Thesis (Ph. D.)--University of Alabama at Birmingham, 2007. / Title from first page of PDF file (viewed June 30, 2007). Includes bibliographical references (p. 202-216).

Thesis (Ph.D. in Nursing) -- University of Colorado Denver, 2008. / Typescript. Includes bibliographical references (leaves 113-132). Free to UCD Anschutz Medical Campus. Online version available via ProQuest Digital Dissertations;

Thesis (M.S.)--University of South Florida, 2009. / Title from PDF of title page. Document formatted into pages; contains 35 pages. Includes bibliographical references.

Dissertation (Ph.D.)--University of South Florida, 2008. / Title from PDF of title page. Document formatted into pages; contains 154 pages. Includes vita. Includes bibliographical references.

Thesis (Ph.D. in Nursing) -- University of Colorado Denver, 2008. / Typescript. Includes bibliographical references (leaves 100-107). Free to UCD Anschutz Medical Campus. Online version available via ProQuest Digital Dissertations;

Background Several studies have concluded that the use of nurses’ time and energy is often not optimized. Given widespread migration of nurses from developing to developed countries, it is important for human resource planning to know whether nursing education in developing countries is associated with more exaggerated patterns of inefficiency. Objectives First, to describe nurses’ reports on tasks below their skill level. Second, to examine the association between nurses’ migratory status (domestically trained nurse or foreign trained nurse from a developing country) and reports on these tasks. Design The Registered Nurse Forecasting Study used a cross-sectional quantitative research design to gather data from 33,731 nurses (62% response rate) in 486 hospitals in Belgium, England, Finland, Germany, Greece, Ireland, the Netherlands, Norway, Poland, Spain, Sweden and Switzerland. Methods For this analysis, nurse-reported information on migratory status and tasks below their skill level performed during their last shift was used. Random effects models estimated the effect of nurses’ migratory status on reports of these tasks. Results 832 nurses were trained in a developing country (2.5% of total sample). Across countries, a high proportion of both domestically trained and foreign trained nurses from developing countries reported having performed tasks below their skill level during their last shift. After adjusting for nurses’ type of last shift worked, years of experience, and level of education, there remained a pronounced overall effect of being a foreign trained nurse from a developing country and an increase in reports of tasks below skill level performed during the last shift. Conclusion The findings suggest that there remains much room for improvement to optimize the use of nurses’ time and energy. Special attention should be given to raising the professional level of practice of foreign trained nurses from developing countries. Further research is needed to understand the influence of professional practice standards, skill levels of foreign trained nurses from developing countries and values attached to these tasks resulting from previous work experiences in their home countries. This will allow us to better understand the conditions under which foreign trained nurses from developing countries can optimally contribute to professional nursing practice in developed country contexts. / Dr McIntosh is a member of the the RN4CAST Consortium.

