| Nursing: A key to patient satisfaction |
|
Project HOPE |
2009 |
Kutney-Lee A, McHugh MD, Sloane DM, Cimiotti JP, Flynn L, Neff DF & Aitken LH |
"This paper examines the relationship between nursing and patient satisfaction across 430 hospitals. The nurse work environment was significantly related to all HCAHPS patient satisfaction measures. Additionally, patient-to-nurse workloads were significantly associated with patients' ratings and recommendation of the hospital to others, and with their satisfaction with the receipt of discharge information. Improving nurses' work environments, including nurse staffing, may improve the patient experience and quality of care." (excerpt from abstract) |
Details |
| Effects of health policy reforms on nursing resources and patient outcomes in New Zealand |
|
SAGE publications |
2011 |
Carryer JB, Diers D, McCloskey B & Wilson D |
"Health policy reforms in New Zealand during the 1990s impacted on hospital operations, on the nursing workforce, and on patients. This study analyses changes in rates of 20 adverse patient outcomes that are potentially sensitive to nursing (OPSNs) before (1989-1993), during (1993-2000), and after (2000-2006) the policy reforms, using all New Zealand public hospital inpatient discharge data for this period." (excerpt from abstract) |
Details |
| Recruitment and retention of nurses: Challenges facing hospital and community employers |
|
Longwoods Publishing Corporation |
2004 |
Cameron S, Armstrong-Stassen M, Bergeron S & Out J |
"Using selected magnet characteristics, this exploratory study examined nurses' perceptions of their work experiences in both hospital and community settings. Mail surveys were completed by community and hospital nurses (n=1248) selected randomly from a provincial registry in Ontario, Canada. Scales measured organizational factors (organizational and immediate supervisor support, decentralized decision-making, nurse-physician relationships and work-group cohesiveness) and job-related factors (autonomy, job challenge, work demands, fair treatment, work-status congruence; satisfaction with career, salary, working conditions) of nurses' experiences in their work settings." (excerpt from abstract) |
Details |
| Nursing structures in New Zealand public hospitals: Current configurations |
|
SAGE publications |
2011 |
Hughes K-A & Carryer JB |
"The research focuses on how leadership in public hospitals is structured at a strategic level. The preliminary summary of findings of this phase of the research show that reporting lines between directors of nursing (DON) and the chief executive officer (CEO) are not always direct, and organizational charts and nursing structures are not readily aligned. Clear financial or budget holding reporting lines by nursing leadership are not easily identified, or are professional and operational accountability lines clearly defined." (excerpt from abstract) |
Details |
| Recent changes in human resources for health and health facilities at the district level in Indonesia:evidence fron 3 districts in Java |
|
Human Resources for Health |
2011 |
Heywood P, Harahap NP & Aryani S |
"There is continuing discussion in Indonesia about the need for improved information on human resources for health at the district level where programs are actually delivered. This is particularly the case after a central government decision to offer doctors, nurses and midwives on contract the chance to convert to permanent civil service status. Our objective here is to report changes between 2006 and 2008 in numbers and employment status of health staff in three districts following the central government decision." (excerpt from abstract) |
Details |
| Mindful staffing: A qualitative description of charge nurses' decision-making behaviours |
|
SAGE publications |
2011 |
Wilson DS, Talsma A & Martyn K |
"This study describes the behaviors of charge nurses from the perspective of charge nurses, nurse managers, and staff nurses. This qualitative descriptive study was conducted with a sample of 24 nurses. The findings revealed that staffing the unit was the most important role for charge nurses. Charge nurses reported spending up to 90% of a shift resolving intrashift staffing issues. Five effective decision-making behaviors emerged: (a) resourcefulness, (b) tactful communication, (c) flexibility, (d) decisiveness, and (e) awareness of the big picture. These behaviors of charge nurses are similar to mindful behaviors of workers in hazardous work environments, and are therefore described as mindful staffing. Practice implications and considerations for the education of charge nurses in relation to safe intrashift staffing are suggested by the findings of this study." |
Details |
| Nurses' widespread job dissatisfaction, burnout and frustration with health benefits signal problems for patient care |
|
Project HOPE |
2011 |
McHugh MD, Kutney-Lee A, Cimiotti JP, Sloan DM & Aitken LH |
"Examining survey data from 95,499 nurses, we found much higher job dissatisfaction and burnout among nurses who were directly caring for patients in hospitals and nursing homes than among nurses working in other jobs or settings, such as the pharmaceutical industry. Strikingly, nurses are particularly dissatisfied with their health benefits, which highlights the need for a benefits review to make nurses' benefits more comparable to those of other white-collar employees. Patient satisfaction levels are lower in hospitals with more nurses who are dissatisfied or burned out-a finding that signals problems with quality of care." (excerpt from abstract) |
Details |
| The impact of postive practices on nurse work environments: Emerging application of positive organizational scholarship |
|
sage journals online |
2011 |
Calarco MM |
"This article reports the findings from a 5-year study that describes an educational intervention for nurse leaders and a unit-based educational intervention for nursing staff, based on the application of Positive Organizational Scholarship (POS) and its impact on nursing work environments." (excerpt from abstract) |
Details |
| Performance-based payment incentives increase burden and blame for hospital nurses |
|
Project HOPE |
2011 |
Kurtzman ET, O'Leary D, Sheingold BH, Devers KJ, Dawson EM & Johnson JE |
"We interviewed hospital leaders and unit nurses in twenty-five hospitals between June and October 2008 to explore the effect of performance-based incentives. Interviewees expressed favorable impressions of the impact that incentive policies have on quality and safety. However, they raised concerns about the policies' effects on the nurse workforce." (excerpt from abstract) |
Details |
| Tracking and monitoring the heath workforce: a new human resources information system (HRIS) in Uganda |
|
Human Resources for Health |
2011 |
Spero JC, McQuide PA & Matte R |
"The purpose of this article is twofold. First, we describe Uganda's transition from a paper filing system to an electronic HRIS capable of providing information about country-specific health workforce questions. We examine the ongoing five-step HRIS strengthening process used to implement an HRIS that tracks health worker data at the Uganda Nurses and Midwives Council (UNMC). Secondly, we describe how HRIS data can be used to address workforce planning questions via an initial analysis of the UNMC training, licensure and registration records from 1970 through May 2009." (exctract from abstract) |
Details |
| Registered Nurses: On the front lines of wait times - Moving forward |
|
Canadian Nurses Association |
2011 |
Canadian Nurses Association |
"We are pleased to share how registeredd nurses are reducting or managing wait time across the country - and across the continuum of care. Nurses are making real differences with respect to econimic and human costs associatee with waiting for health care." |
Details |
| Nurse staffing and Inpatient Hospital Mortality |
|
Massachusetts Medical Society |
2011 |
Needleman J, Buerhaus P, Pankratz VS, Leibson CL, Stevens SR & Harris M |
"We used data from a large tertairy academic medical center ... to examine the association between mortality and patient exposure to nursing shirts furing which staffing by RNs was 8 hours or more below the staffing target. We also examine the association between mortality and high patient turnover owing to admissions, transfers, and discharges." (excerpt from abstract) |
Details |
| WHO Global Code of Practice on the International Recruitment of Health Personnel |
