| Nurses' experiences of feeling respected - not respected |
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Sage Journals Online |
2009 |
Milton, CL |
"Feeling respected-not respected is an experience integral with the ways nurses choose to describe the quality of their work environments and with the quality of care they provide to patients and families. The purposes of this study were to enhance understanding of nurses' experiences of feeling respected-not respected, and to provide new knowledge about quality of work-life related to feeling respected-not respected. The Parse research method was used to answer the research question, What is the structure of the lived experience of feeling respected-not respected? Participants were 37 nurses in staff and leadership roles at a large teaching hospital. The structure, feeling respected-not respected is affirming-not affirming attentiveness with diverse affiliations arising with assuredness-unassuredness, is discussed in light of the humanbecoming theory, related literature, leadership, and future research. " (from website) |
Details |
| Transparency in nursing leadership: A chosen ethic |
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Sage Journals Online |
2009 |
Milton, CL |
"The concept of transparency has been viewed as an essential leadership attribute or element in healthcare organizational structures and processes. While viewed as something that is desired and valued, there is a lack of nursing disciplinary literature that defines the concept and its possible meanings. This column provides a beginning definition of transparency from the humanbecoming nursing theoretical perspective and launches a discussion with potential ethical implications for leadership in nursing practice and education." (from website) |
Details |
| The recent surge in nurse employment: Causes and implications |
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Project HOPE |
2009 |
Buerhaus PI, Auerback DI & Staiger DO |
"Registered nurse (RN) employment has increased during the current recession, and we may soon see an end to the decade-long nurse shortage. This would give hospitals welcome relief and an opportunity to strengthen the nurse workforce by addressing issues associated with an increasingly older and foreign-born workforce. The recent increase in employment is also improving projections of the future supply of RNs, yet large shortages are still expected in the next decade. Until nursing education capacity is increased, future imbalances in the nurse labor market will be unavoidable." (excerpt from abstract) |
Details |
| Dealing with the downturn: the greatest ever challenge for NHS? |
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The NHS Confederation |
2009 |
The NHS Confederation |
"This paper explores the financial situation facing the NHS and suggests how NHS leaders should respond to the most severe contraction in finances they are ever likely to face." (from website) |
Details |
| The effects of emotionally intelligent leadership behaviour on emergency staff nurses' workplace empowerment and organizational commitment |
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Nursing Leadership, Longwoods Publishing |
2009 |
Young-Ritchie C, Spence Laschinger HK & Wong C |
"The purpose of this study was to test a model exploring the relationships among emotionally intelligent leadership behaviour, workplace empowerment and commitment. A predictive, non-experimental design was used to test the model in a random sample of 300 emergency staff nurses working in Ontario." (excerpt from abstract) |
Details |
| The effect of variations in nurse staffing on patient length of stay in the acute care setting |
|
Sage Journals Online |
2009 |
Tschannen D & Kalisch BJ |
"This study examines the relationship between nurse staffing and patient length of stay (LOS). Data were collected on nurses employed and patients admitted to one of four study units located in two Midwest hospitals. Three nursing variables (hours per patient day [HPPD], skill mix, and nursing expertise) were collected through survey and administrative forms. The nursing data were then linked with patient-specific characteristics (deviation from expected LOS) to test the relationship at the patient level of analysis. Average HPPD was a positive predictor of deviation from expected LOS, whereas overall expertise was a negative predictor of deviation from expected LOS. Higher staffing levels may result in patients being discharged sooner than expected. Nurse administrators must consider the quantity as well as quality of staff when determining optimal staffing levels. Unit staffing levels must include nurses who have both experiential and theoretical knowledge in order to achieve optimal patient outcomes." (from abstract) |
Details |
| Expanding the capacity of nursing education |
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Project HOPE |
2009 |
Cleary, BL, McBribe, AB, McClure, ML, Reinhard, SC |
"Assuring a nurse workforce that is large enough and possesses the right competencies for the changing demographic and health reform scenarios of the early twenty-first century is nothing short of an imperative. Getting there will involve continual recruitment of a talented and diverse group of people and increasing nurses' progression to a more highly educated workforce, no matter where they enter the profession. These actions will enable the United States to fill vacant nursing faculty positions as we simultaneously recreate how nursing education is delivered in this country. The nation's health is dependent on the actions we now take. [Health Affairs 28, no. 4 (2009): w634-w645 (published online 12 June 2009; 10.1377/hlthaff.28.4.w634)]" (from website) |
Details |
| Education policy initiatives to address the nurse shortage in the United States |
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Project HOPE |
2009 |
Aiken LH, Cheung RB & Olds DM |
"Employment opportunities are expected to grow much faster for registered nurses (RNs) than for most other occupations. Yet a major shortage of nurses is projected by 2020. A nurse faculty shortage and financially strapped colleges and universities are limiting the ability of U.S. nursing schools to take advantage of historically high numbers of qualified applicants. Increased public subsidies are needed to provide greater access to nursing education, with a priority on baccalaureate and graduate nursing education, where job growth is expected to be the greatest." (excerpt from abstract) |
Details |
| Predictors of home healthcare nurse retention |
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Sigma Theta Tau International Honor Society of Nursing |
2008 |
Ellenbecker CH, Porell FW, Samia L, Byleckie JJ & Milburn M |
"PURPOSE: To examine the level of job satisfaction and test a theoretical model of the direct and indirect effects of job satisfaction, and individual nurse and agency characteristics, on intent to stay and retention for home healthcare nurses. DESIGN: A descriptive correlation study of home healthcare nurses in six New England states. METHODS: Home healthcare nurse job satisfaction self-report data was collected with the HHNJS survey questionnaire & Retention Survey Questionnaire. FINDINGS: Based on a structural equation model, job tenure and job satisfaction were the strongest predictors of nurse retention. CONCLUSIONS: Understanding the variables associated with home healthcare nurse retention can help agencies retain nurses in a time of severe nurse shortages and increased patient demand." (excerpt from website abstract) |
Details |
| Tested solutions for eliminating Canada's Registered Nurse shortage (Highlights only) |
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Canadian Nurses Association |
2009 |
Murphy GT, Birch S, Alder S, Mckenzie A, Lethbridge L, Little L, & Cook A. |
"The objectives of this study were to estimate, for each year over 15 years, the requirements for and supply of direct/clinical care RNs in canada (excluding those who are also licensed NPs), and to develop a simulation model that permits the testing of various HHR policy scenarios." (abstract from full report). Note: This document is a brief summary of the full report, which is available for purchase at the Canadian Nurses Association website. |
Details |
| The impact of global inequities on health professional migration |
|
Sage Journals Online |
2008 |
Roberts, JH |
"Health determinants and how they are distributed have an important impact on health systems around the world. Nurses can play a significant role in mediating the effects of many of these determinants both inside the health care system and outside. Yet the areas that have the greatest health inequities and heaviest disease burdens have the fewest health workers. A number of efforts are underway to understand and manage health care worker migration. Intersectoral collaboration is key, as are other factors necessary to build strong health systems, including research for development, capacity-building, integrated health systems, evidence-based decision-making, a strong and vibrant civil society and accountability and transparency in the public and private sectors." (abstract) |
Details |
| Work satisfaction of professional nurses in South Africa: a comparative analysis of the public and private sectors. |
