| Nurses' Perceptions of Hospital Work Environments |
|
Blackwell Synergy; Journal of Nursing Management |
2007 |
McGillis Hall L and Doran D |
[Excerpt from publisher] Aim: To examine factors within the nursing work environment that may affect nurse outcomes. Background: Primary data were acquired from unit managers and staff nurses on the study units. Secondary data were collected from health records administrative databases. The sample included adult medical and surgical units within all 19 teaching hospitals in Ontario, Canada. Methods: A cross-sectional study design was employed in this study. A random sampling process was used to recruit the number of nurses (n = 1,116) required to provide a statistically adequate sample for the survey. Results: Perceptions of the quality of care at the unit level were found to have a statistically significant positive influence on nurses' job satisfaction, and a statistically significant negative influence on nurses' job pressure and job threat. Conclusions: The results of this study underscore the importance of examining the environment in which nurses' work as a potential factor that influences outcomes experienced by patients and nurses. |
Details |
| Nurse Staffing Models as Predictors of Patient Outcomes |
|
Lippincott Williams & Wilkins, Inc.; Medical Care |
2003 |
McGillis Hall L, Doran D, Baker GR, Pink GH, Sidani S, O'Brien-Pallas L and Donner GJ. |
[Excerpt fron publisher]Background. Little research has been conducted that examined the intended effects of nursing care on clinical outcomes. Objective. The objective of this study was to evaluate the impact of different nurse staffing models on the patient outcomes of functional status, pain control, and patient satisfaction with nursing care. Research Design. A repeated-measures study was conducted in all 19 teaching hospitals in Ontario, Canada. Subjects. The sample comprised hospitals and adult medical-surgical and obstetric inpatients within those hospitals. Measures. The patient's functional health outcomes were assessed with the Functional Independence Measure (FIM) and the Medical Outcome Study SF-36. Pain was assessed with the Brief Pain Inventory and patient perceptions of nursing care were measured with the nursing care quality subscale of the Patient Judgment of Hospital Quality Questionnaire. Results. The proportion of regulated nursing staff on the unit was associated with better FIM scores and better social function scores at hospital discharge. In addition, a mix of staff that included RNs and unregulated workers was associated with better pain outcomes at discharge than a mix that involved RNs/RPNs and unregulated workers. Finally, patients were more satisfied with their obstetric nursing care on units where there was a higher proportion of regulated staff. Conclusions. The results of this study suggest that a higher proportion of RNs/RPNs on inpatient units in Ontario teaching hospitals is associated with better clinical outcomes at the time of hospital discharge. |
Details |
| Pay for Performance, Quality of Care, and Outcomes in Acute Myocardial Infarction |
|
Journal of the American Medical Association |
2007 |
Glickman SW, Ou FS, DeLong ER, Roe MT,Lytle BL, Mulgund J, Rumsfeld JS, Gibler WB, Ohman M, Schulman KA and Peterson ED, |
[Excerpt from authors]Context: Pay for performance has been promoted as a tool for improving quality of care. In 2003, the Centers for Medicare & Medicaid Services (CMS) launched the largest pay-for-performance pilot project to date in the United States, including indicators for acute myocardial infarction. Objective: To determine if pay for performance was associated with either improved processes of care and outcomes or unintended consequences for acute myocardial infarction at hospitals participating in the CMS pilot project. Conclusions: Among hospitals participating in a voluntary quality-improvement initiative, the pay-for-performance program was not associated with a significant incremental improvement in quality of care or outcomes for acute myocardial infarction. Conversely, we did not find evidence that pay for performance had an adverse association with improvement in processes of care that were not subject to financial incentives. Additional studies of pay for performance are needed to determine its optimal role in quality-improvement initiatives. |
Details |
| The Ethical Recruitment of Internationally Educated Health Professionals: Lessons from Abroad and Options for Canada |
|
Canadian Policy Research Networks |
2007 |
Klassen N, McIntosh T and Torgerson R |