|
World Health Organization |
2010 |
World Health Organization |
"The objectives of this Code are: (1) to establish and promote voluntary principles and practices for the ethical international recruitment of health personnel, taking into account the rights, obligations and expectations of source countries, destination countries and migrant health personnel; (2) to serve as a reference for Member States in establishing or improving the legal and institutional framework required for the international recruitment of health personnel; (3) to provide guidance that may be used where appropriate in the formulation and implementation of bilateral agreements and other international legal instruments; (4) to facilitate and promote international iscussion and advance cooperation on matters related to the ethical international recruitment of health personnel as part of strengthening health systems, with a particular focus on the situation of developing countries." (extract from "Objectives") |
Details |
| Antecedents and consequences of intra-group conflict among nurses |
|
Blackwell Publishing Ltd |
2010 |
Almost J, Doran DM, McGillis Hall L & Spence Lachinger HK |
" Aim: To test a theoretical model linking selected antecedent variables to intra-group conflict among nurses, and subsequently conflict mangement style, job stress and job satisfaction." |
Details |
| Reviewing the Benefits of Health Workforce Stability |
|
Human Resources for Health |
2010 |
Buchan, J |
"This paper examines the issue of workforce stability and turnover in the context of policy attempts to improve retention of health workers. The paper argues that there are significant benefits to supporting policy makers and managers to develop a braoder perspective of workforce stability and methods of monitoring it." (excerpt from abstract) |
Details |
| Nursing unit manager, staff retention and the work environment |
|
Blackwell Publishing Ltd |
2010 |
Duffield CM, Roche MA, Blay N & Stasa H |
"This paper examined the impact of leadership characteristics fof nursing unti managers on staff satisfaction and retention." (excerpt from abstract) |
Details |
| The effect of unions of the distribution of wages of hospital-employed registered nurses in the United States |
|
Blackwell Publishing Ltd |
2010 |
Spetz J, Ash M, Konstantinidis C & Herrera C |
" We estimate the impact of unionisation on the wage structure of hospital-employed registered nurses in the USA. We examine whether unions have an effect of wage differences associated with race, gender, immigration status, education and experience, as well as whether there is less unexplained wage variation among unionised nurses." (excerpt from abstract) |
Details |
| Evaluating the impact of a new pay system on nurses in the UK |
|
Blackwell Publishing Ltd |
2010 |
Buchan J and Ball J |
"This study examines the impact of implementing a new pay system (Agenda for Change) on nursing staff in the National Health Service (NHS) in the UK. This new pay system covered approximately 400,000 nursing staff. Its objectives were to improve the delivery of patient care as well as staff recruitment, retention and motivation." (excerpt from abstract) |
Details |
| Innovations in cooperation: A guidebook on bilateral agreements to address health worker migration |
|
Aspen Global Health & Development |
2010 |
Ibadat SD, Clarke ME & Kapp R |
"The Health Worker Migration Initiative, a program of Realizing Rights/Global Health & Development at The Aspen Institute, provides concrete guidance on using bilateral agreements to better manage health worker migration." (excerpt from website) |
Details |
| Political participation of registered nurses |
|
Sage Publications |
2011 |
Vandenhouten CL, Malakar CL, Kubsch S, Block DE & Gallagher-Lepak S |
"Level of political participation and factors contributing to participation were measured among Midwest RNs (n = 468) via an online survey (Cronbach's ? = .95). Respondents reported engaging in primarily "low cost" activities (e.g., voting, discussing politics, and contacting elected officials), with fewer reporting speaking at public gatherings, participating in demonstrations, and membership in nursing organizations." (extract from abstract) |
Details |
| The health workforce crisis in Bangladesh: shortage, inappropriate skill-mix and inequitable distribution |
|
Biomed Central |
2011 |
Ahmed SM, Hossain, MA, RajaChowdry AM & Bhuiya AU |
"... there is a lack of comprehensive data on human resources for health (HRH) in the formal and informal sectors in Bangladesh. This data is essential for developing an HRH policy and plan to meet the changing health needs of the population. This paper attempts to fill in this knowledge gap by using data from a nationally representative sample survey conducted in 2007." |
Details |
| Nursing Human Resources Planning and Management Competencies |
|
ICHRN |
2011 |
Reid U & Weller B |
ICHRN monograph outlining key competencies for nurse human resources planning and management. |
Details |
| Toward Standardization (Part 1): Assessment of state and national nursing workforce data sources |
|
Sage Publications |
0 |
Nooney JG, Cleary BL, Moulton P, Weibusch PL, Murray JL, Yore M & Brunell ML |
"In Part 1 of this two-part series, we review the current national* data sources on nurse supply, demand, and education programs. We discuss the advantages that state-level data collection efforts enjoy in many states and propose that national data sets could be easily and cost-effectively built from state-level contributions-if states collected a standardized set of information" (excerpt from abstract) *USA |
Details |
| Impact of California mandated acute care hospital nurse staffing ratios: A literature synthesis |
|
Sage Publications |
2011 |
Donaldson N, Shapiro S, |
"California is the first state to enact legislation mandating minimum nurse-to-patient ratios at all times in acute care hospitals. This synthesis examines 12 studies of the impact of California's ratios on patient care cost, quality, and outcomes in acute care hospitals" (extract from abstract) |
Details |
| Transitioning interntional nurses: An outlined evidence-based program for acute care settings |
|
Sage Publications |
2010 |
Xu, Y |
"Based on synthesized evidence of transitional challenges facing international nurses and review of existing transition programs in the United States, this article outlines an evidence-based transition program specifically developed for all newly arrived international nurses. This employer-based transition program is designed to meet the unique needs of international nurses working in foreign health care environments." (excerpt from abstract) |
Details |
| Partneringto keep healthworkers in the communities that need them |
|
CapacityPlus |
2011 |
Dwyer, S |
Second in the capacityPlus "Voices" series, this edition focusses on the need to increase access to health workers for people living in rurla areas, and discusses the WHoglobal policy recommendations, released in 2010. |
Details |
| Reflections on the ethics of recruiting foreign-trained human resources for health |
|
Biomed Central |
2011 |
Runnels v, Labonte R and Packer C |
"By attracting and/or facilitating migration for foreign-trained HHR, notably those from poorer, less well-resourced nations, recruitment practices and policies may be compromising the ability of developing countries to meet the health care needs of their own population. Little is known, however, about actual recruitment practices. In this study we focus on Canada (a country with a long reliance on internationally trained HHR) and recruiters working for Canadian health authorities." (excerpt from abstract) |
Details |
| Raising nurses' job satisfaction through patient perception and organizational citizendship behaviours |
|
Lippincott Willliamson & Wilkins Inc |
2011 |
Chang CS, Chen SY & Lan YT |
"The purpose ofthis study was to investigate how patient-oriented perception among nurses could affect their organizational behaviour and job satisfaction.! |
Details |
| Nurses' work schedule characteristics, nurse staffing, and patient mortality |
|
Lippincott Williams & Wilkins |
2011 |
Trinkoff AM, Johantgen M, Storr CL, Gurses AP, Liang Y & Han K |
"Objective: To determine if, in hospitals where nurses report more adverse work schedules, there would ne increased patient mortality, controlling for staffing." (excerpt from abstract) |
Details |
| Global use of the practice environment scale of the nursing work index |
