ICHRN Knowledge Library

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

The results of your search will be displayed below. Click on 'details' for further information including a link to the document.

Recherche: RAZ



------------Author------------ ----------------------------------Description---------------------------------- Details
factors influencing the retention of registered nurses in the Gauteng Province of South Africa Curationis AOSIS Openjournals 2011 Ehlers VJ, Oosthuizen MJ "This study attempted to identify factors that would influence registered nurses’ decisions to stay with their current employers in the Gauteng Province of South Africa." (extract from abstract) Details
The costs and benefits of nurse migration on families: A Lesotho experience Curationis AOSIS Openjournals 2011 Ntlale ME & Duma SE "The purpose of this study ... was to investigate and describe the experiences of family members, of migrant nurses, from the Maseru district of Lesotho, about the costs and benefits of nurse migration. The objectives were to explore and describe the disadvantageous costs and the benefits gained by the families of migrant nurses." (extract from abstract) Details
Perceived ethical values by Iranian nurses Nursing Ethics SAGE Publications 2012 Shahriari M, Mohammadi E, Abbaszadeh A, Bahrami M & Fooladi MM "In 2009–10, 28 nurses were purposely selected and interviewed using a semi-structured format in focus groups and individually. Thematic Content Analysis helped explore the perception of Iranian nurses on ethical values in patient care." (extract from abstract) Details
Enhancing leadership and governance competencies to strengthen health systems in Nigeria: Assessment of organizational human resources development Healthcare Policy Longwoods Publishing Corporation 2012 Uneke CJ, Ezeoha AE, Ndukwe CD, Oyibo PG & Onwe FD "In this cross-sectional intervention study, leadership and governance competencies of policy makers were enhanced through a training workshop, and an assessment was conducted of organizational activities designed to promote evidence-informed leadership and governance to improve human resources for health (HRH)." (extract from abstract) Details
Human resources for health care delivery in Tanzania: a multifaceted problem Human Resources for Health BioMed Central 2012 Manzi F, Schellenberg JA, Hutton G, Wyss K, Mbuya C, Shirima K, Mshinda H, Tanner M & Schellenberg D "Recent years have seen an unprecedented increase in funds for procurement of health commodities in developing countries. A major challenge now is the efficient delivery of commodities and services to improve population health. With this in mind, we documented staffing levels and productivity in peripheral health facilities in southern Tanzania." (extract from abstract) Details
A worksite vitality intervention to improve older workers' lifestyle and vitality-related outcomes: results of a randomised controlled trial Journal of Epidemiology & Community Health BMJ Publishing Group 2011 Strikj JE, Proper KI, van der Beek AJ & van Mechelen W "Objective To evaluate the effectiveness of a worksite vitality intervention on vigorous physical activity (VPA), fruit intake, aerobic capacity, mental health and need for recovery after work among older hospital workers (ie, 45?years and older)." Details
Strategies for dealing with future shortages in the nursing workforce: a review Health Services Management Research The Royal Society of Medicine Press 2012 Hussain A, Rivers PA, Glover SH & Fottler MD "This paper evaluates strategies that can be utilized to decrease the rate of the nursing shortage, while retaining the current supply of nurses. " (extract from abstract) Details
Developing and sustaining nursing leadership for health work environments Nursing Leadership Longwoods Publishing Corporation 2012 Lefebre N, DeCicco J & Ray K "This case study illustrates how one community healthcare organization successfully implemented healthy workplace strategies using the Registered Nurses' Association of Ontario (RNAO) Healthy Work Environments Best Practice Guideline, Developing and Sustaining Nursing Leadership." (extract from abstract) Details
Will they stay or will they go? Putting theory into practive to guide effective workforce retention mechanisms World Health & Population Longwoods Publishing Corporation 2011 Stilwell, B "This paper explores the reasons why it may be so difficult to come up with strategies that guarantee success and looks at what we do know about attracting, retaining and motivating health workers to get them and keep them working productively where they are most needed." (extract from abstract) Details
Using staffing ratios for workforce planning: evidence on nine allied health professions Human Resources for Health BioMed Central 2012 Cartmill L, Comans TA, Clark MJ, Ash S & Sheppard L "The aim of this study was to identify workforce ratios in nine allied health professions and to identify whether these measures are useful for planning allied health workforce requirements." (extract from abstract) Details
Making non-discrimination and equal opportunity a reality in Kenya's health provider education system: Results of a gender analysis World Health & Population Longwoods Publishing Corporation 2011 Newman C, Kimeu A, Shamblin L, Penders C, McQuide PA & Bwonya J "IntraHealth International's USAID-funded Capacity Kenya project conducted a performance needs assessment of the Kenya health provider education system in 2010. Various stakeholders shared their understandings of the role played by gender and identified opportunities to improve gender equality in health provider education." (extract from abstract) Details
