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Introduction: September 2006 was a watershed moment in the world’s history with Facebook opening its doors to the general public. Ever since, the power of social media influences both our personal lives and businesses with breathtaking speed. In spite of the fact that it is unclear whether it is ethical to parallel a hospital with an enterprise or not, reputation and public satisfaction-based on experience have played a vital role in the realm of preference for both of them. Purpose: The pandemic has done a good job of enhancing trends like digitalization and remote working only to make social medias’ dominion inescapable. Social media are hinted at as the fifth estate however, more often than not, they are profiled as the antagonist. Can they optimize healthcare or once again, are they up to no good? Methodology: A bibliographic searched was performed in the electronic database “Pubmed” and through the search engine “Google Scholar” with the keywords: social media, nursing, care. Articles were excluded if English or Greek were not the main language. Results: A clinic’s performance in the sphere of patient experience is generally determined by using systematic surveys with close-ended questions, but patient-generated narrative feedback through the comments on social media, can lead to more specific results to identify the components of care that contribute to patient satisfaction. When it comes to using social networks in Greece’s healthcare, we still have a long way to go. For now, nearly every health center has a facebook page where you can find information on its location and how to get there as well as the hospital’s phone number, email, messenger and official website. Most importantly, you can see the “customer’s” reviews from the ratings and the comments. Social media have great potential for bettering the quality of healthcare we provide even though there is minimum effort for them to be submerged into hospitals. The lack of regulation, the absence of necessary equipment and privacy issues seem to pull the plug on any ongoing procedures.

Background: COVID-19 pandemic firstly appeared in December 2019 in China, and was declared a pandemic in March 2020 by the World Health Organization. Since then, health systems worldwide have been dealing with a high incoming surge of patients needing acute care, with a high percentage requiring admi ance to intensive care units for respiratory support. This has led to a shift in primary, secondary, and tertiary health care infrastructure, converting a lot of hospitals from general, surgical or oncologic to COVID-19 treating hospitals. Objective: The aim of this paper is to assess the clinical outcome of oncologic patients in need of surgery during the pandemic. Materials and methods: A wide literature review on MEDLINE, Pubmed and World of Science was conducted. The following keywords were used for search; “elective cancer surgery covid-19”, “delayed cancer surgery covid-19”, “delayed cancer therapy covid-19”, “delayed oncologic surgery covid-19”, Results: A wide variety of cancer surgery has been delayed or postponed due to the COVID-19 pandemic worldwide. Many patients were deferred to alternate non-surgical treatment, chemotherapy or radiotherapy, despite being fit for surgery. Multidisciplinary management were required to delay patients for definitive treatment, or select patients for induction chemotherapy until health system was able to provide a window for surgery between COVID-19 pandemic waves. Discussion: It is wide accepted that delay to definite surgical treatment of cancer in patients who are fit for surgery is closely associated with a decreased rate of disease-free and overall survival of patients. Curative surgical therapy requires the earliest intervention from the time of the diagnosis to the time of surgery. Adjuvant therapy, such as chemotherapy and radiotherapy, is highly effective after tumor resection in less advanced stages of the disease. Any delay in these will highly affect the surgical and oncologic outcome in patents. Conclusion: Surgery for cancer should be continued even in the times of COVID-19. Indirect morbidity and mortality of cancer patients should be accounted for when morbidity and mortality of COVID-19 patients is calculated, since the later prohibits cancer patients from definitive treatment. Elective cancer surgery in COVID free hospitals should be continued.

