| Do I want to be a nurse? What influences students to undertake a BSc in nursing programme: a preliminary Study |
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SAGE journals online |
2010 |
Dunnion ME, Dunnion G & McBride M |
"This preliminary study aimed to examine key aspects of the factors influencing students to undertake a career in nursing and to also examine attitudes that affected their decision to apply to study for a degree in nursing." (excerpt from abstract) |
Details |
| Co-workers' support and job performance among nurses in Jordanian Hospitals |
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SAGE journals online |
2010 |
Amarneh BH, Al-Rub RFA & Al-Rub NFA |
"The purpose of this study was to investigate the effect of social support from co-workers on job performance among Jordanian hospital nurses. A correlational descriptive survey was used to investigate this relationship among a convenience sample of 365 Jordanian hospital nurses. Data were collected using a structured questionnaire, which included the Schwirian Six Dimension Scale of Nursing Performance, the McCain and Marklin Social Integration Scale, and the demographic form. Perceived social support from co-workers enhanced the level of reported job performance (r = 0.40; p < 0.001). The analysis also showed that demographic variables and co-workers support explained 20% of the variation in job performance. Results indicated the positive effect of co-workers support on job performance." |
Details |
| Violence toward nurses, the work environment, and patient outcomes |
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Sigma Theta Tau International Honour Society of Nursing |
2010 |
Roche M, Diers D, Duffield C & Catling-Paull C |
"PURPOSE: To relate nurses' self-rated perceptions of violence (emotional abuse, threat, or actual violence) on medical-surgical units to the nursing working environment and to patient outcomes. DESIGN: Cross-sectional collection of data by surveys and primary data collection for 1-week periods on 94 nursing wards in 21 hospitals in two states of Australia." (extract from abstract) |
Details |
| Workplace Bullying in Health Care Affects the Meaning of Work |
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SAGE journals online |
2010 |
MacIntosh J, Wuest J, Gray MM & Cronkhite M |
"Our purpose in this grounded theory study was to explore the impact of workplace bullying (WPB) on women working in health care. We analyzed interviews with 21 women, professionals and nonprofessionals. The women experienced a change in their meaning of work (MOW) when they had experienced WPB, and they addressed this change through a process we called the shifting meaning of work." (excerpt from abstract). |
Details |
| Improving Health Service devlivery in Developing Countries: from Evidence to Action |
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The World Bank |
2009 |
Peters DH, El-Saharty S, Siadat B, Janovsky K & Vujicic M (eds) |
This book "demonstrates how a better understanding of implementation processes-the "how to"-is a crucial complement to the evidence addressing which health intervention should be selected. By better recognizing how context matters-how enabling and inhibiting factors influence even the most standardized or well-intentioned health strategy-the book points a way for managers and decision makers to deal with the complexities they regularly face". (excerpt from document). Note: includes a review of strategies to improve health care provider performance. |
Details |
| Perceived stress among nursing and administration staff related to accreditation |
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SAGE journals online |
2010 |
Elkins G, Cook T, Dove J, Markova D, Marcus JD, Meyer J, Rabab MH & Perfect M. |
"The aim of this study was to examine the effects of perceived stress on nursing hospital management and administrative employees of a large health care organization before and after a review by the Joint Commission on the Accreditation of Healthcare Organizations" (excerpt from abstract) |
Details |
| The impact of work environment on telephone advice nursing |
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SAGE journals online |
2010 |
Reinhardt AC |
"This research builds on fundings from a large health maintenane organization study by Valanis et al. in which questionnaires an call desscriptions were used to correlate TAN nurse and caller/patient perceptions of calls at three regional sites. The survey tools were used to identify nurse perceptions of their work enviroments (WEs) as well as caller percentions fo using the advice service" (excerpt from abstract) |
Details |
| Meeting human resources for halth staffing goals by 2018: a quantitive analysis of policy options in Zambia |
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Human Resources for Health |
2010 |
Tjoa A, Kapihya M, Libetwa M, Schroder K, Scott C, Lee J and McCarthy E |
"We developed a model to forecast the size of the public sector health workforce in Zambia over the next ten years to identify a combination of interventions that would expand the workforce to meet staffing targets. The key forecasting variables are training enrolment, graduation rates, public sector entry rates for graduates, and attrition of workforce staff. We model, using Excel (Office, Microsoft; 2007), the effects of changes in these variables on the projected number of doctors, clinical officers, nurses and midwives in the public sector workforce in 2018." (excerpt from abstract) |
Details |
| Wanted: 2.4 million nurses, and that's just India |
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World Health Organization |
2010 |
Senior K |
"In most countries of the world there is a shortage of nurses but nowhere is it so acute as in the developing world. With International Nursing Day on 12 May 2010, Kathryn Senior investigates." (from website) |
Details |
| Who wants to work in a rural health post? The role of intrinsic motivation, rural background and faith-based institutions in Ethiopia and Rwanda |
|
World Health Organization |
2010 |
Serneels P, Montalvo JG, Pettersson G, Lievens T, Butera JD & Kidanu A |
"This paper examines the extent to which health workers differ in their willingness to work in rural areas and the reasons for these differences, based on the data collected in Rwanda analysed individually and in combination with data from Ethiopia." (extract from paper) |
Details |
| Policy interventions that attract nurses to rural areas: a multicountry discrete choice experiment |
|
World Health Organization |
2010 |
Blaauw D, Erasmus E, Pagaiya N, Tangcharoensathein V, Mullei S, Goodman C, English M & Largarde M |