Toward development of a rural retention strategy in Lao People's democrativ Republic: Understanding health worker preferences CapacityPlus Intrahealth International 2012 Jaskiewicz W, Phathammavong O, Vangkonevilay P, Paphassarang C, Phachanh IT, Wurts L " ... The DCE* surveyed health professional students and health workers practicing in rural provinces to investigate their motivational preferences for potential strategies to increase attraction and retention in the country’s rural and remote settings. This report presents the results of this survey ... " (extract from abstract)
* Discrete Choice Experiment
Acheiving quality improvement in the nursing home: influence of nursing leadership on communication and teamwork. Journal of Nursing Care Quality Lippincott Williams & Wilkins 2011 Vogelsmeier A & Scott-Cawiezell J " In this comparative case study, nursing leadership who facilitated open communication and teamwork achieved improvement while nursing leadership who impeded open communication and teamwork did not." (extract from abstract) Details
The human resource for health situation in Zambia: deficit and maldistribution Human Resources for Health BioMed Central 2011 Ferrinho P, Siziya S, Goma F & Dussault G " In this paper we describe the way the HRH establishment is distributed in the different provinces of Zambia, with a view to assess the dimension of shortages and of imbalances in the distribution of health workers by province and by level of care." (extract from abstract) Details
Health workers at the core of the health system: Framework and research issues Health Policy Elsevier 2011 Anand S & Barninghausen T "This paper presents a framework for the health system with health workers at the core. We review existing health-system frameworks and the role they assign to health workers. Earlier frameworks either do not include health workers as a central feature of system functioning or treat them as one among several components of equal importance. As every function of the health system is either undertaken by or mediated through the health worker, we place the health worker at the center of the health system." (extract from abstract) Details
The crisis in human resource for health care and the potential of a 'retired' workforce: Case study of the independent midwifery sector in Tanzania Health Policy and Planning Oxford University Press 2008 Rolfe B, Leshabari S, Rutta F 7 Murray SF "This article examines one new element of non-government provision in Tanzania: small-scale independent midwifery practices. A multiple case study analysis over nine districts explored their characteristics, and the drivers and inhibitors acting upon their development since permitted by legislative change." (extract from abstract) Details
Registered nurse labor supply and the recession - Are we in a bubble? The New England Journal of Medicine Massachusetts Medical Society 2012 Staiger DO, Auerbach DI, Buerhaus PI "The countercyclical nature of the health care industry, in which job gains occur faster in recessionary than in nonrecessionary periods, was revealed one gain during the 18-month recession that officially began in December 2007." (extract from document) Details
The differences in spiritual health between non-depressed and depressed nurses Journal of Clinical Nursing Blackwell Publishing Ltd 2012 Hsiao Y-C, Wu H-F, Chien L-Y, Chiang C-M, Hung Y-H & Peng P-H "Previous studies have revealed that spirituality can buffer emotional pressure and maintain health, even in cases of depression. Nurses may have a tendency to develop depression; however, the relationship between depression and spirituality in nurses has been investigated only rarely." (extract from abstract) Details
Socialisation of new graduate nurses to practising nurses Journal of Clinical Nursing Blackwell Publishing Ltd 2012 Feng R-F & Tsai Y-F "The aim of this study was to explore the socialisation experiences of new graduate baccalaureate nurses to practising nurses." (extract from abstract) Details
Policy talk: Incentives for rural service among nurses in Ghana Health Policy and Planning Oxford University Press 2012 Kwansah J, Dzodzomenyo M, Mutumba M, Asabir K, Koomson E, Gyakobo M, Agyeu-Baffour P, Kruk ME & Snow RC "As part of a research project on human resources in the Ghanaian health sector, this study was conducted to elicit in-depth views from nursing leaders and practicing nurses in rural and urban Ghana on motivations for urban vs rural practice, job satisfaction and potential rural incentives." (extract from abstract) Details
Nova Scotia: Late career nurse and new graduate transition Nursing Leadership Longwoods Publishing Corporation 2012 Bellefontaine P & Eden V " The Nova Scotia Research to Action project focused on three retention and recruitment projects: (a) a new-nurse graduate orientation/transition framework, (b) guidelines for nursing mentorship and (c) an online employment tool to assist in the hiring of new nurse graduates..."(extract from abstract) Details
New Brunswick: Development of a web-based orientation program and enhancing senior nurses' mentoring skills Nursing Leadership Longwoods Publishing Corporation 2012 Auffrey M, Cormier-Diagle M & Gagnon-Oullette A "This project to help new nurse recruits integrate into the hospital work environment had two components: the development of a new web-based orientation tool in French for new recruits and mentor training for more experienced nurses." (extract from abstract) Details
Nunavut: Building nursing capacity Nursing Leadership Longwoods Publishing Corporation 2012 Malott M " The goals of the project included creating opportunities for front-line nurses to develop new clinical skills and knowledge and expand their competencies; offering enhanced critical care training relevant to the needs of nurses; and providing a smooth transition to entry to practice in a hospital setting for new graduate nurses." (extract from abstract) Details