|
Lippincott Williams & Wilkins, Inc. |
2011 |
Warshawsky NE, Havens DS |
"The purpose of this study was to inform research by describing the modifications and use of the scale in a variety of practice settings and countries." |
Details |
| Effects of learning climate and registered nurse staffing on medication errors |
|
Lippincott, Williams & Wilkins, Inc. |
2011 |
Chang YK & Mark B |
" The purpose of this study was to investigate whether learning climate moderates the relationship between error-producting conditions and medication errors." |
Details |
| Relationships among nurses' professional self-concept, health, and lifestyles |
|
Sage journals online |
2011 |
Hensel D |
"This article explores the relationships among nurse self-concept, health status, and healthy lifestyle practices in a sample of Midwestern nurses in an attempt to better understand if nurses who integrate healthy behaviors into their everyday lives feel a stronger sense of professional adequacy relative to nurses who do not." |
Details |
| Professional failure to thrive: A threat to high-quality care? |
|
Longwoods |
2010 |
Stamler LL & Gabriel AM |
"In this paper, we suggest theoretical causes for professional failure to thrive (PFTT) and associated behaviours exhibited by nurses, and draw links to current research to support the theory. Given the theoretical support, PFTT represents an additional avenue that should be considered and explored through research studies." (excerpt from abstract) |
Details |
| Designing a measure of complexity compression in registered nurses |
|
Sage journals online |
2010 |
Krichbaum KE, Peden-McAlpine C, Diemert C, Koenig P, Mueller C & Savik K |
"Researchers in Minnesota have described and validated the phenomenon of Complexity Compression in qualitative studies of registered nurses. Analysis of themes from this research led to the design of a survey to assess nurses' agreement with variables that contribute to their experience of Complexity Compression. The survey was administered to a random sample of 199 registered nurses in Minnesota. Exploratory factor analysis was used to evaluate the attributes of Complexity Compression and its underlying structure." (excerpt from abstract) |
Details |
| Nursing home culture, teamwork, and culture change |
|
Sage journals online |
2010 |
Tyler DA & Parker VA |
In the USA, the concept of 'culture change' (CC) encompasses a variety of philosophical and practice models being employed to de-institutionalise skilled nursing facilities, also known as long-term care (LTC) facilities. Teamwork among direct-care workers is often promoted as an important aspect of culture change. However, a recent study found that, among facilities attempting CC, teamwork was the least commonly implemented CC component. This suggests that facilities may be having difficulty implementing teamwork and also raises questions about the link between teamwork and facility organisational culture. This study examined the relationship between teamwork and organisational culture in the LTC setting. |
Details |
| Health workforcce skill mix and task shifting in low income countries: a review of recent evidence |
|
Biomed Central |
2010 |
Fulton BD, Scheffer RM, Sparkes SP, Auh EY, Vujicic M & Soucat A |
"This article uses an economics perspective to examine the strength of the evidence on task shifting, to identify gaps in the evidence, and to propose a research agenda. The article is organized as follows: the introductory section continues by describing an economic-based conceptual framework to analyze skill mix policies; the second section describes the methods and data used to select studies to include in the literature review; section three summarizes the studies' results; and section four proposes a research agenda." (excerpt from abstract) |
Details |
| Eurohealth: Perspectives on the Professional Qualifications Directive |
|
European Observatory on Health Systems and Policies |
2011 |
(various) |
Quarterly of the European Observatory on Health Systems and Policies. Includes * Regulator's perspective: General Medical Council *Physician's perspective: Royal College of physicians *Nurses' perspective: Royal College of Nursing |
Details |
| Exploring the relationship between job satisfaction and nursing group outcome attainment capability in nurse administrators |
|
John Wiley & Sons |
2011 |
Gianfermi, RE & Buchholz SW |
"Aim: To examine the relationship between job satisfaction and nursing group outcome attainment capability (NOAC) among nurse administrators." |
Details |
| Occupational and demographic factors associated with violence in the emergency department |
|
Lippincott Williams & Wilkins, Inc |
2011 |
Gates D, Gillespie G, Kowalenko T, Succpo P, Sanker M & Sharon F |
"The objectives of this cross-sectional study were to (a) describe the frequency of workplace violence (WPV) against emergency department (ED) workers; (b) identify demographic and occupational characteristics related to WPV; and (c) identify demographic and occupational characteristics related to feelings of safety and level of confidence when dealing with WPV. " |
Details |
| The impact of pay increases on nurses' labour market: A review of evidence from four OECD countries |
|
OECD |
2011 |
Buchan J & Black S |
"This report reviews the impact of pay increases on nurses' labour market indicators. It presents background data on trends in the numbers of nurses and the remuneration of nurses in OECD countries; summarises the limited evidence base on pay and labour market behaviour; reports on four case study countries where a significant pay raise was awarded to at least some categories of nurses in recent years in response to perceived labour market challenges - the United Kingdom (UK), New Zealand, Finland and the Czech Republic - using a variety of indicators to illustrate impact; and concludes with key points for policy makers." (extract from abstract) |
Details |
| Nurses' career commitment and job performance: Differences across hospitals |
|
Longwoods Publishing Corporation |
2008 |
Mrayyan MT & Al-Fouri I |
"The interrelatedness of nurses' career commitment and job performance is debated. In nursing, few studies have focused on the relationship between the two concepts. A convenience sample of 640 registered nurses (RNs) from 24 hospitals was recruited. A comparative design was used to assess differences among governmental, teaching and private hospitals in regard to the concepts measured." (excerpt from abstract) |
Details |
| Determining priority retention packages to attract and retain health workers in rural and remote areas in Uganda |
|
Capacity Plus |
2011 |
Rockers P, Jaskiewicz W, Wurts L, Mgomella G |
"One important step in determining which package of rural attraction and retention strategies will be most effective in Uganda is to estimate which strategies health workers themselves most prefer. To this end, in August 2010, the MOH, in partnership with CapacityPlus, USAID's global health workforce project, conducted a discrete choice experiment (DCE) survey among current students in health training programs as well as health workers practicing in rural districts to investigate preferences for potential attraction and retention strategies for postings in the country's rural areas. The results of this survey constitute an important input to the policymaking process related to the identification, costing, and selection of possible retention interventions for implementation." (excerpt from document) |
Details |
| The power behine empowerment for staff nurses:Using Foucault's concepts |
|
Longwoods Publishing Corporation |
2008 |
Udod SA |
"In this paper, nurse empowerment is analyzed by drawing upon a critical science approach as an alternative theoretical lens. Power is integral to empowerment, and occurs in the context of relations of power. The author uses the ideas of Michel Foucault to address the different ways in which power relations shape nurses' experiences in the workplace. Foucault conceptualizes power as a form of power that envelops staff nurses and nurse managers and, more specifically, as a set of disciplinary techniques. Rather than discussing power solely as a repressive force, Foucault identifies the productive aspects of power. His analysis of where power resides suggests a thought-provoking approach to staff nurse empowerment that has the potential to change nurses' practice through points of resistance, and thus has implications for improving the quality of nurses' work life." (excerpt from abstract) |