[Excerpt from Publisher] A new report by CPRN calls for provincial governments to take a closer look at the way they hire doctors, nurses and other health professionals from developing countries. Canada has always relied on newcomers to help deal with shortages in this field, but increasingly these professionals are coming from developing countries, especially from Africa and Asia, which have staffing shortages and critical health problems of their own. The report, The Ethical Recruitment of Internationally Educated Health Professionals: Lessons from Abroad and Options for Canada, looks at how other countries are handling the issue, examines the views of key players and outlines some first steps for Canada's provinces to begin the process of developing a code of practice or series of guidelines. |
Details |
| Positive Practice Environments: Quality Workplaces = Quality Patient Care |
|
International Council of Nurses |
2007 |
Baumann A |
[Excerpt from author]It is a pressing reality. Health systems worldwide are increasingly challenged - faced with a growing range of health needs and financial constraints that limit services' potential to strengthen health sector infrastructures and workforces. We are immersed in a global nursing workforce crisis - one marked by a critical shortage of nurses. The reasons for the shortage are varied and complex, but key among them are unhealthy work environments that weaken performance or alienate nurses and, too often, drive them away ? from specific work settings or from the nursing profession itself. Yet there are environments that do just the opposite, that support excellence and have the power to attract and keep nurses. These have come to be called positive practice environments. Their beneficial effect on everything from nurse satisfaction to patient outcomes to innovation is documented by a substantial body of evidence. Still, much work needs to be done to make positive practice environments the norm. Toward this end, ICN has chosen Positive Practice Environments: Quality Workplaces = Quality Patient Care as the theme of International Nurses Day 2007 and the focus of this tool kit. Designed to help nurses raise awareness and take action, the kit can be used by managers, front-line nurses, chief executive officers, professional associations and/or regulatory bodies. The kit is designed to provide data on positive practice environments to all health stakeholders who are interested in improving the delivery of quality services. |
Details |
| Trends in Nursing Staff Allocation: The Nurse-to-Patient Ratio and Skill Mix Issues in Israel |
|
International Nursing Reveiw; Blackwell Publishing |
2007 |
Rassin M and Silner D |
[Excerpt from authors]This article describes a case study relating to trends in nurse-to-patient ratios and nursing staff mix in Israel. |
Details |
| Holding On: Nurses' Employment and Morale in 2007 |
|
Royal College of Nursing UK |
2007 |
Ball J and Pike G |
This is the 21st employment survey commissioned by the Royal College of Nursing UK. The survey reports on nurses views about pay and rewards; working hours; workload and staffing; job change, etc. It concludes that nurses' morale is at a 10-year low. |
Details |
| The Benefits of Teamwork in Healthcare - eVD |
|
Canadian Health Services Research Foundation |
2007 |
|
[Excerpt from publisher]The Foundation presents a short electronic video documentary (eVD) about the benefits of teamwork in healthcare, with an engaging cast of researchers, policy makers, staff, and patients. Windows Media Player required. |
Details |
| Providing the Providers - Remedying Africa's Shortage of Health Care Workers |
|
NEJM |
2007 |
Pooja K |
[Excerpt from author] The pressures on Mfeka and Nkabinde reflect a global problem that is finally receiving attention from donors and international agencies: a critical shortage of health care workers in many parts of the world. Although this shortage is not new, recent international efforts to vaccinate children and to fight human immunodeficiency virus (HIV) infection and AIDS, malaria, tuberculosis, and other diseases have brought it into sharper focus. Donors are increasingly realizing that without enough trained workers to deliver drugs, vaccines, and care, pumping money into projects will not have the desired effects. "Even if you have the medicine, the vaccines, and the bed nets, you need the health workers to deliver the service," says Manuel Dayrit, director of the Department of Human Resources for Health at the World Health Organization (WHO). "With the experience of the last few years, where you have had huge global funds move into an activity to provide resources . . . we've found that the bottleneck is really the delivery." |
Details |
| HIV and Infant Feeding Counselling: Challenges Faced by Nurse-counsellors in Northern Tanzania |
|
Human Resources for Health, |
2007 |