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Human Resources for Health |
2009 |
Pilay, R |
"Work satisfaction of nurses is important, as there is sufficient empirical evidence to show that it tends to affect individual, organizational and greater health and social outcomes. Although there have been several studies of job satisfaction among nurses in South Africa, these are limited because they relate to studies of individual organizations or regions, use small samples or are dated. This paper presents a national study that compares and contrasts satisfaction levels of nurses in both public and private sectors." (excerpt from abstract) |
Details |
| Nurse Migration and the Global Health Care Economy |
|
Sage Journals Online |
2008 |
Kingma, M |
"Health care services represent one of the most rapidly growing sectors in the world economy. Today's health sector labor market and workforce are international, fast becoming global. Migration on a massive scale offers countless business opportunities, not only for the private sector but also for the public sector. The migration pathway is often filled with a significant number of obligatory stops. Many people and circumstances along the way will either facilitate or prevent progress. There will be a need for certain services and a series of goods to complete the migration. These will be provided by a wide range of agencies, institutions, entrepreneurs, regulatory bodies, and businesses. This article looks at the current global workforce and explores the commercialization or the business of nurse migration and its impact." (excerpt from abstract) |
Details |
| Internationally recruited nurses from India and the Philippines in the United Kingdom: the decision to emigrate |
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Human Resources for Health |
2009 |
Alonso-Garbayo A & Maben J |
"The United Kingdom has recruited nurses from countries with a reported surplus in their nursing workforce, such as India and the Philippines. However, little is known about the decision to emigrate made by nurses from these countries. One theory suggests that individuals weigh the benefits and costs of migration: the push and pull factors. This paper challenges the restricted economic focus of this predominant theory and compares the diverse motivations of nurses from different countries as well as those of nurses with previous migratory experience and first-time migrants." (excerpt from abstract (provisional)) |
Details |
| Factors related to on-the-job abuse of nurses by patients |
|
Statistics Canada |
2009 |
Shield M & Wilkins K |
"Numerous studies indicate that health care providers, particularly nurses, face a high risk of on-the-job abuse from patients. This article examines physical and emotional abuse from patients in nurses working in hospitals or long-term care facilities." (excerpt from abstract) |
Details |
| HRIS Strengthening Implementation Toolkit |
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The Capacity Project |
2009 |
The Capacity Project |
"This Toolkit provides a package of HRIS procedures and tools to HRH stakeholders, HR information system managers and software developers to facilitate applying the HRIS strengthening processes and iHRIS software developed by the Capacity Project. The Toolkit collects briefs, forms, case studies, resources and other materials to assist with all five steps of the HRIS strengthening process." (from website) |
Details |
| Workplace Empowerment, Work Engagement and Organizational Committment of New Graduaet Nurses |
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Nursing Leadership, Longwoods Publishing |
2006 |
Cho J, Lashinger HKS, Wong C |
"The authors used a predictive, non-experimental survey design to test a theoretical model in a sample of new graduate nurses. More specifically, the relationships among structural empowerment, six areas of work life (conceptualized as antecedents of work engagement), emotional exhaustion and organizational commitment were examined." (excerpt from abstract) |
Details |
| Registered nurse and registered practical nurse evaluations of their hospital practice environments and their responses to these environments |
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Nursing Leadership, Longwoods Publishing |
2005 |
Tourangeau AE, Coghlan AL, Shamian J & Evans S |
"In 2003, over 13,000 Ontario nurses were surveyed to explore how they evaluated their hospital work environments and their responses to these practice environments. The purpose of this paper is to describe and compare these nurses' evaluations and responses." (exceprt from abstract) |
Details |
| The application of change management principles to facilitate the introduction of nurse practitioners and physician assistants into six Ontario emergency departments |
|
Healthcare Quarterly, Longwoods Publishing |
2009 |
Ducharme J, Buckley J, Alder R & Pelletier C |
"In a project funded by the Ontario Ministry of Health and Long-Term Care, MedEmerg facilitated the introduction of three new providers into six emergency departments. A managed change process that included team development was carried out. Increased team awareness and a higher acceptance of the provider roles were some of the key successes. Challenges included role confusion and the learning curve for the new providers. While overall the project was a success, lessons learned included the need for physician buy-in, communication, planning for unintended consequences and management of expectations. The project emphasized the importance of a managed process, including team development, in the implementation of change." (abstract from website) |
Details |
| Nurse Workforce Planning: The Key to Success |
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Healthcare Quarterly, Longwoods |
2009 |
Smith, CA |
"With the nursing shortage looming and planned growth, not only at the Ottawa Hospital (TOH) but within our region, TOH recognized the need to have a workforce plan that would accurately predict the number of nurses TOH would have to hire annually for three and five years. A review of the literature identified the key steps to take in workforce planning, but there were no models in existence to address the unique characteristics of nursing. A program logic model was used to develop the model and the evaluation framework for the accuracy of its predictions. This evidence-based workforce planning model has had a variance of < 5% for each of the past four years; the projected growth was accurately forecasted and has allowed TOH to be proactive in its recruitment initiatives." (abstract from website) |
Details |
| Findings from the 2005 National Survey of the Work and Health of Nurses |
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Minister of Industry (Canada) |
2006 |
Sheilds M & Wilkins K |
"Nearly 19,000 regulated nurses ..across the country were interviewed on a variety of topics, including the conditions in which they practice, the challenges they face in doing their jobsm and their physial and metnal well-being. They shared their perceptions of work organization, including staffinf, shift work, overtime and employee support. Nurses were also asked about work stress, role overload, respect, and quality of patient care. Information about their health status, such as chronic conditions, pain, self-perceived general and mental health, medication use, and the impact of health on the performance of nursing duties, was also collected." (excerpt from document) |
Details |
| Using human resource for health data: Health policy and program examples from four African countries |
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Africa's Health in 2010 and USAID |
2008 |
Musau, S |
Imbalances in quantity and quality of human resources for health (HRH) are increasingly recognized as perhaps the most critical impediment to achieving health outcome objectives in most African countries. However, reliable data on the HRH situation is not readily available. Some countries have hesitated to act in the absence of such data; other countries have not acted even when data are available while others have moved ahead in spite of the lack of reliable information. This paper addresses the issue of data use for HRH policy-making. [from summary] |
Details |
| Does a code make a difference - assessing the English code of practice on international recruitment |
|
Human Resources for Health |
2009 |
Buchan J, McPake B, Mensah K & Rae G |
"This paper draws from research completed in 2007 to assess the effect of the Department of Health, England, Code of Practice for the international recruitment of health professionals. The Department of Health in England introduced a Code of Practice for international recruitment for National Health Service employers in 2001. The Code required National Health Service employers not to actively recruit from low-income countries, unless there was government-to-government agreement. The Code was updated in 2004." (excerpt from abstract). |
Details |
| Worker retention in human resources for health: Catalysing and tracking change |
|
The Capacity Project |
2009 |
Yumkella, F |