"Objective: To evaluate the relative effectiveness of different policies in attracting nurses to rural areas in Kenya, South Africa and Thailand using data from a discrete choice experiment (DCE). Methods: A labelled DCE was designed to model the relative effectiveness of both financial and non-financial strategies designed to attract nurses to rural areas. Data were collected from over 300 graduating nursing students in each country. Mixed logit models were used for analysis and to predict the uptake of rural posts under different incentive combinations." (extract from abstract) |
Details |
| The challenges facing healthcare lecturers and professors to lead and promote a research-based culture for practice |
|
SAGE journals online |
2010 |
Girot, EA |
"A qualitative study was undertaken to explore lecturers' and professors' views of their role in shaping attitudes to, and careers in, research for the nursing and allied health professional workforce." |
Details |
| A model linking clinical workforce skill mix planning to health and health care dynamics |
|
Human Resources for Health |
2010 |
Masnick K & McDonnell G |
"In an attempt to devise a simpler computable tool to assist workforce planners in determining what might be an appropriate mix of health service skills, our discussion led us to consider the implications of skill mixing and workforce composition beyond the 'stock and flow' approach of much workforce planning activity." (excerpt from abstract) |
Details |
| Front line care: report by the Prime Minsiter's Commission on the Future of Nursing and Midwifery in England 2010 |
|
Prime Minister's Commission on the Future of Nursing and Midwifery in England |
2010 |
Prime Minister's Commission on the Future of Nursing and Midwifery in England |
"The Prime Minister launched the Commission on the Future of Nursing and Midwifery in England on March 10, 2009. It covers England only, and considers midwifery and all branches of nursing, in all settings, services and sectors. The PM asked the Commission to do the following: ?Identify the competencies, skills and support that frontline nurses and midwives ?Identify any barriers that impede the pivotal role that ward sisters/charge nurses/community team leaders provide. ?Identify the potential and benefits for nurses and midwives, particularly in primary and community care, of leading and managing their own services. ?Engage with the professions, patients and the public to identify challenges and opportunities for nurses and midwives." (excerpt from Press release) |
Details |
| Generational differences in Registered Nurse Turnover |
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SAGE journals online |
2009 |
LeVasseur S, Wang C, Mathews B & Boland M |
"The aims of this study were to identify the reasons why registered nurses turnover by generational cohort (Veterans, Baby Boomers, and GenXMs) and to compare the length of time nurses were employed in their first five nursing positions by generational cohort. The findings suggest the three generational cohorts displayed similar reasons for leaving nursing positions with relocation, career advancement, and personal/family reasons reported most frequently." (extract from abstract) |
Details |
| Do wages matter?: A backward bend in the 2004 California RN Labor Supply |
|
SAGE journals online |
2009 |
Tellez M, Spetz J, Seago JA, Harrington CM & Kitchener M |
"Using data from the 2004 California Board of Registered Nursing Survey, a two-stage least-square equation was estimated to examine the effect of wages on hours worked by female registered nurses. Wages were found to have a nonlinear effect on hours worked, with a backward bending supply curve." (exctract from abstract) |
Details |
| Health workplaces: a model for action |
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World Health Organization |
2010 |
World Health Organization |
"In line with the Global Plan of Action, this brochure provides a framework for the development of healthy workplace initiatives adaptable to diverse countries, workplaces and cultures." (excerpt from document) |
Details |
| Monitoring the newly qualified nurses in Sweden: the Longitudinal Analysis of Nursing Education (LANE) study |
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Human Resources for Health |
2010 |
Rudman A, Omne-Ponten M, Wallin L & Gustavsson PJ |
"The Longitudinal Analysis of Nursing Education (LANE) study was initiated in 2002, with the aim of longitudinally examining a wide variety of individual and work-related variables related to psychological and physical health, as well as rates of employee and occupational turnover, and professional development among nursing students in the process of becoming registered nurses and entering working life. The aim of this paper is to present the LANE study, to estimate representativeness and analyse response rates over time, and also to describe common career pathways and life transitions during the first years of working life." (excerpt from abstract) |
Details |
| The role of healthcare work environments in shaping a safety culture |
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Healthcare Quarterly, Longwoods |
2008 |
Lowe G S |
"Calls for a "safety culture" are increasingly common in discussions of how to improve patient safety. Healthcare quality experts point out that research on healthy workplaces identifies similar factors affecting both occupational health and safety and organizational performance (Sainfort et al. 2001). In Canada, healthcare leaders are being urged to act on the considerable evidence linking the working conditions of nurses, particularly staffing ratios and skill mix, to patient outcomes such as satisfaction, morbidity and mortality (Nicklin and Graves 2005). By integrating quality and safety within human resource strategies, greater improvements should be realized in the well-being of healthcare providers and the people they serve. At least in theory, this should contribute simultaneously to human resource and system performance goals." (excerpt from document) |
Details |
| Retention of Health Care Workers in Low-Resource Settings: Challenges and Responses |
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The Capacity Project |
2006 |
Yumkella F |
This technical brief explores the challenges and responses to the retention of health care workers in low-resource settings. [Excerpt from author] Conclusions:While the literature contains evidence-based examples of the magnitude of and causes for turnover, evidencebasedinformation on tested approaches to improve retention remains scarce.Notwithstanding this limitation, anecdotal findings suggest health care managers and organizations should examine three opportunity areas-financial compensation, improving the work environment and strategies to manage migration-in determining which approach or combination of approaches will deliver the greatest potential impact on maintaining a qualified workforce. |
Details |
| UHC Nursing Residency Program Reduces Turnover, Offers Case Study for Addresing Nationwide Nursing Retention Problems |
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University HealthSystem Consortium |
2010 |
University HealthSystem Consortium |