Leshabari S, Blystad A, de Paoli M and Moland K |
[Excerpt from authors] Background: Infant feeding is a subject of worry in prevention of mother to child transmission (pMTCT) programmes in settings where breastfeeding is normative. Nurse-counsellors, expected to counsel HIV-positive women on safer infant feeding methods as defined in national/international guidelines, are faced with a number of challenges. This study aims to explore the experiences and situated concerns of nurses working as infant feeding counsellors to HIV-positive mothers enrolled in pMTCT programmes in the Kilimanjaro region, northern Tanzania. Conclusion:The findings illuminate the immense burden placed on nurses in their role as infant feeding counsellors in pMTCT programmes and the urgent need to provide the training and support structure necessary to promote professional confidence and skills. The organisation of counselling services must to a larger extent take into account the local realities in which nurses construct their role as counsellors to HIV-positive childbearing women. |
Details |
| Working for an Accessible, Motivated and Supported Health Workforce |
|
Global Health Workforce Alliance |
2007 |
Omaswa F |
[Excerpt from author]One of the most important health goals was articulated by Lee Jong-wook: "Access to a motivated and supported health worker for every person in every village everywhere."Whether one is ill, in need of urgent care but denied access to essential services due to the absence of a health worker - or looking from the perspective of an over-stretched health worker who is inadequately equipped and supported, and brings barely poverty-level wages back to the family - the crisis in human resources for health (HRH) is an old problem which has developed right in front of us, and has now been exposed and accentuated by fresh forces.Yet two to three decades ago, as a health worker in Africa, I enjoyed decent wages and good working conditions; and this was the case in many other sub-Saharan African countries. |
Details |
| At Breaking Point:? A Survey of the Wellbeing and Working Lives of Nurses in 2005 |
|
Royal College of Nursing, UK |
2006 |
Ball J, Pike G and Bradley M |
[Excerpt from authors] The RCN commissioned a survey of 6,000 members in 2000 to explore nurses' wellbeing and working lives. The results1 subsequently helped shape RCN policy and materials for members on topics such as bullying and harassment, violence, needlestick injury and employee-friendly working practices. Five years on, the RCN has commissioned a second survey looking at a similar range of issues. This report documents the findings of that survey, and describes differences between the 2000 and 2005 survey findings. |
Details |
| Addressing the HRH Crisis: the Importance of Infection Prevention and Control |
|
Commonwealth Regional Health Community for East, Central and Southern Africa |
2003 |
Munjanja O and Lynam P |
[Excerpt from authors]This presentation examines the importance of infection prevention and control. |
Details |
| The Least Developed Countries Report, 2007 |
|
UNCTAD |
2007 |
|
[Excerpt from publisher]This Report explores how national and international policies can promote more effective technological learning and innovation in the least developed countries (LDCs). It extends and deepens the analysis in The Least Developed Countries Report 2006. Chapter 4 looks at the loss of skilled human resources through emigration and at policy options for dealing with that issue. Also available in: Arabic Chinese French Russian Spanish |
Details |
| Predictors of Job Satisfaction Among Doctors, Nurses and Auxiliaries in Norwegian Hospitals: Relevance for Micro Unit Culture |
|
Human Resources for Health |
2006 |
Krogstad U, Hofoss D, Veenstra M and Hjortdahl P |
[Excerpt from authors] Objective: To explore what domains of work are important for job satisfaction among doctors, nurses and auxiliaries and to discuss differences between professional groups in the perspective of micro team culture. Conclusion: The professional values of medicine, the organizational and holistic skills of nurses and the practical experience of auxiliaries should all be valued in the building of interdependent micro teams. |
Details |
| Royal College of Nursing Lone Working Survey |
|
Royal College of Nursing |
2007 |
Smith M |
