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The organization of public health (PH) interventions usually does not concern the doctor himself, but whole groups of experts, professional societies up to political decisions. Evidence-based public health (EBPH) also affects population health policy. In this context, „evidence-based policy" is sometimes referred to, where evidence of the effectiveness and efficiency of the intended intervention is also required in policy making. The most pressing problem of PH is usually not enough evidence that „something" is to be done, but the lack of evidence for „what" or „how" to be done. In the broad field of EBPH, there is still a lack of conceptual frameworks setting out „how much" and „how good" evidence is needed, or at least sufficient, for policy decisions on public health interventions and programs. The need to harmonize and standardize the development of guidelines, including the evaluation of their quality and regular re-evaluation, are among the most fundamental requirements. Knowledge of the epidemiological situation in a particular country or region, and over given period of time, as well as modeling of further possible developments, are essential for making relevant recommendations. For example, the outputs of surveillance systems, risk assessments, cost-effectiveness analyzes, or consensual „evidence" also serve as evidence for public health. The process of guidelines development consists of the phases of planning, realization, publication, implementation, evaluation, and revision. Proven standardized methods are to be used in each of these phases. This article aims to summarize methods of creating, adapting, implementing, and evaluating evidence-based best practices in public health. [ABSTRACT FROM AUTHOR]

Objective: The aim of this repeated investigation in work satisfaction in general nurses was to determine key factors of working environment, which are responsible for the staff turnover of nurses. The survey of factors of working environment was composed according to motivation theory of F. Herzberg. The first extensive investigation was executed in 2006, and the second representative one was performed in 2011. The basic principle of the research design was double evaluation of factors of working environment. At first the nurses classified the factors according to their own value preferences, subsequently according to the degree of their fulfillment from the employer side. The paper presents the results from the year 2011 and the statistical evaluation was based on the Euclidean distance model test. Methods and cohort: The method of data collection used the structure interview, the interviewer sheet being the research tool. The general nurses, who work in the hospitals in the Czech Republic, represented the target group, in a total of 1992 nurses. A statistical test based on the determination of their order and distances was used for processing of individual factors. The relation between work satisfaction and tendency for staff turnover was determined by the Spearman correlation coefficient. Results: Key factors of the work environment (the order is always according to importance) follow the personal preference of general nurses: wage, care of patients and assurance of the position. The distance among the factors revealed absolute priority of the first two factors (wage, care of the patients). Factors which were proved to represent the highest difference between personal preferences and their fulfillment from the side of the employers are: wage, assurance of the position and working climate and evaluation according to distance revealed wage as the most significant unfulfilled factor. Most nurses (91.6%) demonstrate working satisfaction. In contrast, when a suitable situation comes, 35% of them is prepared to leave the job certainly or rather than not. A significant correlation was also found between work satisfaction and the intention to leave the employer (r = -0.510). Conclusion: The research presents the possibility to determine the factors of work satisfaction simultaneously with the evaluation of the employer. The advantage lays in the possibility to determine divergence between personal preferences of the general nurses and their felt saturation from the side of the employer. The selected statistical test makes it possible to determine the order of priorities as well as emotional distance between individual priorities. These results give transparent and effective outcome for the management of human resources in hospitals. [ABSTRACT FROM AUTHOR]

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