Press release from the University healthSystem Consortium utlining a 1-year program "which provides first-year nurses with tool to adjust to the high pressures of working as a hospital nurse". |
Details |
| Case Study: Scaling Up Education and Training of Human Resources for Health in Ethiopia. Moving towards achieving the MDGs. |
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QWHO/Global Health Workforce Alliance |
2010 |
WHO/Global Health Workforce Alliance |
"In line with the Alliance strategic plan to promote countries' efforts to address the HRH crisis, Ethiopia has been rapidly and extensively scaling up the pre-service education and training of its human resources. This case study outlines the lessons learnt and recommendations related to Ethiopia's scaling up of pre-service education for health-care workers towards realization of the Kampala Declaration and Agenda for Global Action and achievement of the health MDGs and other international health and development goals." (excerpt from website) |
Details |
| Preventative staff-support interventions for health workers |
|
John Wiley & Sons, Ltd |
2010 |
Wyk, BE & Wyk, V P-V |
"Health workers need to be supported to reduce job-related stress, prevent burnout and improve motivation. This review identified 10 studies involving 716 health workers aimed at assessing the effects of preventive staff-support interventions." (Excerpt from summary) |
Details |
| From staff-mix to skill-mix and beyond: towards a systemic approach to health workforce management |
|
Human Resources for Health |
2009 |
Dubois C-A & Singh D |
"Policy-makers and system managers have developed a range of methods and initiatives to optimise the available workforce and achieve the right number and mix of personnel needed to provide high-quality care. Our literature review found that such initiatives often focus more on staff types than on staff members' skills and the effective use of those skills. Our review describes evidence about the benefits and pitfalls of current approaches to human resources optimisation in health care." (excerpt from abstract). |
Details |
| Specialist nursing framework for New Zealand: A missing link in workforce planning |
|
Sage journals online |
2009 |
Holloway K, Baker J & Lumby J |
"An identified area of concern for New Zealand reaching health policy targets in chronic conditions management and primary health care is an adequate specialist nurse workforce supply. This article explores the New Zealand context underpinning this concern and contends that effective workforce planning would be supported by the development of a single unified framework for specialist nursing practice in New Zealand." (excerpt from abstract) |
Details |
| Preparation of nursing students for change and innovation |
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SAGE journals online |
2010 |
Kalisch BJ |
"Using the Organizational Engineering Model, this study examines the informational processing styles of students entering the nursing profession and in turn, measures the way they process information at the end of their education. The information processing style predicts the ability to innovate, take risks, and change." (excerpt from abstract) |
Details |
| A sustainable future: The RCN vision of community nursing in Scotland |
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Royal College of Nursing Scotland |
2009 |
Royal College of Nursing Scotland |
"this document outlines RCN Scotland's vision for a sustainable future for all nurses working in the community in Scotland. We set out six key 'asks' which need to be addressed for this vision to be realised." (excerpt from document) |
Details |
| Sending money home: a mixed-methods study of remittances by migrant nurses in Ireland |
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Human Resources for Health |
2009 |
Humphries N, Brigha R & McGee H |
"This paper presents data on the remittances sent by migrant nurses to their families "back home". It gives voice to the experiences of migrant nurses and illustrates the financial obligations they maintain while working overseas. Although the international economic recession has decreased global remittance flows, they remain resilient. Drawing on the experiences of migrant nurses in Ireland, this paper indicates how and why migrants strive to maintain remittance flows, even in an economic downturn." (excerpt from abstract). |
Details |
| Nursing leadership from bedside to boardroom: Opinion leaders' perceptions (Top line report) |
|
Robert Wood Johnson Foundation |
2010 |
gallup |
This doument presents top-level findings of a survey conducted on behalf of the Robert James Wood Foundation (USA) by Gallup in 2009. The survey is based on 1,504 telephone interviews with opinion leaders throughout USA,aiming to examine views of nursing and nursing leadership |
Details |
| Taking forward action on human resources for health in Ethiopia, Kenya, Mozambique and Zambia: Synthesis and measures of success |
|
The Capacity Project & integrare |
2010 |
Cambell J & Settle D |
This document maps the findings of four country case studies agains the framework of the Agenda for Global Action, and presens key findings and emerging priorities. |
Details |
| Influence of stress resiliency on RN job satisfaction and intent to stay |
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SAGE journals online |
2010 |
Larabee JH, Wu Y, Persily CA, Simoni PS, Johnston PA, Marcischak TL, Mott CL & Gladden SD |
"This study has evaluated the influence of stress resiliency on job stress, psychological empowerment, job satisfaction, and intent to stay using causal modeling. Participants are 464 RNs employed in five acute care hospitals in West Virginia. The final model has provided a very good fit to the data. Stress resiliency is a predictor of psychological empowerment, situational stress, and job satisfaction. This study provides the first evidence of the influence of stress resiliency on job stress, psychological empowerment, job satisfaction, and intent to stay in a sample of RNs." (excerprt from abstract) |
Details |
| "Hit The Ground Running": perspectives of new nurses and nurse managers on role transition and integration of new graduates |
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Longwoods |
2010 |
Chernomas WM, Care WD, MacKenzie JL, Guse L & Currie J |
"As part of a larger study that examined the effectiveness of a new strategy on new nurse retention and workplace integration, we conducted focus groups with new nurses and nurse managers. This paper discusses the perspectives of new nurses on their role transition from graduates to practising professionals and the perspectives of nurse managers on the workplace integration of new nurses." (Excerpt from abstract) |
Details |
| Effects of a multifaceted minimal-lift environment for nursing staff: pilot results |
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SAGE journals online |
2010 |
Zadvinskis IM |