"In order to help practitioners address the challenge of retention, the Capacity Project selected information from existing literature to compile a resource paper (Yumkella, 2005) and a technical brief (Yumkella, 2006). The purpose of this brief is to update and document some contributions made from 2005 to 2008 in the area of worker retention." (excerpt from document). |
Details |
| Aligning career development with organizational goals: Working towards the development of a strong and sustainable workforce |
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Nursing Leadership, Longwoods Publishing |
2009 |
Saxe-Braithwaite M, Carlton S & Bass B |
"In this paper, we describe an innovative pilot to assess a career development program, one of multiple Healthy Workplace Initiatives taking place at Providence Care in Kingston, Ontario in support of our three strategic goals. The results of the pilot were very encouraging; subsequent success in obtaining funding from HealthForceOntario has allowed the implementation of a sustainable program of career development within the organization. More work is required to evaluate its long-term effectiveness." (excerpt from abstract) |
Details |
| University nurse graduates: Perspectives on factors of retention and mobility |
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Nursing Leadership, Longwoods Publishing |
2004 |
Gillis A, Jackson W & Beiswanger D. |
"This descriptive study explored the perspectives of 51 university nurse graduates from the St. Francis Xavier University School of Nursing. Qualitative and quantitative data were collected using telephone interviews to study a range of variables including geographic mobility patterns, career satisfaction and attitudes towards recruitment and retention factors." |
Details |
| Healthy workplaces for health workers in Canada: Knowedge transfer and uptake in policy and practice |
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HealthcarePapers, Longmans Publishing |
2007 |
Shamian J & El-Jardali F |
"The purpose of this paper is to provide a progress update, using different data-collection approaches, on knowledge transfer and uptake of research evidence in policy and practice, including the next steps for the healthy workplace agenda in Canada. The objectives of this paper are (1) to summarize the current healthy workplace initiatives that are currently under way in Canada; (2) to synthesize what has been done in reality to determine how far the healthy workplace agenda has progressed from the perspectives of research, policy and practice; and (3) to outline the next steps for moving forward with the healthy workplace agenda to achieve its ultimate objectives." (excerpt) |
Details |
| Recruitment of Health Workers: Towards Global Solidarity |
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The Directorate for Health and Social Affairs (Norway) |
0 |
|
"As one of the richest countries in the world, it is imperative that Norway thake responsibility for contributing to creating a health workforce policy that is based on solidarity with poor countries. In Proposition no.1 (2006-2007) to the Norwegian Parliament, the Government committed itself to stem the flow of qualified health workers from poor countries. The Ministry of Health and Care Services assigned the Directorate for Health and Social Affairs to outline the central features and components of such a policy." (excerpt from document). |
Details |
| Conflict among Iranian hospital nurses: a qualitative study |
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Human Resources for Health |
2009 |
Nayeri ND & Negarandeh R |
"This study aims to explore the experience of conflict as perceived by Iranian hospital nurses in Tehran, Islamic Republic of Iran. Although conflict-control approaches have been extensively researched throughout the world, no research-based data are available on the perception of conflict and effective resolutions among hospital nurses in Iran." (excerpt from Provisional abstract) |
Details |
| A force for improvement: A workforce response to better health, better care |
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The Scottish Government |
2009 |
|
"This workforce response to 'Better Health, Better Care' examines the context within which NHSScotland operatios and idetifies the challenges to be faced over the next ten to twenty yers. it describes the workforce challenges for NHSScotland and the wider health and social care workforce and offers solutions which set out the direction of travel required to deliver a Healthier Scotland." (excerpt from document) |
Details |
| Conditions underpinning success in joint service-education workforce planning |
|
Human Resources for Health |
2009 |
Purkis ME, Herringer B, Stevenson L, Styles L & Nest-Kenny JV. |
"In this commentary, we outline strategies we have found successful in aligning health education and training with local health needs in ways that demonstrate socially accountable outcomes. Challenges encountered through this process ... have placed demands on us to establish and build on open and collaborative working relationships. Some of our successes can the attributed to evidence-informed decision-making. Other successes result from less tangible but no less important factors. We argue that both rational and "accidental" factors are significant - and that strategic use of "accidental" features may prove most significant in our efforst to ensure the delivery of high-quality health care to our communities." (excerpt from abstract) |
Details |
| Paris on the Meekong: Using the aid effectiveness agenda to support human resources for health in the Lao People's Democratic Republic |
|
Human Resources for Health |
2009 |
Dodd R, Hill PS Shuey D & Antunes AF |
"This study examines the potention of aid effectiveness to positively influence human resources for health in developing countries, based on reserach carried out in Lao People's Democratic Republic (Lao PDR)." |
Details |
| Leveraging human capital to reduce maternal mortality in India: enhanced public health system of public-private partnership? |
|
Human Resources for Health |
2009 |
Krupp K & Madhivanan P |
"Developing countries are currently struggling to achieve the Millennium Development Goal Five of reducing maternal mortality by three quarters between 1990 and 2015. Many health systems are facing acute shortages of health workers needed to provide improved prenatal care, skilled birth attendance and emergency obstetric services - interventions crucial to reducing maternal death. The World Health Organization estimates a current deficit of almost 2.4 million doctors, nurses and midwives. Complicating matters further, health workforces are typically concentrated in large cities, while maternal mortality is generally higher in rural areas. Additionally, health care systems are faced with shortages of specialists such as anaesthesiologists, surgeons and obstetricians; a maldistribution of health care infrastructure; and imbalances between the public and private health care sectors. Increasingly, policy-makers have been turning to human resource strategies to cope with staff shortages. These include enhancement of existing work roles; substitution of one type of worker for another; delegation of functions up or down the traditional role ladder; innovation in designing new jobs; and transfer or relocation of particular roles or services from one health care sector to another. Innovations have been funded through state investment, public-private partnerships and collaborations with nongovernmental organizations and quasi-governmental organizations such as the World Bank. This paper focuses on the success of two large health systems in India - Gujarat and Tamil Nadu - in successfully applying human resources strategies in uniquely different contexts to the challenge of achieving Millennium Development Goal Five." |
Details |
| Global nurse migration: Its impact on developing countries and prospects for the future |
|
Nursing Leadership, Longwoods Publishing |
0 |
Khaliq AA, Broyles, RW & Mwachofi, AK |
"The worldwide shortage of nurses, which results from a global undersupply and high attrition rates, affects developed countries in the West the same way as it affects developing countries in Asia, Africa and Latin America. The difference lies in the fact that developing countries serve as a readily available source of trained nurses for developed countries in Europe, North America and parts of Oceania. Strong "pull" and "push" factors favour wealthier nations in the West in their efforts to deal with domestic shortages through overseas recruitment. Thus, the ongoing nursing shortage in developing countries is worsened by a loss of thousands of trained nurses every year to emigration. This paper brings into focus the magnitude of the problem in terms of the number of nurses migrating to and from various countries and its impact on developing countries. The paper also examines some of the ongoing efforts in developing countries to mitigate the problem, and sheds light on the prospects for improvement in the foreseeable future." (from abstract) |
Details |
| Assessment of human resources for health using cross-national comparison of facility surveys in six countries |
|
Human Resources for Health |
2009 |
Dal Poz. M & Gupta N |