Saskatchewan: Improving patient, nursing and organizational outcomes utilizing formal nurse-patient ratios Nursing Leadership Longwoods Publishing Corporation 2012 Rozdilsky J & Alecxe A " The SUN, the Saskatoon Health Region and the Saskatchewan Ministry of Health formed a partnership to engage in the pilot project, which lasted from November 2008 to March 2011. The project involved the creation of a flexible, dynamic and real-time staffing tool to inform day-to-day nurse staffing decisions on a hospital unit and was based on an adaptation of Curley's Synergy Model." Details
Ontario: Linking nurse outcomes, workload and staffing decisions in the workplace: The dashboard project Nursing Leadership Longwoods Publishing Corporation 2012 Fram N & Morgan B " The Dashboard Project involved the further development and application of an electronic monitoring tool that offers a single source of nursing, patient and organizational information. It is designed to help inform nurse staffing decisions within a hospital setting." (extract from abstract) Details
Alberta: Evaluation of nursing retention and recruitment programs Nursing Leadership Longwoods Publishing Corporation 2012 Weidner A, Graham C, Smith J, Aitken J & Odell J " This project entailed a retrospective evaluation of the seven programs and differed from the other Research to Action (RTA) projects because it was solely concerned with evaluation of pre-existing initiatives." (extract from abstract) Details
State madatory overtime regulations and newly licensed nurses' madatory and voluntary overtime and total work hours Nursing Outlook Elsevier 2012 Bae S-H, Brewer CS & Kovner CT "Nurse overtime has been used to handle normal variations in patient census and to control chronic understaffing. By 2010, 16 states had regulations to limit nurse overtime. We examined mandatory overtime regulations and their association with mandatory and voluntary overtime and total hours worked by newly licensed registered nurses (NLRNs)." (extract from abstract) Details
Ethical problems in practice as experienced by Malawian student nurses Nursing Ethics SAGE Publications 2012 Solum ES, Maluwa VM & Severinsson E "Student nurses are confronted by many ethical challenges in clinical practice. The aim of the study was to explore Malawian students’ experiences of ethical problems during their clinical placement." (extract from abstract) Details
An analysis of undergraduate and graduate student nurses' moral sensitivity Nursing Ethics SAGE Publications 2012 Comrie RW "This study describes the level of moral sensitivity among nursing students enrolled in a traditional baccalaureate nursing program and a master’s nursing program. Survey responses to the Modified Moral Sensitivity Questionnaire for Student Nurses from 250 junior, senior, and graduate students from one nursing school were analyzed." (extract from abstract) Details
Paying for performance to improve the delivery of health interventions in low- and middle-income countries The Cochrane Library John Wiley & Sons 2012 Witter S, Fretheim A, Kessy FL & Lindahl AK "The objective of the systematic review is to summarise the current evidence for the effects of paying for performance on the provision of health care and health outcomes in low- and middle-income settings." (extract from review) Details
Work life and patient safety culture in Canadian healthcare: Connecting the quality dots using national accreditation results Healthcare Quarterly Longwoods 2012 Mitchell JI "Fostering quality work life is paramount to building a strong patient safety culture in healthcare organizations. Data from two patient safety culture and work-life questionnaires used for Accreditation Canada's national program were analyzed. Strong team leadership was reported in that units were doing a good job of identifying, assessing and managing risks to patients." (extract from abstract) Details
Early retirement among RNs: Estimating the size of the problem in Canada Healthcare Quartery Longwoods 2003 O'Brien-Pallas L, Alksnis C, Wang S, Birch S, Murphy GT, Roy FA & Sajan P "In Canada, nearly one-third of registered nurses (RNs) in the workforce are aged 50 years or older, and will soon reach the typical retirement age of 65 years. Research also indicates that an increasing proportion of RNs are retiring early, many by age 56. This paper examines the impact of RN retirement and death on the future RN supply." (extract from abstract) Details
British Columbia: Improving retention and recruitment in smaller communities Nursing Leadership Longwoods 2012 Healey-Ogden M, Wejr P & Farrow C "This project set out to demonstrate how a model that promotes professional development opportunities for both new and experienced nurses in one unit will enhance their work experience and leadership capacity, create a positive work environment and lead to better recruitment and retention of nurses." (extract) Details
Patient safety, satisfaction, and quality of hospital care: cross sectional surveys of nurses and patients in 12 countries in Europe and the United States BMJ 2012 Aiken LH, Sermeus W, Van den Heede K, Sloane DM, Bruyneel L, Rafferty AM, Griffiths P, Morena-Casbas MT, Tishelman C, Scott A, Brzostek T, Kinnunen J, Schwendimann R, Heinen M, Zikos D, Sjetne IS, Smith HL & Kutney-Lee A Objective To determine whether hospitals with a good organisation of care (such as improved nurse staffing and work environments) can affect patient care and nurse workforce stability in European countries." (extract from abstract) Details
Health Service Planning and Policy-Making: A Toolkit for Nurses and Midwives World Health Organization, Regional Office of the Western Pacific 2005 prepared by Gaston C [Excerpt from publisher] The purpose of this toolkit, consisting of 7 booklets, is to provide nurses and midwives with tools to effectively participate in and influence health care planning and policy-making. This tool-kit has been designed for use by any nurse or midwife who has an interest in advocating for change in their work environment. This includes chief nurses and midwives who are in a position to impact policy decision-making at a country level, as well as clinical nurses and midwives advocating for community development or other programmes at the operational level. Details