Submitted by Fabiana Gonçalves Pinto (benf@ndc.uff.br) on 2016-02-02T16:27:56Z No. of bitstreams: 1 Tony de Oliveira Figueiredo.pdf: 3843318 bytes, checksum: a1fa743767aa3a8a863d66ad3b43e64e (MD5) / Made available in DSpace on 2016-02-02T16:27:56Z (GMT). No. of bitstreams: 1 Tony de Oliveira Figueiredo.pdf: 3843318 bytes, checksum: a1fa743767aa3a8a863d66ad3b43e64e (MD5) Previous issue date: 2014 / Mestrado Profissional em Enfermagem Assistencial / Situação Problema: há uma tendência na gestão de pessoas, no qual a ênfase está no “Capital Humano”. Nesse modelo as pessoas são consideradas como capital, pois agrega valor as organizações. Observa-se que a ausência de um sistema informatizado de indicadores de gestão do capital humano de enfermagem parece não oferecer subsídios suficientes aos gerentes para fundamentar sua prática, bem como condutas e tomadas de decisão. A informação sobre recursos humanos em saúde no Brasil ainda é incipiente, existindo uma lacuna no conhecimento produzido sobre o tema, o que justifica e torna relevante a realização deste estudo. Para desenvolver o presente estudo foram traçados os seguintes objetivos: Objetivo geral: Construir um sistema de indicadores de gestão do capital humano de enfermagem para o Hospital Universitário Antônio Pedro (HUAP). Objetivos específicos: Identificar na literatura científica a utilização de indicadores de gestão do capital humano de enfermagem; evidenciar junto aos enfermeiros que desempenham funções de gerência no Hospital Universitário Antônio Pedro, aspectos relacionados à utilização de indicadores de gestão de capital humano de enfermagem. Método: Estudo metodológico com abordagem quanti-qualitativa, desenvolvido em três fases: 1ª Fase Revisão integrativa da literatura cientifica em bases virtuais de dados, realizada em setembro de 2012, atualizada em maio de 2013, no recorte temporal: 1998-2013; 2ª Fase entrevista com enfermeiros gerentes do HUAP, a fim de evidenciar aspectos relacionados à utilização de indicadores de gestão do capital humano de enfermagem; 3ª Fase construção do sistema de indicadores de gestão do capital humano de enfermagem para o HUAP. Resultados: 1ª Fase A revisão da literatura identificou 11 categorias que foram divididas em 02 grupos: Indicadores de gestão do capital humano de enfermagem; Possíveis indicadores de gestão do capital humano de enfermagem. Permitiram elucidar o tema e subsidiaram a construção do instrumento de coleta de dados da segunda etapa. 2ª Fase A abordagem aos enfermeiros gerentes possibilitou a identificação do perfil destes profissionais, evidenciar a utilização de indicadores de gestão do capital humano de enfermagem no hospital e analisar por meio de escala Likert a concordância quanto à relevância dos indicadores identificados na revisão integrativa da literatura. E, ainda, identificar possíveis novos indicadores propostos pelos gerentes. Na 3ª Fase da pesquisa, 05 indicadores base foram eleitos, estudados e desenvolvidos, derivando em um total de 26 indicadores, que foram operacionalizados através da construção tecnológica do software “Sistema de Indicadores de Gestão do Capital Humano de Enfermagem do HUAP”. Conclusão: O sistema de indicadores de gestão desenvolvido neste estudo possibilita uma visão ampla e sistemática do capital humano de enfermagem do hospital. Constitui importante fonte de dados, permitindo o monitoramento e comparação com parâmetros internos e externos, favorecendo a tomada de decisão gerencial e a identificação de áreas que necessitem de intervenção / Problem situation: there is a tendency in personal management, in which the emphasis is on "Human Capital". In this model people are considered as capital, because adds value to organizations. It is observed that the absence of a computerized system of indicators of human capital management of nursing does not seem to provide sufficient subsidies to managers to support their practice, as well as behaviors and decision making. Information on human resources for health in Brazil is still incipient, there is a gap in knowledge produced on the subject, which justifies and makes this study relevant. To develop the present study the following objectives were outlined: General Objective: Building a system of indicators of human capital management of nursing for the Antonio Pedro University Hospital (HUAP, in Portuguese). Specific Objectives: Identify the use of indicators of human capital management of nursing in the scientific literature; to evidence together with nurses who perform management functions in the Antonio Pedro University Hospital, aspects related to the use of indicators of human capital management of nursing. Method: Methodological study with quantitative and qualitative approach, developed in three phases: Phase 1 Integrative review of the scientific literature on virtual databases, held in September 2012, updated in May 2013, of publications dated in the period from 1998 to 2013; Phase 2 interview with the nurse managers of the HUAP in order to highlight issues related to the use of indicators of human capital management of nursing; Phase 3 construction of the system of indicators of human capital management of nursing for HUAP. Results: Phase 1 The literature review identified 11 categories that were divided into 02 groups: Indicators of human capital management of nursing; Possible indicators of human capital management of nursing. Helped to clarify the issue and supported the construction of the instrument to collect data from the second step. The phase 2 the approach to nurse managers allowed the identification of the profile of these professionals and to evidence the use of indicators of human capital management of nursing in the hospital and analyze through Likert scale the agreement on the relevance of the indicators identified in the literature review. And still identify possible new indicators proposed by managers. In Phase 3 of the research, were elected 05 base indicators, studied and developed, deriving others 26 indicators, which were operationalized through technological construction of the software: "System of Indicators for Human Capital Management in Nursing at HUAP". Conclusion: The system of management indicators developed in this study provides a comprehensive and systematic vision of the human capital nursing of the hospital. Is an important source of data, enabling monitoring and comparison with internal and external parameters, favoring the managerial decision-making and identification of areas requiring intervention