"The purpose of this study is to examine the effectiveness of a multifaceted minimal-lift environment on reported equipment use, musculoskeletal injury rates, and workers' compensation costs for patient-handling injuries. The pilot study consists of a mixed measures design, with both descriptive and quasi-experimental design elements. The intervention consists of engineering (minimal-lift equipment), administrative (nursing policy), and behavioral (peer coach program) controls." (Excerpt from abstract) |
Details |
| Strategies to advance 70% full-time nurse employment toolkit |
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Nursing Health Services Research Unit |
2009 |
Baumann A, Pitters M, Crea-Arsenio M |
"This toolkit was designed for nurse employers across theprovince of Ontario to use asa a resource in working toward the 70% full-time nurse commitment. It is a practical guide to assist Nurse Managers and Human Resource Staff in identifying staffing needs and creating organization-specific strategices to increase full-time employment for nurses." (Excerpt from authors) |
Details |
| Winners and losers: Organizational impacts of a nurses pay agreement |
|
SAGE journals online |
2009 |
North, N & Buchan, J |
"This article considers the impacts on organizations of a new national employment agreement for nurses in New Zealand. In the 1980s, local employer bargaining replaced national awards. As nurses' employment conditions deteriorated, in 2004 that trend was reversed with a new national agreement between the nurses' union and the public sector health boards. Qualitative information was collected and analyzed from two employers covered by the agreement and from five nongovernment organizations not party to the agreement." (excerpt from abstract) |
Details |
| An applied simulation model for estimating the supply of and requirements for registered nurses based on population health needs |
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SAGE journals online |
2009 |
Murphy GT, MacKenzie A, Alder R, Birch S, Kephart G & O'Brien-Palls L |
"Traditional planning methods for the professionals required to provide these services have given little consideration to changes in the needs of the populations they serve or to changes in the amount/types of services offered and the way they are delivered. In the absence of dynamic planning models that simulate alternative policies and test policy mixes for their relative effectiveness, planners have tended to rely on projecting prevailing or arbitrarily determined target provider-population ratios. A simulation model has been developed that addresses each of these shortcomings by simultaneously estimating the supply of and requirements for registered nurses based on the identification and interaction of the determinants. The model's use is illustrated using data for Nova Scotia, Canada." (excerpt rom Abstract) |
Details |
| Developing an orientation toolkit for new public health nurse hires for Ontario's changing landscape of public health practice |
|
Longwoods |
2010 |
Simpson J, Kniahhnicki S & Quigley-Hobbs K |
"In 2008/2009, the Orientation: Transition to Public Health Nursing Toolkit was developed to enhance the integration of new hires into public health nursing practice in Ontario and to increase retention of these hires. ... " (excerpt from Abstract) |
Details |
| A summary of the February 2010 Forum on the Future of Nursing: Education |
|
National Academies Press |
2010 |
Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing at the Institute of Medicine |
"Each discussion...focussed on three broad, overlapping subjects: what to teach, how to teach, and where to teach." (excerpt from document) |
Details |
| Increasing access to health workers in remote and rural areas through improved retention: Global Policy Recommendations |
|
World Health Organization |
2010 |
World Health Organization |
"A shortage of qualified health workers in remote and rural areas impedes access to health-care services for a significant percentage of the population, slows progress towards attaining the Millennium Development Goals and challenges the aspirations of achieving health for all. The World Health Organization (WHO) has produced these recommendations in response to requests from global leaders, civil society and Member States." (excerpt from abstract( |
Details |
| Evaluation of Malawi's Emergency Human Resources Program |
|
Department for International Development |
2010 |
Management Sciences for Health & Management Solutions Consulting (MSC) Limited |
In August 2009, the Government of Malawi, with technical and financial assistance from DFID, contracted Management Sciences for Health and Management Solutions Consulting (MSH/MSC) to undertake an independent evaluation of the Six-year Emergency Human Resource Programme (EHRP). ... The core objective of this evaluation was to assist the Government of Malawi and its partner, the Christian Health Association of Malawi (CHAM) assess the implementation progress of the EHRP and take stock of its achievements against planned targets. The evaluation was also aimed at assessing the impact of the EHRP on health service utilization and the costs of the programme." (excerpt from report) |
Details |
| Respect as experienced by registered nurses |
|
SAGE journals online |
2010 |
Antoniazzi CD |
"The aims of this study were to ascertain how registered nurses convey and experience respect in their day-to-day work environment with other registered nurses. ... Findings revealed that communication was a key factor in conveying and experiencing respect, including what is communicated, how it is communicated, and what is not communicated." (excerpt from abstract) |
Details |
| Planning nurse staffing with a patient acuity system |
|
HealthLeaders Media |
2010 |
Hendren R |
"Saint Joseph Hospital in Chicago implemented a software program-Res-Q from Concerro-to track and predict nurse staffing needs based on acuity." (excerpt from article) |
Details |
| An institutional ethnography of Nurses' stress |
|
SAGE journals online |
2010 |
McGibbon E, Peter E & Gallop R |
"The purpose of this study was to reformulate the nature of stress in nursing, with attention to important contextual aspects of nurses' practice. Smith's sociological frame of institutional ethnography was used to explicate the social organization of nurses' stress. Data collection methods included in-depth interviews, participant observation, and focus groups with pediatric intensive care nurses." (excerpt from abstract) |
Details |
| Models and tools for health workforce planning and projections |
|
World Health Organization |
2010 |
World Health Organization |
"The objective of this paper is to take stock of the available methods and tools for health workforce planning and projections, and to describe the processes and resources needed to undertake such an exercise." (excerpt from introduction) |
Details |
| A Short Film About How Nurses Save Lives- eVD |