"The findings revealed a large diversity in both the organization of health services delivery and, in particular, the distribution and activities of facility-based health workers across the sampled countries. At the same time, some commonalities were observed, including the importance of nursing and midwifery personnel in the skill mix and the greater tendency of physicians to engage in dual practice. While the use of standardized questionnaires offered the advantage of enhancing cross-national comparability of the results, some limitations were noted, especially in relation to the categories used for occupations and qualifications that did not necessarily conform to the country situation." (extract from provisional abstract) |
Details |
| Literature Review Report: Recruitment and Retention of Primary Health Care Nurse Practitioners in Canada |
|
Canadian Nurses Association - Canadian Nurse Practitioner Initiative |
2005 |
Tomblin Murphy Consulting Incorporated |
[Excerpt from author] The purpose of this work was to review and synthesize the current national and international literature on recruitment and retention activities related specifically to Primary Health Care Nurse Practitioners. In addition, an analysis of these findings was undertaken for the purpose of informing recommendations. Findings from both the grey and empirical international literature and from Canadian jurisdictional and federal governments, professional associations, and unions were considered. |
Details |
| Health Human Resources Planning Simulation Model for NPs in Primary Health Care |
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Canadian Nurses Association; Canadian Nurse Practitioner Initiative |
2006 |
|
[Excerpt from publisher] The Health Human Resources Planning Simulation Model for NPs in Primary Health Care (TM) is a software program developed to help governments and others determine the current and future requirements in their jurisdictions for primary health care nurse practitioners within health-care teams. It can also be used in other countries where NPs practise. |
Details |
| The health worker shortage in Africa: are enough physicians and nurses being trained? |
|
World Health Organization |
2009 |
Kinfu, Dal Poz, Mercer & Evans |
'Objective: To systematically estimate the inflow and outflow of health workders in Africa and examine whether current levels of pre-service training in the region suffice to address this serious problem, taking inot account population increases and attrition of health workers due to preamature death, returement, resignation and dismissal.' (excerpt from abstract) |
Details |
| Sustaining the rural workforce: Nursing perspectives on worklife challenges |
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Journal of Rural Health, National Rural Health Association |
2009 |
Hunsberger, Baumann, Blythe, Crea |
"Concerns have been raised about the sustainability of health care workforces in rural settings. According to the literature, rural nurses' work satisfaction varies with the resources and supports available to respond to specific challenges. Given the probable effects of stressors on retention, it is essential to understand the unique requirements of nurses in rural practice environments." (from abstract) |
Details |
| Factors in recruiting and retaining health professionals in rural practice |
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Journal of Rural Health, National Rural Health Association |
2007 |
Daniels, VanLeit, Skipper, Sanders & Rhyne |
"Rural communities, often with complex health care issues, have difficulty creating and sustaining an adequate health professional workforce. Purpose: To identify factors associated with rural recruitment and retention of graduates from a variety of health professional programs in the southwestern United States" (from abstract) |
Details |
| A Call to Action: Ensuring Global Human Resources for Health |
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International Hospital Federation & Health Research & Educational Trust |
2008 |
(Proceedings Report) |
This dicument is a report of proceedings report fo the conference held March 22-23,Geneva 2007. |
Details |
| Human resources for health in the Sultanate of Oman 2008 |
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Oman National HRH Observatory |
2008 |
|
"The objective of this lead document of Oman national HRH observatory is to present a status report on human resources for health in teh Sultanate of Oman. it presents information on the current size of the health workforce, its profile and distribution, policy framework, planning and management." (excerptfrom Foreword) |
Details |
| Ladies without lamps: Nurses in Bangladesh |
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Qualitative Health Research, Sage Journals Online |
2009 |
Zaman, S |
"In this article, I explore the experiences and concerns of Bangladeshi nurses. I have based this on a larger ethnographic study that was conducted in a ward of a government teaching hospital in Bangladesh. The study shows how the values and norms of Bangladeshi society have shaped the life of Bangladeshi nurses, that they do scarcely any nursing work, and that they suffer from various negative social images. I argue, through this article, that the role, image, and concerns of Bangladeshi nurses have changed dramatically from the ideal image of nursing, and are dissimilar from the ways nursing is practiced in many other parts of the world." (abstract) |
Details |
| The effects of competition on community-based nursing wages |
|
Healthcare Policy, Longwoods Publishing |
2009 |
Zarnett, Coyle, Nauenberg, Doran & Laporte |
"In 1997, Ontario implemented a competitive bidding process for purchasing home care services, with the twin objectives of lowering costs and increasing service quality. The authors of this study performed regression analyses to ascertain the relationship between measures of competition, profit status of providers and nursing wages for community-based RNs and LPNs between 1995/1996 and 2000/2001...." (from abstract) |
Details |
| "What about the health workers?":Improving the Work Climate in Rural Facilities in Kenya (Voices 27) |
|
The Capacity Project |
2009 |
|
"In health facilities across Kenya, many workers are struggling to do their jobs in less-than ideal conditions...." "Over 18 months, the Capacity Project collaborated with the Minsitry of Health to pilot the Work Climate Improvement Initiative in ten rural facilities." (exerpts from document) |
Details |
| An incomplete plan: The UK nursing labour market review 2008 |
|
Royal College of Nursing |
2008 |
Buchan, J & Seccombe,I. |
This report is the 2008 review of the UK nursing labour market, commissioned by the Royal College of Nurses. |
Details |
| Why Have Nurses Left the Profession |
|
nursezone.com |
2008 |
Wood, D. |
"More than 120,000 nurses are working outside of the profession in a diverse range of jobs, according to a new study, which also discovered that dissatisfaction with the nursing workplace is a key reason for RNs leaving their chosen field. "(extract from article) |
Details |
| The economic value of professional nursing |
|
Medical Care |
2009 |
Dall, T. M., Chen, Y. J., Seifert, R.F., Maddox, P. J. P. & Hogan, P. F. |
"Improved understanding of the economic value of registered nurse services can help inform staffing decisions and policies... ...(This paper) synthesize findings from the literature on the relationship between registered nurse staffing levels and nursing-sensitive patient outcomes in acute care hospitals. Using hospital discharge data to estimate incidence and cost of these patient outcomes together with productivity measures, we estimate the economic implications of changes in registered nurse staffing levels" (adapted from abstract) |
Details |
| Level and Determinants of incentives for village midwives in indonesia |
|
Health Policy and Planning |
2008 |
Ensor, T., Quayyum, Z., Nadjib, M & Sucahya, P. |
"We report on a survey that was conducted as part of a complex evaluation of the rural midwife programme in Banten Province, to better understand the effect of financial incentives on the distribution of midwives and use of services." (from abstract) |
Details |
| Scaling Up, Saving Lives- Task Force for Scaling Up Education and Training for Health Workers, Global Health Workforce Alliance |
|
World Health Organization; Global Health Workforce Alliance |
2008 |
|
[Excerpt from authors] In March 2007, the Director General of the World Health Organization, Dr Margaret Chan, launched the Task Force for Scaling Up Education and Training for Health Workers, under the auspices of the Global Health Workforce Alliance (GHWA), to look at these critical issues and report back with solid recommendations and guiding principles for action. Its report - Scaling Up, Saving Lives - calls for a rapid and significant scaling up of the education and training of health workers as part of a broader effort to strengthen health systems. It highlights the importance of training to meet a country's own health needs and the great opportunity represented by the increased use of community- and mid-level workers. |
Details |
| Nurse Staffing and Patient, Nurse, and Financial Outcomes |
|
American Journal of Nursing |
2008 |
Unruh, L |
