| The Challenge for Nursing and Midwifery: A Discussion Paper |
|
Department of Health and Children, Ireland |
2004 |
|
[Excerpt from preface] In this discussion document, the Department of Health and Children identifies key development issues facing nursing and midwifery in the future. This is in order to establish a strong platform for the formulation of a strategic response to these issues. The document contains an insightful analysis of the challenges ahead and identifies a range of possible responses. |
Details |
| Human Resources for Health in the WHO European Region |
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World Health Organization, Regional Office for Europe |
2006 |
|
[Excerpt from publisher] This document attempts to review the HRH situation in the WHO European Region. Section 2 addresses the problems associated with varying definitions to ensure a common understanding of the issues involved. In section 3, a number of key methodological issues (the relevance of HRH, education, management, regulation, etc.,) are analysed. Section 4 summarises the key HRH facts and figures for the Region. In conclusion, section 5 describes the way forward and the main EURO policy proposals for supporting Member States in this complex sphere. |
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| Nursing and Midwifery Workforce Management - Conceptual Framework |
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World Health Organization, Regional Office for South-East Asia |
2003 |
|
[Excerpt from Foreward] This concept document, developed by the Advisory Group, highlights ways to manage the nursing and midwifery workforce in countires of the Region. It provides a strategic context for countries to analyse the existing situation of their workforce and enable them to identify and address priority areas requiring special attention. |
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| The Nursing and Midwifery Resource - Towards Workforce Planning 2002 |
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Department of Health and Children, Ireland - Nursing Policy Division |
2002 |
|
[Excerpt from publisher] The final report The Nursing and Midwifery Resource: Final Report of the Steering Group - Towards Workforce Planning builds on the work of the interim report, concludes the research and presents the analysis undertaken during the study. Its significance stems from the fact that it represents the first large-scale piece of work on this subject in Ireland. For the first time a comprehensive approach to workforce planning for nursing and midwifery is identified. A set of recommendations with 118 attributable actions provides a framework for the future planning and supply of the nursing and midwifery resource. |
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| Human Resources & National Health Systems: Shaping the Agenda for Action - Final Report |
|
World Health Organization |
2003 |
|
[Excerpt from publisher] The workshop highlighted four HRH priorities and seven strategies for action that should guide WHO's work with partners. It was stressed that there are both long-term and short-term needs in HRH development that must be addressed urgently. It was demonstrated that most countries, especially those least developed, face a major and immediate HRH crisis that, if not resolved in the short term, will prevent the delivery of effective interventions for priority health problems The impact of HIV/AIDS in sub-Saharan Africa and elsewhere was identified as perhaps the most critical of these priority problems. |
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| The Health Workforce: Current Challenges |
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World Health Organization |
2004 |
|
[Excerpt from publisher]This document is intended to be neither comprehensive nor definitive. Instead, it briefly describes HRH-realted issues common to many countries and proposes ways to address them. It gives examples of strategies applied successfully in specific local contexts, as well as of constraints and challenges often encountered. |
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| Educational Preparation Objective E: Nurse Educator Careers |
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Canadian Nurses Association |
2005 |
Rukholm E, Bailey PH, Mossey S, Duncan C , McBride W and Idriss D |
[Excerpt from authors] The Canadian health care system faces a crisis related to an impending large shortage of registered nurses (RNs). Many research studies have focused on implementing policy, planning and programming to meet the vast future demands for nursing. Associated with an increased demand for nurses, there is a greater need for nurse educators. This project examined Canadian nurse educator programs (diploma and degree) that lead to registration in nursing-regulated professions (RN, Registered Psychiatric Nurse (RPN), Licensed Practical Nurse (LPN)), using data and information collected through surveys, telephone interviews, focus group discussions and document reviews. It identifies incentives for and barriers against careers in nursing-education delivery. Its research approach includes a literature review, surveys, key informant interviews and a document review. Key findings indicate that common barriers centre on salary, resources, professional development and workload. Incentives include a love of teaching and a commitment to the development of the profession. Nurses and graduate students most often identified salary as the factor requiring intervention to make nursing education more attractive. This is paralleled in the narrative data where prospective nurse educators most often identified salary, workload, opportunities and support for professional development, availability of full-time employment, and infrastructure support as factors that influence the choice to enter the nurse educator profession. |
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| Workforce Management Objective C: Phased Retirement (Enablers and Barriers) and Other Programs for the Retention of Older Health Care Workers |
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Canadian Nurses Association |
2005 |
Ferguson C and Sobeco M |
[Excerpt from authors] The purpose of the study was to identify the enablers and barriers to phased retirement programs and best practices of programs for the retention of older workers. |
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| Educational Preparation Objective B: Student Attrition |
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Canadian Nurses Association |
2005 |
Day R, Paul P, Boman J, McBride W and Idriss D |