Using Individual Patients' Needs for Nursing Human Resources Planning Canadian Health Services Research Foundation 2003 Ritchie J, Power C, Hughes J, Baker C, Coady R , et al. [Excerpt from summary] Traditional Human Resource Planning (HR planning) strategies have provided less than satisfactory and only temporary relief to the nursing resource pressures within the health care system. The crisis-management approach has done little to promote an effective, efficient and stable workforce. This study, involving 24 investigators and 23 sites, examined ways to develop a patient needs-based approach to HR planning and used End Stage Renal Disease (ESRD) as the example. Details
Nursing and Midwifery Workforce Management - Annotated Bibliography World Health Organization, Regional Office of South-East Asia 2003 [Excerpt from Foreward] This annotated bibliography, developed by the Advisory Group on Management of Nursing and Midwifery Workforce, provides information that will be useful in strengthening the nursing and midwifery workforce in the Region. The range of ideas and experiences covered should prove effective in addressing various issues confronting nursing and midwifery workforce in countries of the Region. Details
The Challenge for Nursing and Midwifery: A Discussion Paper Department of Health and Children, Ireland 2004 [Excerpt from preface] In this discussion document, the Department of Health and Children identifies key development issues facing nursing and midwifery in the future. This is in order to establish a strong platform for the formulation of a strategic response to these issues. The document contains an insightful analysis of the challenges ahead and identifies a range of possible responses. Details
Human Resources for Health in the WHO European Region World Health Organization, Regional Office for Europe 2006 [Excerpt from publisher] This document attempts to review the HRH situation in the WHO European Region. Section 2 addresses the problems associated with varying definitions to ensure a common understanding of the issues involved. In section 3, a number of key methodological issues (the relevance of HRH, education, management, regulation, etc.,) are analysed. Section 4 summarises the key HRH facts and figures for the Region. In conclusion, section 5 describes the way forward and the main EURO policy proposals for supporting Member States in this complex sphere. Details
Nursing and Midwifery Workforce Management - Conceptual Framework World Health Organization, Regional Office for South-East Asia 2003 [Excerpt from Foreward] This concept document, developed by the Advisory Group, highlights ways to manage the nursing and midwifery workforce in countires of the Region. It provides a strategic context for countries to analyse the existing situation of their workforce and enable them to identify and address priority areas requiring special attention. Details
The Nursing and Midwifery Resource - Towards Workforce Planning 2002 Department of Health and Children, Ireland - Nursing Policy Division 2002 [Excerpt from publisher] The final report The Nursing and Midwifery Resource: Final Report of the Steering Group - Towards Workforce Planning builds on the work of the interim report, concludes the research and presents the analysis undertaken during the study. Its significance stems from the fact that it represents the first large-scale piece of work on this subject in Ireland. For the first time a comprehensive approach to workforce planning for nursing and midwifery is identified. A set of recommendations with 118 attributable actions provides a framework for the future planning and supply of the nursing and midwifery resource. Details
Human Resources & National Health Systems: Shaping the Agenda for Action - Final Report World Health Organization 2003 [Excerpt from publisher] The workshop highlighted four HRH priorities and seven strategies for action that should guide WHO's work with partners. It was stressed that there are both long-term and short-term needs in HRH development that must be addressed urgently. It was demonstrated that most countries, especially those least developed, face a major and immediate HRH crisis that, if not resolved in the short term, will prevent the delivery of effective interventions for priority health problems The impact of HIV/AIDS in sub-Saharan Africa and elsewhere was identified as perhaps the most critical of these priority problems. Details
The Health Workforce: Current Challenges World Health Organization 2004 [Excerpt from publisher]This document is intended to be neither comprehensive nor definitive. Instead, it briefly describes HRH-realted issues common to many countries and proposes ways to address them. It gives examples of strategies applied successfully in specific local contexts, as well as of constraints and challenges often encountered. Details
Workforce Management Objective C: Phased Retirement (Enablers and Barriers) and Other Programs for the Retention of Older Health Care Workers Canadian Nurses Association 2005 Ferguson C and Sobeco M [Excerpt from authors] The purpose of the study was to identify the enablers and barriers to phased retirement programs and best practices of programs for the retention of older workers. Details
Educational Preparation Objective B: Student Attrition Canadian Nurses Association 2005 Day R, Paul P, Boman J, McBride W and Idriss D [Excerpt from authors] This study examined student attrition from Canadian nursing programs (baccalaureate and diploma RN), and Licensed Practical Nurse (LPN) and Registered Psychiatric Nurse (RPN) programs using information collected through electronic surveys, telephone interviews and focus groups. Details