[Excerpt from author]OVERVIEW: Because there's no scientific evidence to support specific nurse-patient ratios, and in order to assess the impact of hospital nurse staffing levels on given patient, nurse, and financial outcomes, the author conducted a literature review. The evidence shows that adequate staffing and balanced workloads are central to achieving good outcomes, and the author offers recommendations for ensuring appropriate nurse staffing and for further research. |
Details |
| Promoting Health: Advocacy Guide for Health Professionals |
|
International Council of Nurses |
2008 |
|
"The health professions see advocacy as a core competence of professional practice, alongside scientific knowledge, clinical and inter-personal skills. Although many good examples of effective health professional advocacy exist, we see health advocacy, particularly as it relates to influencing institutional, community, national and international policies, as an under-developed skill area in need of urgent strengthening. Whether you are a nurse, pharmacist, physician, dentist, physiotherapist, manager, or any other health professional, this Guide aims to provide you with a practical advocacy action framework that you can use in your daily work." (excerpt) |
Details |
| Nurses Pay:Occupational Comparisons Labour Force Survey analysis 2008 |
|
Employment Research Limited |
2008 |
Geoff Pike & Matthew Williams |
"This paper is based on analysis of the Labour Force Survey (January-March 2008) focusing on the pay and working hours of nurses and midwives in comparison with other public sector professions/occupations. This paper updates similar data provided in 2006 and makes comparisons between 2008 and 2006." (excerpt). |
Details |
| NHS Next Stage Review: A Quality Workforce |
|
Department of Health |
2008 |
Department of Health (England) |
"As part of the Next Stage Review, the future of the NHS workforce has been considered. The main findings are in the final report of the review. This document explains in more detail how each of the findings will be taken forward." (from on-line summary) |
Details |
| Glueing it Together: Nurses, Their Work Environment and Patient Safety |
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University of Technology, Sydney |
2007 |
Duffield C., Roche, M. O'Brien-Pallas, L. Diers, D. Aisbett, C. King, M. Aisbell, K. & Hall, J. |
"This Report outlines the extensive research into Nursing Workload, Skill Mix and Nursing and Patient Outcomes undertaken by the University of Technology, Sydney funded by the Department of Health. This is the first such study at the ward level undertaken in Australia and few such studies have been done internationally." (from on-line summary) |
Details |
| State of the Art Metrics for Nursing: A Rapid Appraisal |
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National Nursing Research Unit, Kings College London |
2008 |
Peter griffiths with Simon Jones, Jill Maben and Trevor Murrells |
"This report was commissioned from England's National Nursing Research Unit by the department of health to support the nursing contribution to Lord Darzi's next stage review of the NHS. It considers possible outcome indicators for nursing, the criteria for good metrics and the evidence base for currently proposed / implemented indicators. It concludes by making a number of recommendations including identifying 'best bets' for future development and a call for the RCN and others to facilitate a nursing quality coalition." (from on-line abstract) |
Details |
| A high quality workforce: NHS Next Stage review |
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Department of Health |
2008 |
Department of Health (England) |
"The NHS Next Stage Review describes a vision for the NHS that delivers high quality for all and gives staff the freedom to focus on quality. Acheiving this vision requires us to provide the best possible education and training for puture generations and to ensure that our existing staff get the support they need to continuously improve their skills." (from document foreword). |
Details |
| What matters to staff in the NHS: research study conducted for Department of Health - June 2008 |
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Department of Health |
2008 |
IPSOS-MORI for the Department of Health (England) |
"This is a wide-ranging research study that identifies the major emotional and behaviour drivers contributing to staff engagement and motivation to provide high quality patient care. This work has informed the Next Stage Review and the development of the draft NHS Constitution." (from on-line summary). |
Details |
| Signposts for Nursing: The Canadian Nurses Association Looks Ahead |
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Canadian Nurses Association |
2008 |
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(From document introduction)"One hundred years after the Canadian Nurses Association (CNA) was founded, on October 8, 1908, the overarching issue of providing access to timely,appropriate, safe, quality, publicly funded health-care services that improve the health of Canadians is still the fundamental issue underpinning the central purpose of Canadian nursing and is the first line of business of CNA. It is directly related to our numbers in the workforce and the way we're recruited, deployed, educated,rewarded and regulated. This array of variables plays out both within Canada and internationally and has direct implications for CNA at its policy, program and operations levels." |
Details |
| Guidelines: Incentives for Health Professionals |
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International Council of Nurses; International Hospital Federation; International Pharmaceutical Federation; World Confederation for Physical Therapy; World Dental Federation; World Medical Association |
2008 |
Bridget Weller |
[Excerpt from author]This paper was commissioned by the health professions with the support of the Global Health Workforce Alliance to provide an overview of the use of incentives for health care professionals. It describes some of the different approaches taken and presents characteristics shared by effective incentive schemes. The paper also suggests some approaches to their development and implementation. Available in English, Fran?ais and Espa?ol |
Details |
| Shokuba Support Book |
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Japanese Nursing Association |
2008 |
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(Japanese language)A manual for creating sound working environment for nurse managers and nurse administrators. |
Details |
| The work-life experiences fo black nurses in the UK: a report for the Royal College of Nursing |
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Royal College of Nursing |
2008 |
Sukhwant Dhaliwal & Sonia McKay |
"This report is an analusis of qualitative data collected between October and November 2007. This short piece of research was commissioned by the RCN in order to collate detailed narratives ofthe worl-life experiences of black nurses from established minority ethnic communities within the UK (rather than more recently arrived Internationally Recruited Migrant Nurses)." (excerpt). |
Details |
| CNA's Preferred Future - Health for All: A Discussion Paper |
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Canadian Nurses Association |
2008 |
|
"The full version of CNA's Preferred Future: Health for All describes CNA's preferred future as seen in 2020. Key elements for health care and for nursing are outlined - both those from today's system that need to be maintained and protected and those that need to be changed or created anew." (from on-line summary) |
Details |
| Human Resources for Health (HRH) Strategic Planning: Technical brief 9 |
|
The Capacity Project |
2008 |
Tim Martineau and Margaret Caffrey, |
"Each country faces different HR challenges, and these will change from year to year. All strategic plans are likely to be different and evolving, and there is no single blueprint for their development. This technical brief provides some guidance on HRH strategic planning, illustrated with examples." (excerpt) |
Details |
| HIV Care for Health Workers: Perceptions and Needs (Technical brief 13) |
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The Capacity Project |
2008 |
Shannon Galvin and Daniel H. de Vries |
|
Details |
| Green Paper on EU Workforce for Health |
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Commission of the European Communities |
2008 |
|
The Commission state that "the aim of the Green Paper is to increase the visibility of these issues, to generate a clearer picture of the extent to which local and/or national health managers face the same challenges and to engage stakeholders in the debate so as to help those responsible across Europe to address these problems effectively. The public consultation process sets out to obtain stakeholders' views on a wide range of issues connected with the healthcare workforce and preparing for the care of an ageing population. The results of the consultation will feed in to our consideration of what the EU can do to support Member States in tackling these challenges." Note - Submissions close 31 March 2009. |
Details |
| A National Impact: Local Ownership of Health Workforce Initiatives in Uganda |
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The Capacity Project |
2008 |
|
This document is part of the Capacity Project Knowledge sharing Voices series. |
Details |
| China's human resources for health: quantity, quality, and distribution |
