Articles from periodicals (including peer-reviewed journals) on all aspects of business. Contains books, plus reports, papers and company profiles. Selected titles go back as far as 1886, but most begin in the 1990s.
Comprehensive index to all aspects of medicine back to 1946. Freely available from the National Library of Medicine, PubMed includes all MEDLINE content, plus additional selected biomedical sources. Look for the "Check for Full Text at EWU" button within individual PubMed records.
Selected Articles on Long Term Care Administration
Sales, A. E., Fraser, K., Baylon, M. B., O'Rourke, H. M., Gao, G., Bucknall, T., & Maisey, S. (2015). Understanding feedback report uptake: process evaluation findings from a 13-month feedback intervention in long-term care settings. Implementation Science, 10(1), 208. doi:10.1186/s13012-015-0208-2
Rahman, M., Tyler, D., Thomas, K. S., Grabowski, D. C., & Mor, V. (2015). Higher Medicare SNF Care Utilization by Dual-Eligible Beneficiaries: Can Medicaid Long-Term Care Policies Be the Answer?. Health Services Research, 50(1), 161-179. doi:10.1111/1475-6773.12204
Aim: To analyze the number of nursing personnel in long-term residential institutions for the elderly (RLTI), according to reports produced with regard to the ethical-professional supervision by the Regional Nursing Council. Method: This is a retrospective study, involving documentary analysis and a quantitative approach. Among the 1,895 trials generated from January 2010 to December 2013, there were 159 supervision trials in institutions of this kind. These will compose the initial sample used in this research. The instrument used to collect data will contain information related to the institution, the number of nursing personnel, and the classification of the elderly residing in these institutions. Results: We expect to generate a calculation of the original number of nursing professionals in institutions for the elderly. Implications for health: To ensure an adequate number of nursing professionals to allow for safe and damage-free care.
McGilton, K. S., Boscart, V. M., Brown, M., & Bowers, B. (2014). Making tradeoffs between the reasons to leave and reasons to stay employed in long-term care homes: Perspectives of licensed nursing staff. International Journal Of Nursing Studies, 51(6), 917-926. doi:10.1016/j.ijnurstu.2013.10.015
Background: Turnover of licensed nursing staff in long-term care (LTC) settings (e.g., nursing homes) is a mounting concern and is associated with poor quality of care and low staff morale. Retention and turnover research in LTC have focused primarily on direct care workers (i.e., nurse aides) leaving the issues largely unexplored for licensed nursing staff (i.e., registered nurses and licensed practical nurses). Objective: The main objective of this study was to understand factors that influence nurses' intentions to remain employed at their current job. Design: Qualitative descriptive study. Settings: Seven nursing homes in Ontario, Canada. Participants: A convenience sample of forty-one licensed LTC nurses. Methods: Data were collected through focus groups conducted at each of the participating nursing homes. Focus group discussions were transcribed verbatim. Directed content analysis was used to identify and develop themes. Results: Work conditions were a salient element affecting nurses' intention to stay and included impact of regulations on nurse role flexibility and professional judgment, an underfunded system contributing to insufficient resources and staffing, and a lack of supportive leadership. Factors promoting nurses' willingness to stay included the development of meaningful relationships with residents and staff and opportunities for learning and professional development. Nurses also considered personal and life circumstances (e.g., marital status and seniority) when discussing intention to stay. Conclusions: Nurses in this study weighed positive and negative work-related factors as well as personal circumstances to determine their intent to stay. Developing a more individualized approach to address attrition of licensed nurses in LTC may be the most successful strategy for improving retention of highly skilled staff in this sector.
Castle, N. Olson, D. M., Hyer, K., Sheridan, J., Ferguson-Rome, J., Wolf, D., & Burke, R. (2015). The importance and value of professional membership of nursing home administrators. Journal Of Health & Human Services Administration, 37(4), 537-560.
This study examines the association between nursing home administrators (NHAs) professional membership, certification, and fellow status with quality indicators in nursing homes. Membership, certification, and fellow information (representing increasing levels of participation) originated from the American College of Health Care Administrators (ACHCA). ACHCA is a professional association which represents long-term care administrators. The Quality Measures reported on the Nursing Home Compare web-site, and facility information from the On-line Survey Certification of Automated Records (OSCAR) were used. The period of interest was 2010 and atotal of 19 quality indicators were examined. Data were analyzed through multivariate analyses using negative binomial regression. The results indicate NHAs who are members of ACHCA are associated with better quality in 6 of the 19 quality indicators examined; ACHCA certified member fellows are associated with better quality in 7 of the 19 quality indicators examined; ACHCA fellows are associated with better quality in 10 of the 19 quality indicators examined; and, ACHCA members (excluding certified, certified fellows, and fellows) are associated with better quality in 13 of the 19 quality indicators examined. These findings support the value of professional membership, as well as voluntary certification or fellow credentialing of NHAs with respect to quality improvement. [ABSTRACT FROM AUTHOR]
Barsade, S. G., & O’Neill, O. A. (2014). What’s Love Got to Do with It? A Longitudinal Study of the Culture of Companionate Love and Employee and Client Outcomes in a Long-term Care Setting. Administrative Science Quarterly, 59(4), 551-598. doi:10.1177/0001839214538636
In this longitudinal study, we build a theory of a culture of companionate love—feelings of affection, compassion, caring, and tenderness for others—at work, examining the culture’s influence on outcomes for employees and the clients they serve in a long-term care setting. Using measures derived from outside observers, employees, family members, and cultural artifacts, we find that an emotional culture of companionate love at work positively relates to employees’ satisfaction and teamwork and negatively relates to their absenteeism and emotional exhaustion. Employees’ trait positive affectivity (trait PA)—one’s tendency to have a pleasant emotional engagement with one’s environment—moderates the influence of the culture of companionate love, amplifying its positive influence for employees higher in trait PA. We also find a positive association between a culture of companionate love and clients’ outcomes, specifically, better patient mood, quality of life, satisfaction, and fewer trips to the emergency room. The study finds some association between a culture of love and families’ satisfaction with the long-term care facility. We discuss the implications of a culture of companionate love for both cognitive and emotional theories of organizational culture. We also consider the relevance of a culture of companionate love in other industries and explore its managerial implications for the healthcare industry and beyond. [ABSTRACT FROM PUBLISHER]
The article focuses on the new rules issued by the U.S. Centers for Medicare & Medicaid Services (CMS) which requires long-term care (LTC) facilities to prepare and maintain an emergency operation plan (EOP). Among the key requirements for compliance under the CMS's Survey and Certification Letter 14-12 include the collaboration with local emergency management agency, the need to conduct a hazard vulnerability assessment (HVA), and the integration of a shelter-in-place and evacuation plan.