[Excerpt from publisher]The Royal College of Nursing (RCN) has been concerned about the level of risks to nurses. It has been working in a number of ways to raise awareness of the problem and to contribute towards the development of solutions to reduce the incidence of violence, as well as ensure those who are subjected to violence receive the support they need. The RCN believes that those who assault nurses should face criminal sanctions where appropriate, but highlights the fact that there are relatively few prosecutions in relation to the number of incidents. In 2006, the RCN published a survey looking at all aspects of nurses' working environment, including assaults from patients and the public. Four in 10 respondents reported that they had been harassed or assaulted by patients or relatives in the previous 12 months - an increase on an earlier report in 2000. Of these, 25 per cent were reported by nurses working in the community. Interventions to reduce levels of violence and aggression are frequently focussed on the acute sector and emergency departments in particular. However, working in the community means that nurses face all the risks of lone working, resulting in exposure to violence and aggression. |
Details |
| Major Surgery Delegation to Mid-level Health Practitioners in Mozambique: Health Professionals' Perceptions |
|
Human Resources for Health |
2007 |
Cumbi A, Pereira C , Malalane R, Vaz F, McCord C, Bacci A and Bergstrom A |
[Excerpt from authors]This study examines the opinions of health professionals about the capacity and performance of the 'tecnico de cirurgia', a surgically trained assistant medical officer in the Mozambican health system. Particular attention is paid to the views of medical doctors and maternal and child health nurses. |
Details |
| Employment Conditions and Health Inequalities |
|
World Health Organization - Commission on the Social Determinants of Healh |
2007 |
|
[Excerpt from publisher] The aim of this Report is to provide a rigorous analysis on how employment relations affect different population groups, and how this knowledge may help identify and promote worldwide effective policies and institutional changes to reduce health inequalities derived from these employment relations. Consequently, the report incorporates the political, cultural, and economic context to provide a comprehensive account of the current international situation of labour markets and types of employment conditions. |
Details |
| National Workforce Plan 2006 - NHS Scotland |
|
Scottish Executive |
2006 |
|
[Excerpt from Publisher] The purpose of this document is primarily to articulate and describe workforce supply. The aim of this is two-fold. First, it will help NHS Boards and other employers to understand where their future workforce is likely to come from and second, it provides a vehicle for setting medical, dental and nursing training numbers and helps inform education providers about future workforce needs and likely supply pathways. |
Details |
| New Ways of Working - Improving Workflow on Patient Care Units Pilot Program |
|
American Hospital Association; Maryland Hospital Association |
2007 |
|
[Excerpt from Publisher] The continuing and growing health care workforce shortage is one of the most serious ongoing issues faced by hospitals. As part of its efforts to help hospitals build a thriving workforce, the American Hospital Association (AHA) has been working with colleagues from the Changing Workforce Programme of the English National Health Service (NHS) for several years. This NHS initiative used workforce changes, particularly role/job redesign, to lead improvement in services to patients. Through a number of pilots in England, the NHS demonstrated that better allocation of staff skills to the tasks of treatment and care results in more effective use of time and higher staff motivation. Senior, highly trained staff can focus their skills on areas of greatest clinical need, while enhanced support staff roles offer career development and greater job satisfaction. |
Details |
| Nurses' Experiences of Recruitment and Migration from Developing Countries: A Phenomenological Approach |
|
Human Resources For Health |
2007 |
Troy PH, Wyness LA and McAuliffe E |
[Excerpt from authors]There is growing concern globally at the current flows of nurse migration, particularly from low-income to middle and high-income countries. Recruitment practices of many countries such as Ireland are thought to be fuelling this rate of migration. This paper aims to establish the perceptions and opinions of those involved in the recruitment process on their role in recruitment and the effects recruitment has on both source and destination countries. |
Details |
| Migration of Nurses from Sub-Saharan Africa: A Review of Issues and Challenges |
|
Health Research and Educational Trust; Balckwell Synergy |
2007 |
Dovlo D |