[Excerpt from authors] This study examined student attrition from Canadian nursing programs (baccalaureate and diploma RN), and Licensed Practical Nurse (LPN) and Registered Psychiatric Nurse (RPN) programs using information collected through electronic surveys, telephone interviews and focus groups. |
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| Staffing for Safety: A Synthesis of the Evidence on Nurse Staffing and Patient Safety |
|
Canadian Health Services Research Foundation |
2006 |
Ellis J, Priest A, MacPhee M, and Sanchez McCutcheon A |
[Excerpt from authors] Nurse staffing makes a critical difference to patients. Research reveals a close link between inappropriate nurse staffing levels and higher rates of unwanted outcomes for patients. This report highlights evidence-informed recommendations for improvements in patient outcomes through advancements in nurse staffing. It blends findings from a decision-maker roundtable with the research report Evaluation of Patient Safety and Nurse Staffing, led by Amy Sanchez McCutcheon |
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| Workforce Management Objective A: Assess Use, Compliance and Efficacy Nursing Workload Measurement Tools |
|
Canadian Nurses Association |
2005 |
Hadley F, Graham K and Flannery M |
[ Excerpt from auhtor(s)] Financial constraints, nursing workload/overload, accountability, clinical decision-making and reporting are driving the need to address workload measurement issues in the Canadian nursing workforce. "Nursing workload" is defined as the amount of care allocated to patients based on an assessment of their nursing needs and the care they require. WMS tools provide a system for collecting the specifics of each patient's care needs and the standard times required to complete the care in relation to the available staff time. Data generated by WMS provide managers and clinicians with information to support decision-making. The project objectives were 1)to assess utilization, compliance, and efficacy of WMS tools for registered nurses, (RNs), licensed/registered practical nurses, (LPNs) and registered psychiatric nurses, (RPsychNs) across hospital and community health care settings, and 2)to identify elements of effective WMS tools for nurses. |
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| Leadership Objective C: Competencies Required of Nurse Managers |
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Canadian Nurses Association |
2005 |
Jeans M E and Rowat K |
[Excerpt from authors] The purpose of this project was to identify the competencies (defined as personal attributes, skills and knowledge) required of nurse managers and to identify potential enablers and barriers for nurse managers to acquire and sustain these competencies. The project was conceived as a follow up to the report of the Canadian Nursing Advisory Committee (CNAC), which was constituted from March 2001, to March 2002. The report - Our Health, Our Future: Creating Quality Workplaces for Canadian Nurses - contained 51 recommendations to improve nursing human resources, work life, retention and recruitment, and, ultimately, the sustainability and quality of Canada's health system. |
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| Evaluation Framework to Determine the Impact of Nursing Staff Mix Decisions |
|
Canadian Nurses Association |
2005 |
|
[Excerpt from publisher] In 2004, representatives from the Canadian Nurses Association (CNA), the Canadian Practical Nurses Association (CPNA), the Canadian Council for Practical Nurse Regulators (CCPNR) and the (RPNC) developed an evaluation framework to determine the impact of nursing staff mix decisions. The framework was based upon a literature review and was finalized after incorporating feedback from a national consultation (CNA, 2005). It will evolve with additional experience and research. It is anticipated that this framework will enable employers to determine how effectively they are using their nursing resources. This project is one component of a larger initiative, funded by Health Canada, to further develop selected recommendations from the Canadian Nursing Advisory Committee's final report, Our Health, Our Future: Creating Quality Workplaces for Canadian Nurses (2002). |
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| Determining Skill Mix: Lessons from an International Review |
|
World Health Organization - Human Resources Development Journal |
1999 |
Buchan J |
[Excerpt from author] As many countries initiate health sector reform-led cost containment and quality improvement measures, there is an increasing need for health care organisations to identify the most appropriate mix of staff. This paper examines why achieving the right mix is so important, critiques the main approaches used in determining personnel mix in health care, and discusses the main lessons from research in this area. The paper discusses eight methods of determining personnel mix: task analysis, activity analysis, self recording of activities, case mix/dependency, zero-based reprofiling, professional judgement, job analysis interviews, and group brainstorming. Methods of evaluating cost effectiveness are also considered. In reviewing relevant research in this area the authors provide a conceptual model of the elements involved in determining skill mix. |
Details |
| Quality Work Environments for Nurse and Patient Safety |
|
Jones and Bartlett Publishers |
2005 |
McGillis Hall L |
[Excerpt from publisher] A great deal of recent research has focused on the relationship between nurse staffing and patient outcomes, while little addresses the nursing work environment. Quality Work Environments for Nurse and Patient Safety seeks to bridge this research gap by presenting a comprehensive, critical review and analysis of the literature for the ten variables that impact the nursing work environment, and ultimately, patient safety. "Quality" worklife settings for nursing are those that emphasize workplace safety, personal satisfaction, teamwork, a reasonable workload, and adequate physical surroundings. Each chapter explores a specific indicator, the instruments used to measure it, and the reliability and validity of each, then makes recommendations regarding the strength of the evidence linking the indicator to nurse, system, and patient outcomes. The chapters close by outlining the implications and future research. Quality Work Environments for Nurse and Patient Safety addresses key areas of concern in nursing work environments, such as leadership, workload, productivity-all of which are front-page issues at the practice, systems, and policy levels. |
Details |
