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ICHRN Knowledge Library

Pillars & Programmes    Socio-Economic Welfare    International Centre for Human Resources in Nursing (ICHRN)

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The Official Guide for Foreign-Educated Nurses: What You Need To Know About Nursing and Health Care in the United States Springer Publishing Company 2009 CGFNS International Inc., Nichols, B & Davis, C "This book is the only guide to the United States health care system for nurses immigrating to this country as well as foreign-educated nurses who are already here."(excerpt from publisher's website.Book available for purchase only). Details
A review of the application and contribution of Discrete Choice experiments to inform human reources policy interventions Human Resources for Health 2009 Lagarde M & Blaauw D "We carried out a literature review of studies using discrete choice expeierments to investigate human reources issues related to health workers, both in developed and developing countries.... "...The studies showed that non-pecuniary incentives are significant determinants, sometimes more powerful than financial ones." (excerpt from abstract) Details
Health workforce attrition in the public sector in Kenya: a look at the reasons Human Resources for Health 2009 Chankova S, Muchiri S & Kombe G "This study analysed data from a human reources health facility survey conducted in 2005 in 52 health centres and 22 public hospitals (including all provincial hospitals) across all eight provinces in Kenya. The study looked into the status of attrition rates and the proportion of attrition due to retirement, resignation or death among doctors, clinical oficere, nurses and laboratory and pharmacy specialists in surveyed facilities." (excerpt from abstract) Details
Physician Assistants and Nurse Practitioners in Specialty Care: Six Practices Make it Work California Healthcare Foundation 2009 Dower, C & Christian S "Many specialty medical practices have incorporated physician assistants (PAs) and nurse practitioners (NPs) into their health care to improve access to services, reduce wait times, and improve quality of care. A study by the Center for the Health Professions at the University of California, San Francisco, examined these emerging models to evaluate their success and identify strategies that could be replicated. The study focused on care in three specialties with particularly high demand rates: orthopedics, gastroenterology, and dermatology." (exceprt from website). Details
Task shifting: the answer to the human resources crisis in Africa? Human Resources for Health 2009 Lehmann U, Van Damme W, Barten F & Sanders D "In this commentary we argue that, while task shifting holds great promise, any long-term success of task shifting hinges on serious political and financial commitments." (excerpt from abstract) Details
Performance Incentives for Global Health: Potential and Pitfalls Centre for Global Development 2009 Eichler R, Levine R, and the Performance -based Incentives Working Group "As decision makers in developing countries and their donor partners look for ways to improve health-sector performance, real-world experiences show that they should look for performance incentives to complement increasing total spending on health." (excerpt from web-page) Details
Is satisfaction a direct predictor of nursing turnover? Modelling the relationship between satisfaction, expressed intention and behaviour in a longitudinal cohort study Human Resources for Health 2008 Murrells T, Robinson S & Griffiths P "This study uses secondary data from a longitudinal cohort of newly qualified nurses to test for the direct and indirect effects of job satisfaction (client care, staffing, development, relationships, education, work-life interface, resources, pay) and intentions to nurse on working as a nurse during the 3 years after qualification." (excerpt from abstract) Details
Are we better off? New report weighs impact of economy on nursing shortage nursezone.com 2009 Larson, J "The dark clouds of the current recession seem to have one silver lining: new research shows the nursing shortage that has plagued the United States for more than a decade has finally started to ease. Does that mean the problem is solved?" (excerpt from article) Details
A Quantitative tool for workforce planning in healthcare: Example simulations Expert Group on Future Skills Needs (Ireland) 2009 Behan J, Condon N, Milcevic M & Shally C "This report summarises the models develoiped to assist the DoHC and the HSE in workforce planning, issues identified in relation to the workforce planning of each occupation covered and comments on teh balance between the demand and supply of healthcare workers for alternative demand projections." (excerpt from exec Summary) Details
Nursing brain drain from India Human Resources for Health 2009 Hawkes M, Kolenko M, Shockness M & Diwaker K "In response to recent findings regarding migration of health workers out of Africa, we provide data from a survey of Indian nurses suggesting that up to one fifth of the nursing labour force may be lost to wealthier countries through circular migration." (from abstract) Details
Health workforce development planning in the Sultanate of Oman: a case study Human Resources for Health 2009 Ghosh, B "This case outlines how Oman is continuing to turn around its excessive dependence on expatriate workforce through strategic workforce development planning. Case description The Sultanate's early development initiatives focused on building a strong health care infrastructure by importing workforce. However, the policy-makers stressed national workforce development for a sustainable future. " (excerpt from introduction) Details
Clinical supervision for nurses working in mental health settings in Queensland, Australia: a randomised controlled trial in progress and emergent challenges Sage Journals Online 2009 White, E & Winstanley J "This study, funded by the Queensland Treasury/Golden Casket Foundation, will focus not only on the outcomes for individual mental health nurses but also examine the quality of care they provide and the effects of both on patient outcomes. This study will seek to establish a sustainable, strategically significant contribution to the knowledge base both for the mental health nursing workforce in Queensland (and beyond) and the patients they seek to serve." (excerpt from abstract) Details
Opportunities for overcoming the health workforce crisis Japan Centre for International Exchange 2009 Jimba, M This document on HRH strengthening forms a chapter of "G8 Hokkaido Toyako Summit Follow-Up. Global Action for Health System Strengthening: Policy Recommendations to the G8". Details
Workers' health:global plan of action World Health Assembly 2007 World Health Assembly This document outlines the global plan of action on workers' health 2008-2017, as ratified by teh Sixtieth World health Assemply, 23 May 2008 Details
Measuring inequalities in the distribution of health workers: The case of Tanzania Human Resources for Health 2009 Munga, MA & Maestad O "The overall human resource shortages and the distributional inequalities in the health workforce in many developing countries are well acknowledged. However, little has been done to measure the degree of inequality systematically. Moreover, few attempts have been made to analyse the implications of using alternative measures of health care needs in the measurement of health workforce distributional inequalities. Most studies have implicitly relied on population levels as the only criterion for measuring health care needs. This paper attempts to achieve two objectives. First, it describes and measures health worker distributional inequalities in Tanzania on a per capita basis; second, it suggests and applies additional health care needs indicators in the measurement of distributional inequalities." (excerpt from abstract) Details