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www.thelancet.com |
2008 |
Sudhir Anand, Victoria Y Fan, Junhua Zhang, Lingling Zhang, Yang Ke, Zhe Dong, Lincoln C Chen |
[from abstract]"In this paper, we analyse China's current health workforce in terms of quantity, quality, and distribution. Unlike most countries, China has more doctors than nurses-in 2005, there were 1?9 million licensed doctors and 1?4 million nurses. Doctor density in urban areas was more than twice that in rural areas, with nurse density showing more than a three-fold diff erence. Most of China's doctors (67?2%) and nurses (97?5%) have been educated up to only junior college or secondary school level. Since 1998 there has been a massive expansion of medical education, with an excess in the production of health workers over absorption into the health workforce. Inter-county inequality in the distribution of both doctors and nurses is very high, with most of this inequality accounted for by within-province inequalities (82% or more) rather than by between-province inequalities. Urban-rural disparities in doctor and nurse density account for about a third of overall inter-county inequality. These inequalities matter greatly with respect to health outcomes across counties, provinces, and strata in China; for instance, a cross-county multiple regression analysis using data from the 2000 census shows that the density of health workers is highly signifi cant in explaining infant mortality." |
Details |
| China's human resources for health: quantity, quality, and distribution |
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0 |
Anand, S., Victoria YFan, V.Y., SM b d, Junhua Zhang PhD c, Lingling Zhang SM b d, Prof Yang Ke MD e, Prof Zhe Dong PhD e and Lincoln C Chen MD |
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Details |
| Supportive Supervision to Sustain Health Worker Capacity in Nanggroe Aceh Darussalam and North Sumatera |
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PATH |
2008 |
|
[Excerpt from publisher]Supportive supervision is a proven approach that helps transfer knowledge to practice and that ensures that learning continues beyond the traditional training setting. Through routine visits, supervisors can provide follow-up training to improve performance and solve other systemic problems that contribute to poor immunization coverage. On-the-job training also prepares new staff who may or may not have had updated training. The ultimate goal is a sustainable system that works with government supervisors to give health workers the consistent guidance and mentoring they need to implement and maintain a safe and effective immunization program. |
Details |
| Return Migration of Nurses |
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International Centre on Nurse Migration |
2008 |
Haour-Knipe M and Davies A |
[Excerpt from authors]This paper focuses on some of the challenges and the opportunities created by migration of nurses, specifically focusing on the issue of return. Increases in migration of nurses over recent decades has been generating grave concern, especially in developing countries, where, when the migration is permanent, the loss of skilled health professionals can seriously weaken health systems. Nurse migration also creates opportunities, however, including those created by return. Nurses who return home after a period of working abroad are often equipped with new skills and work experience. They may be able to serve as an enriched resource for health services, helping strengthen health systems and thus health in general in their countries of origin. |
Details |
| Out of Order Out of Time:The State of the Nations' Health Workforce |
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Association of Academic Health Centers |
2008 |
|
[Excerpt from publisher] Out of Order, Out of Time: The State of the Nation's Health Workforce is a report undertaken by the Association of Academic Health Centers (AAHC) to focus attention on the critical need for a new, collaborative, coordinated, national health workforce planning initiative. The report is based on the following premises: -The dysfunction in public and private health workforce policy and infrastructure is an outgrowth of decentralized decision-making in health workforce education, planning, development and policymaking (out of order); -The costs and consequences of our collective failure to act effectively are accelerating due to looming socioeconomic forces that leave no time for further delay (out of time); -Cross-cutting challenges that transcend geographical and professional boundaries require an integrated and comprehensive national policy to implement effective solutions; -The issues and problems outlined in the report have not been effectively addressed to date because of the inability of policymakers at all levels to break free from the historic incremental, piecemeal approaches; and -Despite many challenges, the prospects for positive change are high. The report presents findings, conclusions and recommendations. |
Details |
| Health Workforce and International Migration: Can New Zealand Compete? |
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Organisation for Economic Co-operation and Development |
2008 |
Zurn P and Dumont J |
[Excerpt from authors]This paper examines health workforce and migration policies in New Zealand, with a special focus on the international recruitment of doctors and nurses. |
Details |
| Assessing the Impact of a New Health Sector Pay System Upon NHS Staff in the United Kingdom |
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Human Resources for Health, |
2008 |
Buchan J and Evans D |
[Excerpt from authors]Background Pay and pay systems are a critical element in any health sector human resource strategy. Changing a pay system can be one strategy to achieve or sustain organizational change. This paper reports on the design and implementation of a completely new pay system in the National Health Service (NHS) in the United Kingdom. 'Agenda for Change' constitutes the largest-ever attempt to introduce a new pay system in the UK public services, covering more than one million staff. Its objectives were to improve the delivery of patient care as well as enhance staff recruitment, retention and motivation, and to facilitate new ways of working. |
Details |
| Country Case Study: Malawi's Emergency Human Resources Programme |
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Global Health Workforce Alliance |
2008 |
GHWA Task Force on Scaling Up Education and Training for Health Workers |
[Excerpt from publisher] Introduction. Malawi's health human resources initiatives since the late 1990s provide a good example of a comprehensive national scale-up plan for the health workforce. Its Emergency Human Resources Plan (EHRP), introduced in 2004, has shown modest but promising results. Health worker attrition remains high and tutor supply low, but training capacity has been substantially expanded and Malawi is expected to begin meeting training output targets in 2008. |
Details |
| Country Case Study:Ghana: Implementing a National Human Resources for Health Plan |
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Global Health Workforce Alliance |
2008 |
GHWA Task Force on Scaling Up Education and Training for Health Workers |
[Excerpt from publisher]Summary: Ghana has recognised the need to address its serious health workforce shortage, and consequent issues with health service delivery. A new human resources strategic plan has been developed to guide scale-up from 2007 to 2011. This fits into the broader health sector plan, which prioritises general health system development, promotion of healthy lifestyles and environment, improving healthy reproduction and nutrition services and governance and financing . It is also consistent with the President's vision to bring the country to middleincome status by 2015 - a goal that requires a healthy population. A review of the 2004 programme of work in the health sector found that failure to achieve improved health outcomes was often tied to issues of poor morale and distribution of the health workforce. After an in-country health workforce forum in 2005, the Ministry of Health carried out a needs assessment, which underpins the current plan. |
Details |
| Human Resources for Health (HRH) Strategic Planning |
|
The Capacity Project |
2008 |
Martineau T and Caffrey M |
[Excerpt from publisher]Provides guidance on HRH strategic planning, illustrated with examples. |
Details |
| Data Quality Considerations in Human Resources Information Systems (HRIS) Strengthening |
|
The Capacity Project |
2008 |
Wakibi S |
[Excerpt from author] This brief will discuss concepts of data quality and provide examples of the importance of data management specific to the field of HRH, illustrated by the Capacity Project's experience with HRIS strengthening in developing countries. |
Details |
| Pandemic Influenza Human Resources Guidance for the NHS |
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NHS Employers |
2008 |
|
