respectively. Job satisfiers were also represented by competitive salary which received 76.1% of the nurses’ votes. Risk allowance occupied the second position with 69.1% and competitive working conditions were awarded a third ranking by 68.2% of the nurses. Those nurses who derived job satisfaction from the fact of each nursing shift being manned by an adequate number of nurses accounted for 63.1% of the sample. Competitive fringe benefits attracted 60.1% of the nurses. Opportunity to attend workshops and the need for high morale in nursing team-work were chosen as job satisfiers by 53.7% and 49.6% of the nurses respectively. In the section on recommendations the government was exhorted to invoke corrective or remedial measures in view of the detailed exegesis of the satisfactions and dissatisfactions in the nurses’ work environment and the ensuing problematique (doubtful, questionable) of raising the standards of health care in the public health services. Living up to these sanguine expectations should be the cherished longterm vision of the government if it is to meet and quench the soaring aspirations of its modernizing society for quality health care delivery and the escalating needs of the nurses. / Public Administration / D.P.A.

The aim of the study was to investigate motivation, job satisfaction and attitudes of nurses in the public health services of Botswana. The objective was to discover how nurses felt about a wide range of variables in their work environment and ultimately to distil them into what they conceived as the mainstay motivators, job satisfiers and positive attitudes. The non pariel (unrivalled, unique) role of the government in creating both the hardware and the software of national health services was acknowledged and recognised with a particular reference to the primacy it placed on developing the human resources in the form of nurses, in order to realize the goals of administering the public health services efficiently and effectively. It was noted that nurses were the change agents and the axis in promoting quality standards of healthcare but in partnership with the government, which must be seen to be responsive and proactive in discharging its fiduciary responsibilities, in respect of both the content and the context of nurses’ occupational ambience. For the purposes of constructing a database from which both the government and the nurses can draw, the most salient thematic details of the theories of motivation, job satisfaction and attitudes were studied and examined and were used as a scaffolding for the empirical survey of nurses. Nine hundred questionnaires were distributed to both registered and enrolled nurses with a minimum of two years work experience in the public health sector and 702 of these were returned constituting a return rate of 78%. The findings indicated that a majority of nurses enjoyed job satisfaction in certain areas of their work namely autonomy, participating in decision-making, choice of type of nursing, change of wards or departments or work units, interpersonal relationships amongst nurses themselves and between nurses and their supervisors. Nurses also perceived the hospital as an environment in which they could continually learn and they were moreover satisfied with the nursing job or the work itself. The other end of the spectrum revealed an overwhelming majority of 92.2% of nurses who were dissatisfied with the level of pay and 88.5% who were not happy with the fringe benefits including the provision of accommodation. Working conditions were viewed as generally disliked by 67.3% of the nurses. Low pay, workload, lack of viii recognition for outstanding performance and or delayed promotional chances were singled out as being particularly disliked by 67.2%, 64.9%, 42.6% and 44.4% of the nurses respectively. Interviews held with 31 nurses yielded similar results. The research further showed that the most important motivators to nurses were dominated by competitive salary which was mentioned by 80.9% of the respondents, attractive or sufficient working conditions which were stated by 71.2% of the nurses, opportunity for continuous education which was rated by 63.8% of the nursing candidates, reduced workload which was claimed by 59.3% of the nursing cadres, opportunity for the recognition of outstanding performance and opportunity for promotion which were scored by 54.1% and 53.4% of the nurse respectively. Job satisfiers were also represented by competitive salary which received 76.1% of the nurses’ votes. Risk allowance occupied the second position with 69.1% and competitive working conditions were awarded a third ranking by 68.2% of the nurses. Those nurses who derived job satisfaction from the fact of each nursing shift being manned by an adequate number of nurses accounted for 63.1% of the sample. Competitive fringe benefits attracted 60.1% of the nurses. Opportunity to attend workshops and the need for high morale in nursing team-work were chosen as job satisfiers by 53.7% and 49.6% of the nurses respectively. In the section on recommendations the government was exhorted to invoke corrective or remedial measures in view of the detailed exegesis of the satisfactions and dissatisfactions in the nurses’ work environment and the ensuing problematique (doubtful, questionable) of raising the standards of health care in the public health services. Living up to these sanguine expectations should be the cherished longterm vision of the government if it is to meet and quench the soaring aspirations of its modernizing society for quality health care delivery and the escalating needs of the nurses. / Public Administration and Management / D.P.A.