| What's Ailing our Nurses? A Discussion of the Major Issues Affecting Nursing Human Resources in Canada |
|
Canadian Health Services Research Foundation |
2006 |
Priest A for CHSRF |
[Excerpt from author] This report is intended to generate discussion and direct future initiatives aimed at improving the current nationwide shortage of nurses. It is a review, analysis, and discussion of six major research documents on Canadian nursing human resource issues produced during the last five years. The questions this report sets out to answer are: What are the fundamental issues behind nursing human resource challenges? What solutions and strategies have been put forward to address them? What areas are being addressed? What areas have not been addressed and why? Nursing health human resources cover a wide and complex range of topics. For practical purposes, the research divides issues into two main areas -workplace and workforce. Workplace issues include workload, leadership and professional development, scheduling, safety, and concerns about how best to balance professional and personal life. Workforce issues involve education and training, professional identity, scopes of practice, and health human resource planning. |
Details |
| Keeping Patients Safe: Transforming the Work Environment of Nurses |
|
Institute of Medicine of the National Academies |
2004 |
Page A (ed) |
[Excerpt from publisher] Keeping Patients Safe: Transforming the Work Environment of Nurses identifies solutions to problems in hospital, nursing home, and other health care organization work environments that threaten patient safety through their effect on nursing care. A companion to the Institute of Medicine's earlier patient safety report, To Err is Human, the report puts forth a blueprint of actions that all health care organizations which rely on nurses should take. The report's findings and recommendations address the related issues of management practices, workforce capability, work design, and organizational safety culture. Actions needed from the federal and state governments, as well as from coalitions of parties involved in shaping the work environments of nurses also are specified. |
Details |
| A Guide to Rapid Assessment of Human Resources for Health |
|
World Health Organization |
2004 |
|
[Excerpt from publisher] This rapid-assessment guide is designed to help users arrive at a global overview of a country's HRH situation. Included is a list of tools and sources of additional information for in-depth analysis of specific HRH issues. The guide is designed to help users assess current HRH constraints and challenges to "scaling up" health interventions. |
Details |
| Functional Job Analysis Guidelines for Task Analysis and Job Redesign |
|
World Health Organization |
1999 |
Moore F |
[Excerpt from author] This guide is designed for managers, supervisors, educators, planners, and evaluators. Its purpose is to discuss ways to improve decisions that affect how human resources are used to provide health services. Improved decisions require up-to-date and detailed information about three components of human resources for health: (1) the workforce, (2) the work performed and (3) the work settings. This guide discusses how to establish an information system that links these three components to form a unified model of human resources planning, training, and utilization. |
Details |
| Nursing and Midwifery Workforce Management - Guidelines |
|
World Health Organization , Regional Office for South-East Asia |
2003 |
|
[Excerpt from publisher]The purpose of these Guidelines is to assist Member Countries in strengthening the management of their nursing and midwifery workforce and, through this, to assist in strengthening health care delivery and strategies for improving health. In particular, they aim to assist Member Countries to avoid or minimize the impact of the global crisis in nursing and midwifery, by assisting them to effectively manage nursing and midwifery issues, including the problems of continuing shortage and maldistribution of nursing and midwifery personnel along with an inappropriate skill mix. |
Details |
| Nursing Staff Mix: A Literature Review |
|
Canadian Nurses Association |
2004 |
|
[Excerpt from publisher] This literature review examines the evidence and research related to nursing staff mix decisions based on licensed or regulated care providers (RNs and LPNs) and the impacts on patient outcomes. |
Details |
| Supporting Staff Through Effective Supervision: How to Assess, Plan and Implement More Effective Clinic Supervision |
|
Health Systems Trust |
1998 |
Strasser S |
[Excerpt from author] This Kwik-Skwiz addresses the important area of clinic supervision. This document is aimed at district management teams; clinic supervisors and programme managers may find it especially useful. Key areas of effective supervision are presented with the aim of assisting district management teams to critically assess clinic supervision in your district. |
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| A certain ratio? The policy implication of minimum staffing ratios in nursing |
|
Royal Society of Medicine Press |
2005 |
Buchan J |
"This paper examines the characteristics and early results of the use of staffing ratios in the two health systems where nurse staffing ratios are now mandatory - the states of Victoria (Australia) and California (USA). It then discusses the policy implications of using ratios." (extract from abstract) |
Details |
| Hospital nurse staffing and patient outcomes: A review of current literature |
|
Lippincott Williams & Wilkins, Inc |
2004 |
Heinz D |
"An aging nursing workforce, decreased enrollment in nursing schools, financial constraints in healthcare, hospital restructuring and reengineering, and consistent challenges in nursing recruitment and retention have contributed to shortages within the hospital-based nursing workforce. The effects of these shortages have been thought to be associated with various adverse patient outcomes. This article reviews current research studies and presents recommendations for ongoing nursing practice" (abstract) |
Details |
| Is more better?: The relationship between nurse staffing and the quality of nursing care in hospitals |
|
Lippincott Williams & Wilkins, Inc |
2004 |
Sochalski J |
"Objective: The objective of this study was to examine the effects of nurse staffing and process of nursing care indicators on assessments of the quality of nursing care." |
Details |
| Effects of hospital staffing and organizational climate on needlestick injuries to nurses |
|
American Public Health Association |
2001 |
Clarke SP, Sloane DM & Aiken LH |
