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Theory suggests that staff dissatisfaction will ultimately impair the UUF performance pattern (Arthur & James, 1994; Araujo, 1980; Nicholls, 1996).
The purpose of this research was to compare the cost and staffing balance performance of the UUF and CUF staffing patterns.
Based on the claims of cost effectiveness for the UUF staffing pattern by the engineers in the literature (Connor, 1960, 1961; Harris, 1970; Norby et al., 1977; Ryan et al., 1975), it was expected that the cost and staffing balance performance of the UUF pattern would exceed the performance of the CUF pattern.
The UUF staffing pattern will produce significantly lower direct wage costs than the CUF pattern.
The UUF staffing pattern will produce a significantly lower incidence of understaffing than the CUF pattern.
The UUF staffing pattern will produce a significantly higher incidence of overstaffing than the CUF pattern.
One program modeled the CUF staffing pattern, and the other modeled the UUF pattern.
In raw figures, the UUF pattern averaged about $20,000 higher in direct annual wage costs.
Upon detailed examination of the day-to-day performance of each of the staffing patterns, it was observed that some shifts in the UUF pattern were better staffed because nurses worked in units which were dissimilar from their permanent units.
The UUF staffing pattern produced significantly fewer understaffed shifts per year than the CUF pattern (t[g]=29, p<.01) (see Table 1).
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