Nurses' experiences of feeling respected - not respected Sage Journals Online 2009 Milton, CL "Feeling respected-not respected is an experience integral with the ways nurses choose to describe the quality of their work environments and with the quality of care they provide to patients and families. The purposes of this study were to enhance understanding of nurses' experiences of feeling respected-not respected, and to provide new knowledge about quality of work-life related to feeling respected-not respected. The Parse research method was used to answer the research question, What is the structure of the lived experience of feeling respected-not respected? Participants were 37 nurses in staff and leadership roles at a large teaching hospital. The structure, feeling respected-not respected is affirming-not affirming attentiveness with diverse affiliations arising with assuredness-unassuredness, is discussed in light of the humanbecoming theory, related literature, leadership, and future research. " (from website) Details
Transparency in nursing leadership: A chosen ethic Sage Journals Online 2009 Milton, CL "The concept of transparency has been viewed as an essential leadership attribute or element in healthcare organizational structures and processes. While viewed as something that is desired and valued, there is a lack of nursing disciplinary literature that defines the concept and its possible meanings. This column provides a beginning definition of transparency from the humanbecoming nursing theoretical perspective and launches a discussion with potential ethical implications for leadership in nursing practice and education." (from website) Details
The recent surge in nurse employment: Causes and implications Project HOPE 2009 Buerhaus PI, Auerback DI & Staiger DO "Registered nurse (RN) employment has increased during the current recession, and we may soon see an end to the decade-long nurse shortage. This would give hospitals welcome relief and an opportunity to strengthen the nurse workforce by addressing issues associated with an increasingly older and foreign-born workforce. The recent increase in employment is also improving projections of the future supply of RNs, yet large shortages are still expected in the next decade. Until nursing education capacity is increased, future imbalances in the nurse labor market will be unavoidable." (excerpt from abstract) Details
Dealing with the downturn: the greatest ever challenge for NHS? The NHS Confederation 2009 The NHS Confederation "This paper explores the financial situation facing the NHS and suggests how NHS leaders should respond to the most severe contraction in finances they are ever likely to face." (from website) Details
The effects of emotionally intelligent leadership behaviour on emergency staff nurses' workplace empowerment and organizational commitment Nursing Leadership, Longwoods Publishing 2009 Young-Ritchie C, Spence Laschinger HK & Wong C "The purpose of this study was to test a model exploring the relationships among emotionally intelligent leadership behaviour, workplace empowerment and commitment. A predictive, non-experimental design was used to test the model in a random sample of 300 emergency staff nurses working in Ontario." (excerpt from abstract) Details
The effect of variations in nurse staffing on patient length of stay in the acute care setting Sage Journals Online 2009 Tschannen D & Kalisch BJ "This study examines the relationship between nurse staffing and patient length of stay (LOS). Data were collected on nurses employed and patients admitted to one of four study units located in two Midwest hospitals. Three nursing variables (hours per patient day [HPPD], skill mix, and nursing expertise) were collected through survey and administrative forms. The nursing data were then linked with patient-specific characteristics (deviation from expected LOS) to test the relationship at the patient level of analysis. Average HPPD was a positive predictor of deviation from expected LOS, whereas overall expertise was a negative predictor of deviation from expected LOS. Higher staffing levels may result in patients being discharged sooner than expected. Nurse administrators must consider the quantity as well as quality of staff when determining optimal staffing levels. Unit staffing levels must include nurses who have both experiential and theoretical knowledge in order to achieve optimal patient outcomes." (from abstract) Details
Expanding the capacity of nursing education Project HOPE 2009 Cleary, BL, McBribe, AB, McClure, ML, Reinhard, SC "Assuring a nurse workforce that is large enough and possesses the right competencies for the changing demographic and health reform scenarios of the early twenty-first century is nothing short of an imperative. Getting there will involve continual recruitment of a talented and diverse group of people and increasing nurses' progression to a more highly educated workforce, no matter where they enter the profession. These actions will enable the United States to fill vacant nursing faculty positions as we simultaneously recreate how nursing education is delivered in this country. The nation's health is dependent on the actions we now take. [Health Affairs 28, no. 4 (2009): w634-w645 (published online 12 June 2009; 10.1377/hlthaff.28.4.w634)]" (from website) Details
Education policy initiatives to address the nurse shortage in the United States Project HOPE 2009 Aiken LH, Cheung RB & Olds DM "Employment opportunities are expected to grow much faster for registered nurses (RNs) than for most other occupations. Yet a major shortage of nurses is projected by 2020. A nurse faculty shortage and financially strapped colleges and universities are limiting the ability of U.S. nursing schools to take advantage of historically high numbers of qualified applicants. Increased public subsidies are needed to provide greater access to nursing education, with a priority on baccalaureate and graduate nursing education, where job growth is expected to be the greatest." (excerpt from abstract) Details
Predictors of home healthcare nurse retention Sigma Theta Tau International Honor Society of Nursing 2008 Ellenbecker CH, Porell FW, Samia L, Byleckie JJ & Milburn M "PURPOSE: To examine the level of job satisfaction and test a theoretical model of the direct and indirect effects of job satisfaction, and individual nurse and agency characteristics, on intent to stay and retention for home healthcare nurses. DESIGN: A descriptive correlation study of home healthcare nurses in six New England states. METHODS: Home healthcare nurse job satisfaction self-report data was collected with the HHNJS survey questionnaire & Retention Survey Questionnaire. FINDINGS: Based on a structural equation model, job tenure and job satisfaction were the strongest predictors of nurse retention. CONCLUSIONS: Understanding the variables associated with home healthcare nurse retention can help agencies retain nurses in a time of severe nurse shortages and increased patient demand." (excerpt from website abstract) Details
Tested solutions for eliminating Canada's Registered Nurse shortage (Highlights only) Canadian Nurses Association 2009 Murphy GT, Birch S, Alder S, Mckenzie A, Lethbridge L, Little L, & Cook A. "The objectives of this study were to estimate, for each year over 15 years, the requirements for and supply of direct/clinical care RNs in canada (excluding those who are also licensed NPs), and to develop a simulation model that permits the testing of various HHR policy scenarios." (abstract from full report). Note: This document is a brief summary of the full report, which is available for purchase at the Canadian Nurses Association website. Details