"Objectives. This study determined the effects of nurse staffing and nursing organization on the likelihood of needlestick injuries in hospital nurses." |
Details |
| Relationship between quality of care, staffing levels, skill mix and nurse autonomy: literature review |
|
John Wiley & Sons |
2005 |
Currie V, Harvey G, West E, McKenna H & Keeney S |
"Aims.? This paper reports a literature review exploring the relationship between quality of care and selected organizational variables through a consideration of what is meant by perceptions of quality, whose perceptions are accorded prominence, and whether changes in staffing, skill mix and autonomy affect perceptions of quality." (extract from abstract) |
Details |
| Nurse staffing in hospitals: Is there a business care for quality? |
|
Project HOPE: The People-to-People Health Foundation Inc. |
2006 |
Needleman J, Buerhaus P, Mattke S, Stewart BA & Zelevinsky K |
"We construct national estimates of the cost of increasing hospital nurse staffing and associated reductions in days, deaths, and adverse outcomes." (extract from abstract) |
Details |
| The impact of nursing work environments on patient safety outcomes: The mediating role of burnout engagement |
|
Lippincott Williams & Wilkins, Inc |
2006 |
Laschinger S, Heather K & Leiter MP |
"Objective: To test a theoretical model of professional nurse work environments linking conditions for professional nursing practice to burnout and, subsequently, patient safety outcomes." (extract from abstract) |
Details |
| Nursing home staffing standards: Their relationship to nurse staffing levels |
|
Oxford University Press |
2005 |
Mueller C, Arling G, Kane R, Bershadshy J, Holland D & Joy A |
"Purpose: This study reviews staffing standards from the 50 states and the District of Columbia to determine if these standards are related to nursing home staffing levels." (extract from abstract) |
Details |
| The association of registered nurse staffing levels and patient outcomes: |
|
Lippincott Williams & Wilkins, Inc |
2007 |
Kane RL, Shamliyan Ta, Mueller C, Duval S & Wilt TJ |
"Objective: To examine the association between registered nurse (RN) staffing and patient outcomes in acute care hospitals." |
Details |
| The effects of nurse staffing on adverse events, morbidity, mortality and medical costs |
|
Lippincott Williams & Wilkins, Inc |
2003 |
Cho S-H, Ketefian S, Barkauskas VH & Smith DG |
"Objective: to examine the effects of nurses staffing on adverse events, morbidity, mortality and medical costs." "... Multilevel analysis was employed to examine, simultaneously, the effects of nurse staffing and patient and hospital characteristics on patient outcomes." |
Details |
| Hopsital nurse staffing and patient mortality, nurse burnout and job dissatisfaction |
|
Americal Medical Association |
2002 |
Aiken LH, Clarke SP, Sloane DM, Sochalski J & Siber JH |
"Objective To determine the association between the patient-to-nurse ratio and patient mortality, failure-to-rescue (deaths following complications) among surgical patients, and factors related to nurse retention." (extract from abstract) |
Details |
| Impact of California's licensed nurse-patient ratios on unit-level nurse staffing and patient outcoems |
|
Sage Publications |
2005 |
Donaldson N, Bolton LB, Aydin C & Brown D |
"This article presents the first analysis of the impact of mandated minimum-staffing ratios on nursing hours of care and skill mix in adult medical and surgical and definitive-observation units in a convenience sample of 68 acute hospitals participating in the California Nursing Outcomes Coalition project." (extract from abstract) |
Details |
| Nurse staffing levels and the quality of care in hospitals |
|
Massachusetts Medical Society |
2002 |
Needleman J, Buerhaus P, Mattke S, Stewart BA & Zelevinsky K |
"We used administrative data from 1997 for 799 hospitals in 11 states (covering 5,075,969 discharges of medical patients and 1,104,659 discharges of surgical patients) to examine the relation between the amount of care provided by nurses at the hospital and patients' outcomes." (extract from abstract) |
Details |
| Masters in nursing degrees: an evaluation of management and leadership outcomes using a retrospectice pre-test design |
|
John Wiley & Sons |
2011 |
Drennen J |
"Aim? The aim of the present study was to measure the leadership and management abilities of graduates who had completed a master's degree in nursing." (extract from abstract) |
Details |
| Job autonomy, its predispositions and its relation to work outcomes in community health centres in Taiwan |
|
Oxford University Press |
2011 |
Lin BY-J, Lin Y-K, Lin C-C, Lin T-T |
"This study examined employees' job autonomy in government-run community health centers, its predispositions and its relation to their work outcomes. A cross-sectional study was conducted in Taiwan." (extract from abstract) |
Details |
| A prospective study of managers' turnover and health in a healthcare organization |
|
Blackwell Publishing Ltd |
2011 |
Skafert K, Dellve L & Ahlborg G |
"Aims? To assess turnover and health of Swedish healthcare managers, and identify important supporting factors relating to work and individual resources." (extract from abstract) |
Details |
| Nursing leadership in an acedemin hospital in Gauteng |
|
Blackwell Publishing Ltd |
2011 |
Maboko DR |
"Nurse managers' leadership styles affect nurses' attitudes, behaviour and work performance. However, little is known about how nurses experience nurse leadership and what leadership styles are found in academic hospitals in Gauteng." (extract from abstract) |
Details |
| The Global Health Initiative and the health workforce |
|
Longwoods |
2011 |
Middleberg M |
"There is laudable recognition of the health workforce crisis as a major barrier to achieving the Millennium Development Goals and the USG's global health goals. Significant funding is provided to train health workers and conduct other activities that may be seen as addressing the health workforce crisis." (extract from abstract) |
Details |
| Making non-distrimination and equal opportunity a reality in Kenya's Health Provider education system: Results of gender analysis |
|
Longwoods |
2011 |
Newman C, Kimeu A, Shamblin L, Penders C, McQuide PA & Bwonya J |
"IntraHealth International's USAID-funded Capacity Kenya project conducted a performance needs assessment of the Kenya health provider education system in 2010. Various stakeholders shared their understandings of the role played by gender and identified opportunities to improve gender equality in health provider education." (extract from abstract) |
Details |
| Will they stay or will they go? Putting theory into practice to guide effective workforce retention mechanisms |
|