Details |
| Handbook on Monitoring and Evaluation of Human Resources for Health |
|
World Health Organization |
2009 |
Dal Poz M, Gupta N, Quain E & Soucat A |
"This Handbook aims to strengthen that technical capacity. It offers health managers, researchers and policy makers a comprehensive and standard reference for monitoring and evaluating human resources for health. It brings together an analytical framework with strategy options for improving the health workforce information and evidence base, as well as country experiences to highlight approaches that have worked." (excerpt from website) |
Details |
| The Demonstration Projects: Creating the Capacity for Nursing Health Human Resources Planning in Ontario's Healthcare Organizations |
|
Longwoods |
2010 |
Burkoski V & Tepper J |
"From 2006 to 2009, the Nursing Secretariat (NS) of Ontario's Ministry of Health and Long-Term Care (the ministry) undertook a progressive and comprehensive approach to address the issue of nursing supply across the province through the introduction of 17 Nursing Health Human Resources Demonstration Projects (demonstration projects). The demonstration projects initiative has led to the creation of a unique collection of best practices, tools and resources aimed at improving organizational planning capacity. Evaluation of the initiative generated recommendations that may guide the ministry toward policy and program development to foster improved nursing health human resource planning capacity in Ontario healthcare organizations." (excerpt from abstract) |
Details |
| Conscientious Objection: A call to Nursing Leadership |
|
Longwoods Oublishing Corporation |
2010 |
Ford NJ, Fraser KD & Marck PB |
"In this paper we argue that nurse leaders need to work actively to create morally supportive environments for nurses in Canada that provide adequate room to exercise conscientious objection. Morally supportive environments engender a safe atmosphere to engage in open dialogue and action regarding conflict of conscience" (excerpt from abstract) |
Details |
| Conscientious Objection: A call to Nursing Leadership |
|
Longwoods Oublishing Corporation |
2010 |
Ford NJ, Fraser KD & Marck PB |
"In this paper we argue that nurse leaders need to work actively to create morally supportive environments for nurses in Canada that provide adequate room to exercise conscientious objection. Morally supportive environments engender a safe atmosphere to engage in open dialogue and action regarding conflict of conscience" (excerpt from abstract) |
Details |
| Existential fulfilment, workload and work engagement among nurses |
|
Sage Publicaions |
2010 |
Tomic, M & Tomic, E |
"In contrast to workload, existential fulfilment and work engagement are positive dimensions of personal functioning in organisations. Research on positive dimensions fits into the context of positive psychology. Existential fulfilment, workload and engagement have not yet been investigated among nurses. The relationships between existential fulfilment, workload and engagement, as well as the contribution of the first two concepts to engagement, are examined. In a cross-sectional survey, a random sample was drawn (N = 278) from a hospital population of nurses." (excerpt from abstract) |
Details |
| How to create an attractive and supportive work environment for health professionals |
|
World Health Organisation |
2010 |
Wiskow, C & de Pietro, C |
"In order to develop coherent policiees to ensure a work environemnt that attracts and retains health professionals, policy responses have to be considered at four levels: international/regional level; national level; sectoral level; and local/organizational level. Improvement of the work environemnt will require the use of measures that are relevant to (and applicable in) the specific context of a given health system..." (excerpt from document) |
Details |
| Physical Work Environment: Testing an Expanded Model of Job Satisfaction in a Sample of Registered Nurses |
|
Lippincott Williams & Wilkins, Inc |
2010 |
Djukic M, Kovner C, Budin WC & Norman R |
"The purpose of this study was to examine the effect of perceived physical work environment on job satisfaction, adjusting for multiple personal, organizational, and economic determinants of job satisfaction" (excerpt from abstract) |
Details |
| The Future of Nursing: Leading Change, Advancing Health |
|
National Academies Press |
2010 |
Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing at the Institute of Medicine |
"The United States has the opportunity to transform its health care system to provide seamless, affordable, quality care that is accessible to all, patient centered, and evidence based and leads to improved health outcomes. Achieving this transformation will require remodeling many aspects of the health care system. This is especially true for the nursing profession, the largest segment of the health care workforce. This report offers recommendations that collectively serve as a blueprint to (1) ensure that nurses can practice to the full extent of their education and training, (2) improve nursing education, (3) provide opportunities for nurses to assume leadership positions and to serve as full partners in health care redesign and improvement efforts, and (4) improve data collection for workforce planning and policy making." (excerpt from summary doc) |
Details |
| A cross-country review of strategies of the German development cooperation to strengthen human resources |
|
Human Resources for Health |
2009 |
Windisch R, Wyss K & Prytherch H |
"Recent years have seen growing awareness of the importance of human resources for health in health systems and with it an intensifying of the international and national policies in place to steer a response. This paper looks at how governments and donors in five countries - Cameroon, Indonesia, Malawi, Rwanda and Tanzania - have translated such policies into action." (excerpt from Abstract) |
Details |
| Overlap of Registered Nurse and Physician Practice: Implications for U.S. Health Care Reform |
|
SAGE journals online |
2010 |
Djukic M & Kovner C |
"This review offers an analysis of practice overlap between physicians and registered nurses (RNs) who are not advanced practice nurses. Additionally, it spotlights opportunities for expanding traditional professional boundaries to establish novel care delivery models." (excerpt from abstract) |
Details |
| An Analysis of Racial/Ethnic Pay Disparities Among Hospital Nurses in New York City |
|
SAGE journals online |
2009 |
McGinnis, SL & Moore J |
"Despite growing concern over cultural competence and diversity in the registered nursing (RN) workforce, minority RNs working in hospitals in New York City who were surveyed in 2007 earned less on average than their non-Hispanic White counterparts. Regression decomposition was applied to these data to investigate how much of the differential could be attributed to different characteristics of different racial/ethnic groups and how much could be attributed to differential valuation of characteristics between racial/ethnic groups." |
Details |
| Working in Canada or the United Stattes: Perceptions of Canadian Nurses Living in a Border Community |
|
Longwoods |
2010 |
Cameron S, Armstrong-Stassen M, Rajacich D & Freeman M |
" This study used the theoretical framework of push and pull factors to identify influences on nurses' decision to select work in either their home community or a cross-border community, when that opportunity was available to them. Registered nurses living along the southwest border of Ontario were identified ...and surveyed to determine the factors that influenced their decision to work in Canada or the United States, as well as their intent to remain in their current workplace." (extract from abstract) |
Details |
| The Primary Healthcare Nurse Practitioner in Ontario: A Workforce Study |
|
Longwoods |
2009 |
van Soeren M, Hurlock-Chorostecki C, Goodwin S and Baker E |
"In this paper, we describe the evolution of the role with a focus on geographic distribution, a profile of client populations and the services provided by NP-PHCs. Comparisons will be made to findings from previous studies and reports on the NP-PHC role in Ontario." |
Details |
| Canadian Nurse Practitioner Job Satisfaction |
|
Longwoods |
2009 |
Lamarch K & Tullai-McGuinness S |