The impact of global inequities on health professional migration Sage Journals Online 2008 Roberts, JH "Health determinants and how they are distributed have an important impact on health systems around the world. Nurses can play a significant role in mediating the effects of many of these determinants both inside the health care system and outside. Yet the areas that have the greatest health inequities and heaviest disease burdens have the fewest health workers. A number of efforts are underway to understand and manage health care worker migration. Intersectoral collaboration is key, as are other factors necessary to build strong health systems, including research for development, capacity-building, integrated health systems, evidence-based decision-making, a strong and vibrant civil society and accountability and transparency in the public and private sectors." (abstract) Details
Work satisfaction of professional nurses in South Africa: a comparative analysis of the public and private sectors. Human Resources for Health 2009 Pilay, R "Work satisfaction of nurses is important, as there is sufficient empirical evidence to show that it tends to affect individual, organizational and greater health and social outcomes. Although there have been several studies of job satisfaction among nurses in South Africa, these are limited because they relate to studies of individual organizations or regions, use small samples or are dated. This paper presents a national study that compares and contrasts satisfaction levels of nurses in both public and private sectors." (excerpt from abstract) Details
Nurse Migration and the Global Health Care Economy Sage Journals Online 2008 Kingma, M "Health care services represent one of the most rapidly growing sectors in the world economy. Today's health sector labor market and workforce are international, fast becoming global. Migration on a massive scale offers countless business opportunities, not only for the private sector but also for the public sector. The migration pathway is often filled with a significant number of obligatory stops. Many people and circumstances along the way will either facilitate or prevent progress. There will be a need for certain services and a series of goods to complete the migration. These will be provided by a wide range of agencies, institutions, entrepreneurs, regulatory bodies, and businesses. This article looks at the current global workforce and explores the commercialization or the business of nurse migration and its impact." (excerpt from abstract) Details
Internationally recruited nurses from India and the Philippines in the United Kingdom: the decision to emigrate Human Resources for Health 2009 Alonso-Garbayo A & Maben J "The United Kingdom has recruited nurses from countries with a reported surplus in their nursing workforce, such as India and the Philippines. However, little is known about the decision to emigrate made by nurses from these countries. One theory suggests that individuals weigh the benefits and costs of migration: the push and pull factors. This paper challenges the restricted economic focus of this predominant theory and compares the diverse motivations of nurses from different countries as well as those of nurses with previous migratory experience and first-time migrants." (excerpt from abstract (provisional)) Details
Factors related to on-the-job abuse of nurses by patients Statistics Canada 2009 Shield M & Wilkins K "Numerous studies indicate that health care providers, particularly nurses, face a high risk of on-the-job abuse from patients. This article examines physical and emotional abuse from patients in nurses working in hospitals or long-term care facilities." (excerpt from abstract) Details
HRIS Strengthening Implementation Toolkit The Capacity Project 2009 The Capacity Project "This Toolkit provides a package of HRIS procedures and tools to HRH stakeholders, HR information system managers and software developers to facilitate applying the HRIS strengthening processes and iHRIS software developed by the Capacity Project. The Toolkit collects briefs, forms, case studies, resources and other materials to assist with all five steps of the HRIS strengthening process." (from website) Details
Workplace Empowerment, Work Engagement and Organizational Committment of New Graduaet Nurses Nursing Leadership, Longwoods Publishing 2006 Cho J, Lashinger HKS, Wong C "The authors used a predictive, non-experimental survey design to test a theoretical model in a sample of new graduate nurses. More specifically, the relationships among structural empowerment, six areas of work life (conceptualized as antecedents of work engagement), emotional exhaustion and organizational commitment were examined." (excerpt from abstract) Details
Registered nurse and registered practical nurse evaluations of their hospital practice environments and their responses to these environments Nursing Leadership, Longwoods Publishing 2005 Tourangeau AE, Coghlan AL, Shamian J & Evans S "In 2003, over 13,000 Ontario nurses were surveyed to explore how they evaluated their hospital work environments and their responses to these practice environments. The purpose of this paper is to describe and compare these nurses' evaluations and responses." (exceprt from abstract) Details
The application of change management principles to facilitate the introduction of nurse practitioners and physician assistants into six Ontario emergency departments Healthcare Quarterly, Longwoods Publishing 2009 Ducharme J, Buckley J, Alder R & Pelletier C "In a project funded by the Ontario Ministry of Health and Long-Term Care, MedEmerg facilitated the introduction of three new providers into six emergency departments. A managed change process that included team development was carried out. Increased team awareness and a higher acceptance of the provider roles were some of the key successes. Challenges included role confusion and the learning curve for the new providers. While overall the project was a success, lessons learned included the need for physician buy-in, communication, planning for unintended consequences and management of expectations. The project emphasized the importance of a managed process, including team development, in the implementation of change." (abstract from website) Details
Nurse Workforce Planning: The Key to Success Healthcare Quarterly, Longwoods 2009 Smith, CA "With the nursing shortage looming and planned growth, not only at the Ottawa Hospital (TOH) but within our region, TOH recognized the need to have a workforce plan that would accurately predict the number of nurses TOH would have to hire annually for three and five years. A review of the literature identified the key steps to take in workforce planning, but there were no models in existence to address the unique characteristics of nursing. A program logic model was used to develop the model and the evaluation framework for the accuracy of its predictions. This evidence-based workforce planning model has had a variance of < 5% for each of the past four years; the projected growth was accurately forecasted and has allowed TOH to be proactive in its recruitment initiatives." (abstract from website) Details
Findings from the 2005 National Survey of the Work and Health of Nurses Minister of Industry (Canada) 2006 Sheilds M & Wilkins K "Nearly 19,000 regulated nurses ..across the country were interviewed on a variety of topics, including the conditions in which they practice, the challenges they face in doing their jobsm and their physial and metnal well-being. They shared their perceptions of work organization, including staffinf, shift work, overtime and employee support. Nurses were also asked about work stress, role overload, respect, and quality of patient care. Information about their health status, such as chronic conditions, pain, self-perceived general and mental health, medication use, and the impact of health on the performance of nursing duties, was also collected." (excerpt from document) Details
Using human resource for health data: Health policy and program examples from four African countries Africa's Health in 2010 and USAID 2008 Musau, S Imbalances in quantity and quality of human resources for health (HRH) are increasingly recognized as perhaps the most critical impediment to achieving health outcome objectives in most African countries. However, reliable data on the HRH situation is not readily available. Some countries have hesitated to act in the absence of such data; other countries have not acted even when data are available while others have moved ahead in spite of the lack of reliable information. This paper addresses the issue of data use for HRH policy-making. [from summary] Details