[Excerpt from publisher] The pandemic flu HR guidance covers the range of issues which may emerge in the event of a pandemic: -it outlines the main features of the proposed response to the pandemic. Full details of how services will be restructured including the setting up of a 'pandemic flu line' to be coordinated by NHS Direct, arrangements in primary and community services and changes to hospital based services are dealt with in more detail in a range of other pandemic guidance which has been issued by the Department of Health. -how staff can be redeployed and how organisations can work together can sustain services to deal with the pandemic impact -how the NHS should deal with the likely impact of the pandemic on staffing levels for example by seeking to build up a reserve pool of potential staff to draw on to fill in gaps created by staff absence -how to manage staff absence and in particular dealing with staff that have caring responsibilities especially school age children -ensuring staff are used most effectively and reassuring staff around issues such as discipline -how to comply with the working time regulations providing support to staff during and the pandemic the recovery phase. |
Details |
| Pandemic Influenza Human Resources Guidance for the NHS |
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NHS Employers |
2008 |
|
[Excerpt from publisher] The pandemic flu HR guidance covers the range of issues which may emerge in the event of a pandemic: -it outlines the main features of the proposed response to the pandemic. Full details of how services will be restructured including the setting up of a 'pandemic flu line' to be coordinated by NHS Direct, arrangements in primary and community services and changes to hospital based services are dealt with in more detail in a range of other pandemic guidance which has been issued by the Department of Health. -how staff can be redeployed and how organisations can work together can sustain services to deal with the pandemic impact -how the NHS should deal with the likely impact of the pandemic on staffing levels for example by seeking to build up a reserve pool of potential staff to draw on to fill in gaps created by staff absence -how to manage staff absence and in particular dealing with staff that have caring responsibilities especially school age children -ensuring staff are used most effectively and reassuring staff around issues such as discipline -how to comply with the working time regulations providing support to staff during and the pandemic the recovery phase. |
Details |
| The Double Burden of Human Resource and HIV Crises: A Case Study of Malawi |
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Human Resources for Health |
2008 |
McCoy D, McPake B and Mwapasa V |
[Excerpt from authors]Two crises dominate the health sectors of sub-Saharan African countries: those of human resources and of HIV. Nevertheless, there is considerable variation in the extent to which these two phenomena affect sub-Saharan countries, with a few facing extreme levels of both: Lesotho, Zimbabwe, Zambia, Mozambique, the Central African Republic and Malawi. This paper reviews the continent-wide situation with respect to this double burden before considering the case of Malawi in more detail. In Malawi, there has been significant concurrent investment in both an Emergency Human Resource Programme and an antiretroviral therapy programme which was treating 60,000 people by the end of 2006. Both areas of synergy and conflict have arisen, as the two programmes have been implemented. These highlight important issues for programme planners and managers to address and emphasize that planning for the scale-up of antiretroviral therapy while simultaneously strengthening health systems and the human resource situation requires prioritization among compelling cases for support, and time (not just resources). |
Details |
| The Acute Care Nurse Practitioner in Ontario: A Workforce Study |
|
Nursing Leadership, Longwoods Publishing |
2008 |
Christina Hurlock-Chorostecki, Mary van Soeren, and Sharon Goodwin |
"Here, we present information obtained through a descriptive, self-reported survey of all nurse practitioners working in acute care settings who are not currently regulated in the extended class in Ontario. Results suggest wide acceptance of the role is concentrated around academic teaching hospitals. Continued barriers exist related to legislation and regulation as well as understanding and support for the multiple aspects of this role beyond clinical practice. This information may be used by nurse practitioners, nursing leaders and other administrators to position the role in hospital settings for greater impact on patient care. As well, understanding the need for regulatory and legislative changes to support the hospital-based Nurse Practitioner role will enable greater impact on health human resources and healthcare transformation." (from abstract) |
Details |
| The Influence of Teams, Supervisors and Organizations on Healthcare Practitioners' Abilities to Practise Ethically |
|
Nursing Leadership, Longwoods Publishing |
2008 |
Sarah Wall and Wendy Austin |
"A phenomenological study was conducted in which the impact of the team and the larger organization on practitioners' experiences of dealing with moral challenges was uncovered. Various mental healthcare professionals shared their experiences of ethically challenging situations in their practices and described the ways in which their teammates and supervisors affected how they faced these troubling situations. These findings allow us to see that there is considerable room for healthcare managers, many of whom are nurses, to facilitate supportive, ethical environments for healthcare professionals. An understanding of the essential experience of practising ethically allows for an appreciation of the significance of the team's role in supporting it and enables healthcare managers to target support for ethical healthcare work." (from abstract) |
Details |
| What makes nurses happy? |
|
nursezone.com |
2008 |
Debra Wood |
Brief article doumenting the experiences of some US hospitals in strategies to increase satisfaction and retention of nurses. |
Details |
| International mobility of health professionals and health workforce planning in Canada: Myths and realities |
|
OECD |
2008 |
Jean-Christophe Dumont, Pascal Zurn, Jody Church and Christine Le Thi |
"This report examines the role played by immigrant health workers in the Canadian health workforce but also the interactions between migration policies and education and health workforce management policies."(from summary) |
Details |
| Globalisation spurs migration of healthcare workers from poor nations |
|
British Medical Journal |
2008 |
John Zarocostas |
"Globalisation has made it easier for rich nations to "pull in" skilled migrants such as healthcare workers from poor nations, says a report from the International Organization for Migration, which promotes humane and orderly migration. Such migrants include a large number from sub-Saharan Africa, the region with the greatest shortage of healthcare personnel, and the trend is unlikely to abate, the report says." (from website) |
Details |
| The looming crisis of the health workforce: How can OECD countries respond? |
|
OECD |
2008 |
|
"OECD countries face a challenge in responding to the growing demand for doctors and nurses over the next 20 years. This challenge arises in a world which is already characterised by significant international migration of health workers, both across OECD countries and between some developing countries and the OECD area. What combination of human-resource management policies and migration policies is adopted by OECD countries? How do migration and other health workforce policies interact with each other? How can destination countries build a sustainable health workforce? What are the consequences of emigration of doctors and nurses for origin countries? The detailed statistics, tables and charts contained in the report are available via the StatLinks printed in the book (EXCELT)." |
Details |
| Impact of HIV/AIDS on the Health Workforce in Developing Countries |
|
World Health Organization |
2006 |
Tawfik l and Kinoti SN |
[Excerpt from authors] This paper addresses one of the key global health challenges today, especially in the poorest countries: the influence of the HIV/AIDS epidemic on the health workforce. First, we provide an overview of the impact of HIV/AIDS on health systems and how this influences demand and supply of the health workforce, with a focus on developing countries. Second, we review the impact of HIVAIDS on morbidity and mortality among staff, with specific emphasis on countries in Africa. Next, we review the impact of HIV/AIDS on workforce motivation, performance and migration. Last, we discuss policy options for future staff scenarios and potential obstacles, highlighting policies that could improve retention, replacement and replenishment of health workers. |
Details |
| Addressing the Human Resource Crisis in Malawi's Health Sector: Employment Preferences of Public Sector Registered Nurses |
|
Overseas Development Institute |
2007 |
Mangham L |