"Purpose: To examine the level of job satisfaction and its association with extrinsic and intrinsic job satisfaction characteristics among Canadian primary healthcare nurse practitioners (NPs)." (exctract from abstract) |
Details |
| The health system and international recruitment |
|
Longwoods |
2010 |
McDonald-Rencz S & Davies J |
"International labour mobility is one of the strategies being used in the health sector to respond to demands for health services. Various programs and actions have been put in place in the health sector to facilitate international recruitment; these programs and actions are the focus of this paper" (excerpt from abstract) |
Details |
| The Relationship of Nursing Workforce Characteristics to Patient Outcomes |
|
The Online Journal of Issues in Nursing |
2008 |
Dunton N, Gajewski B, Klaus S, and Pierson B |
[Excerpt from authors] Abstract Three reports from the Institute of Medicine found that errors in hospital care were more common than previously thought; that health care delivery should be reorganized to improve the quality of care; and that, operationally, nurses have a critical role in securing patient safety. Now the contribution of nursing to the reduction of adverse events must be established empirically, so that nursing-sensitive indicators can be incorporated in such health care-improvement strategies as public reporting of hospital quality and performance-based payment systems. This article reviews what is known from previous nursing outcomes research and identifies gaps in the current state of knowledge. It then describes the contribution to research that can be made through the National Database of Nursing Quality Indicators TM (NDNQI). Next it reports an NDNQI study that found three nursing workforce characteristics to be related significantly to patient outcomes: total nursing hours per patient day, percentage of hours supplied by RNs, and years of experience in nursing, and concludes with a discussion of the implications of these findings for both for nursing administrators and outcomes-based, quality-improvement initiatives. |
Details |
| Who Does Workforce Planning Well: A Rapid Review for the Workforce Review Team |
|
Institute for Employment Research |
2008 |
Bosworth DL, Wilson RA and Baldauf B |
[Excerpt from publisher]With the spotlight recently on workforce planning within the NHS, the Workforce Review Team commissioned an extensive literature review of workforce planning for healthcare. The Institute for Employment Research, University of Warwick, undertook, from September to November 2007, to report on: 1. theory and overview - is there any consensus in the academic literature about what constitutes successful workforce planning? 2. examples and case studies of workforce planning best practice - what do stakeholders define as 'best in class' and by what criteria and evidence do they reach this judgement? 3. UK health sector workforce planning - are there robust and authoritative studies and assessments of their effectiveness? |
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| Uganda Health Workforce Study:Satisfaction and Intent to Stay Among Current Health Workers |
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Ministry of Health, Uganda; the Capacity Project |
2007 |
|
[Excerpt from publisher]This report summarises the results of a study of health worker satisfaction, working conditions and intent to continue working in the health sector in Uganda. The findings point to the importance of a number of factors that contribute to satisfaction and intent to stay, including differences by cadre, gender, age, sector (public or non-profit) and location. The results suggest several policy strategies to strengthen human resources for health in Uganda. |
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| The Impact of Nurse Staffing on Hospital Costs and Patient Length of Stay: A Systematic Review |
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Jannetti Publications, Inc., Nursing Economics |
2007 |
Thungjaroenkul P, Cummings GG and Embleton A |
[Excerpt from authors]In an era of restricted health care funding and rising health care costs, hospitals have been compelled to restructure work environments, attempting to deliver health services at lower costs without decreasing the quality of care (Heinz, 2004). As a result of restructuring and increasing attention to costs, many hospitals have chosen to decrease their overall labor pool, including the number of full-time nursing positions (Kunen, 1996; Norrish & Rundall, 2001), leading to documented significant negative effects to nurses' health, well-being, and ability to provide quality nursing care (Cummings & Estabrooks, 2003). *Login required. |
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| Training of Health Workers in Small Island States: Bridging the Distances |
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Commonwealth of Learning |
2000 |
Thurab-Nkhosi D |
[Excerpt from author]Abstract One of the mechanisms to improve the health sector throughout the region is the Caribbean Cooperation in Health Initiative (CCH). Approved by CARICOM Heads of Governments in 1986, this initiative focuses regional efforts on eight priority areas of health sector development. One of these areas is human resource development, which includes the training of health workers. This paper seeks to explore the possibilities of distance education for the training of health workers in small states. It reviews two programmes conducted by regional organizations in the context of the limitations of small island states. Theoretical and operational issues connected to the design of the training programmes are also discussed. The paper concludes by reflecting on the role of the University of the West Indies Distance Education Centre (UWIDEC) in facilitating professional training programmes. |
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| Why Emotions Matter: Age, Agitation, and Burnout Among Registered Nurses |
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The Online Journal of Issues in Nursing |
2007 |
Erickson RJ and Grove WJC |
[Excerpt from author] Abstract: Knowledge of the emotional demands facing today's nurses is critical for explaining how work stressors translate into burnout and turnover. Following a brief discussion of how the experience of burnout relates to the nursing shortage, we examine the scope of nurses' emotional experiences and demonstrate that these experiences may be particularly consequential for understanding the higher levels of burnout reported by younger nurses. Using survey data collected from 843 direct care hospital nurses, we show that, compared to their older counterparts, nurses under 30 years of age were more likely to experience feelings of agitation and less likely to engage in techniques to manage these feelings. Younger nurses also reported significantly higher rates of burnout and this was particularly true among those experiencing higher levels of agitation at work. We conclude by suggesting the need for increased awareness of the emotional demands facing today's nursing workforce as well as the need for more experienced nurses to serve as emotional mentors to those just entering the profession. |
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| What is Productivity? |
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NHS Confederation |
2006 |
|
[Excerpt from publisher]The NHS has received unprecedented levels of money since 2002. Since then, there has been growing criticism that the NHS is becoming less productive and is not providing value for money. This briefing examines what productivity actually means and how it relates to how well the NHS is treating patients. |
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| Within Our Grasp: A Healthy Workplace Action Strategy for Success and Sustainability in Canada's Healthcare System |
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Canadian Council on Health Services Accreditation |
2007 |
|
[Excerpt from publisher]The Quality Worklife - Quality Healthcare Collaborative QWQHC) grew and evolved out of an overwhelming and widely-held recognition that urgent action was needed to coordinate, integrate and share learning aimed at more effectively and more expeditiously improving the quality of worklife (QWL) in healthcare. The QWQHC operates from a shared belief that it is unacceptable to fund, govern, manage, work in or receive care in an unhealthy healthcare workplace. To support these fundamentals, the QWQHC has identified several evidence-informed strategies to provide leaders with ideas on where to begin and how to achieve success. The culmination of these ideas, tools and strategies for change is presented in Within Our Grasp: A Healthy Workplace Action Strategy for Success and Sustainability in Canada's Healthcare System. |
