Marcello Nonnis

Il laureato, il coordinatore, il dirigente infermieristico. Una ricerca descrittiva sulle competenze professionali dei neolaureati

The study describes the representations of nursing graduate, by professionals involved in their socialization work. The study is a qualitative one. A convenience sample of 19 individuals was set up, graduate nurses (10), head nurses (6) and nurses’ manager (3)were interviewed. A semi structured interviewed was carried out. aimed at investigate their own beliefs about relational competence, technical-operational and organizational skills, desired and held by graduates. The interviews were audio recorded and transcribed. The corpus was analyzed using appropriate software, comparing the three roles involved with respect to the three areas of expertise. Results show a lack of relational competences and emotional control by Graduates both with colleagues and patients. In addition to this, an overall reluctance of established teams to adopt new working methods and graduate competences too focused on theory. The results with respect to competences highlight the need to strength the training with respect to care and relationship with patients for recent graduate, the difficulty of management to set up technical and operational innovations, the need for an interactional approach of the three professional profiles. The study proposes actions aimed at a better graduates’ social and professional integration using the contributions of professionals directly involved in the organization. Furthermore positive action were suggested both during university studies and within organizational contexts in nursing profession.

La ricerca azione per il miglioramento dell’accoglienza in psichiatria

Nell’ambito del Dipartimento di Salute Mentale di Cagliari, e stata realizzata una ricerca azione finalizzata alla costruzione di un manuale del ciclo dell’accoglienza per il miglioramento dell’offerta sanitaria e la promozione del benessere organizzativo degli operatori. Il contributo illustra il contesto con il quale il progetto si e confrontato, le modalita di avvio con la committenza, la realizzazione del setting e i metodi di intervento utilizzati. Si propongono due livelli di lettura del progetto. Il primo, per mezzo di un’analisi qualitativa dei dati, illustra i principali oggetti di apprendimento costruiti dai partecipanti per la realizzazione del manuale dell’accoglienza. Il secondo propone una riflessione sui processi relazionali attivati dall’intervento tra i diversi attori/ruoli coinvolti.

Hostile Behaviors in the Workplace: Consequences and Reactions of the Victims

Mobbing can be defined as a degenerative process, characterized by systematic hostile behaviors acted out for a significant period of time in the workplace, by one or more workers against one or more colleagues, resulting in marginalization or expulsion of victims from their own workplace. The literature on the theme of oppression and mobbing in the working environment, and on the causes that can produce conditions of psychological terrorism in the place of employment can be related to three areas of research. The first, arising from studies of bullying (Brodsky, 1976; Olweus, 1978; Hirigoyen, 2000), maintains that the process of mobbing can be explained by the personality traits of those involved. Being an aggressor rather than a victim would constitute a relatively stable feature of personality. Since longitudinal studies don’t exist on the factors of personality, the dispositional model is shown to be ineffective at explaining whether personality profiles were indeed antecedent to mobbing. The second area of research focuses on the influence of the dynamics of the group in the working contexts (Einarsen, Raknes & Matthiesen, 1994; Leymann, 1996; Vartia, 1996; Zapf, 1999; Einarsen, 2000). The victim of mobbing, in this view, would not be destined to such a role on the base of his/her intrinsic characteristics, but certain social, spontaneous and physiological dynamics would exist in the life of the group, leading to the victim becoming an object of oppression and persecution, according to the scapegoat theory. The scapegoat represents one of the roles that naturally emerges in social groups; it acts as clarifier of the norms of the group and as a catalyst for negative feelings and the explicit aggressiveness shown by the members of the group (Spaltro, 1985). The figure of the scapegoat must therefore, in the abstract, possess different behavioral characteristics from those approved by the group that elicits the oppressive behaviors. The third area of research on the causes of oppressive behaviors, which is of particular interest in recent years, comes back to the principal determinants of the factors of mobbing type situations. Various authors (Einarsen et al., 1994; Leymann, 1996; Zapf, Knorz & Kulla, 1996; Trentini, 2006) have drawn attention to the fact that, in work environments where behaviors are verified as oppressive, elevated levels of conflict of role are also found, dissatisfaction with the organizational climate, scant support from the superior (or a style of authoritarian leadership), and the perception among the workers that they have little opportunity of controlling their own activities. Zapf et al. (1996) has investigated in depth some aspects of the present social climate at work. Mobbing, if carried to an extreme, is a process that has devastating consequences both on the individual who is the victim of it, and on the organizational context in which it originates and develops. The consequences of these hostile behaviors relate to three main diagnostic principles: Post-Traumatic Stress Disorder (PTSD), Generalized Anxiety Syndrome, and Adaptation Syndrome (Brodsky, 1976; Cassano, Cioni, Perugi & Poli, 1994; Leymann, 1996, 2003; Mikkelsen & Einarsen, 2001; Menelao, Della Porta & Rindonone, 2001; Liefooghe & Mackenzie Davey, 2001; De Risio, 2002). We believe it is important to investigate the relationship between hostile behaviors in the place of employment, their consequences on workers and their relationship with the strategies proposed to deal with them. We also believe it is of particular importance to investigate the relationship between hostile behaviors and their consequences on workers especially in the present circumstances, characterized by boundaryless and protean careers, which imply less support from trade unions and an increase in the risk of health and well-being problems for workers.