Longwoods |
2011 |
Stillwell B |
"Policy makers in healthcare in all countries are faced with challenges of designing and implementing strategies that will ... produce enough health workers for a cost-effective skills mix to deliver high-quality care; attract trained health workers into the workforce; and deploy health workers where they are most needed and keep them there... ...This paper explores the reasons why it may be so difficult to come up with strategies that guarantee success and looks at what we do know about attracting, retaining and motivating health workers to get them and keep them working productively where they are most needed." |
Details |
| Communication, training, wll-being, and commitment across nurse generations |
|
Elsevier |
2011 |
Brunetto Y, Farr-Wharton R & Shacklock K |
"Similarities and differences in the impact of supervisor-nurse relationships upon satisfaction with training and development, well-being and affective commitment were examined across 3 different nursing generations in Australia." (extract from abstract) |
Details |
| Nursing and nursing education in Haiti |
|
Elsevier |
2011 |
Garfield RM & Berryman E |
"Professional nurses are needed in clinics and hospitals throughout the country to care for patients, including thousands in need of rehabilitation and mental health services. Haitian nursing colleagues in North America have key roles in strengthening their profession. Ways of supporting our Haitian colleagues are detailed." (extract from abstract) |
Details |
| Coping styles relate to health and work environment of Norwegian and Dutch hospital nurses: A comparative study |
|
Elsevier |
2011 |
Schreuder JAH, Roelen CAM, Groothoff JW, van der Klink JJL, Mageroy N, Pallesen S, Bjorvatn B & Moen BE |
"The purpose of this study was to investigate coping styles in relation to the health status and work environment of Norwegian and Dutch hospital nurses." (extract from abstract) |
Details |
| Effects of nurse staffing and nurse education on patient deaths in hospitals with different nurse work environments |
|
Lippincott Williams & Wilkins, Inc |
2011 |
Aiken LH, Cimiotti JP, Sloane DM, Smith HL, Flynn L & Neff DF |
"Objective: To determine the conditions under which the impact of hospital nurse staffing, nurse education, and work environment are associated with patient outcomes." (extract from abstract) |
Details |
| The relative geographic immobility of new registered nurses call for new strategies to augment that workforce |
|
Project HOPE: The People-to-People Health Foundation Inc. |
2011 |
Kovner CT, Corcoran SP & Brewer CS |
"Little is known about registered nurses' geographic mobility after they earn their first professional degree and become licensed to practice. Through a cross-sectional mailed survey of newly licensed registered nurses in fifteen states, we found that 52.5 percent work within forty miles of where they attended high school...." (extract from abstract) |
Details |
| Sentinel Event Alert Issue 48: Health care worker fatigue and patient safety |
|
The Joint Commission |
2011 |
The Joint Commission |
"While it is acknowledged that many factors contribute to fatigue, including but not limited to insufficient staffing and excessive workloads, the purpose of this Sentinel Event Alert is to address the effects and risks of an extended work day and of cumulative days of extended work hours." (extract from abstract) |
Details |
| Missed nursing care, staffing and patient falls |
|
Lippincott Williams & Wilkins, Inc |
2012 |
Kalisch B, Tschanned D & Lee KH |
"This study tested the mediating effect of missed nursing care on the relationship of staffing levels (hours per patient day [HPPD]) and patient falls." (extract from abstract) |
Details |
| Stress, coping, and psychological well-being among new graduate nurses in China |
|
Sage Publications |
2012 |
Qiao G, Li S & Hu J |
"This study examined the relationships between demographic characteristics, sources of nursing stress and coping strategies, and psychological well-being within graduate nurses." (extract from abstract) |
Details |
| Diversity and demographic heterogeneity of Australian nursing students: a closer look |
|
John Wiley & Sons |
2011 |
Salamonson Y, Ramjan L, Lombardo L, Lanser LH, Fernandez R, Griffiths R |
" The aim of this study is to examine first year nursing students by enrolment classification and country of birth: i) international; ii) local, overseas-born; and iii) local, Australian-born student, and demographic differences of academic performance at the 12-month follow-up." (extract from abstract) |
Details |
| Nurse staffing and patient safety in hospitals: New variable and longitudinal approaches |
|
Lippincott Williams & Wilkins, Inc |
2011 |
Unruh LY & Zhang NJ |
"The aim of the study was to examine the relationship between changes in RN staffing and patient safety events in Florida hospitals from 1996 through 2004." (extract from abstract) |
Details |
| Organizational socialization of international nurses in the new York metropolitan area |
|
John Wiley & Sons |
2011 |
Bau S-H |
" Although international nurses have unique needs in adapting to a new host culture and workplace, little is known about the process of organizational socialization faced by different groups of international nurses, such as child immigrant registered nurses (RNs), adult immigrant RNs, and foreign-educated RNs, compared with native nurses." (extract from abstract) |
Details |
| Transition into practice: A comparison of outcomes between associate- and baccalaureate-prepared nurses participating in a nuse residency program |
|
Lippincott Williams & Wilkins, Inc |
2011 |
Thomson S |
"This study compared the survey scores between associate- and baccalaureate-prepared new graduate nurses participating in a 1-year nurse residency program. The results revealed differences in some areas between the two groups. Within the staff development arena, the educational degree of the novice nurse may deserve greater consideration in the development of orientation or other support programs during the first year of practice." (abstract) |
Details |
| Job satisfaction and emotional subjective well-being among Slovak nurses |
International Nursing Review |
International Council of Nurses |
2011 |
Gurkova E, Cap J, Ziakova K & Duriskova M |
"The purpose of this study is to investigate job satisfaction and emotional subjective well-being and the correlations between these two constructs among Slovak nurses." (extract from abstract) |
Details |
| Leading nurses in dire straits: head nurses' navigation between nursing and leadership roles |
|
Blackwell Publishing Ltd |
2011 |
Sorensen EE, Delmar C, Pedersen BD |