Workforce Management Objective A: Assess Use, Compliance and Efficacy Nursing Workload Measurement Tools Canadian Nurses Association 2005 Hadley F, Graham K and Flannery M [ Excerpt from auhtor(s)] Financial constraints, nursing workload/overload, accountability, clinical decision-making and reporting are driving the need to address workload measurement issues in the Canadian nursing workforce. "Nursing workload" is defined as the amount of care allocated to patients based on an assessment of their nursing needs and the care they require. WMS tools provide a system for collecting the specifics of each patient's care needs and the standard times required to complete the care in relation to the available staff time. Data generated by WMS provide managers and clinicians with information to support decision-making. The project objectives were 1)to assess utilization, compliance, and efficacy of WMS tools for registered nurses, (RNs), licensed/registered practical nurses, (LPNs) and registered psychiatric nurses, (RPsychNs) across hospital and community health care settings, and 2)to identify elements of effective WMS tools for nurses. Details
Leadership Objective C: Competencies Required of Nurse Managers Canadian Nurses Association 2005 Jeans M E and Rowat K [Excerpt from authors] The purpose of this project was to identify the competencies (defined as personal attributes, skills and knowledge) required of nurse managers and to identify potential enablers and barriers for nurse managers to acquire and sustain these competencies. The project was conceived as a follow up to the report of the Canadian Nursing Advisory Committee (CNAC), which was constituted from March 2001, to March 2002. The report - Our Health, Our Future: Creating Quality Workplaces for Canadian Nurses - contained 51 recommendations to improve nursing human resources, work life, retention and recruitment, and, ultimately, the sustainability and quality of Canada's health system. Details
Evaluation Framework to Determine the Impact of Nursing Staff Mix Decisions Canadian Nurses Association 2005 [Excerpt from publisher] In 2004, representatives from the Canadian Nurses Association (CNA), the Canadian Practical Nurses Association (CPNA), the Canadian Council for Practical Nurse Regulators (CCPNR) and the (RPNC) developed an evaluation framework to determine the impact of nursing staff mix decisions. The framework was based upon a literature review and was finalized after incorporating feedback from a national consultation (CNA, 2005). It will evolve with additional experience and research. It is anticipated that this framework will enable employers to determine how effectively they are using their nursing resources. This project is one component of a larger initiative, funded by Health Canada, to further develop selected recommendations from the Canadian Nursing Advisory Committee's final report, Our Health, Our Future: Creating Quality Workplaces for Canadian Nurses (2002). Details
Determining Skill Mix: Lessons from an International Review World Health Organization - Human Resources Development Journal 1999 Buchan J [Excerpt from author] As many countries initiate health sector reform-led cost containment and quality improvement measures, there is an increasing need for health care organisations to identify the most appropriate mix of staff. This paper examines why achieving the right mix is so important, critiques the main approaches used in determining personnel mix in health care, and discusses the main lessons from research in this area. The paper discusses eight methods of determining personnel mix: task analysis, activity analysis, self recording of activities, case mix/dependency, zero-based reprofiling, professional judgement, job analysis interviews, and group brainstorming. Methods of evaluating cost effectiveness are also considered. In reviewing relevant research in this area the authors provide a conceptual model of the elements involved in determining skill mix. Details
Quality Work Environments for Nurse and Patient Safety Jones and Bartlett Publishers 2005 McGillis Hall L [Excerpt from publisher] A great deal of recent research has focused on the relationship between nurse staffing and patient outcomes, while little addresses the nursing work environment. Quality Work Environments for Nurse and Patient Safety seeks to bridge this research gap by presenting a comprehensive, critical review and analysis of the literature for the ten variables that impact the nursing work environment, and ultimately, patient safety. "Quality" worklife settings for nursing are those that emphasize workplace safety, personal satisfaction, teamwork, a reasonable workload, and adequate physical surroundings. Each chapter explores a specific indicator, the instruments used to measure it, and the reliability and validity of each, then makes recommendations regarding the strength of the evidence linking the indicator to nurse, system, and patient outcomes. The chapters close by outlining the implications and future research. Quality Work Environments for Nurse and Patient Safety addresses key areas of concern in nursing work environments, such as leadership, workload, productivity-all of which are front-page issues at the practice, systems, and policy levels. Details
What's Ailing our Nurses? A Discussion of the Major Issues Affecting Nursing Human Resources in Canada Canadian Health Services Research Foundation 2006 Priest A for CHSRF [Excerpt from author] This report is intended to generate discussion and direct future initiatives aimed at improving the current nationwide shortage of nurses. It is a review, analysis, and discussion of six major research documents on Canadian nursing human resource issues produced during the last five years. The questions this report sets out to answer are: What are the fundamental issues behind nursing human resource challenges? What solutions and strategies have been put forward to address them? What areas are being addressed? What areas have not been addressed and why? Nursing health human resources cover a wide and complex range of topics. For practical purposes, the research divides issues into two main areas -workplace and workforce. Workplace issues include workload, leadership and professional development, scheduling, safety, and concerns about how best to balance professional and personal life. Workforce issues involve education and training, professional identity, scopes of practice, and health human resource planning. Details