Hållbar kompetensförsörjning är en av välfärdssamhällets största utmaningar, där offentlig sektor idag visar betydande problem. Två huvudprinciper ses kring hantering av dessa utmaningar. Den vanligaste utgångspunkten är att så långt som möjligt upprätthålla verksamheten genom att behålla samma organisation och arbetssätt, samt att söka behålla och helst öka antalet medarbetare i olika bristyrken. En annan utgångspunkt som får ökad uppmärksamhet är uppgiftsväxling (taskshifting, workshifting, kompetensmix), vilket innebär förändrad kompetens- och bemanningsstruktur. Samverkan mellan Vårdförbundet och sjukvårdens arbetsgivare kan vara en förutsättning för ständig förbättring och kompetensförsörjning i framtiden. Medan avståndet mellan behov och resurser ökar under Covid-19-pandemin, verkar samarbetsklimatet påverkas negativt i samma takt. Istället för akuta avlastande åtgärder som uppgiftsväxling så föreslår Vårdförbundet långsiktiga åtgärder som höjd yrkesstatus och lön. Som betydelsefull samverkanspartner till sjukvården är Vårdförbundets syn på uppgiftsväxling avgörande för framtida samarbete kring förbättringar och kompetensförsörjning. Studiens syfte är att undersöka hur fackliga ledare, här representerade av Vårdförbundets 21 lokala avdelningsordförande, ser på uppgiftsväxling kring specialistsjuksköterskor som en del i hållbar kompetensförsörjning inom intensivvården. Studien har en kvantitativ och en kvalitativ ansats med datainsamling via webbenkät. Studiens urval är samtliga avdelningsordförande (n=21) inom Vårdförbundets lokalorganisationer. Kvantitativa data analyserades med fördelning och frekvens och visas med deskriptiv statistik. Kvalitativa data analyserades med innehållsanalys. Svarsfrekvensen var 66 procent. Specialistsjuksköterskor inom intensivvård bör avlastas genom att anställa andra yrkesgrupper, anser majoriteten av deltagarna. Sjuksköterskor, farmaceuter, vårdnära administratörer och fysioterapeuter anges i störst utsträckning. Deltagare ser dock risker vid brister i implementeringen, där störst risk för patienten anses vara att arbetsgivare ålägger sjuksköterskor för stort ansvar. Implementering med noggrann konsekvensanalys och tillräckliga resurser ses som framgångsfaktorer. Negativa konsekvenser som anges är bristande helhetsbild för specialistsjuksköterskorna, liksom oklarheter kring sjuksköterskornas roll. Uppgiftsväxlingen ses som en karriärväg för sjuksköterskor, medan specialistsjuksköterskor kan använda sin specialistkompetens i ökad utsträckning. Ledningens roll nämns i liten grad. Vårdförbundet kan som samverkanspartner vara den externa kraft som krävs i sjukvården för att nå en hållbar lösning för kompetensförsörjning, arbetsmiljö och kvalitet. För god vård krävs sannolikt ökad samverkan i förbättringsarbete mellan arbetsgivare och Vårdförbundet. Studien visar att många lokala fackliga ledare förordar uppgiftsväxling, exempelvis att avlasta specialistsjuksköterskor genom att anställa andra yrkesgrupper inom intensivvården. En förutsättning för en framgångsrik förbättringsprocess är dock att samtliga aktörer är beredda att kompromissa med grundläggande principer och arbetssätt inom den egna organisationen. / Sustainable competence provision is a major challenge in the welfare state, with growing public sector demands to be met by limited resources. In handling this situation two main principles can be identified. Most organizations primarily chose to leave the organization and staffing structure unaltered, awaiting adequate workforce reinforcements. Task shifting (work shifting, task sharing) is getting increased attention in these parts. Cooperation between the nursing union (Vårdförbundet) and the healthcare employers is crucial for continuous improvement and competence provision in the future. However, as the gap between patient demands and available human resources is turning from bad to worse during the ongoing Covid-19 pandemic, the climate for cooperation seems to be affected in the same way. Vårdförbundet suggests long-term solutions such as increased salaries. As a pivotal health care partner Vårdförbundet and its view on task shifting is determining the success of forthcoming cooperation. The objective of this study is to investigate the view of nursing union leaders, represented by the 21 local section board presidents of Vårdförbundet, on task shifting concerning critical care nursing specialists, as a sustainable competence provision. The study has a quantitative and qualitative approach with data collection through a web survey. The study selection included the Vårdförbundet union board presidents at the local level. Quantitative data was analyzed using distribution and frequency displayed by descriptive statistics. Qualitative data was analyzed through content analysis. The response rate was 66 percent. Critical care nursing specialists (CCRN) should