"The present study reports selected findings from a doctoral study exploring the negotiation between nursing and leadership in hospital head nurses' leadership practice." (extract from abstract) |
Details |
| Ageing hospital nurses' well-being at work: psychometric testing of the Dignity and Respect in Ageing Nurses' Work Scale |
|
John Wiley & Sons |
2011 |
Utriainen K & Kyngas H |
"Factors promoting well-being at work need to be identified, which would enable targeting interventions and development in nursing work in an appropriate manner. ... The aim of this article is to describe a study to develop and test the psychometric properties of the Dignity and Respect in Ageing Nurses' Work Scale (DRANWS)." (exceprt from abstract) |
Details |
| Work-related behaviour and experience patterns of nurses |
|
International Council of Nurses |
2011 |
Goetz K, Buetel S, Mueller G, Trier-Hauke B & Mahler C |
"Nursing working conditions are characterized by heavy workloads and extensive responsibilities. The aim of our study was to report and to compare the actual conditions of work-related behaviour and experience patterns of nurses working on intensive care units (ICUs) and intermediate care in a reference sample of nurses." (extract from abstract) |
Details |
| Assessing the contribution of prescribing in primary care by nurses and professionals allied to medicine: a sysematic review of the literature. |
|
BioMed Central Ltd |
2011 |
Bhanbhro S, Drennan VR, Grant R & Harris R |
" Legislation for nurses and other professionals allied to medicine to prescribe exists in a minority of countries, with more considering introducing legislation. Although there is variation in the range of medicines permitted to be prescribed, questions remain as to the contribution prescribing by nurses and professionals allied to medicine makes to the care of patients in primary care and what is the evidence on which clinicians, commissioners of services and policy makers can consider this innovation." (extract from abstract) |
Details |
| Job satisfaction and intentions to leave of new nurses |
|
Sage Publications |
2011 |
Peterson J, McGillis Hall L, O'Brien-Pallas L, Cockerill R |
"The purpose of this study was to examine the effects of perceived demands, control, social support and self-efficacy on the job satisfaction and intention to leave of new nurses utilising Karasek's Job Demands-Control-Support model." (extract from abstract) |
Details |
| What factors affect nursing retention in the acute care setting? |
|
Sage Publications |
2011 |
Cummings CL |
"This paper will outline the findings from a descriptive study of acute care nurses in Northeast Florida. The research was conducted in an effort to highlight some of the critical factors that impact nurses in the acute care setting and affect their intent to stay at an institution. The concepts of moral distress and professional stress in relation to nursing retention are highlighted and some strategies for lessening of these stressors are proposed." (extract from abstract) |
Details |
| Planning nurse staffing: are we willing and able? |
|
Sage Publications |
2011 |
Catton H & Ball J |
"A plethora of tools exist to help employers to determine nurse staffing required. Although not perfect, the technical resource is none the less available to support planning, but are we willing to use it? In England the different systems have not been reviewed or tested and there is no consensus about the best approach to use. This paper asserts that decisions about current and future configurations of the nursing workforce are currently taken in a data vacuum." (excerpt from abstract) |
Details |
| The consequences of executive turnover |
|
Sage Publications |
2011 |
Duffield C, Roche M, Blay N, Thoms D & Stasa H |
" The high rate of executive turnover in the healthcare indusry is a major issue for health service organisation and their staff both in Australia and internationally...Few studies have examined the causes and consequences of this phenomenon in depth." (extract from abstract) |
Details |
| Front-line managers and boundary spanners: effects of span and time on nurse supervision satisfaction |
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John Wiley & Sons |
2011 |
Meyer RM, O'Brien-Pallas L, Doran D, Streiner D, Ferguson-Par? M & Duffield C |
"Aim: To examine the influence of nurse manager span (number of direct report staff), time in staff contact, transformational leadership practices and operational hours on nurse supervision satisfaction." (extract from abstract) |
Details |
| Advanced practice registered nurse supply in a small state: Trends to Inform Policy |
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Sage Publications |
2011 |
Palumbo MV, Marth N & Rambur B |
"This study is a contribution to the small existing pool of state level research on Advanced Practice Registered Nurse (APRN) workforce supply. Data from four biennial surveys of Vermont APRNs from 2003, 2005, 2007, and 2009 (n = 1,538) were analyzed to produce descriptive statistics of one small state's APRN demographic, educational, employment, job satisfaction, intention to leave, and practice-setting characteristics." (extract from abstract) |
Details |
| Commuting to work: RN travel time to employment in rural and urban areas |
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Sage Publications |
2011 |
Rosenberg M-C, Corcoran SP, Kovner C & Brewer C |
"Purpose: To investigate the variation in average daily travel time to work among registered nurses (RNs) living in urban, suburban, and rural areas. We examine how travel time varies across RN characteristics, job setting, and availability of local employment opportunities." |
Details |
| Recruiting and retaining health workers in remote areas: Pacific Island Case Studies |
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World Health Organization |
2011 |
Buchan J, Connell J & Rumsey M |
"This case study forms part of a series that was initiated in order to share and document more country experiences related to the retention of health workers in different contexts....It highlights that a range of policy interventions have been considered in Samoa and Vanuatu in order to improve health workforce retention and that many of these compliment the recommendations found in the WHO's global policy recommendations." (extract from website) |
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| The impact of deficit reduction on the nursing labour market in Canada: Unintended consequences of fiscal reform. |
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AdisOnline.com |
2005 |
Vujicic M & Evans, RG |