Introduction: Studies in Greece have shown that workplace violence has already become a universal issue and dominates both workers and professional groups and poses a severe occupational hazard to the workforce. According to the Greek Census Bureau, health care workers are 18 times more likely to suffer from violence than other workers. Method: This study was a critical appraisal of incidence reports as recorded by the administrators over a period of 12 months (2018) at a Greek hospital. The study secured data anonymity and confidentiality of the information reviewed. Results: There were 267 incidents reported which were categorized under three headings. a) Patient or visitor: 176 incidents which were distributed as follows: shouting 27%, namecalling 24%, use of derogatory language 18%, hitting/punching 10%, slapping 6%, pushing 10% and poking/kicking 5%. b) Co-worker to co-worker: 67 incidents which were analyzed as follows: verbal abuse 57%, holding/impeding 16%, following/stalking 7%, touching 15% and any other inappropriate contact/advances 5%. c) Criminal intent: 24 incidents in total, including theft (robbery/stealing) 48%, attempted/near stabbing 3%, sexual assault 9%, attempted rape 2%, property destruction 38%. Discussion: The majority of violent incidents reported concern patients and/or relatives. Most of the reports are for verbal abuse. Yet, violence against healthcare workers may lead to low worker morale, increase in job stress and in worker turnover and finally, result in reduced trust of management/coworker. Conclusions: As most reports of violence in the hospital are concerning verbal abuse, the hospital management needs to develop a comprehensive prevention program that will include a zerotolerance policy, a vigorous management commitment/enforcement with employee participation, training for hazard prevention and most importantly, accurate and timely reporting. Yet, as there are many considerable incidents of severe criminal intent, the hospital needs to take all security measures necessary to protect its workforce., Giriş: Yunanistan’daki çalışmalar, işyerinde şiddetin zaten evrensel bir sorun haline geldiğini ve hem çalışanlara hem de profesyonel gruplara hükmettiğini ve işgücü için ciddi bir mesleki tehlike oluşturduğunu göstermiştir. Yunanistan Nüfus Sayım Bürosuna göre, sağlık çalışanlarının şiddete maruz kalma olasılığı diğer çalışanlardan 18 kat daha fazladır. Yöntem: Bu çalışma, bir Yunan hastanesinde 12 aylık bir süre (2018) yöneticiler tarafından kaydedilen insidans raporlarının kritik bir değerlendirmesiydi. Çalışma, incelenen bilgilerin veri gizliliğini ve gizliliğini sağlamıştır Bulgular: Üç başlık altında kategorize edilen 267 olay bildirildi. a) Hasta veya ziyaretçi: Aşağıdaki gibi dağıtılan 176 olay:% 27 bağırmak, % 24’ü aramak, aşağılayıcı dilin kullanımı % 18, % 10 vurmak / delmek,% 6 tokatlamak,% 10 itmek ve% 5 alay etmek. b) İş arkadaşınızla iş arkadaşınız: Aşağıdaki şekilde analiz edilen 67 olay: sözlü taciz % 57, % 16 tutma / engelleme,% 7’yi takip etme / takip etme,% 15’e dokunma ve diğer uygunsuz temaslar / ilerlemeler% 5. c) Cezai niyet: % 48 hırsızlık (soygun / hırsızlık) dâhil olmak üzere toplam 24 olay,% 3bıçaklamaya teşebbüs / yakın, cinsel saldırı% 9, tecavüz% 2, mal imhası% 38. Tartışma: Bildirilen şiddet olaylarının çoğu hastalar ve / veya yakınları ile ilgilidir. Raporların çoğu sözlü taciz amaçlıdır. Bununla birlikte, sağlık çalışanlarına yönelik şiddet düşük işçi moraline, iş stresi ve işçi cirosunda artışa yol açabilir ve son olarak yönetim / iş arkadaşına olan güvenin azalmasına neden olabilir. Sonuçlar: Hastanedeki şiddet raporlarının çoğu sözlü tacizle ilgili olduğundan, hastane yönetiminin sıfır tolerans politikası, çalışan katılımı ile sağlam bir yönetim taahhüdü / uygulaması, tehlike önleme eğitimi ve en önemlisi de dâhil olmak üzere kapsamlı bir önleme programı geliştirmesi gerekmektedir. Yine de, ciddi suç niyetiyle ilgili çok sayıda olay olduğu için, hastanenin iş gücünü korumak için gerekli tüm güvenlik önlemlerini alması gerekmektedir.

The aim of this study was to investigate workplace violence at a Greek hospital. Method: This was a prospective study (simple survey design) with face to face interviews. Data were collected via a 15-item questionnaire designed explicitly for this study’s needs. Anonymity and data confidentiality was secured. Statistical analysis included descriptive statistics (mean, frequencies) and t-test for group comparisons. The sample consisted of 242 nurses and 83 physicians. Results: There were 223 females and 102 males; their mean age was 42 years old (range 24-63). Most of the participants (72%) reported having experienced a violent incident during their career. With regards to where does violence takes place, the responses were as follows: 61% in patient’s areas, 17% in corridors/hallways, 2% elevators, 19% at nursing station/doctor’s office and 1% elsewhere. 34 out of 36 newly hired nurses stated they were criticized and verbally abused. As for reporting of violence per se, 14% of the sample formally reported an incidence (of 72% who experienced violence), i.e. only 19% actually reported an incident. Furthermore, 67% of all respondents agreed disruptive behaviours were linked with adverse events (for the patient), 48% of nurses and 30% of doctors had kept quiet or remain passive (rather than question a known bully) during a verbal aggression event. The sample also stated that the most stressful aspect is when the co-worker was the perpetrator (nurses=165, doctors=57 (p, Bu çalışmanın amacı Yunan hastanelerindeki işyeri şiddetini araştırmaktı. Metod: Bu çalışma yüz yüze etkileşim içeren anket yöntemiyle yapılmıştır. Bilgiler bu çalışmanın ihtiyacına yönelik hazırlanmış 15 soru sorularak toplanmıştır. Anonimlik ve bilgi güvenirliliği gözetilmiştir. Tanımlayıcı istatistikler dâhil istatiksel analiz (ortalama, frekans), grup karşılaştırması için t testi. Örnek 242 hemşire ve 83 hekimden oluşmaktadır. Bulgular: 223 kadın ve 102 erkek vardı; yaş ortalamaları 42 (24-63 yaş) idi. Katılımcıların Çoğu (% 72) kariyerleri sırasında şiddetli bir olay yaşadıklarını söylemiştir. Şiddetin nerede gerçekleştiği ile ilgili olarak yanıtlar şöyledir: hasta bölgelerinde % 61, koridorlarda % 17, asansörlerde% 2, hemşirelik merkezinde / doktor ofisinde% 19 ve başka yerlerde% 1. Yeni işe alınan 36 hemşireden 34’ü eleştirildiklerini ve sözlü tacizde bulunduklarını belirtti. Şiddetin kendi başına şikâyet edilmesine (rapor etmek) gelince, % 14’ü resmi olarak rapor etmiştir. (şiddete maruz kalan% 72’si), yani sadece % 19’u bir olayı rapor etmiştir. Ayrıca, tüm katılımcıların% 67’si rahatsız edici davranışların (hasta için) olumsuz olaylarla bağlantılı olduğunu, hemşirelerin% 48’i ve doktorların% 30’u sözel saldırganlık olayı sırasında sessiz kaldığını veya pasif kaldığını (bilinen bir zorbayı sorgulamak yerine) tutmuştur. Bu örneğin en en stresli yönü de iş arkadaşının zorbalığa uğradığı zamandır (hemşireler = 165, (doktorlar = 57) (p