EuReCa ONE—27 Nations, ONE Europe, ONE Registry A prospective one month analysis of out-of-hospital cardiac arrest outcomes in 27 countries in Europe

AbstractIntroductionThe aim of the EuReCa ONE study was to determine the incidence, process, and outcome for out of hospital cardiac arrest (OHCA) throughout Europe.MethodsThis was an international, prospective, multi-centre one-month study. Patients who suffered an OHCA during October 2014 who were attended and/or treated by an Emergency Medical Service (EMS) were eligible for inclusion in the study. Data were extracted from national, regional or local registries.ResultsData on 10,682 confirmed OHCAs from 248 regions in 27 countries, covering an estimated population of 174 million. In 7146 (66%) cases, CPR was started by a bystander or by the EMS. The incidence of CPR attempts ranged from 19.0 to 104.0 per 100,000 population per year. 1735 had ROSC on arrival at hospital (25.2%), Overall, 662/6414 (10.3%) in all cases with CPR attempted survived for at least 30 days or to hospital discharge.ConclusionThe results of EuReCa ONE highlight that OHCA is still a major public health problem accounting for a substantial number of deaths in Europe.EuReCa ONE very clearly demonstrates marked differences in the processes for data collection and reported outcomes following OHCA all over Europe. Using these data and analyses, different countries, regions, systems, and concepts can benchmark themselves and may learn from each other to further improve survival following one of our major health care events

La prise en charge des accidents vasculaires cérébraux aux urgences du CH Valenciennes (état des lieux et démarches d'améliorations)

LILLE2-BU Santé-Recherche (593502101) / SudocSudocFranceF

Difficultés des urgentistes face aux patients en limitation de soins (étude réalisée dans le Hainaut-Cambrésis)

L objectif de notre étude descriptive est de préciser les difficultés rencontrées par les urgentistes lors des prises en charge de patients en limitation de soins (LATA). Nous avons interrogé de Juin à Octobre 2012, de façon anonyme, les praticiens exerçants dans les services d urgences publics du Hainaut-Cambrésis. 57 urgentistes (86.4%) ont participé à l étude. La majorité des médecins sondés ne sont pas à l aise face à de telles situations (75.4%). Les principales appréhensions sont le manque d informations à disposition (22.8%) et le manque de temps (17.5%). Des obstacles environnementaux, émotionnels et techniques se distinguent. La décision de LATA n est pas toujours prise de façon collégiale comme le stipule la loi relative à la fin de vie. Le patient, son entourage, la personne de confiance et le médecin traitant sont trop fréquemment écartés. L urgentiste est parfois isolé dans son choix (12.3%). Les structures spécialisées en soins palliatifs disponibles sont trop peu connues des praticiens (35.1%) et encore insuffisamment développées. Pourtant, leur avis est souvent recherché. La communication doit être rétablie autour du malade afin d homogénéiser et personnaliser la prise en charge du mourant. Les notions d accompagnement et d acceptation sont prédominantes. Concernant les gestes à exclure lors de LATA, les urgentistes ne sont pas unanimes, conséquence de l absence de consensus. Les ponctions veineuses (27.8%) et les mesures de réanimation (25.9%) sont les plus citées. Sept ans après la Loi Leonetti, le cadre législatif est toujours mal connu des urgentistes (26.3%). 45.5% ne connaissent pas le concept d obstination déraisonnable. Ils souhaitent accéder à une formation complémentaire (68.4%) notamment au sujet des modalités thérapeutiques (59%). La prise en charge de patients en LATA est encore source d écueils pour les urgentistes. Á l avenir, la diffusion de la loi et la formation des urgentistes à ces pratiques seront une priorité.LILLE2-BU Santé-Recherche (593502101) / SudocSudocFranceF

Employee performance management culture and system features in higher education: relationship with employee performance management satisfaction

Little is known about the satisfaction with employee performance management systems in higher education institutions. In this study, we contribute to this field by focussing on the alignment features of employee performance management systems, on communication related to these systems and on control tightness in the academic unit. An important contribution to the literature is the adoption of an integrated approach to employee performance management in higher education institutions. Employee performance management system features and satisfaction result from a survey to which 589 employees of a Flemish University contributed. Separate estimations are done for different tenure types of academics. The estimation results show that a higher level of internally consistent employee performance management systems, more communication and tighter control are associated with higher academic employee performance management satisfaction. The study also reveals that employee performance management satisfaction depends on the tenure type, suggesting that a diversified employee performance management policy should be considered in universities

Performance management culture and system features in higher education

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Employee performance management systems and publication performance among junior academics

Based on the academic curricula vitae and survey responses of junior Flemish academic employees, we examine the assumption that HRM and the level of performance management has a positive effect on publishing productivity. This study emphasizes employee performance management with a system approach. Our analyses show that HRM affects the publication performance. This study aims at contributing to the understanding of the outcomes of employee performance management systems in the particular context of higher education institution

The impact of institutional pressures on employee performance management systems in higher education in the low countries

As a result of the 2008 financial crisis, governments' budgets for higher education and research have come under pressure. In the aftermath of the crisis, higher education institutions are likely to face significant budget constraints, as governments and society became considerably more demanding concerning the level and amount of research output to be produced. The need for increased efficiency and effectiveness pushes these institutions to consider the adoption of employee performance management systems. Starting from the contextually based HRM theory framework and institutional theory, this study examined the institutional factors associated with academic units' adoption of employee performance management systems in two institutions of higher education in the Low Countries in 2009. The results show that coercive pressures are a significant predictor of whether the academic unit adopted an employee performance management system. The results also demonstrate that the presence of an HRM department and complementary human resource management practices are associated with an increased likelihood of the presence of employee performance management systems in academic units

External pressures affecting the adoption of employee performance management in higher education institutions

Purpose - This paper aims to explore the relationship between external pressures and the adoption of employee performance management systems within academic units of Flemish higher education institutions. The literature on contextually based HRM and institutionalism is used to underpin the theoretical propositions. Design/methodology/approach - A comparative case study is described to provide evidence for the theoretical arguments. Findings - It has been suggested that academic units face a set of external pressures, which leads to different employee performance management systems. This study finds that academic units imitate their legitimacy-based reference group and legitimacy-driven imitation and the adoption of external employee performance management requirements distort the alignment of employee performance management systems. Research limitations/implications - Future research could formally test the relationship between external drivers and the adoption of strategic and integrated employee performance management systems in academic units by using a survey questionnaire. Originality/value - This theoretical argumentation uses contextually-based human resource theory and it is explored empirically through an analysis of the specific context of Flemish academic units to explain how institutional and market pressures affect the adoption and configuration of employee performance management systems