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Canadian Health Services Research Foundation |
0 |
|
[Excerpt from publisher]This new and innovative documentary features a patient, an oncology nurse, a nurse manager, and a leading researcher in the field of nurse staffing expressing the importance of nurses' contributions to health and healthcare and how higher levels of nurse staffing lead to improved patient outcomes. Windows Media player required. |
Details |
| Nursing's Focal Points |
|
Sigma Theta Tau International |
0 |
|
"Nursing's Focal Points is a monthly educational e-newsletter with articles adapted from recent issues of honor society journals. If you wish to be added to the mailing list for Nursing's Focal Points, please e-mail global@stti.iupui.edu. Please note that select articles are available in English and Portuguese." |
Details |
| Effects of leadership and span of control on nurses' job satisfaction and patient satisfaction |
|
Longwoods |
2009 |
McCutcheon AS, Doran D, Evans M, McGillis Hall L & Pringle D |
"This study examined the relationships between leadership style, span of control, nurses' job satisfaction and pateint sarisfaction, as well as teh moderating effect of span of control on the relationship between leadership style and the two outcomes." (excerpt from abstract) |
Details |
| From staff-mix to skill-mix and beyond: towards a systematic approach to health workforce management |
|
Human Resources for Health |
2009 |
Dubois C-A & Singh D |
"Policy-makers and system managers have developed a range of methods and initiatives to optimise the available workforce and achieve the right number and mix of personnel needed to provide high-quality care. Our literature review found that such initiatives often focus more on staff types than on staff members' skills and the effective use of those skills. Our review describes evidence about the benefits and pitfalls of current approaches to human resources optimisation in health care. We conclude that in order to use human resources most effectively, health care organisations must consider a more systemic approach - one that accounts for factors beyond narrowly defined human resources management practices and includes organisational and institutional conditions." (Excerpt from abstract) |
Details |
| Health worker retention and performance initiatives:Making better strategic choices |
|
The Capacity Project |
2009 |
McCaffery JA, Joyce S & Massie B |
"In this technical brief, we propose a shared approach that is based in part on Herzberg's seminal work on motivation as well as on our own experience and that of others in the international health field. Our intent is to help clarify and align our language and thinking about improving health care in resource constrained countries." (excerpt from document) |
Details |
| Critical Care Nurses' Work Environments 2008: A Follow-Up Report |
|
American Association of Critical Care Nurses |
2009 |
Ulrich B, Lavandero R, Hart KA, Woods D, Leggett J, Friedman D, D'Aurizio P & Edwards SJ |
"In 2006, Gannett Healthcare Group (which includes Nursing Spectrum, NurseWeek, and www.Nurse.com), and Bernard Hodes Group (a leader in integrated talent solutions and a division of Omnicom) joined AACN to conduct a national survey of critical care nurses. The survey was designed to determine the baseline status of critical care work environments. The results of that survey were reported previously in Critical Care Nurse.8,9 In 2008, these 3 organizations conducted a follow-up survey. This article reports the major results of the 2008 survey with comparisons to the 2006 baseline results." (excerpt from article) |
Details |
| "I won't be staying here for long": a qualitative study on the retention of migrant nurses in Ireland |
|
Human Resources for Health |
2009 |
Humphries N, Brugha R & McGee H |
"This paper draws on qualitative, in-depth interviews undertaken with 21 migrant nurses in Ireland, focusing specifically on their future migration intentions." (excerpt from abstract) |
Details |
| Nursing Human Resourcesin Ireland: A Case Study |
|
International Centre for Human Resources in Nursing |
2009 |
Buchan, James |
"The main objectives of this report ... are to outline the composition of the nursing workforce in Ireland, including recent trends and dynamics; examine the broader policy context of health sector reform, including the reconfiguration of nurse education; outline the role and involvement of the Irish Nurses Organisation (INO) in contributing to human resources (HR) policy development and policy research; report on good practice in the recruitment and retention of nurses and integration of migrant nurses; and outline skill changes and emerging opportunities for nurses." (excerpt from document) |
Details |
| A Review and Evaluation of Workplace Violence Prevention Programs in the Health Sector |
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Nursing Health Services Research Unit |
2008 |
Wang S, Hayes, L & O'Brien Pallas, L |
"This study involved a comprehensive literature review of workplace violence prevention programs utilized in health care and in nursing practice in particular, and an evaluation of the effectiveness of these prevention programs on their impact on the incidence ofviolence. The objectives of the study wereto; 1) analyze and sythesize the research literature which proposes or evaluates the impact of workplace violence prevention programs, and 2) develop recommendations for a comprehensive approach towards violence reduction. The report's findings will provide the framework for program initiative recommendations to be considered by policy makers. Additionally, areas in need of further study will be suggested on the basis of gaps revealed in the literature review." (exerpt from Executive Summary) |
Details |
| Managing the Multi-Generational Workforce: Managerial and Policy Implications |
|
International Centre for Human Resources in Nursing |
2009 |
Manion, J |
"The nursing workforce in many countries today is more age diverse than ever before in history. In developed countries there are as many as four distinct generational age cohorts in active employment. This age diversity results in a tremenedous challenge for the nurse manager as it can often lead to increased friction and conflict in the workplace.Additionally, each generation has a distinct set of characteristics, values, beliefs and preferences. Understanding these diffeerences and blending them in the workplace challenges even the most experienced and capable leader. This paper identifies the characteristics of each generation and explores several implications for the effective management of nursing services." (excerpt from document) |
Details |
| Scaling Up the stock of health workers: A review |
|
International Centre for Human Resources in Nursing |
2009 |
Dussault G, Fronteira I, Prytherch H, Dal Poz, M, Ngoma D, Lunguzi J & Wyss K |