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| The Nursing and Midwifery Council (UK) Statistical Analysis of the Register 1 April 2005 to 31 March 2006 |
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Nursing and Midwifery Council, UK |
2007 |
|
[Excerpt from publisher] The Nursing and Midwifery Council (NMC) is the UK regulator for two professions, nursing and midwifery. The primary purpose of the NMC is protection of the public. It does this through maintaining a register of all nurses, midwives and specialist community public health nurses eligible to practise within the UK and by setting standards for their education, training and conduct. Currently the number of registrants exceeds 682,000. The Nursing and Midwifery Order 2001 (The Order), sets out the NMC's role and responsibilities. The aim of publishing a statistical analysis of the register is to assist workforce planners, researchers, government and employers in their several activities that depend on information about numbers on the register. There may also be public interest in the information. |
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| Violence Against Health Personnel in Some Health Care Units in Maputo City [Mozambique] |
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International Labour Office; International Council of Nurses; World Health Organisation; Public Services International |
2003 |
|
[Excerpt from publisher] The main objective of this work was to analyse the level of violence which existed in the hospitals of Maputo city, identifying the factors and forms of struggle or prevention of these events. |
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| What Makes a Good Employer? |
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International Council of Nurses |
2005 |
Rafferty AM, Maben J, West E and Robinson D |
[Excerpt from authors] This document summarises underlying evidence and issues related to good human resource management (HRM)in the health sector with reference to: (a) indicators of performance and measurement of nursing outcomes; (b) performance issues related to individuals and teams; and (c) employee engagement, commitment and organisational citizenship behaviour (OCB). There are two key themes: What are the interventions and indicators associated with good HRM outcomes, and how can these be measured? Fran?ais: http://www.icn.ch/global/Issue3employerFR.pdf Espa?ol: http://www.icn.ch/global/Issue3employerSP.pdf |
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| The Nursing Workforce in sub-Saharan Africa |
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International Council of Nurses |
2005 |
Munjanja O, Kibuka S and Dovlo D |
[Excerpt from authors]This paper was prepared, at the request of the International Council of Nurses (ICN), as a contribution to its series of papers aimed at addressing nursing workforce issues worldwide. This paper examines various aspects of the nursing and midwifery workforce in Africa, looking at education and supply systems; recruitment, retention and motivation and career systems. It further investigates attrition from migration and HIV/AIDS, as well as other factors and makes some recommendations on how to move forward using examples of experiences from countries. These experiences, albeit on a small scale, show promise of good results after being scaled up. Section One provides the regional overview and context of nursing in sub-Saharan Africa (SSA) and points out factors that influence the ability of countries' nursing workforces to cope with their health situations. Some of these factors relate to planning, management, retention and motivation of the nursing workforce, and some also relate to the HIV/AIDS epidemic... Fran?ais: http://www.icn.ch/global/Issue7SSAFR.pdf Espa?ol: http://www.icn.ch/global/Issue7SSASP.pdf |
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| The Orientation of Nurses in New Work Settings |
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International Council of Nurses |
2006 |
Forman C |
[Excerpt from publisher] What are the consequences of not orientating new staff adequately? Is adaptation to a new work place or organisation really necessary? This monograph examines the concepts behind orientation and provides examples of programmes that exist for new graduate nurses, nurses returning to clinical practice after a career break, and internationally recruited nurses (IRNs). |
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| The Global Nursing Shortage: Priority Areas for Intervention |
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International Council of Nurses |
2006 |
|
[Excerpt from publisher] This report presents an action plan for ICN and nursing to address the global nursing shortage crisis, based on the work of a two-year project initiated by ICN. It calls on national and global partners to engage in developing, implementing and financing interventions that reflect five priority areas: macroeconomic and health sector funding policies; workforce policy and planning, including regulation; positive practice environments and organisational performance; recruitment and retention, addressing in-country maldistribution and out-migration; and nursing leadership. Fran?ais: http://www.icn.ch/global/shortagef.pdf Espa?ol:http://www.icn.ch/global/shortagesp.pdf |
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| The Health Care Workforce in Europe - Learning from Experience |
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European Observatory on Health Systems and Policies; World Health Organization |
2006 |
Rechel B, Dubois C and McKee M (eds) |
This publication contains case studies on France, Germany, Lithuania, Malta, Norway, Poland, the Russian Federation, Spain, and the United Kingdom. It provides information about the HR challenges these countries face as well as possible solutions. |
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| Shortage of nurses means death after hip fracture |
|
Medscape |
2010 |
Lowry F |
"Low nurse staffing level sare associated with increased mortality among elderly patients admitted to hospital with hip fractures, new research suggests." (excerpt from article) |
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| Stress Management for Nurses |
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NSW Department of Health |
2006 |
Brunero S et al. |
[Excerpt from authors] This booklet is intended to heighten awareness of the mental health needs of nurses and provide useful exercises to assist nurses to manage stress at work. |
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| The Costs and Benefits of Nurse Turnover: A Business Case for Nurse Retention |
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The Online Journal of Issues in Nursing |
2008 |
Bland Jones C |
[Excerpt from author]Nurse turnover is a recurring problem for health care organizations. Nurse retention focuses on preventing nurse turnover and keeping nurses in an organization's employment. However, decisions about nurse turnover and retention are often made without the support of full and complete knowledge of their associated costs and benefits. This article identifies common nurse turnover and retention costs and benefits, discusses the use of benefit-cost and cost-effectiveness analysis relevant to nurse turnover and retention, and calls for the construction of a business case for nurse retention. It also provides a foundation for including the costs and benefits of nurse turnover and retention in estimating the economic value of nursing. |
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| South Africa: Improve Facility Management to Increase Nurse Retention |
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FRONTIERS Program |
2007 |
|
[Excerpt from publisher] Abstract: Both financial and nonfinancial factors influenced the tenure and job satisfaction of nurses at public maternity services in South Africa. Surveys suggest that strong management and fully equipped facilities could help redress staff turnover. |
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| Report of 13 th ICN Workforce Forum September 2007 |
