Témata prací (Výběr práce)Témata prací (Výběr práce)(verze: 336)
Detail práce
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Faktory ovlivňující fluktuaci sester v ČR
Název práce v češtině: Faktory ovlivňující fluktuaci sester v ČR
Název v anglickém jazyce: Factors influencing turnover of nurses in the Czech Republic
Klíčová slova: zdravotnický personál, nedostatek sester, úmysl odejít, fluktuace sester, faktory ovlivňující fluktuaci, retence zdravotních sester, záměr k odchodu
Klíčová slova anglicky: nursing staff, nurse shortage, intention to leave, turnover of nurses, factors affecting turnover, nurse retention, turnover intention
Akademický rok vypsání: 2018/2019
Typ práce: diplomová práce
Jazyk práce: čeština
Ústav: Ústav teorie a praxe ošetřovatelství 1. LF UK (11-00250)
Vedoucí / školitel: Mgr. Jana Heczková, Ph.D.
Řešitel: skrytý - zadáno vedoucím/školitelem
Datum přihlášení: 08.03.2019
Datum zadání: 08.03.2019
Datum a čas obhajoby: 16.06.2021 08:00
Datum odevzdání elektronické podoby:13.05.2021
Datum proběhlé obhajoby: 16.06.2021
Předmět: Obhajoba diplomové práce (B01602)
Oponenti: Mgr. Lenka Jeřábková
 
 
 
Zásady pro vypracování
Vypracování práce se řídí Opatřením děkana č. 10/2010, opatřením rektora č. 6/2010, opatřením rektora č. 8/2011 a Manuálem pro tvorbu závěrečných kvalifikačních prací.
Seznam odborné literatury
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Gurková, E., Soósová, M., Haroková, S., Žiaková, K., Šerfelová, R., & Zamboriová, M. (2013). Job satisfaction and leaving intentions of Slovak and Czech nurses. International Nursing Review, 60: 112-121. doi:10.1111/j.1466-7657.2012.01030.x



Halter, M., Boiko, O., Pelone, F., Beighton, C., Harris, R., Gale, & J. Drennan, V. (2017). The determinants and consequences of adult nursing staff turnover: a systematic review of systematic reviews. BMC health services research, 17(1), 824. doi: 10.1186/s12913-017-2707-0
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Hart, S.E. (2005). Hospital ethical climates and registered nurses’ turnover intentions. Journal Of Nursing Scholarship: An Official Publication Of Sigma Theta Tau International Honor Society Of Nursing, 37(2), 173–177. doi: 10.1111 / j.1547-5069.2005.00030.x

Hayes, L.J., O’Brien-Pallas L., Duffield, C., Shamian, J., Buchan, J., Hughes F., … North, N. (2012). Nurse turnover: A literature review – An update. International Journal of Nursing Studies, 49(7), 887-905.doi:10.1016/j.ijnurstu.2011.10.001.

Heczková, J., & Bulava, A. (2018). Důvody odchodů sester z profese. Urologie pro praxi, 19(2), 95-98. Retrieved fromhttp://www.urologiepropraxi.cz/archiv.php

Heede, K., Florquin, M., Bruyneel,L. Aiken, L., Diya, L., Lesaffre, E., & Sermeus, W. (2013).
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Ivanová, K., Nakládalová, M., & Vévoda, J. (2012). Pracovní satisfakce všeobecných sester v ČR podle hodnotových distancí. Pracovní Lékařství, 64(4), 156-163. Retrieved fromhttp://www.prolekare.cz/pracovni-lekarstvi-clanek/pracovni-satisfakce-vseobecnych-sester-v-cr-podle-hodnotovych-distanci-40299

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Předběžná náplň práce
Nedostatek zdravotních sester je v poslední době celosvětovým problémem (Homburg, Heijden, & Valkenburg, 2013). Stejně tak i v České republice chybí aktuálně velký počet sester. Faktem je, že vlivem stárnutí populace, souvisejícímu rozvoji chronických onemocnění a nižší atraktivitě sesterské profese se bude tato situace dále zhoršovat (Moloney, Boxall, Parsons, & Cheung, 2018). Nedostatek zdravotnického personálu způsobuje významné sociálně-ekonomické problémy. Fluktuace sester snižuje kvalitu ošetřovatelské péče a zároveň zvyšuje finanční náklady ve zdravotnictví (Duffield, Roche, Homer, Buchan, & Dimitrelis, 2014). První krok při řešení této problematiky znamená podrobné zkoumání příčin odchodu sester z profese nebo změny zaměstnavatele. Následně je nezbytné vytváření nástrojů pro stabilizaci zaměstnanců ve zdravotnictví (Flinkman & Salanterä, 2015). Pochopení příčin odchodu zkušených sester s dlouholetou praxí, může v budoucnu přispět ke stabilizaci zdravotnického personálu a tím i zdravotnické politiky (Heinen et al., 2013). Cílem této diplomové práce je zjistit konkrétní důvody, které ovlivnily rozhodnutí změnit zaměstnavatele u sester s vice než 5 letou praxí.
Cíl práce a výzkumné otázky: Cílem této diplomové práce je zjistit konkrétní důvody, které ovlivnily rozhodnutí změnit zaměstnavatele u sester s vice než 5letou praxí.
Metodologie (metoda, výzkumný vzorek): Výzkumná otázka:
Jaké důvody vedly k odchodu z dlouhodobého zaměstnání?

Pro tento výzkum jsem zvolila kvalitativní metodologii technikou individuálních semistrukturovaných rozhovorů. Výzkum bude ukončen saturací dat, předpokládaný vzorek nebude vyšší než 15 sester, pracujících v pražských nemocnicích, z větší časti fakultních. Pracují bez odborného dohledu, minimální délka jejich praxe je 5 let. Období změny pracoviště bylo v rozmezí let 2015-2019.

Předpokládaná implementace: Výsledek muže být použit managementem zdravotnického zařízení ke stabilizaci zdravotnického personálu.
Předběžná náplň práce v anglickém jazyce
Background: Introduction to the issue and the importance of the topic: Lack of nurses is a worldwide problem recently (Homburg, Heijden, & Valkenburg, 2013). Similarly, there is currently a lack of nurses in the Czech Republic. The fact is that the aging of the population, the associated increasing prevalence of chronic diseases and the lesser attractiveness of the nurse’s profession will further aggravate this situation. (Moloney, Boxall, Parsons, & Cheung, 2018). Lack of medical staff causes significant socio-economic problems. Nursing fluctuation reduces the quality of nursing care while increasing the financial cost of healthcare (Duffield, Roche, Homer, Buchan, & Dimitrelis, 2014). The first step in addressing this issue is to look closely at the causes of nurses leaving the profession or changing employers. Subsequently, it is necessary to create tools for stabilizing health workers (Flinkman & Salanterä, 2015). Understanding the causes of the departure of experienced nurses with years of experience can contribute to the stabilization of medical staff and hence health policy in the future (Heinen et al., 2013). The aim of this thesis is to find out the specific reasons that influenced the decision to change the employer in nurses with more than 5 years of experience.

Aim and research questions: The aim of this thesis is to find out the specific reasons that influenced the decision to change the employer in nurses with more than 5 years of experience.

Methods: Research question: What reasons led to leaving long-term employment?
For this research I have chosen a qualitative methodology using the technique of individual semi-structured interviews. The research will be terminated by data saturation, the expected sample will not exceed 15 nurses working in Prague hospitals, mostly in teaching hospitals. They work without professional supervision, the minimum length of their practice is 5 years. The changeover period was between 2015-2019.

Implementation: The result can be used by the management of the medical facility to stabilize the medical staff.
 
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