"This paper synthesises some of the published and grey literature on the process of scaling up the health workforce - also know as juman resources for health (HRH) - with particular focus on increasing the number of trained providers of health services. It concentrates on low- and middle-income countries, although some literature on richer countries is included." (excerpt from executive Summary) |
Details |
| Effective scale-up: avoiding the same old traps |
|
Human Resources for Health |
2009 |
Gaye P & Nelson D |
"Despite progress in developing more effective training methodologies, training initiatives for health workers continue to experience common pitfalls that have beset the overall success and cost-effectiveness of these programs for decades. These include lack of country-level coordination of health training, inequitable access to training, interrupted services, and failure to reinforce skills and knowledge training by addressing other performance factors. These pitfalls are now seen as aggravating the current crisis in human resources for health and impeding the effective scale-up of training and the potential impact of promising strategies such as task shifting to address health worker shortages. Drawing on IntraHealth International's lessons learned in designing reproductive health and HIV/AIDS training and performance improvement programmes, this commentary discusses promising practices for strengthening human resources for health through more efficient and effective training and learning programmes that avoid the same old traps." (from abstract) |
Details |
| Limiting nurse overtime, and promoting other good conditions, influences patient safety |
|
Journal of Nursing Care Quality, Lippincott Williams & Wilkins, Inc. |
2008 |
Sharp B and Clancy C |
(none available) |
Details |
| NHS stress driving up nurse sick leave levels |
|
Nursing times.net, Emap Ltd |
2009 |
Clews G |
"NHS staff are almost four times as likely to be absent from work with stress as people with other occupations, and nurses are the most stressed of all, Nursing times can reveal" (excerpt from web report) |
Details |
| When staff create the organisational culture: A case study in the Spanish emergency system |
|
Sage Journals Online |
2008 |
Pino, J, Gardey, G & Hagen, I |
"In this article, we try to explain how the break-down in the emergency services affects the work that the staff do. Drawing on evidence obtained from a six-month ethnographic study in two Spanish public hospitals, we conclude that in this overloaded context, official definitions of emergencies and formal classification protocols are completely useless. Exploring the staff's perceptions about the users and the service itself we try to re-create the process by which the diverse health care workers informally re-define symbols, concepts and behaviour patterns, creating a specific internal culture that helps them cope with the complexity of the service and the excessive demand". |
Details |
| Uncovering blind spots in education and practice leadership: Towards a collaborative response to the nurse shortage |
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Nursing Leadership, Longwoods Publishing |
2009 |
Regan S, Thorne S & Mildon B |
"In this paper, we deconstruct some of the current thinking regarding responsibility for the current problem by describing differences in the distinct cultures and contexts of the practice and education sectors, noting potential "blind spots" that interfere with our mutual understanding and encouraging a better-informed, shared responsibility to promote constructive engagement in preparing tomorrow's nursing workforce." (excerpt from abstract) |
Details |
| The other nursing shortage: A regional collaboration to address the shortage of nursing faculty |
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Sage Journals Online |
2008 |
Lotas L, McCahon C, Kavanagh J, Dumpe M, Tatty M, Knittel K, & O'Malley C, |
"A regional collaborative of one major hospital system and nine schools of nursing has addressed the critical shortage of nursing faculty in Northeast Ohio. This model of institutional collaboration is preparing expert nurse clinicians from the hospital nursing staff to assume clinical faculty roles in regional schools of nursing while maintaining their primary role as clinical staff. The model included the development of a recruitment campaign, a uniform application process, an online database, faculty orientation programs, and continuing faculty development opportunities." (excerpt from abstract) |
Details |
| Human resources for health at the district level in Indonesia: the smoke and mirrors of decentralization |
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Human Resources for Health |
2009 |
Heywood, P. & Harahap, N. |
"In 2001 Indonesia embarked on a rapid decentralization of government finances and functions to district governments. One of the results is that government has less information about its most valuable resource, the people who provide the services. The objective of the work reported here is to determine the stock of human resources for health in 15 districts, their service status and primary place of work. It also assesses the effect of decentralization on management of human resources and the implications for the future." (from abstract) |
Details |
| A cross-country review of strategies of the German Development Cooperation to strengthen human resources |
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Human Resources for Health |
2009 |
Windisch R, Wyss K & Prytherch H |
"This qualitative study systematically prsents different approaches and stages to human resources for health development in a cross-country comparison. An important reference to capture implementation at country level was grey literature such as policy documents and programme reports. In-depth interviews along a predefined grid with national and international stakeholders in the five countries provided information on issues related to human resources for health policy processes and implementation." (from abstract) |
Details |
| From Nightmare to Awakening: Performance Improvement for Health Management in Uganda |
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The Capacity Project |
2009 |
The Capacity Project |
"While low resources were assumed to be responsible for poor HMIS performance, the assessment showed that the main problems were actually weak reporting, daya analysis and decision-making. UPMB designed interventions to face these challenged, and Project is assisting with the development of a web-based tool to make reporting easier and provide automatic analysis of the information. This tool will allow staff to focus on making decisions." |
Details |
| The role of the nurse |
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NHS Employers |
2009 |
NHS Employers |