"This article examines trneds in the labour market for registered nurses inn Canada during the hospital downsizing perion. Of particular interest is the effect of hospital spending reforms on nurse employment levels in hospitals and on the age structure of the nursing workforce. After identifying the trends, that main factor driving the trends are discussed." |
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| The impact of hospital structure and restructuring on the nursing workforce |
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Australian Nursing Federation |
2007 |
Duffield C, Kearin M, Johnston J & Leonard J |
"Health systems throughout much of the world have been subject to 'reform' in recent years as countries have attempted to contain the rapidly rising costs of health care. Changes to hospital structures (restructuring) have been an important part of these reforms. A significant impact of current approaches to restructuring is the loss of, or changes to, nursing management roles and functions." (excerpt from abstract) |
Details |
| Hospital restructuring and nursing leadership: a journey from research question to research program |
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Lippincott, Williams & Wilkins |
2006 |
Cummings GG |
"This research aimed at examining (a) how mutiple episodes of hospital restrucuring leading to layoff of nurses affected nurses who remained employed and (b) whether and how nursing leadership mitigated or intensified the negative effects of hospital restrucuting on nurses." (excerpt from abstract) |
Details |
| Sustainable workforce reform: case study of Victorian nurse practitioner roles |
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Australian Healthcare and Hospitals Association |
2010 |
Considine J & Fielding K |
"A major challenge for the healthcare sector is to demonstrate long-term outcomes of NP care and shift the research focus from individual NPs to the effectiveness fo healthcare teams that incorporate NPs. The paper draws on a framework for the following domains of sustainability in primary care: political, institutional, financial-economic, workforce and client (or patient) and applies these domains to NP planning in the Victorian context." (excerpt from abstract) |
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| The implications of staff 'churn' for nurse managers, staff and patients |
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Anthony J Janetti, Inc. |
2009 |
Duffield C, Roche M, O'Brien-Pallas L & Catling-Paull C |
"...many facilitie are foced to staff their units or wards regulatly with non-permanent employees such as agency (labor hire) staff, hospital pool staff, part-time employees ... and travellers on working visas. This potentially leads to a lack of continuity or stability in staffing...." (excerpt from article |
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| The impact of nurses on patient morbidity and mortality - the need for a policy change in response to the nursing shortage |
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Australian Healthcare & Hospitals Association |
2009 |
Twigg D, Duffield C, Thompson PL& Rapley P |
"This article provides a comprehensive review of the research linking nurse staffing to patient outcomes at a time of growing shortages, highlighting that a policy response based on substituting registered nurses with lower skilled workers may have adverse effects on patient outcomes." (excerpt from abstract) |
Details |
| The WHO Global Code of Practice on the International Recruitment of Health Personnel: The evolution of gobal health diplomacy |
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Global Health Governance |
2011 |
Taylor AL & Dillon IS |
"Highlighting the contribution of non-binding instruments to global health governance, this article describes the Code negotiation process from its early stages to the formal adoption of the final text of the Code. Detailed are the vigorous negotiations amongst key stakeholders, including the active role of non-governmental organizations." (extract from abstract) |
Details |
| Policy to Practice: Collaboration in the evolution of a nursing health human resources policy |
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Longwoods |
2011 |
Burkoski V, Tepper J & Matthews S |
"This paper describes the collaboration of policy makers and researchers in the creation and implementation of the Nursing Graduate Guarantee (NGG). We provide historical context for the development of the initiative and discuss some of the issues related to its implementation." (extract from abstract) |
Details |
| Workforce integration of new graduate nurses: Evaluation of a health human resources employment policy |
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Longwoods |
2011 |
Baumann A, Hunsberger M & Crea-Arsenio M |
"In 2007, the Nursing Graduate Guarantee (NGG), a health human resources employment policy, was developed as a financial incentive for employers to hire and mentor new graduate nurses for a six-month period. The purpose of this study was to examine facilitators and barriers to policy implementation and assess the impact of the NGG on full-time employment and workforce integration of new graduate nurses in Ontario." (extract from abstract) |
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| The shifting landscape of immigration policy in Canada: Implications for health human resources |
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Longwoods |
2011 |
Nelson S, Verma S, McGillis Hall L, Gastalso D & Janjua M |
"This paper reports on recent changes in Canadian immigration policy, namely, the introduction of new immigration programs focused on skilled workers, along with the implementation of domestic mobility agreements." |
Details |
| Is there a glass escalator for male nurses in Canada? |
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Longwoods |
2011 |
Buhr KJ |
"This study aims to answer two questions: Do male nurses receive a wage premium? and, secondly: Do men ride a "glass escalator" and rise to supervisory positions with a higher probability than women do?" (extract from abstract) |
Details |
| Modelling human resources policies with Markov models: an illustration with the South African nursing labour market |
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Springer |
2011 |
Lagarde M & Cairns J |
"This article proposes a modelling framework to simulate and assess the immediate and long-term effects of policy interventions to attract and retain nurses in rural areas. Specifically, we use a Markov model to model the dynamics of movements of health care workers in a professional labour market. A model is developed to simulate the movements of South African nurses between different segments of the labour market over time." (extract from abstract) |