Does a code make a difference - assessing the English code of practice on international recruitment Human Resources for Health 2009 Buchan J, McPake B, Mensah K & Rae G "This paper draws from research completed in 2007 to assess the effect of the Department of Health, England, Code of Practice for the international recruitment of health professionals. The Department of Health in England introduced a Code of Practice for international recruitment for National Health Service employers in 2001. The Code required National Health Service employers not to actively recruit from low-income countries, unless there was government-to-government agreement. The Code was updated in 2004." (excerpt from abstract). Details
Worker retention in human resources for health: Catalysing and tracking change The Capacity Project 2009 Yumkella, F "In order to help practitioners address the challenge of retention, the Capacity Project selected information from existing literature to compile a resource paper (Yumkella, 2005) and a technical brief (Yumkella, 2006). The purpose of this brief is to update and document some contributions made from 2005 to 2008 in the area of worker retention." (excerpt from document). Details
Aligning career development with organizational goals: Working towards the development of a strong and sustainable workforce Nursing Leadership, Longwoods Publishing 2009 Saxe-Braithwaite M, Carlton S & Bass B "In this paper, we describe an innovative pilot to assess a career development program, one of multiple Healthy Workplace Initiatives taking place at Providence Care in Kingston, Ontario in support of our three strategic goals. The results of the pilot were very encouraging; subsequent success in obtaining funding from HealthForceOntario has allowed the implementation of a sustainable program of career development within the organization. More work is required to evaluate its long-term effectiveness." (excerpt from abstract) Details
University nurse graduates: Perspectives on factors of retention and mobility Nursing Leadership, Longwoods Publishing 2004 Gillis A, Jackson W & Beiswanger D. "This descriptive study explored the perspectives of 51 university nurse graduates from the St. Francis Xavier University School of Nursing. Qualitative and quantitative data were collected using telephone interviews to study a range of variables including geographic mobility patterns, career satisfaction and attitudes towards recruitment and retention factors." Details
Healthy workplaces for health workers in Canada: Knowedge transfer and uptake in policy and practice HealthcarePapers, Longmans Publishing 2007 Shamian J & El-Jardali F "The purpose of this paper is to provide a progress update, using different data-collection approaches, on knowledge transfer and uptake of research evidence in policy and practice, including the next steps for the healthy workplace agenda in Canada. The objectives of this paper are (1) to summarize the current healthy workplace initiatives that are currently under way in Canada; (2) to synthesize what has been done in reality to determine how far the healthy workplace agenda has progressed from the perspectives of research, policy and practice; and (3) to outline the next steps for moving forward with the healthy workplace agenda to achieve its ultimate objectives." (excerpt) Details
Recruitment of Health Workers: Towards Global Solidarity The Directorate for Health and Social Affairs (Norway) 0 "As one of the richest countries in the world, it is imperative that Norway thake responsibility for contributing to creating a health workforce policy that is based on solidarity with poor countries. In Proposition no.1 (2006-2007) to the Norwegian Parliament, the Government committed itself to stem the flow of qualified health workers from poor countries. The Ministry of Health and Care Services assigned the Directorate for Health and Social Affairs to outline the central features and components of such a policy." (excerpt from document). Details
Conflict among Iranian hospital nurses: a qualitative study Human Resources for Health 2009 Nayeri ND & Negarandeh R "This study aims to explore the experience of conflict as perceived by Iranian hospital nurses in Tehran, Islamic Republic of Iran. Although conflict-control approaches have been extensively researched throughout the world, no research-based data are available on the perception of conflict and effective resolutions among hospital nurses in Iran." (excerpt from Provisional abstract) Details
A force for improvement: A workforce response to better health, better care The Scottish Government 2009 "This workforce response to 'Better Health, Better Care' examines the context within which NHSScotland operatios and idetifies the challenges to be faced over the next ten to twenty yers. it describes the workforce challenges for NHSScotland and the wider health and social care workforce and offers solutions which set out the direction of travel required to deliver a Healthier Scotland." (excerpt from document) Details
Conditions underpinning success in joint service-education workforce planning Human Resources for Health 2009 Purkis ME, Herringer B, Stevenson L, Styles L & Nest-Kenny JV. "In this commentary, we outline strategies we have found successful in aligning health education and training with local health needs in ways that demonstrate socially accountable outcomes. Challenges encountered through this process ... have placed demands on us to establish and build on open and collaborative working relationships. Some of our successes can the attributed to evidence-informed decision-making. Other successes result from less tangible but no less important factors. We argue that both rational and "accidental" factors are significant - and that strategic use of "accidental" features may prove most significant in our efforst to ensure the delivery of high-quality health care to our communities." (excerpt from abstract) Details
Paris on the Meekong: Using the aid effectiveness agenda to support human resources for health in the Lao People's Democratic Republic Human Resources for Health 2009 Dodd R, Hill PS Shuey D & Antunes AF "This study examines the potention of aid effectiveness to positively influence human resources for health in developing countries, based on reserach carried out in Lao People's Democratic Republic (Lao PDR)." Details
Leveraging human capital to reduce maternal mortality in India: enhanced public health system of public-private partnership? Human Resources for Health 2009 Krupp K & Madhivanan P "Developing countries are currently struggling to achieve the Millennium Development Goal Five of reducing maternal mortality by three quarters between 1990 and 2015. Many health systems are facing acute shortages of health workers needed to provide improved prenatal care, skilled birth attendance and emergency obstetric services - interventions crucial to reducing maternal death. The World Health Organization estimates a current deficit of almost 2.4 million doctors, nurses and midwives. Complicating matters further, health workforces are typically concentrated in large cities, while maternal mortality is generally higher in rural areas. Additionally, health care systems are faced with shortages of specialists such as anaesthesiologists, surgeons and obstetricians; a maldistribution of health care infrastructure; and imbalances between the public and private health care sectors. Increasingly, policy-makers have been turning to human resource strategies to cope with staff shortages. These include enhancement of existing work roles; substitution of one type of worker for another; delegation of functions up or down the traditional role ladder; innovation in designing new jobs; and transfer or relocation of particular roles or services from one health care sector to another. Innovations have been funded through state investment, public-private partnerships and collaborations with nongovernmental organizations and quasi-governmental organizations such as the World Bank. This paper focuses on the success of two large health systems in India - Gujarat and Tamil Nadu - in successfully applying human resources strategies in uniquely different contexts to the challenge of achieving Millennium Development Goal Five." Details