[Excerpt from author] This paper was commissioned by AcademyHealth to ''identify and review reports, documents and data relating to nursing workforce dynamics'' in sub-Saharan Africa (SSA) with the objective of analyzing, synthesizing, and presenting key information on nurse migration in the region. It reviews trends and impact of nurse migration derived from previously published work by various groups including the Joint Learning Initiative on Human Resources for Health ( JLI), the WHO Africa Region (AFRO) report on Migration, International Council of Nurses (ICN) Global Nursing Review Initiative, and reports to the High Level Forum (HLF) on the millennium development goals(MDGs) on the human resources crisis. |
Details |
| Help Wanted: Confronting the Health Worker Crisis to Expand Access to HIV/AIDS Treatment - MSF Experience in Southern Africa |
|
M?decins Sans Fronti?res |
2007 |
|
[Excerpt from publisher] This report focuses on the impact of human resource shortages witnessed by MSF teams in four southern African countries - Lesotho, Malawi, Mozambique, and South Africa. While the focus is largely on nurses in rural areas, it should be acknowledged that health staff is lacking across the spectrum - from doctors to laboratory technicians to pharmacists - at all levels of care. The report also describes how MSF teams and local partners are trying to overcome staff shortages to reduce waiting times and increase access to care. |
Details |
| Not There Yet: Improving the Working Conditions of Canadian Nurses |
|
Canadian Policy Research Networks |
2007 |
Torgerson R |
[Excerpt from publisher]It's called the caring profession. Popular quotations play on its strengths: "nurses are patient people" - or "nurses can take the pressure." But this research paper, Not There Yet: Improving the Working Conditions of Canadian Nurses, has found that not enough is being done to help the people who help us when we use the health care system. |
Details |
| Advanced Nursing Practice |
|
Blackwell Publishing |
2006 |
Affara F and Schober M |
[Excerpt from publisher] Advanced Nursing Practice addresses the key issues in practice, education, regulation, research and role/practice development, which are central to defining the distinctive nature of advanced nursing practice (ANP) and explores international developments in the field of ANP. Advanced Nursing Practice has been developed in recognition of the key role nurses with advanced knowledge and skills play in developing health care services worldwide. The book tracks the evolution of new advanced practice nursing roles and innovative practice models, and examines the need for international guidelines. In exploring strategies for implementing ANP in the context of countries' health care needs, Advanced Nursing Practice addresses legal and ethical challenges and commonalities and differences in advanced nursing practice, while examining the implications, obstacles, and facilitative strategies in maintaining, implementing and supporting the development of ANP. This book provides guidance in decision-making, examines the implications for liaising with other health care professionals and encourages nurses to shape their role to the needs of their patients and practice. |
Details |
| Guidelines for Evaluation Nursing and Midwifery Education and Training Programmes - DRAFT |
|
World Health Organization Regional Office for Africa |
2005 |
|
[Excerpt from authors] In the context of the critical role that human resources play in delivering health services to populations and as human resources represent a critical constraint in achieving the targets of the Millennium Development Goals, it becomes imperative that effective systems for regulation, education, research and performance management be strengthened in order to achieve the required improvement in health health outcomes. The guidelines will provide a framework to health policy and decision-makers, planners and implementers of health sciences education and training programmes to improve health programmes and the services for delivering them, and to guide in allocation of human and financial resources in current and future programmes and services. |
Details |
| Policies and Plans for Human Resources for Health - Guidelines for Countries in the WHO African Region |
|
World Health Organization Regional Office for Africa |
2006 |
Nyoni J, Gbary A, Awases M, Ndecki P and Chatora R |
[Excerpt from Foreward]These guidelines are intended for use by Ministry of Health officials responsible for human resources development as well as others in relevant ministries and agencies. It is hoped that these guidelines will be used for the review and development of human resource situation analysis, policies and plans and will be adapted as necessary by each Member country in the WHO African Region. Also available in Fran?ais and Portugu?s. Visit http://www.afro.who.int/hrh-observatory/documentcentre/index.html |
Details |
| Workers' Health: Draft Global Plan of Action |
