Uhde, Alarith
3 results
Now showing 1 - 3 of 3
- Some of the metrics are blocked by yourconsent settings
Publication Access status: Open Access , A nurse-centered approach to computer-supported healthcare shift planning(2023)Nurse shift planning is a central work organization process in hospitals and other healthcare institutions. The shift plan provides a frame for all further healthcare activities by regulating staffing levels and group compositions at all times and on each day of the week. In addition, it fundamentally shapes each individual nurse’s life, often disturbs their circadian rhythms, and limits their ability to organize social activities. As a result, shift planning often brings challenges for nurses' physical and psychological health, and it can reduce their subjective well-being. There is a long history of research on how to improve the shift planning process, with two contrasting approaches. The first approach focuses on efficiency and full automation of the shift planning process. Its central motivation is that more efficient shift planning may free time and resources that can be used for other healthcare tasks, and that it helps to optimize staffing levels to meet the demand. A downside is that it excludes nurses from the planning process and reduces direct control of their shift plans, which creates work-life conflicts that negatively affect their well-being. The second approach gives full control of the shift plan to the nurses. This allows them to better integrate their work and private lives, but it can be inefficient and substantially increase workload for nurses, particularly in larger groups. This thesis presents the design and evaluation of an approach to shift planning that attempts to combine the best of both worlds, but with a focus on the nurses' perspective. The research followed a nurse-centered design process, focusing specifically on subjective fairness and subjective well-being from the perspective of the nurses affected by shift planning. In addition, automatic processes were included if they did not interfere with the primary goal to create a shift planning system that promotes nurses' fairness and well-being. The empirical section covers five studies. In Studies 1 and 2, we investigated nurses' subjective fairness experiences in the context of shift planning. Nurses understood fairness as equality (“everyone is treated equally”) for the general distribution of resources, such as free weekends. But in concrete planning decisions about free shifts, they understood fairness based on individual needs (“the person with a greater need gets the day off”), which has fundamental implications for how fair conflict resolution should be designed. In addition, nurses experienced involvement in the decision-making process as a central facet of fairness (i.e., procedural fairness). Study 3 covers the conceptual design of a nurse-centered shift planning system with the goal to promote subjective fairness and subjective well-being, based on interview studies with nurses and healthcare planners. Study 4 describes a nine-month appropriation study of a prototypical shift planning system that followed this conceptual design, in a ward of a retirement community. We found that some nurses used the system regularly for planning, but others did not. These differences were partially based on different lifestyles (e.g., planning months ahead vs. not planning the next week) and social considerations (e.g., preserving the reputation as a reliable and hard-working colleague). We also identified informal conflict negotiation practices (e.g., rescheduling private events, sharing shifts), informal functions of leadership (e.g., “pushing” colleagues to take time for themselves), and implications of the shift plan's release date on nurses' ability to plan for their private lives. Finally, in Study 5 we compared the informal conflict negotiation practices identified in Study 4 with an alternative, fully automated conflict resolution process. The interactive version had positive effects on fairness, well-being, and team spirit.Source Type:Doctoral Thesis5 17 - Some of the metrics are blocked by yourconsent settings
Publication Access status: Open Access , Kollaborative Diensteplattform. Digitalisierung als Mittel teamorientierter Selbstorganisation"Die demografische Entwicklung, aber auch der medizinische Fortschritt haben bereits in der Vergangenheit dazu geführt, dass der Bedarf an Pflegepersonal in der Kranken- und Altenpflege gestiegen ist. Diese Entwicklung wird sich fortsetzen... Die Prognosen über die zu erwartende Versorgungslücke fallen dabei unterschiedlich aus. Dies stellt eine Herausforderung für die künftige Fachkräftesicherung dar. Sie wird verschärft durch die Tatsache, dass bereits jetzt ein bundesweiter Fachkräftemangel bei examinierten Alten- und Krankenpflegern herrscht" (Bundesagentur für Arbeit 2019, S. 5). Diese Analyse der Bundesagentur für Arbeit beschreibt ein Problem, das für viele Pflegeeinrichtungen dramatische Ausprägungen angenommen hat. Der Fachkräftemangel in der Pflege ist – in vielen Regionen Deutschlands – enorm. Zur Begründung wird in diesem Zusammenhang immer wieder auf die mangelnde Attraktivität des Pflegeberufes verwiesen. Die Attraktivität wird dabei durch unterschiedliche Faktoren eingeschränkt, zum Beispiel durch die körperlich und psychisch beanspruchende Tätigkeit, die häufig unter hohem Zeitdruck zu erbringen ist und vergleichsweise schlecht vergütet wird. Darüber hinaus ist die work-life-Balance von Pflegekräften durch Arbeit im Schichtdienst beeinträchtigt.Source Type:Book Part2 8 - Some of the metrics are blocked by yourconsent settings
Publication Access status: Open Access , Nachhaltige Motivation durch wohlbefindensorientierte GestaltungIn dem Projekt „Game of Roster“ (GamOR, siehe Kapitel 1) haben wir uns zum Ziel gesetzt, ein kollaboratives Schichtplanungssystem für Pflegekräfte zu entwickeln, das Mitarbeitende nachhaltig zur Beteiligung am Schichtplanungsprozess motivieren möchte. Das System sollte allen Mitarbeitenden ermöglichen, ihre Wünsche einzubringen, Planungskonflikte eigenständig aufzulösen und letztendlich ihre Schichtarbeit besser mit ihrem Lebensalltag zu vereinbaren. Die so entstehende Planungssicherheit und -autonomie soll nicht nur die Arbeitszufriedenheit, sondern auch das allgemeine Wohlbefinden der Pflegekräfte in ihrem angespannten Arbeitsfeld erhöhen. Die „nachhaltige Motivation” als zentrale Anforderung brachte daher das Gestaltungsziel eines als sinnvoll und freudvoll empfundenen Planungsprozesses mit sich.Source Type:Book Part3 8