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International Council of Nurses |
2007 |
|
This paper reports on outcomes from the 13 th ICN Workforce Forum held 17-18 September 2007 in Dublin, Ireland |
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| Realising the Benefits? Assessing the Implementation of Agenda for Change |
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King's Fund |
2007 |
Buchan J and Evans D |
[Excerpt from publisher] Agenda for Change is the most ambitious pay reform introduced into the NHS. In addition to simplifying the system of pay, its objectives were to improve the delivery of patient care as well as staff recruitment, retention and motivation. This paper examines progress in implementation based on interviews with key national informants and on case studies in 10 NHS trusts. The report highlights unrealised potential in achieving positive changes to NHS care and makes a number of recommendations for action at national, SHA and NHS trust level. |
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| Task Shifting for a Strategic Skill Mix |
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Capactiy Project |
2006 |
Bluestone J |
[Excerpt from author]In countries with critical shortages of physicians and nurses, the skill mix and distribution of available health care workers are often out of sync with national health care needs (WHO, 2006). Task shifting is increasingly considered a promising intervention for strengthening national health coverage by improving the strategic skill mix in the country's health care system. In this technical brief, task shifting refers to two processes: 1) shifting tasks from one cadre of health care worker to an existing, lower-level cadre and 2) shifting tasks to a new cadre developed to meet specific health care goals. Based on a review of the literature and country examples, the brief describes why task shifting is important and highlights some key steps in planning for, developing and supporting cadres involved in task shifting. |
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| The Changing Nature of Nurses' Job Satisfaction: An Exploration of Sources of Satisfaction in the 1990s |
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Blackwell Publishing, Inc.,Journal of Advanced Nursing |
1999 |
Tovey EJ and Adams AE |
[Excerpt from pubisher] This paper focuses on the changing nature of nurses' job satisfaction. It compares the major sources of satisfaction and dissatisfaction experienced by acute ward nurses in the English National Health Service (NHS) in the early 1990s, with sources identified in previous research. In the light of findings from a pilot study, the suitability of existing research approaches and measurement tools for portraying nurses' contemporary work experiences is examined. |
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| Retirement Intentions Survey: Report and Findings |
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Public Employment Office NSW Premier's Department - Australia |
2006 |
|
This publication reports on a survey undertaken by the Public Employment Office NSW Premier's Department - Australia to examine retirement intentions among public sector employees, including nurses. |
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| Socio-Economic News |
|
International Council of Nurses |
2006 |
|
This newsletter is published 2 times a year by the International Council of Nurses. It highlights current developments in relation to nursing and socio-economic welfare. |
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| Rising to the Challenges of Human Resources for Health in Kenya: Developing Empirical Evidence for Policy Making |
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The Partners for Health Reformplus Project, Abt Associates Inc. |
2006 |
Chankova S, Kombe G, Muchiri S, Decker C, Kimani G and Pielemeier N |
[Excerpt from authors] This report presents a comprehensive analysis of the human resources for health (HRH) currently available and required to reach the targets set by the President's Emergency Plan for AIDS Relief and the Millennium Development Goals (MDGs) in both the public sector and the faith-based organizations (FBOs) in Kenya. A stratified convenience sample of health facilities at all levels of care (primary, secondary, tertiary) in each of the eight provinces was selected for the assessment. Detailed information on human resources and provision of services related to HIV/AIDS, tuberculosis(TB), malaria, maternal health, and child health was collected. |
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| Recent Innovations in Education of Human Resources for Health |
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Joint Learning Initiative |
2004 |
Majoor G |
[Excerpt from author] This paper reviews recent innovations in education for human resources for health. The paper is structured as follows. First I will briefly address the rationale of human resources for health (HRH) education. This issue will also be dealt with by other JLI working groups so the outcomes of their elaborations may impact on the context for this paper. Second, I will identify some shortcomings in HRH education. Based on those, I will address the global contents of educational programmes and analyse some trends. Finally, recent changes in didactic approaches used in HRH educational programmes will be analysed. The paper will conclude with an evaluation of innovations and a set of recommendations. |
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| The Development of Tools to Measure the Determinants and Consequences of Health Worker Motivation in Developing Countries |
|
Partnerships for Health Reform |
2001 |
Bennett S, Franco LM, Kanfer R and Stubblebine P |
[Excerpt from authors] Problems related to health worker motivation are remarkably pervasive, but to-date little attention has been paid to them in developing and transition countries. Basic tools to measure the determinants and consequences of motivation have not been adapted to contexts outside the industrialized world. This paper assesses the feasibility of transferring psychometric tools, typically used in industrialized countries to measure motivational processes, to other contexts. The paper draws upon two field studies conducted in two hospitals in the Republic of Georgia and two hospitals in the Hashemite Kingdom of Jordan. The studies started by using more qualitative techniques and progressed to the use of entirely quantitative survey instruments applied to a relatively large sample of workers. |
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| Socio-Economic Welfare of Nurses - ICN Position Statement |
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International Council of Nurses |
2004 |
|
[Excerpt from publisher] ICN and National Nurses Associations (NNAs) advocate for a workplace that is safe and encourages excellence in nursing practice. Nurses have a right to practice in an environment that is conducive to quality care, to competitive wages/benefits and to work a family-friendly environment that promotes the occupational safety and health of its employees. |
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| Relationship of Work Stress and Workplace Violence in the Health Sector |
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International Labour Office; International Council of Nurses; World Health Organization and Public Services International |
2003 |
di Martino V |
[Excerpt from author] Based on extensive literature analysis, this study tackles, for the first time in an extensive way, the topical issues of stress and violence at work in the health sector. The study highlights the magnitude of the problem; the key-factors at stake; the way such factors inter-relate with each other ; their impact on working conditions and employment; the cost to the individual, the enterprise and the community, and offers innovative approaches to cope in an effective way with such problems. |
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| Selecting and Applying Methods for Estimating the Size and Mix of Nursing Teams: A Systematic Review of the Literature Commissioned by the Department of Health |
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Nuffield Institute for Health |
2002 |
Hurst K |