A Guide to Rapid Assessment of Human Resources for Health World Health Organization 2004 [Excerpt from publisher] This rapid-assessment guide is designed to help users arrive at a global overview of a country's HRH situation. Included is a list of tools and sources of additional information for in-depth analysis of specific HRH issues. The guide is designed to help users assess current HRH constraints and challenges to "scaling up" health interventions. Details
Nursing and Midwifery Workforce Management - Guidelines World Health Organization , Regional Office for South-East Asia 2003 [Excerpt from publisher]The purpose of these Guidelines is to assist Member Countries in strengthening the management of their nursing and midwifery workforce and, through this, to assist in strengthening health care delivery and strategies for improving health. In particular, they aim to assist Member Countries to avoid or minimize the impact of the global crisis in nursing and midwifery, by assisting them to effectively manage nursing and midwifery issues, including the problems of continuing shortage and maldistribution of nursing and midwifery personnel along with an inappropriate skill mix. Details
Supporting Staff Through Effective Supervision: How to Assess, Plan and Implement More Effective Clinic Supervision Health Systems Trust 1998 Strasser S [Excerpt from author] This Kwik-Skwiz addresses the important area of clinic supervision. This document is aimed at district management teams; clinic supervisors and programme managers may find it especially useful. Key areas of effective supervision are presented with the aim of assisting district management teams to critically assess clinic supervision in your district. Details
A certain ratio? The policy implication of minimum staffing ratios in nursing Royal Society of Medicine Press 2005 Buchan J "This paper examines the characteristics and early results of the use of staffing ratios in the two health systems where nurse staffing ratios are now mandatory - the states of Victoria (Australia) and California (USA). It then discusses the policy implications of using ratios." (extract from abstract) Details
Hospital nurse staffing and patient outcomes: A review of current literature Lippincott Williams & Wilkins, Inc 2004 Heinz D "An aging nursing workforce, decreased enrollment in nursing schools, financial constraints in healthcare, hospital restructuring and reengineering, and consistent challenges in nursing recruitment and retention have contributed to shortages within the hospital-based nursing workforce. The effects of these shortages have been thought to be associated with various adverse patient outcomes. This article reviews current research studies and presents recommendations for ongoing nursing practice" (abstract) Details
Is more better?: The relationship between nurse staffing and the quality of nursing care in hospitals Lippincott Williams & Wilkins, Inc 2004 Sochalski J "Objective: The objective of this study was to examine the effects of nurse staffing and process of nursing care indicators on assessments of the quality of nursing care." Details
Effects of hospital staffing and organizational climate on needlestick injuries to nurses American Public Health Association 2001 Clarke SP, Sloane DM & Aiken LH "Objectives. This study determined the effects of nurse staffing and nursing organization on the likelihood of needlestick injuries in hospital nurses." Details
Relationship between quality of care, staffing levels, skill mix and nurse autonomy: literature review John Wiley & Sons 2005 Currie V, Harvey G, West E, McKenna H & Keeney S "Aims.? This paper reports a literature review exploring the relationship between quality of care and selected organizational variables through a consideration of what is meant by perceptions of quality, whose perceptions are accorded prominence, and whether changes in staffing, skill mix and autonomy affect perceptions of quality." (extract from abstract) Details
Nurse staffing in hospitals: Is there a business care for quality? Project HOPE: The People-to-People Health Foundation Inc. 2006 Needleman J, Buerhaus P, Mattke S, Stewart BA & Zelevinsky K "We construct national estimates of the cost of increasing hospital nurse staffing and associated reductions in days, deaths, and adverse outcomes." (extract from abstract) Details
The impact of nursing work environments on patient safety outcomes: The mediating role of burnout engagement Lippincott Williams & Wilkins, Inc 2006 Laschinger S, Heather K & Leiter MP "Objective: To test a theoretical model of professional nurse work environments linking conditions for professional nursing practice to burnout and, subsequently, patient safety outcomes." (extract from abstract) Details
The association of registered nurse staffing levels and patient outcomes: Lippincott Williams & Wilkins, Inc 2007 Kane RL, Shamliyan Ta, Mueller C, Duval S & Wilt TJ "Objective: To examine the association between registered nurse (RN) staffing and patient outcomes in acute care hospitals." Details
The effects of nurse staffing on adverse events, morbidity, mortality and medical costs Lippincott Williams & Wilkins, Inc 2003 Cho S-H, Ketefian S, Barkauskas VH & Smith DG "Objective: to examine the effects of nurses staffing on adverse events, morbidity, mortality and medical costs." "... Multilevel analysis was employed to examine, simultaneously, the effects of nurse staffing and patient and hospital characteristics on patient outcomes." Details