Global nurse migration: Its impact on developing countries and prospects for the future Nursing Leadership, Longwoods Publishing 0 Khaliq AA, Broyles, RW & Mwachofi, AK "The worldwide shortage of nurses, which results from a global undersupply and high attrition rates, affects developed countries in the West the same way as it affects developing countries in Asia, Africa and Latin America. The difference lies in the fact that developing countries serve as a readily available source of trained nurses for developed countries in Europe, North America and parts of Oceania. Strong "pull" and "push" factors favour wealthier nations in the West in their efforts to deal with domestic shortages through overseas recruitment. Thus, the ongoing nursing shortage in developing countries is worsened by a loss of thousands of trained nurses every year to emigration. This paper brings into focus the magnitude of the problem in terms of the number of nurses migrating to and from various countries and its impact on developing countries. The paper also examines some of the ongoing efforts in developing countries to mitigate the problem, and sheds light on the prospects for improvement in the foreseeable future." (from abstract) Details
Assessment of human resources for health using cross-national comparison of facility surveys in six countries Human Resources for Health 2009 Dal Poz. M & Gupta N "The findings revealed a large diversity in both the organization of health services delivery and, in particular, the distribution and activities of facility-based health workers across the sampled countries. At the same time, some commonalities were observed, including the importance of nursing and midwifery personnel in the skill mix and the greater tendency of physicians to engage in dual practice. While the use of standardized questionnaires offered the advantage of enhancing cross-national comparability of the results, some limitations were noted, especially in relation to the categories used for occupations and qualifications that did not necessarily conform to the country situation." (extract from provisional abstract) Details
Literature Review Report: Recruitment and Retention of Primary Health Care Nurse Practitioners in Canada Canadian Nurses Association - Canadian Nurse Practitioner Initiative 2005 Tomblin Murphy Consulting Incorporated [Excerpt from author] The purpose of this work was to review and synthesize the current national and international literature on recruitment and retention activities related specifically to Primary Health Care Nurse Practitioners. In addition, an analysis of these findings was undertaken for the purpose of informing recommendations. Findings from both the grey and empirical international literature and from Canadian jurisdictional and federal governments, professional associations, and unions were considered. Details
Health Human Resources Planning Simulation Model for NPs in Primary Health Care Canadian Nurses Association; Canadian Nurse Practitioner Initiative 2006 [Excerpt from publisher] The Health Human Resources Planning Simulation Model for NPs in Primary Health Care (TM) is a software program developed to help governments and others determine the current and future requirements in their jurisdictions for primary health care nurse practitioners within health-care teams. It can also be used in other countries where NPs practise. Details
Sustaining the rural workforce: Nursing perspectives on worklife challenges Journal of Rural Health, National Rural Health Association 2009 Hunsberger, Baumann, Blythe, Crea "Concerns have been raised about the sustainability of health care workforces in rural settings. According to the literature, rural nurses' work satisfaction varies with the resources and supports available to respond to specific challenges. Given the probable effects of stressors on retention, it is essential to understand the unique requirements of nurses in rural practice environments." (from abstract) Details
Factors in recruiting and retaining health professionals in rural practice Journal of Rural Health, National Rural Health Association 2007 Daniels, VanLeit, Skipper, Sanders & Rhyne "Rural communities, often with complex health care issues, have difficulty creating and sustaining an adequate health professional workforce. Purpose: To identify factors associated with rural recruitment and retention of graduates from a variety of health professional programs in the southwestern United States" (from abstract) Details
A Call to Action: Ensuring Global Human Resources for Health International Hospital Federation & Health Research & Educational Trust 2008 (Proceedings Report) This dicument is a report of proceedings report fo the conference held March 22-23,Geneva 2007. Details
Human resources for health in the Sultanate of Oman 2008 Oman National HRH Observatory 2008 "The objective of this lead document of Oman national HRH observatory is to present a status report on human resources for health in teh Sultanate of Oman. it presents information on the current size of the health workforce, its profile and distribution, policy framework, planning and management." (excerptfrom Foreword) Details
Ladies without lamps: Nurses in Bangladesh Qualitative Health Research, Sage Journals Online 2009 Zaman, S "In this article, I explore the experiences and concerns of Bangladeshi nurses. I have based this on a larger ethnographic study that was conducted in a ward of a government teaching hospital in Bangladesh. The study shows how the values and norms of Bangladeshi society have shaped the life of Bangladeshi nurses, that they do scarcely any nursing work, and that they suffer from various negative social images. I argue, through this article, that the role, image, and concerns of Bangladeshi nurses have changed dramatically from the ideal image of nursing, and are dissimilar from the ways nursing is practiced in many other parts of the world." (abstract) Details
The effects of competition on community-based nursing wages Healthcare Policy, Longwoods Publishing 2009 Zarnett, Coyle, Nauenberg, Doran & Laporte "In 1997, Ontario implemented a competitive bidding process for purchasing home care services, with the twin objectives of lowering costs and increasing service quality. The authors of this study performed regression analyses to ascertain the relationship between measures of competition, profit status of providers and nursing wages for community-based RNs and LPNs between 1995/1996 and 2000/2001...." (from abstract) Details
"What about the health workers?":Improving the Work Climate in Rural Facilities in Kenya (Voices 27) The Capacity Project 2009 "In health facilities across Kenya, many workers are struggling to do their jobs in less-than ideal conditions...." "Over 18 months, the Capacity Project collaborated with the Minsitry of Health to pilot the Work Climate Improvement Initiative in ten rural facilities." (exerpts from document) Details
An incomplete plan: The UK nursing labour market review 2008 Royal College of Nursing 2008 Buchan, J & Seccombe,I. This report is the 2008 review of the UK nursing labour market, commissioned by the Royal College of Nurses. Details
Why Have Nurses Left the Profession nursezone.com 2008 Wood, D. "More than 120,000 nurses are working outside of the profession in a diverse range of jobs, according to a new study, which also discovered that dissatisfaction with the nursing workplace is a key reason for RNs leaving their chosen field. "(extract from article) Details