[Excerpt from author] Nurses, perhaps more than any other professional group, are affected by clinical, educational, and managerial developments in the health and social services. Consequently, decisions about the size and mix of nursing teams are critical areas for health service managers generally and nursing workforce planners specifically. Overstaffed, undermanned and imbalanced nursing teams have implications for the quality and cost of patient care. Nurses' job satisfaction and the effective education of student nurses and other staff may also be jeopardised by poorly configured nursing teams. In short, never before has it been so vital that nurses are armed with appropriate instruments and data to help them plan and implement efficient and effective nursing teams. The aim of this report, therefore, is to help nurses make better decisions about cost-effective numbers and mixes of nurses. It aims to help them make sense of the complex and uncertain world of nursing workforce planning. Commonly used nursing workforce planning methods are reviewed and classified. |
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| Strategic Directions for Strengthening Nursing and Midwifery Services 2002-2008 |
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World Health Organization |
2002 |
|
[Excerpt from publisher] These Strategic Directions for Strengthening Nursing and Midwifery Services provide an evidence-based framework for action that will be undertaken by WHO and its partners to support countries dedicated to improving the quality of nursing and midwifery services. There are four essential elements necessary to strengthen nursing and midwifery services. Each of these elements needs to be based on the best available evidence and requires advocacy, capacity building, research and development, and monitoring and evaluation to ensure that the key result areas are translated into action and impact practice. This document can also be used as a guide for action at the national level and to provide the basis for future policy dialogue at subnational levels. |
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| Nursing and Payment by results: Understanding the costs of care |
|
Royal College of Nursing |
2009 |
RCN Policy Unit |
"The recent ecomimic downturn has brought NHS costs very mcuh back into focus.." "...In the above context, the RCN commissioned a study to begin to establish baseline data on nursing activity within acute and long stay quality assured ward settings..." (exceprt from document) |
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| Politics, Economics, and Nursing Shortages: A Critical Look at United States Government Policies |
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Nursing Economics |
2007 |
Elgie R |
[Excerpt from authors]Economic policies to address the shortage of registered nurses (RN) in the United States emphasize the use of nurse education supply subsidies in the form of grants, loans, and vouchers that have changed little during the past 4 decades. The first such subsidies began in 1964 in the Nurse Student Loan program en acted under the Title VI Civil Rights Act (American Association of Colleges of Nursing [AACN], 2006). Nurse supply subsidies have continued ever since, and are currently provided in the Nurse Reinvestment Act (NRA) HR 3847 under Title VIII of the Public Health Service Act signed by President Bush on August 1, 2002 (Senate of the United States, 2002). None of the current literature on the nursing shortage questions the prevailing recommendations to maintain and even increase nursing supply subsidies. |
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| Nurse Staffing and Care Delivery Models: A Review of the Evidence |
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Kaiser Permanente Institute for Health Policy |
2002 |
Neisner J and Raymond B |
[Excerpt from authors] This paper reviews the evidence related to nurse staffing and care delivery models on a variety of factors. |
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| Nurse Retention and Migration - ICN Position Statement |
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International Council of Nurses |
1999 |
|
[Excerpt from publisher]The majority of member states of the World Health Organization report a shortage, maldistribution and misutilisation of nurses. Financial constraints have forced some governments to close health facilities despite the need for services and the ensuing redundancy of nursing personnel. Management and compensation practices greatly affect the severity of nursing shortages, particularly in health institutions. In many countries, the career structures for nurses are inappropriate. Some governments have failed to address the identified problems relating to hours of work, ongoing education, re-entry programmes, staffing levels, attitudes of administrators, security, housing and day care services. |
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| Productivity Amongst Nurses and Midwives in Botswana |
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African Sociological Review |
2002 |
Balogi K, Fako T and Forcheh N |
[Excerpt from authors] This study is concerned with the productivity of nurses working within the Primary Health Care System, under the control of the Ministry of Local Government in Botswana. The study establishes the nature, strengths and direction of associations between productivity and background variables, work context variables, resource variables and recognition and support variables. |
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| Part-time Employment - ICN Position Statement |
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International Council of Nurses |
2000 |
|
[Excerpt from publisher] Employees as well as employers view part-time employment in many situations favourably. It is often seen by nurses as a welcome option when addressing professional and personal satisfaction. At the same time, employers consider part-time employment as a means of introducing or maintaining flexibility in staffing levels and decreasing operational costs. The introduction of part-time employment is not free of potentially perverse consequences. Part-time employment of nurses may jeopardise the working conditions of full-time staff as a whole if the mix of staff is not determined adequately. The bargaining power of full-time staff decreases as their numbers are reduced. |
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| Nurses and Shift Work - ICN Position Statement |
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International Council of Nurses |
2000 |
|
[Excerpt from publisher] The very nature of nursing care presupposes a service provided on a twenty-four hour basis that can only be maintained by shift work. This employment pattern is known to require nurses to adapt physically, emotionally and socially. While shift work may bring some wanted flexibility to nurses' work schedule and additional income, it often introduces additional hardship on nurses providing services in complex environments and demanding interpersonal situations. Evening and night shifts are frequently less well staffed (fewer employees with often a lower grade mix) and nurses have difficult access to safe transport and basic comforts such as hot meals. The stress of shift work is known to increase levels of absenteeism and staff turnover thus affecting the quality of nursing care. |
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| Reducing the Impact of HIV/AIDS on Nursing/Midwifery Personnel - ICN Position Statement |
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International Council of Nurses |
2000 |
|
[Excerpt from publisher] HIV/AIDS is a growing public health problem with complex social and behavioural issues related to protection, prevention of transmission and care for nursing and midwifery personnel caring for people living with HIV/AIDS. The social stigma associated with HIV, the disease's long period of 'invisibility' and the determination of whether infection was related to behavioural risks such as sexual transmission or occupational exposure, add to the complexity of HIV/AIDS in the workplace. The widespread emergence of other infectious disease such as tuberculosis (TB), and the significant prevalence of Hepatitis B and C have increased the potential for occupational exposure by nurses/midwives, necessitating appropriate supplies and protective personal equipment and consistent use of universal precautions. |
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Socio-Economic Welfare 