Improving nurse-to-patient staffing ratios as a cost-effective safety intervention Lippincott Williams & Wilkins, Inc 2005 Rothberg MB, Abraham I, Lindenauer PK & Rose DN "Objective: We sought to determine the cost-effectiveness of various nurse staffing ratios." (extract from abstract) Details
Impact of California's licensed nurse-patient ratios on unit-level nurse staffing and patient outcoems Sage Publications 2005 Donaldson N, Bolton LB, Aydin C & Brown D "This article presents the first analysis of the impact of mandated minimum-staffing ratios on nursing hours of care and skill mix in adult medical and surgical and definitive-observation units in a convenience sample of 68 acute hospitals participating in the California Nursing Outcomes Coalition project." (extract from abstract) Details
Nurse staffing levels and the quality of care in hospitals Massachusetts Medical Society 2002 Needleman J, Buerhaus P, Mattke S, Stewart BA & Zelevinsky K "We used administrative data from 1997 for 799 hospitals in 11 states (covering 5,075,969 discharges of medical patients and 1,104,659 discharges of surgical patients) to examine the relation between the amount of care provided by nurses at the hospital and patients' outcomes." (extract from abstract) Details
Masters in nursing degrees: an evaluation of management and leadership outcomes using a retrospectice pre-test design John Wiley & Sons 2011 Drennen J "Aim? The aim of the present study was to measure the leadership and management abilities of graduates who had completed a master's degree in nursing." (extract from abstract) Details
Job autonomy, its predispositions and its relation to work outcomes in community health centres in Taiwan Oxford University Press 2011 Lin BY-J, Lin Y-K, Lin C-C, Lin T-T "This study examined employees' job autonomy in government-run community health centers, its predispositions and its relation to their work outcomes. A cross-sectional study was conducted in Taiwan." (extract from abstract) Details
A prospective study of managers' turnover and health in a healthcare organization Blackwell Publishing Ltd 2011 Skafert K, Dellve L & Ahlborg G "Aims? To assess turnover and health of Swedish healthcare managers, and identify important supporting factors relating to work and individual resources." (extract from abstract) Details
Nursing leadership in an acedemin hospital in Gauteng Blackwell Publishing Ltd 2011 Maboko DR "Nurse managers' leadership styles affect nurses' attitudes, behaviour and work performance. However, little is known about how nurses experience nurse leadership and what leadership styles are found in academic hospitals in Gauteng." (extract from abstract) Details
The Global Health Initiative and the health workforce Longwoods 2011 Middleberg M "There is laudable recognition of the health workforce crisis as a major barrier to achieving the Millennium Development Goals and the USG's global health goals. Significant funding is provided to train health workers and conduct other activities that may be seen as addressing the health workforce crisis." (extract from abstract) Details
Making non-distrimination and equal opportunity a reality in Kenya's Health Provider education system: Results of gender analysis Longwoods 2011 Newman C, Kimeu A, Shamblin L, Penders C, McQuide PA & Bwonya J "IntraHealth International's USAID-funded Capacity Kenya project conducted a performance needs assessment of the Kenya health provider education system in 2010. Various stakeholders shared their understandings of the role played by gender and identified opportunities to improve gender equality in health provider education." (extract from abstract) Details
Will they stay or will they go? Putting theory into practice to guide effective workforce retention mechanisms Longwoods 2011 Stillwell B "Policy makers in healthcare in all countries are faced with challenges of designing and implementing strategies that will ... produce enough health workers for a cost-effective skills mix to deliver high-quality care; attract trained health workers into the workforce; and deploy health workers where they are most needed and keep them there... ...This paper explores the reasons why it may be so difficult to come up with strategies that guarantee success and looks at what we do know about attracting, retaining and motivating health workers to get them and keep them working productively where they are most needed." Details
Communication, training, wll-being, and commitment across nurse generations Elsevier 2011 Brunetto Y, Farr-Wharton R & Shacklock K "Similarities and differences in the impact of supervisor-nurse relationships upon satisfaction with training and development, well-being and affective commitment were examined across 3 different nursing generations in Australia." (extract from abstract) Details
Nursing and nursing education in Haiti Elsevier 2011 Garfield RM & Berryman E "Professional nurses are needed in clinics and hospitals throughout the country to care for patients, including thousands in need of rehabilitation and mental health services. Haitian nursing colleagues in North America have key roles in strengthening their profession. Ways of supporting our Haitian colleagues are detailed." (extract from abstract) Details
Coping styles relate to health and work environment of Norwegian and Dutch hospital nurses: A comparative study Elsevier 2011 Schreuder JAH, Roelen CAM, Groothoff JW, van der Klink JJL, Mageroy N, Pallesen S, Bjorvatn B & Moen BE "The purpose of this study was to investigate coping styles in relation to the health status and work environment of Norwegian and Dutch hospital nurses." (extract from abstract) Details