The economic value of professional nursing Medical Care 2009 Dall, T. M., Chen, Y. J., Seifert, R.F., Maddox, P. J. P. & Hogan, P. F. "Improved understanding of the economic value of registered nurse services can help inform staffing decisions and policies... ...(This paper) synthesize findings from the literature on the relationship between registered nurse staffing levels and nursing-sensitive patient outcomes in acute care hospitals. Using hospital discharge data to estimate incidence and cost of these patient outcomes together with productivity measures, we estimate the economic implications of changes in registered nurse staffing levels" (adapted from abstract) Details
Level and Determinants of incentives for village midwives in indonesia Health Policy and Planning 2008 Ensor, T., Quayyum, Z., Nadjib, M & Sucahya, P. "We report on a survey that was conducted as part of a complex evaluation of the rural midwife programme in Banten Province, to better understand the effect of financial incentives on the distribution of midwives and use of services." (from abstract) Details
Scaling Up, Saving Lives- Task Force for Scaling Up Education and Training for Health Workers, Global Health Workforce Alliance World Health Organization; Global Health Workforce Alliance 2008 [Excerpt from authors] In March 2007, the Director General of the World Health Organization, Dr Margaret Chan, launched the Task Force for Scaling Up Education and Training for Health Workers, under the auspices of the Global Health Workforce Alliance (GHWA), to look at these critical issues and report back with solid recommendations and guiding principles for action. Its report - Scaling Up, Saving Lives - calls for a rapid and significant scaling up of the education and training of health workers as part of a broader effort to strengthen health systems. It highlights the importance of training to meet a country's own health needs and the great opportunity represented by the increased use of community- and mid-level workers. Details
Nurse Staffing and Patient, Nurse, and Financial Outcomes American Journal of Nursing 2008 Unruh, L [Excerpt from author]OVERVIEW: Because there's no scientific evidence to support specific nurse-patient ratios, and in order to assess the impact of hospital nurse staffing levels on given patient, nurse, and financial outcomes, the author conducted a literature review. The evidence shows that adequate staffing and balanced workloads are central to achieving good outcomes, and the author offers recommendations for ensuring appropriate nurse staffing and for further research. Details
Promoting Health: Advocacy Guide for Health Professionals International Council of Nurses 2008 "The health professions see advocacy as a core competence of professional practice, alongside scientific knowledge, clinical and inter-personal skills. Although many good examples of effective health professional advocacy exist, we see health advocacy, particularly as it relates to influencing institutional, community, national and international policies, as an under-developed skill area in need of urgent strengthening. Whether you are a nurse, pharmacist, physician, dentist, physiotherapist, manager, or any other health professional, this Guide aims to provide you with a practical advocacy action framework that you can use in your daily work." (excerpt) Details
Nurses Pay:Occupational Comparisons Labour Force Survey analysis 2008 Employment Research Limited 2008 Geoff Pike & Matthew Williams "This paper is based on analysis of the Labour Force Survey (January-March 2008) focusing on the pay and working hours of nurses and midwives in comparison with other public sector professions/occupations. This paper updates similar data provided in 2006 and makes comparisons between 2008 and 2006." (excerpt). Details
NHS Next Stage Review: A Quality Workforce Department of Health 2008 Department of Health (England) "As part of the Next Stage Review, the future of the NHS workforce has been considered. The main findings are in the final report of the review. This document explains in more detail how each of the findings will be taken forward." (from on-line summary) Details
Glueing it Together: Nurses, Their Work Environment and Patient Safety University of Technology, Sydney 2007 Duffield C., Roche, M. O'Brien-Pallas, L. Diers, D. Aisbett, C. King, M. Aisbell, K. & Hall, J. "This Report outlines the extensive research into Nursing Workload, Skill Mix and Nursing and Patient Outcomes undertaken by the University of Technology, Sydney funded by the Department of Health. This is the first such study at the ward level undertaken in Australia and few such studies have been done internationally." (from on-line summary) Details
State of the Art Metrics for Nursing: A Rapid Appraisal National Nursing Research Unit, Kings College London 2008 Peter griffiths with Simon Jones, Jill Maben and Trevor Murrells "This report was commissioned from England's National Nursing Research Unit by the department of health to support the nursing contribution to Lord Darzi's next stage review of the NHS. It considers possible outcome indicators for nursing, the criteria for good metrics and the evidence base for currently proposed / implemented indicators. It concludes by making a number of recommendations including identifying 'best bets' for future development and a call for the RCN and others to facilitate a nursing quality coalition." (from on-line abstract) Details
A high quality workforce: NHS Next Stage review Department of Health 2008 Department of Health (England) "The NHS Next Stage Review describes a vision for the NHS that delivers high quality for all and gives staff the freedom to focus on quality. Acheiving this vision requires us to provide the best possible education and training for puture generations and to ensure that our existing staff get the support they need to continuously improve their skills." (from document foreword). Details
What matters to staff in the NHS: research study conducted for Department of Health - June 2008 Department of Health 2008 IPSOS-MORI for the Department of Health (England) "This is a wide-ranging research study that identifies the major emotional and behaviour drivers contributing to staff engagement and motivation to provide high quality patient care. This work has informed the Next Stage Review and the development of the draft NHS Constitution." (from on-line summary). Details
Signposts for Nursing: The Canadian Nurses Association Looks Ahead Canadian Nurses Association 2008 (From document introduction)"One hundred years after the Canadian Nurses Association (CNA) was founded, on October 8, 1908, the overarching issue of providing access to timely,appropriate, safe, quality, publicly funded health-care services that improve the health of Canadians is still the fundamental issue underpinning the central purpose of Canadian nursing and is the first line of business of CNA. It is directly related to our numbers in the workforce and the way we're recruited, deployed, educated,rewarded and regulated. This array of variables plays out both within Canada and internationally and has direct implications for CNA at its policy, program and operations levels." Details
Guidelines: Incentives for Health Professionals International Council of Nurses; International Hospital Federation; International Pharmaceutical Federation; World Confederation for Physical Therapy; World Dental Federation; World Medical Association 2008 Bridget Weller [Excerpt from author]This paper was commissioned by the health professions with the support of the Global Health Workforce Alliance to provide an overview of the use of incentives for health care professionals. It describes some of the different approaches taken and presents characteristics shared by effective incentive schemes. The paper also suggests some approaches to their development and implementation. Available in English, Fran?ais and Espa?ol Details