"The NHS Netx Stage review workforce report, 'A high quality workforce', indicates that nurses will always be at the heart of shaping the patient experience and delivering care. It promotes further work on reaffirming the role of the nurse and also supports the development of metrics to measure and help improve the quality of nursing care. So, what does this mean for the largest section of the healthcare workforce?" (excerpt from document) |
Details |
| Expanding Nurses' Scope of Practice |
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Longwoods Publishing |
2009 |
Pringle, D |
"On April 9, 2009, the government of British Columbia announced that it was expanding the scope of practice of registered nurses, midwives and naturopathic physicians in the province." (excerpt from article) |
Details |
| The primary healthcare nurse practitioner in Ontario: A workforce study |
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Longwoods Publishing |
2009 |
van Soeren M, Hurlock-Chorostecki C, Goodwin S & Baker E |
"Findings from this study indicate that policy decisions to support the NP role in rural and remote areas a have resulted in expansion of the role across the province." (excerpt from abstract) |
Details |
| Case Studies |
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NHS Employers |
2009 |
NHS Employers |
"This page highlights the case studies that we have published on staff engagement, including the staff survey" (excer[pt from website) |
Details |
| Healthy Work Environments Best Practice Guidelines: Preventing and Managing Violence in the Workplace |
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Registered Nurses Association of Ontario |
2009 |
Registered Nurses Association of Ontario |
This is an "evidence-based document that focuses on preventing and addressing violence against nurses in the workplace" (excerpt from document) |
Details |
| NHS Mutual: engaging staff and aligning incentives to acheive higher levels of performance |
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Nuffield Trust |
2009 |
Ham, C and Ellins, J |
This report "looks at factors that drive staff engagemetn in the health service, and examines various models of employee ownership in use both within and outside the NHS." (excerpt from website summary) |
Details |
| Toward a new method for identifying facilities and communities with critical shortages of nurses |
|
Sage Journals Online |
2009 |
Wing P, Engin D, McGinnis SL & Moore JM |
From website: "This article summarizes the key findings of a study designed to evaluate the effectiveness of different methods for assessing the severity of nursing shortages in four types of health care facilities in the United States (hospitals, long-term care facilities, home health agencies, and public health agencies). The study involves testing several statistical models using currently available data to assess their accuracy and ease of use as possible bases for estimating and predicting the severity of nursing shortages in individual health care facilities. The assessments are based on criteria developed with the advice of panels of experts knowledgeable about each of the four types of facilities. The results of a "preferred method" for rating the severity of nursing shortages in counties in the United States are presented, along with key findings based on a variety of other models and analyses. Although it requires some refinement and a systematic validation, this method holds promise as a possible basis for targeting federal resources to alleviate the most critical nursing shortages across the country." |
Details |
| The role of the occupational health nurse in the workplace |
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World Health Organization |
2001 |
|
From website: "This document describes the role of the occupational health nurse in Europe, and whilst recognizing the wide variation that exists in occupational health nursing practice between different countries this document reflects the standards that have already been achieved in those countries where occupational health nursing is at its most advanced." |
Details |
| Developing Alliances: How advanced practice nurses became part of the prescription for Pennsylvania |
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Sage Journals Online |
2009 |
Hansen-Turton T, Ritter A & Valdez B |
From website: "The authors describe how advanced practice nurses in Pennsylvania were able to successfully advocate for nursing-related legislative reforms through Governor Edward G. Rendell's signature health care reform plan (the "Prescription for Pennsylvania"). In addition to discussing advocacy efforts related to a series of nursing-related bills considered by the Pennsylvania Assembly in 2007, the article also describes years of hard work and foundational advocacy conducted by a broad coalition of nurses, which paved the way for the Prescription for Pennsylvania's reforms. By examining the successful tactics of Pennsylvania's nurse advocates, the authors conclude that policy makers' current interest in solving the health care crisis presents a tremendous opportunity for nurses to reform legislation. To seize this opportunity, nurses must learn to speak with a unified voice and build strong relationships with a broad range of bipartisan policy makers, funders, civic leaders, business leaders, and legislative advocates." |
Details |
| Protecting Workers' Health Series No. 7: A practical guide for the use of research information to improve the quality of occupational health practice |
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World Health Organization |
2006 |
Verbeek J & van Dijk F |
From website: "The guide aims at developing skills in: asking relevant questions that originate from professional practice reformulating questions from practice in such a way that it results in the capability of looking for an answer in scientific or evidence-based information sources, for example recently updated manuals, guidelines, journal articles or high quality websites. performing a focussed search on Internet in the Medline database using the PubMed search engine globally appraising the value of scientific articles found with regard to reliability and relevance to the question asked formulating an answer to the question, based on the information found, and applying this in practice. presenting the result to colleagues, for example in the context of a clinical audit or journal club." |
Details |
| Protecting Workers' Health Series No. 6: Raising awareness of stress at work in developing countries |
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World Health Organization |
2007 |
Houtman I & Jettinghoff K |
From website: "This booklet aims at raising awareness for employers and worker representatives of work-related stress in developing countries. Work-related stress is an issue of growing concern in developing countries due to processes of globalization and the changing nature of work. Raising awareness at an early stage seems all the more important because work-related stress is also a problem which is far from being resolved in developed and industrialized countries. Traditionally, the focus of Occupational Health and Safety initiatives is on chemical, biological and physical exposures, while the psychosocial risks at work are still largely neglected and their causes and consequences still insufficiently understood as they pertain to the developing country context. The current division between working conditions and the (physical) work environment makes the inclusion of the psychosocial risks at work harder to identify by most of the Occupational Health and Safety professionals." |
