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ED Flow as a Network of Queues—Matching Demand and Capacity
Published in Jody Crane, Chuck Noon, The Definitive Guide to Emergency Department Operational Improvement, 2019
The nurse server consists of every resource that can perform the duties of a nurse. As with physicians, not all of these resources are created equal. Some are support nurses; some require direct nursing supervision. The following resources act as nurses: Registered nurses (RN)Licensed practical nurses (LPNs)TechniciansOther support staff
The Players
Published in Adam Ward, Lean Design in Healthcare, 2018
Nurses ran everything. They did things those under them were too busy to do and whatever the docs felt like pushing on them. There were multiple layers of certification from nursing assistants (CNAs) to licensed practical nurses (LPNs), through registered nurses (RNs), to nurse practitioners (NPs). They could be additionally certified in specific specialties. Valerie held additions certification as an Oncology Certified Nurse (OCN). This helped with her relationship with Dr. Bertram. They had actually worked together a couple of times over their careers, but Valerie dealt with adults with cancer, not children, so it was limited to a couple of clinical trials that overlapped.
Investigation of the relationship between demographic factors and ergonomic risks assessed by the HEMPA method with musculoskeletal disorders among nurses
Published in Theoretical Issues in Ergonomics Science, 2023
Nader Yousefi Seyf, Ali Safari Variani, Sakineh Varmazyar
The university ethics committee approved this study with the code IR.QUMS.REC 1397.153. This descriptive-analytical and cross-sectional study was conducted on a total of 46 nurses who worked in a hospital in 2019. Nurses were responsible for tasks such as checking the vital signs of the patients, venipuncture, giving medicine, serum injection, and other injections, stitching, bandaging, helping the patient get up, and moving the patient over the bed or transferring to the bed or other wards. After talking and coordinating with the hospital manager and supervisors of each ward, the study objectives were explained orally to the nurses. After completing the demographic information and inclusion criteria; they participated in the study. All nurses (n = 46) in different wards of a hospital were eligible and willing to co-operate. The inclusion criteria were having more than one year of working experience, being willing to participate in the study, and having no history of musculoskeletal disorders due to accident or congenital disabilities.
Integrated surgery scheduling by constraint programming and meta-heuristics
Published in International Journal of Management Science and Engineering Management, 2022
Azadeh Farsi, S. Ali Torabi, Mahdi Mokhtarzadeh
A nurse is either a general () or specialized () nurse. Specialized nurses and surgeons have different skills, which make them qualified to participate in a subset of surgeries. For each specialized nurse, only one specialty can be used in a surgery. For every surgery in category , a surgeon (), general nurses, and specialized nurses are required. The total number of nurses that a surgery in category requires is .
Measuring Work Demands in Hospital Nursing: A Feasibility Study
Published in IISE Transactions on Occupational Ergonomics and Human Factors, 2018
Élise N. Arsenault Knudsen, Sarah L. Brzozowski, Linsey M. Steege
Nurses are exposed to a variety of demands and stressors during their usual work that include mental, physical, and shiftwork demands as well as environmental and psychosocial stressors. Specifically, studies of nursing work found that nurses are physically active, have non-neutral body postures, and frequently engage in heavy lifting and repetitive tasks (Davis & Kotowski, 2015; Trinkoff, Storr, & Lipscomb, 2001; Wolf et al., 2006). Nurses are frequently interrupted during their work requiring changes in focus or multitasking (Cornell, Riordan, Townsend-Gervis, & Mobley, 2011; Douglas et al., 2013; Redding & Robinson, 2009; Wolf et al., 2006). Providing around-the-clock nursing care results in long work hours (i.e., 12-hour shifts) and shiftwork demands (i.e., rotating or irregular work hours) (Smith-Miller, Shaw-Kokot, Curro, & Jones, 2014). Additional stressors, such as noise, psychosocial interactions with patients, families and coworkers, and incivility from coworkers, are also prevalent in hospital nurse work systems (Steege et al., 2015).