Shokuba Support Book Japanese Nursing Association 2008 (Japanese language)A manual for creating sound working environment for nurse managers and nurse administrators. Details
The work-life experiences fo black nurses in the UK: a report for the Royal College of Nursing Royal College of Nursing 2008 Sukhwant Dhaliwal & Sonia McKay "This report is an analusis of qualitative data collected between October and November 2007. This short piece of research was commissioned by the RCN in order to collate detailed narratives ofthe worl-life experiences of black nurses from established minority ethnic communities within the UK (rather than more recently arrived Internationally Recruited Migrant Nurses)." (excerpt). Details
CNA's Preferred Future - Health for All: A Discussion Paper Canadian Nurses Association 2008 "The full version of CNA's Preferred Future: Health for All describes CNA's preferred future as seen in 2020. Key elements for health care and for nursing are outlined - both those from today's system that need to be maintained and protected and those that need to be changed or created anew." (from on-line summary) Details
Human Resources for Health (HRH) Strategic Planning: Technical brief 9 The Capacity Project 2008 Tim Martineau and Margaret Caffrey, "Each country faces different HR challenges, and these will change from year to year. All strategic plans are likely to be different and evolving, and there is no single blueprint for their development. This technical brief provides some guidance on HRH strategic planning, illustrated with examples." (excerpt) Details
HIV Care for Health Workers: Perceptions and Needs (Technical brief 13) The Capacity Project 2008 Shannon Galvin and Daniel H. de Vries Details
Green Paper on EU Workforce for Health Commission of the European Communities 2008 The Commission state that "the aim of the Green Paper is to increase the visibility of these issues, to generate a clearer picture of the extent to which local and/or national health managers face the same challenges and to engage stakeholders in the debate so as to help those responsible across Europe to address these problems effectively. The public consultation process sets out to obtain stakeholders' views on a wide range of issues connected with the healthcare workforce and preparing for the care of an ageing population. The results of the consultation will feed in to our consideration of what the EU can do to support Member States in tackling these challenges." Note - Submissions close 31 March 2009. Details
A National Impact: Local Ownership of Health Workforce Initiatives in Uganda The Capacity Project 2008 This document is part of the Capacity Project Knowledge sharing Voices series. Details
China's human resources for health: quantity, quality, and distribution 0 Anand, S., Victoria YFan, V.Y., SM b d, Junhua Zhang PhD c, Lingling Zhang SM b d, Prof Yang Ke MD e, Prof Zhe Dong PhD e and Lincoln C Chen MD Details
Supportive Supervision to Sustain Health Worker Capacity in Nanggroe Aceh Darussalam and North Sumatera PATH 2008 [Excerpt from publisher]Supportive supervision is a proven approach that helps transfer knowledge to practice and that ensures that learning continues beyond the traditional training setting. Through routine visits, supervisors can provide follow-up training to improve performance and solve other systemic problems that contribute to poor immunization coverage. On-the-job training also prepares new staff who may or may not have had updated training. The ultimate goal is a sustainable system that works with government supervisors to give health workers the consistent guidance and mentoring they need to implement and maintain a safe and effective immunization program. Details
Return Migration of Nurses International Centre on Nurse Migration 2008 Haour-Knipe M and Davies A [Excerpt from authors]This paper focuses on some of the challenges and the opportunities created by migration of nurses, specifically focusing on the issue of return. Increases in migration of nurses over recent decades has been generating grave concern, especially in developing countries, where, when the migration is permanent, the loss of skilled health professionals can seriously weaken health systems. Nurse migration also creates opportunities, however, including those created by return. Nurses who return home after a period of working abroad are often equipped with new skills and work experience. They may be able to serve as an enriched resource for health services, helping strengthen health systems and thus health in general in their countries of origin. Details
Out of Order Out of Time:The State of the Nations' Health Workforce Association of Academic Health Centers 2008 [Excerpt from publisher] Out of Order, Out of Time: The State of the Nation's Health Workforce is a report undertaken by the Association of Academic Health Centers (AAHC) to focus attention on the critical need for a new, collaborative, coordinated, national health workforce planning initiative. The report is based on the following premises: -The dysfunction in public and private health workforce policy and infrastructure is an outgrowth of decentralized decision-making in health workforce education, planning, development and policymaking (out of order); -The costs and consequences of our collective failure to act effectively are accelerating due to looming socioeconomic forces that leave no time for further delay (out of time); -Cross-cutting challenges that transcend geographical and professional boundaries require an integrated and comprehensive national policy to implement effective solutions; -The issues and problems outlined in the report have not been effectively addressed to date because of the inability of policymakers at all levels to break free from the historic incremental, piecemeal approaches; and -Despite many challenges, the prospects for positive change are high. The report presents findings, conclusions and recommendations. Details
Health Workforce and International Migration: Can New Zealand Compete? Organisation for Economic Co-operation and Development 2008 Zurn P and Dumont J [Excerpt from authors]This paper examines health workforce and migration policies in New Zealand, with a special focus on the international recruitment of doctors and nurses. Details
Assessing the Impact of a New Health Sector Pay System Upon NHS Staff in the United Kingdom Human Resources for Health, 2008 Buchan J and Evans D [Excerpt from authors]Background Pay and pay systems are a critical element in any health sector human resource strategy. Changing a pay system can be one strategy to achieve or sustain organizational change. This paper reports on the design and implementation of a completely new pay system in the National Health Service (NHS) in the United Kingdom. 'Agenda for Change' constitutes the largest-ever attempt to introduce a new pay system in the UK public services, covering more than one million staff. Its objectives were to improve the delivery of patient care as well as enhance staff recruitment, retention and motivation, and to facilitate new ways of working. Details
Country Case Study: Malawi's Emergency Human Resources Programme Global Health Workforce Alliance 2008 GHWA Task Force on Scaling Up Education and Training for Health Workers [Excerpt from publisher] Introduction. Malawi's health human resources initiatives since the late 1990s provide a good example of a comprehensive national scale-up plan for the health workforce. Its Emergency Human Resources Plan (EHRP), introduced in 2004, has shown modest but promising results. Health worker attrition remains high and tutor supply low, but training capacity has been substantially expanded and Malawi is expected to begin meeting training output targets in 2008. Details