Details |
| Protecting Workers' Health Series No. 3: Work organisation and stress |
|
World Health Organization |
2004 |
Leka, S, Griffiths, A & Cox, T |
From website: "Work stress is thought to affect individuals' psychological and physical health, as well as organization's effectiveness, in an adverse manner. This booklet provides practical advice on how to deal with work stress. It is intended that employers, managers and trade union representatives use this booklet as part of an initiative to educate on the management of work stress. Discussed are the nature of the stress at work, the causes and effects of stress, as well as prevention strategies and risk assessment and management methods. Also discussed are the role of the organizational culture in this process and the resources to be drawn upon for managing work stress." |
Details |
| Canadian Nurse Practitioner Job Satisfaction |
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Nursing Leadership, Longwoods Publishing |
2009 |
Lamarche, K and Tullai-McGuiness S |
"A descriptive correlational design was used to collect data on NPs' job satisfaction and on the factors that influence their job satisfaction" (excerpt from abstract) |
Details |
| Protecting Workers' Health Series No. 4: Raising awareness to psychological harassment at work |
|
World Health Organization |
2003 |
Cassitto MG, Fattorini E, Gilioli R, Regno c & Gonik V |
From website: "This booklet aims at raising awareness of this growing issue of concern by providing information on its characteristics, such as the definition, differences between normal conflicts and psychological harassment at work, the ways it is practised, the consequences it can produce on health and society. Special attention is devoted to the causes that favour its development and the measures to be adopted in order to combat it and react to it". |
Details |
| Heath worker salaries and benefits: Lessons from Bolivia, Peru and Chile. Final report |
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Bitran & Asociados |
2008 |
Urcullo G, Von Vacano J, & Ricse y Camilo Cid, C |
"The general goal of this researach was to offer useful policy-oriented information to health sector decision-makers by collecting information on the patterns and trends of health worker salaries and benefits and analysing their determinants and impact in Chile, Peru, and Bolivia." (excerpt from document) |
Details |
| designing financial-incentive programmes for return of medical service in underserved areas: seven management functions |
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Human Resources for Health |
2009 |
Barnighausen T & Bloom D |
"We draw on studies of financial-incentive programmes and other initiatives with similar objectives to discuss seven management functions that are essential for the long-term success of financial-incentive programmes." (excerpt from Abstract) |
Details |
| The Relationship Between RN Job Satisfaction and Accountability |
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Sage Journals Online |
2009 |
Sorensen E, Seebeck E, Scherb C, Specht J & Loes J |
"The purpose of this descriptive correlational secondary data analysis is to describe the relationship between job satisfaction and accountability among registered nurses with clinical responsibilities employed by a rural health care network in the Midwest." (excerpt from Abstract) |
Details |
| Improving working lives in teh NHS - a framework developed by the NHS Staff Council |
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NHS Employers |
2009 |
The NHS Staff Council |
"To help organisations to the emploters of Excellence, the NHS Staff Council, working in parternship, has produced this document..." "The aim of this document is to be a reference point for all healthcare organisation in the UK who are committed tot he principles of an employer of excellence..." (excerpt from document) |
Details |
| Understanding informal payments in health care: motivation of health workers in Tanzania |
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Human Resources for Health |
2009 |
Stringhini S, Thomas S, Bidwell P, Mtui T & Mwisongo A |
"There is growing evidence that informal payments for health care are fairly common in many low- and middle-income countries. Informal payments are reported to have a negative consequence on equity and quality of care; it has been suggested, however, that they may contribute to health worker motivation and retention. Given the significance of motivation and retention issues in human resources for health, a better understanding of the relationships between the two phenomena is needed. This study attempts to assess whether and in what ways informal payments occur in Kibaha, Tanzania. Moreover, it aims to assess how informal earnings might help boost health worker motivation and retention" (excerpt from Abstract). |
Details |
| Perceptions of the role of the Registered Nurse in an urban interprofessional academic family practice setting |
|
Nursing Leadership, Longwoods Publishing |
2009 |
Akeroyd J, Oandasan I, Alsaffar A, Whitehead C &Lindgard L. |
"Registered nurses (RNs) in Ontario have been asked to work collaboratively with family physicians (FPs) and other healthcare professionals in the family practice setting to improve the efficiency and effectiveness of healthcare delivery (OFPN 2005). Yet, little is known about the optimal utilization of the RN's role in family practice. This study builds on recent conversations regarding utilization of the nursing workforce (Oelke et al. 2008) and the nursing role (White et al. 2008) in the acute care setting by presenting perceptions of the role of the RN in an urban academic family practice setting." (excerpt from abstract) |
Details |
| What newly licensed registered nurses have to say about their first experiences |
|
Elsevier |
2009 |
Pellico LH, Brewer CS & Kovner CT |
"To understand factors that promote retention of Newly Licensed Registered Nurses (NLRNs) and those that contribute to turnover, a survey of a national sample of NLRNs was conducted. This article describes the content analysis of 612 NLRN comments about their work life." (Excerpt from website) |
Details |
| 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 |
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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 |
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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 |
Socio-Economic Welfare 