be relieved certain duties by staff with other professions, according to a most of the participants. Mentioned most frequently were non-specialized registered nurses (RN), pharmacists, administrators and physiotherapists. The participants anticipated hazards concerning inadequate implementation routines, particularly concerning RN getting too much responsibility to handle, being non-specialized nurses. Implementation including consequence analysis is seen as a crucial prerequisite along with sufficient resources. Negative consequences mentioned are difficulties getting the whole picture as the CCRN assume responsibility for extra critical care patients. Also mentioned are blurred responsibilities for the RN. The result reveals positive consequences of task shifting such as being an important career path for RN, whilst CCRN can use their specialist skills to an increased extent. The managerial role is faint in this study. Vårdförbundet is possibly the external power needed to reach a sustainable solution regarding competence provision, work environment and healthcare quality. Expanded improvement cooperation, between healthcare employers and unions, can be a tool to reach and maintain top quality healthcare. This study reveals that most of the local leaders in Vårdförbundet supports task shifting, as a tool using other professions to relieve the CCRN from non-specialist duties. A prerequisite is however that all actors are prepared to compromise organizational and professional principles to reach common ground and successful improvement.

Introduction. L’ostéoporose est une maladie chronique habituellement asymptomatique jusqu’à ce qu’il y ait fracture de fragilisation (FF). Ces fractures engendrent des coûts importants dont une partie pourrait être évitée par la prise en charge de ces patients pour l’ostéoporose. L’implantation d’un programme de prévention des fractures subséquentes géré par des infirmières en orthopédie pourrait permettre de parer à ces problèmes. Objectifs. L’objectif principal de ce projet était de déterminer si une infirmière peut gérer de façon efficace et sécuritaire un service de liaison pour fracture. Méthode. Les décisions cliniques d’infirmières entre 2010 et 2012 pour 525 patients d’un service de liaison pour fracture à l’étude ont été évaluées par deux médecins spécialistes indépendants avec expertise dans les soins pour l’ostéoporose. Résultats. Les infirmières ont pu identifier la totalité des sujets à risque et référer 26.7% de ceux-ci à un spécialiste. L’accord entre chacun des évaluateurs et les infirmières était de >97%. Les évaluateurs ont donné les mêmes réponses à >96% pour chaque type de décision et le niveau d’accord inter-juge était presque parfait (AC1 >0.960). Aucune référence n’a été jugée inutile. Les comorbidités majeures ont toutes été prises en charge. Conclusion. L’accord élevé entre les décisions cliniques des infirmières et des médecins évaluateurs démontre que la prise en charge par une infirmière est sécuritaire et recommandable pour les patients avec FF. Ce type d’intervention pourrait contribuer à résoudre les problèmes d’accessibilité aux soins chez les patients avec fragilité osseuse, ainsi qu’à diminuer le fardeau économique que représente le traitement des FF pour la société. / Introduction. Osteoporosis is a chronic condition which is usually asymptomatic until a fragility fracture (FF) occurs. These fractures lead to increased morbidity and mortality in patients. Moreover, a major care gap exists in the investigation for bone fragility and initiation of treatment for individuals who sustain a FF. The implementation of a subsequent fracture prevention program managed by nurses could be the key in resolving these problems. Objectives. The main objective of this project was to determine if a nurse can manage safely and efficiently a fracture liaison service (FLS). Methods. Clinical decisions of nurses for 525 subjects in a studied FLS between 2010 and 2012 were assessed by two independent physicians with expertise in osteoporosis treatment. Results. The nurses succeeded in identifying all patients at risk and referred 26.7% of patients to a specialist. Thereby, they managed 73.3% of subjects with FF. No needless referrals were made according to both physicians. Agreement between each evaluator and the nurses was of >97%. Physicians’ decisions were the same in >96% for each type of decision and AC1 coefficient was of >0.960 (almost perfect level of agreement). All major comorbidities were adequately managed. Conclusion. High agreement between nurses and physicians’ clinical decisions indicate that the management by a nurse of a FLS is safe and recommended for patients with FF. This kind of intervention could help resolve the existing care gap in osteoporosis care as well as the societal economic burden associated with treatment of FF.