Country Case Study:Ghana: Implementing a National Human Resources for Health Plan Global Health Workforce Alliance 2008 GHWA Task Force on Scaling Up Education and Training for Health Workers [Excerpt from publisher]Summary: Ghana has recognised the need to address its serious health workforce shortage, and consequent issues with health service delivery. A new human resources strategic plan has been developed to guide scale-up from 2007 to 2011. This fits into the broader health sector plan, which prioritises general health system development, promotion of healthy lifestyles and environment, improving healthy reproduction and nutrition services and governance and financing . It is also consistent with the President's vision to bring the country to middleincome status by 2015 - a goal that requires a healthy population. A review of the 2004 programme of work in the health sector found that failure to achieve improved health outcomes was often tied to issues of poor morale and distribution of the health workforce. After an in-country health workforce forum in 2005, the Ministry of Health carried out a needs assessment, which underpins the current plan. Details
Human Resources for Health (HRH) Strategic Planning The Capacity Project 2008 Martineau T and Caffrey M [Excerpt from publisher]Provides guidance on HRH strategic planning, illustrated with examples. Details
Data Quality Considerations in Human Resources Information Systems (HRIS) Strengthening The Capacity Project 2008 Wakibi S [Excerpt from author] This brief will discuss concepts of data quality and provide examples of the importance of data management specific to the field of HRH, illustrated by the Capacity Project's experience with HRIS strengthening in developing countries. Details
Pandemic Influenza Human Resources Guidance for the NHS NHS Employers 2008 [Excerpt from publisher] The pandemic flu HR guidance covers the range of issues which may emerge in the event of a pandemic: -it outlines the main features of the proposed response to the pandemic. Full details of how services will be restructured including the setting up of a 'pandemic flu line' to be coordinated by NHS Direct, arrangements in primary and community services and changes to hospital based services are dealt with in more detail in a range of other pandemic guidance which has been issued by the Department of Health. -how staff can be redeployed and how organisations can work together can sustain services to deal with the pandemic impact -how the NHS should deal with the likely impact of the pandemic on staffing levels for example by seeking to build up a reserve pool of potential staff to draw on to fill in gaps created by staff absence -how to manage staff absence and in particular dealing with staff that have caring responsibilities especially school age children -ensuring staff are used most effectively and reassuring staff around issues such as discipline -how to comply with the working time regulations providing support to staff during and the pandemic the recovery phase. Details
Pandemic Influenza Human Resources Guidance for the NHS NHS Employers 2008 [Excerpt from publisher] The pandemic flu HR guidance covers the range of issues which may emerge in the event of a pandemic: -it outlines the main features of the proposed response to the pandemic. Full details of how services will be restructured including the setting up of a 'pandemic flu line' to be coordinated by NHS Direct, arrangements in primary and community services and changes to hospital based services are dealt with in more detail in a range of other pandemic guidance which has been issued by the Department of Health. -how staff can be redeployed and how organisations can work together can sustain services to deal with the pandemic impact -how the NHS should deal with the likely impact of the pandemic on staffing levels for example by seeking to build up a reserve pool of potential staff to draw on to fill in gaps created by staff absence -how to manage staff absence and in particular dealing with staff that have caring responsibilities especially school age children -ensuring staff are used most effectively and reassuring staff around issues such as discipline -how to comply with the working time regulations providing support to staff during and the pandemic the recovery phase. Details
The Double Burden of Human Resource and HIV Crises: A Case Study of Malawi Human Resources for Health 2008 McCoy D, McPake B and Mwapasa V [Excerpt from authors]Two crises dominate the health sectors of sub-Saharan African countries: those of human resources and of HIV. Nevertheless, there is considerable variation in the extent to which these two phenomena affect sub-Saharan countries, with a few facing extreme levels of both: Lesotho, Zimbabwe, Zambia, Mozambique, the Central African Republic and Malawi. This paper reviews the continent-wide situation with respect to this double burden before considering the case of Malawi in more detail. In Malawi, there has been significant concurrent investment in both an Emergency Human Resource Programme and an antiretroviral therapy programme which was treating 60,000 people by the end of 2006. Both areas of synergy and conflict have arisen, as the two programmes have been implemented. These highlight important issues for programme planners and managers to address and emphasize that planning for the scale-up of antiretroviral therapy while simultaneously strengthening health systems and the human resource situation requires prioritization among compelling cases for support, and time (not just resources). Details
The Acute Care Nurse Practitioner in Ontario: A Workforce Study Nursing Leadership, Longwoods Publishing 2008 Christina Hurlock-Chorostecki, Mary van Soeren, and Sharon Goodwin "Here, we present information obtained through a descriptive, self-reported survey of all nurse practitioners working in acute care settings who are not currently regulated in the extended class in Ontario. Results suggest wide acceptance of the role is concentrated around academic teaching hospitals. Continued barriers exist related to legislation and regulation as well as understanding and support for the multiple aspects of this role beyond clinical practice. This information may be used by nurse practitioners, nursing leaders and other administrators to position the role in hospital settings for greater impact on patient care. As well, understanding the need for regulatory and legislative changes to support the hospital-based Nurse Practitioner role will enable greater impact on health human resources and healthcare transformation." (from abstract) Details
The Influence of Teams, Supervisors and Organizations on Healthcare Practitioners' Abilities to Practise Ethically Nursing Leadership, Longwoods Publishing 2008 Sarah Wall and Wendy Austin "A phenomenological study was conducted in which the impact of the team and the larger organization on practitioners' experiences of dealing with moral challenges was uncovered. Various mental healthcare professionals shared their experiences of ethically challenging situations in their practices and described the ways in which their teammates and supervisors affected how they faced these troubling situations. These findings allow us to see that there is considerable room for healthcare managers, many of whom are nurses, to facilitate supportive, ethical environments for healthcare professionals. An understanding of the essential experience of practising ethically allows for an appreciation of the significance of the team's role in supporting it and enables healthcare managers to target support for ethical healthcare work." (from abstract) Details
What makes nurses happy? nursezone.com 2008 Debra Wood Brief article doumenting the experiences of some US hospitals in strategies to increase satisfaction and retention of nurses. Details
International mobility of health professionals and health workforce planning in Canada: Myths and realities OECD 2008 Jean-Christophe Dumont, Pascal Zurn, Jody Church and Christine Le Thi "This report examines the role played by immigrant health workers in the Canadian health workforce but also the interactions between migration policies and education and health workforce management policies."(from summary) Details
 
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