[Excerpt from author]This paper examines the employment preferences of public sector registered nurses working in Malawi and identifies the range and relative importance of the factors that affect their motivation. The research was designed in the light of the Malawi government's programme to address the shortage of health workers, which is based on salary top-ups as a means of increasing employee motivation and reducing high rates of attrition. This policy has been adopted despite relatively little quantitative exploration into the employment preferences of health workers in developing countries. This study aims to provide a clearer picture of the preferences of registered nurses about different aspects of their employment, and the factors that might persuade them to continue in the profession within their home country. |
Details |
| New Data on African Health Professionals Abroad |
|
Human Resources for Health |
2008 |
Clemens M and Pettersson G |
[Excerpt from authors]Background:The migration of doctors and nurses from Africa to developed countries has raised fears of an African medical brain drain. But empirical research on the causes and effects of the phenomenon has been hampered by a lack of systematic data on the extent of African health workers' international movements. Methods: We use destination-country census data to estimate the number of African-born doctors and professional nurses working abroad in a developed country circa 2000, and compare this to the stocks of these workers in each country of origin. Results: Approximately 65 000 African-born physicians and 70 000 African-born professional nurses were working overseas in a developed country in the year 2000. This represents about one fifth of African-born physicians in the world, and about one tenth of African-born professional nurses. The fraction of health professionals abroad varies enormously across African countries, from 1% to over 70% according to the occupation and country. Conclusions:These numbers are the first standardized, systematic, occupation-specific measure of skilled professionals working in developed countries and born in a large number of developing countries. |
Details |
| Human Resource Development and Antiretroviral Treatment in Free State province, South Africa |
|
Human Resources for Health |
2008 |
van Rensburg D, Steyn F, Schneider H and Loffstadt L |
[Excerpt from authors]Background In common with other developing countries, South Africa's public health system is characterised by human resource shortfalls. These are likely to be exacerbated by the escalating demand for HIV care and a large-scale antiretroviral therapy (ART) programme. Focusing on professional nurses, the main front-line providers of primary health care in South Africa, we studied patterns of planning, recruitment, training and task allocation associated with an expanding ART programme in the districts of one province, the Free State. |
Details |
| Outcomes of Interventions to Improve Hospital Nursing Work Environments |
|
Journal of Nursing Administration. |
2008 |
McGillis Hall L, Doran D and Pink L |
[Excerpt from publisher]Objective: The impact of interventions designed to improve the nursing work environment on patient and nurse outcomes was examined. Background: Nursing work environments have been characterized as contributing to patient outcomes as a result of organizational management practices, workforce deployment, work design, and organizational culture. Methods: This quasi-experimental study involved 16 unit managers, 1,137 patients, and 296 observations from registered nurses over time. Results: After participation in the intervention, study nurses reported higher perceptions of their work and work environment. Demographic nurse, unit, and hospital characteristics also had an impact on the work environment and outcomes. Conclusions: Findings in this study highlight the importance of understanding factors in the work environment that influence patient and nurse outcomes. |
Details |
| Supply of Internationally Educated Nurses in Ontario: Recent Developments and Future Scenarios |
|
Nursing Health Services Resaearch Unit |
2008 |
Blythe J and Baumann A |
[Excerpt form authors]Ontario does not educate sufficient nurses to avoid a serious shortage in the future. Therefore, it is essential that planners understand the importance of internationally educated nurses (IENs) as a supply source. This report builds on Report Number 3 in the Health Human Resource series (Baumann, Blythe, Rheaume, & McIntosh, 2006) and answers three questions: What are the characteristics of the Ontario IEN workforce? What factors are likely to influence IEN supply in the future? What are the implications of IEN migration for policy making and workforce planning? |
Details |
| Fact Sheet: A Literature Review of Orientation Programs for New Nursing Graduates |
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Nursing Health Services Research Unit McMaster University & University of Toronto |
0 |
Baxter P |
[Excerpt from publisher] This fact sheet is based on: A Literature Review of Orientation Programs for New Nursing Graduates, a project commissioned by the Ontario Ministry of Health and Long-term Care. The full report is available on the Nursing Health Services Research Unit web site www.nhsru.com |
Details |
| Driven by Dogma: Outsourcing in the health service |
|
Unison |
2008 |
Office of Public Management (OPM) Ltd for Unison |
(excerpt from document foreword)"This report is a timely contribution to the debate on outsourcing and the use of the private sector in delivering public services. The current financial crisis has demonstrated the failure of light-touch regulation and the need for much greater control and transparency in the UK's financial sector.The NHS is increasingly facing similar issues as parts of the system have been outsourced and more private companies brought in to provide services.OPM's report usefully highlights a number of key concerns for UNISON around value for money, impact on staff terms and conditions, fragmentation of services, and a failure of accountability." |
Details |
| Older..but wiser?:Policy responses to an ageing nursing workforce: A report for the Royal College of Nurses, Scotland |
|
Royal College of Nursing, Scotland |
2008 |
James Buchan, Fiona O'May and Dolly McCann |
(excerpt from Introduction)"This report for the Royal College of Nursing in Scotland is based on a review of the research literature on the policy implications of, and policy responses to, the ageing nursing workforce. It takes a practical focus - aiming to report on what is known about the policy challenges of an ageing nursing workforce, and also "what works" in terms of reported policy initiatives" |
Details |
| Building the Bridge from Human Resources Data to Effective Decisions: Ten Pillars of Successful Data-Driven Decision-Making |
|
The Capacity Project |
2008 |
Adano, U. |
[exerpt] 'The purpose of this technical brief is to present ten fundamental and practical pillars to aid HR managers, practitioners and policy analysts in building a bridge from HR data and reports to effective HR policy and management decisions.' |
Details |
| An Overview of Human Resources for Health (HRH) Projection Models: Technical Brief 12 |
|
The Capacity Project |
2008 |
McQuide, P., Stevens, J., Settle, D., Intrahealth International |
[excerpt] 'The aim of this technical brief is to provide a rapid review of different health workforce projection approaches. A list of references serves as a guide for those who would like more information on this subject...This brief will discuss six different HRH projection approaches, based on a review ofthe current literature.' |
Details |
| Overview of Evidence Relating to Shifting the Balance of Care: A Contribution to the Knowledge Base |
|
Scottish Government Social Research |
2008 |
Johnstone, L., Lardner, C., and Jepson, R. |
[excerpt by authors]"This report presents the findings of a short review of evidence. The aim was to provide an overview of evidence to contribute to the debate on, and inform the development of, the policy on shifting the balance of care a key theme within health and community care policy which is intended to bring about improvements in service delivery and health outcomes. Shifting the balance of care is a term used to describe change at a number of levels, for example, shifting the location of care towards more community-based facilities, shifting the focus of care towards long term conditions and changing the roles and responsibilities of patients and professionals." |
Details |
| Addressing Nurse-to-Nurse Bullying to Promote Nurse Retention |
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OJIN: The Online Journal of Issues in Nursing; Vol 13 No. 3. |
2008 |
Rocker, C. F. |
[Author abstract]'Nurse-to-nurse bullying in the workforce is contributing to the current nursing shortage. The literature reveals both victims and witnesses of bullying suffer silently and are often confused as to what to do when presented with bullying behavior. This confusion frequently contributes to nurses leaving their chosen profession. Canadian lawmakers are now beginning to address workplace bulling behaviors. The purpose of this paper is to raise awareness of the challenges associated with workplace bullying among nurses by defining and describing the incidence and origin of workplace bullying; reporting the nature of and consequences of workplace bullying for both victims and witnesses; presenting the Canadian legal response, strategies to support victims, and approaches preventing workplace bullying; and considering the nurse manager's role in addressing workplace bullying.' |
Details |
Socio-Economic Welfare 