Details |
| Effects of hospital workplace factors on the psychological well-being and job satisfaction of helath care employees |
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Sage Publications |
2011 |
Agarwal M & Sharma A |
"The study was conducted with the aim of investigating the effects of perception of the hospital workplace factors on the job satisfaction and psychological well-being of a sample of paramedical health care employees (N =200) from a medical college (teaching) hospital and public (non-teaching) government-run hospitals." (excerpt from abstract) |
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| United States Registered Nurse Workforce Report Card and Shortage Forecast |
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Sage Publications |
2011 |
Juraschek SP, Zhang X, Ranganathan VK & Lin VW |
"Using projected changes in population size and age, the authors developed demand and supply models to forecast the RN job shortage in each of the 50 states." |
Details |
| The mental health workforce gap in low- and middle-income countries: a needs-based approach |
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WHO |
2011 |
Bruckner TA, Scheffler RM, Shen G, Yoon J, Chisholm D, Morris J, Fulton BD, Dal Poz MR & Saxena S |
"We aim to provide health planners, policy researchers and government officials with country-specific estimates of the human resources that are required in the area of mental health to adequately care for the population in need of mental health care." |
Details |
| Exploratory assessment of trafficking of persons in the Caribbean region (2nd edition) |
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International Organization for Migration |
2010 |
International Organization for Migration |
"...the purpose was to provide a starting point for the participating countries to examine human trafficking within their local context, namely the level and scope of human trafficking activity and the characteristics and profiles of potential victims and human traffickers." (excerpt from document) |
Details |
| Caring for trafiicked persons: A guide for health providers |
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International Organization for Migration, London School for Hygiene and Tropical Medicine & United Nationald Global Initiaitive to Fight Trafficking in Persons |
2009 |
Zimmerman C & Borland R |
"This document aims to provide practical, non-clinical guidance to help concerned health providers understand the phenomenon of human trafficking, recognize some of the health problems associated with trafficking and consider safe and appropriate approaches to providing health care for trafficked persons. It outlines the health provider's role in providing care and describes some of the limitations of his or her responsibility to assist." (excerpt from document) |
Details |
| Licwnsed nurses disciplined in Oregon between September 1996 and June 2008 |
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Sage Publications |
2011 |
Hudson ML & Droppers OJ |
"This study is undertaken to better identify the types of errors being made by nurses in Oregon, to have a more thorough understanding of who is making the errors, and to examine how the Board is sanctioning nurses through Board (Board of Nursing) discipline" (extract from abstract) |
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| Role stress among first-line managers and registered nurses - a comparative study |
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John Wiley & Sons |
2011 |
Gunulla J, Sandahl C & Hasson D |
"Studies show that first-line nurse managers (F-LNMs) experience high psychological job demands and inadequate managerial guidance. The purpose of this study was to investigate whether F-LNMs have higher stress levels and show more signs of stress-related ill health than registered nurses (RNs)." (extract from abstract) |
Details |
| Many paths lead to nursing: factrors inflencing students' perceptions of nursing |
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John Wiley & Sons |
2011 |
Cowin LS & Johnson M |
"The aim of this study is to explore student nurses' perceptions of the qualities of nurses and how these differ with age, country of birth, gender, healthcare experience and mode of entry to the nursing programme." (exctract from abstract) |
Details |
| Impact of Nurse Work Environment and Staffing on Hospital Nurse Quality of Care in Thailand |
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John Wiley & Sons |
2011 |
Nantsupawat A, Srisuphan W, Kunaviktikul W. Wichaikhum O-A, Aungsuroch Y & Aiken LH |
"Purpose: To determine the impact of nurse work environment and staffing on nurse outcomes, including job satisfaction and burnout, and on quality of nursing care." (extract from abstract) |
Details |
| Scale up of services for mental health in low-income and middle-income countries |
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Elsevier |
2011 |
Eaton J, McCay L, Semrau M, Chatterjee S, Baingana F, Araya R, Ntulo C, Thornicroft G & Saxena S |
"Mental disorders constitute a huge global burden of disease, and there is a large treatment gap, particularly in low-income and middle-income countries. One response to this issue has been the call to scale up mental health services. We assess progress in scaling up such services worldwide using a systematic review of literature and a survey of key national stakeholders in mental health." (excerpt from abstract) |
Details |
| Nurses' work patterns: perceived organizational support and psychological contracts |
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Sage Publications |
2011 |
Mallette C |
"Social Exchange Theory was was used gain understanding of the influence of nurse's employment patterns on employment relationships and individual, organizational and professional outcomes" (extract from abstract) |
Details |
| Moral distress and moral courage in everyday nursing practice |
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American Nurses Association |
2011 |
Gallagher A |
"In this article the author examines the concepts of moral distress and moral courage within the context of nursing practice. Examples of challenging healthcare situations from the United Kingdom and Ireland are discussed in the light of the examination of these two concepts. The examples illuminate features of healthcare situations that need to be considered in relation to different organisational and cultural contexts." (excerpt from abstract) |
Details |
Socio-Economic Welfare 