Effects of nurse staffing and nurse education on patient deaths in hospitals with different nurse work environments Lippincott Williams & Wilkins, Inc 2011 Aiken LH, Cimiotti JP, Sloane DM, Smith HL, Flynn L & Neff DF "Objective: To determine the conditions under which the impact of hospital nurse staffing, nurse education, and work environment are associated with patient outcomes." (extract from abstract) Details
The relative geographic immobility of new registered nurses call for new strategies to augment that workforce Project HOPE: The People-to-People Health Foundation Inc. 2011 Kovner CT, Corcoran SP & Brewer CS "Little is known about registered nurses' geographic mobility after they earn their first professional degree and become licensed to practice. Through a cross-sectional mailed survey of newly licensed registered nurses in fifteen states, we found that 52.5 percent work within forty miles of where they attended high school...." (extract from abstract) Details
Problem-based learning in Guyana: a nursing education experiment John Wiley & Sons 2011 O'Connor J "This paper invites the reader into sharing a journey of change through a new curriculum grounded in a problem-based learning (PBL) approach to education in the first year of a diploma nursing programme in Guyana." (extract from abstract) Details
Sentinel Event Alert Issue 48: Health care worker fatigue and patient safety The Joint Commission 2011 The Joint Commission "While it is acknowledged that many factors contribute to fatigue, including but not limited to insufficient staffing and excessive workloads, the purpose of this Sentinel Event Alert is to address the effects and risks of an extended work day and of cumulative days of extended work hours." (extract from abstract) Details
Preliminary clinical nursing leadership competency model: A qualitative study from Thailand John Wiley & Sons 2011 Supamanee T, Krairiksh M, Singhakhumfu L & Turale S "This qualitative study explored the clinical nursing leadership competency perspectives of Thai nurses working in a university hospital." (extract from abstract) Details
Missed nursing care, staffing and patient falls Lippincott Williams & Wilkins, Inc 2012 Kalisch B, Tschanned D & Lee KH "This study tested the mediating effect of missed nursing care on the relationship of staffing levels (hours per patient day [HPPD]) and patient falls." (extract from abstract) Details
Stress, coping, and psychological well-being among new graduate nurses in China Sage Publications 2012 Qiao G, Li S & Hu J "This study examined the relationships between demographic characteristics, sources of nursing stress and coping strategies, and psychological well-being within graduate nurses." (extract from abstract) Details
Diversity and demographic heterogeneity of Australian nursing students: a closer look John Wiley & Sons 2011 Salamonson Y, Ramjan L, Lombardo L, Lanser LH, Fernandez R, Griffiths R " The aim of this study is to examine first year nursing students by enrolment classification and country of birth: i) international; ii) local, overseas-born; and iii) local, Australian-born student, and demographic differences of academic performance at the 12-month follow-up." (extract from abstract) Details
Nurse staffing and patient safety in hospitals: New variable and longitudinal approaches Lippincott Williams & Wilkins, Inc 2011 Unruh LY & Zhang NJ "The aim of the study was to examine the relationship between changes in RN staffing and patient safety events in Florida hospitals from 1996 through 2004." (extract from abstract) Details
Organizational socialization of international nurses in the new York metropolitan area John Wiley & Sons 2011 Bau S-H " Although international nurses have unique needs in adapting to a new host culture and workplace, little is known about the process of organizational socialization faced by different groups of international nurses, such as child immigrant registered nurses (RNs), adult immigrant RNs, and foreign-educated RNs, compared with native nurses." (extract from abstract) Details
Transition into practice: A comparison of outcomes between associate- and baccalaureate-prepared nurses participating in a nuse residency program Lippincott Williams & Wilkins, Inc 2011 Thomson S "This study compared the survey scores between associate- and baccalaureate-prepared new graduate nurses participating in a 1-year nurse residency program. The results revealed differences in some areas between the two groups. Within the staff development arena, the educational degree of the novice nurse may deserve greater consideration in the development of orientation or other support programs during the first year of practice." (abstract) Details
Job satisfaction and emotional subjective well-being among Slovak nurses International Nursing Review International Council of Nurses 2011 Gurkova E, Cap J, Ziakova K & Duriskova M "The purpose of this study is to investigate job satisfaction and emotional subjective well-being and the correlations between these two constructs among Slovak nurses." (extract from abstract) Details
Using high-fidelity simulation as a teaching strategy with baby boomers returning to the RN workforce Lippincott Williams & Wilkins, Inc 2011 Hoffman RL & Burns HK "As a result of a changing economy, many Baby Boomer nurses are returning to the workforce. Common teaching strategies used in schools of nursing, such as high-fidelity simulation, are unfamiliar to this group of learners. Educators must learn not only the characteristics of Baby Boomer returning nurses but also how to adapt simulation to their learning styles." (extract from abstract) Details
Leading nurses in dire straits: head nurses' navigation between nursing and leadership roles Blackwell Publishing Ltd 2011 Sorensen EE, Delmar C, Pedersen BD "The present study reports selected findings from a doctoral study exploring the negotiation between nursing and leadership in hospital head nurses' leadership practice." (extract from abstract) Details