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World Health Organization |
2007 |
|
[Excerpt from publisher] The proposed plan of action deals with all aspects of workers' health, including primary prevention of occupational hazards, protection and promotion of health at work, employment conditions, and a better response from health systems to workers' health. Available in Arabic, Chinese, English, French, Spanish and Russian. |
Details |
| Africa Health Strategy: 2007-2015 |
|
AU |
2007 |
|
The Strategy contains a section on human resources |
Details |
| Health Human Resources Policy in the 21st Century |
|
Canadian Public Policy |
2007 |
Guest Editors: Stephen Birch and Ivy Lynn Bourgeault |
[Excerpt from publisher]A central piece of Canada's health-care system is human resources. Current concerns with shortages of various types of health-care providers, whether real or perceived, and the impact that these shortages have on other policy initiatives (e.g., primary care reforms, wait-time reduction, etc.), have drawn the attention of policymakers to the need for improvement in the planning for and use of healthc are human resources. Health human resource planning is not only a critical task, it is also increasingly complex. Healthcare production is labour-intensive and the human resource inputs used are well trained. Moreover, the context within which these health workers are deployed is highly regulated, constrained by pre-existing policy and institutional imperatives, and subject to a range of political influences. The collection of papers in this Special Issue of Canadian Public Policy/Analyse de politiques presents a wide range of contributions to some of the key problems associated with health human resources in the Canadian context. |
Details |
| Deteriorated External Work Environment, Heavy Workload and Nurses' Job Satisfaction and Turnover Intention |
|
Canadian Public Policy |
2007 |
Zeytinoglu IU, Denton M, Davies S, Baumann A, Blythe J and Boos L |
[Excerpt from authors]Health system reform experienced in Canada since the 1990s profoundly affected health-care workplaces and workers' attitudes. In this paper we examine associations between deteriorated external work environment, heavy workload and nurses' job satisfaction and turnover intention. Data are from our 2002 survey responses of 1,396 nurses employed in three teaching hospitals in southern Ontario. Data are analyzed first for all nurses and then separately for full-time, part-time, and casual nurses. External work environment refers to nurses' perceptions of important decisions being made outside the hospital, limited resources, and budget cuts. Results show that when nurses perceive a deteriorated external work environment and consider their workload to be heavy, they also report low job satisfaction. Low job satisfaction and heavy workload, in turn, are associated with nurses' turnover intention. However, when nurses perceive a deteriorated external work environment they are more inclined to stay. When data are examined separately for each employment status group, the effect of external work environment and workload are different on turnover intentions for fulltime, part-time, and casual nurses. We suggest managers and policymakers pay attention to the impact of deteriorated external work environment and heavy workload in developing strategies for nurses' job satisfaction and retention. More importantly, the different impact of these factors according to employment contracts should be considered in developing human resources policies for nurses' job satisfaction and retention. |
Details |
| Human Resources Planning and the Production of Health: A Needs-Based Analytical Framework, |
|
Canadian Public Policy |
2007 |
Birch S, Kephart G, Tomblin-Murphy G, O'Brien-Pallas L, Alder R and MacKenzie A |
[Excerpt from authors]Traditional approaches to health human resources planning emphasize the effects of demographic change on the needs for health human resources. Planning requirements are largely based on the size and demographic mix of the population applied to simple population-provider or population-utilization ratios. We develop an extended analytical framework based on the production of health-care services and the multiple determinants of health human resource requirements. The requirements for human resources are shown to depend on four separate elements: demography, epidemiology, standards of care, and provider productivity. The application of the framework is illustrated using hypothetical scenarios for the population of the combined provinces of Atlantic Canada. |
Details |
| Decision Making for Nurse Staffing: Canadian Perspectives |
|
Sage Publications- Policy, Politics, & Nursing Practice |
2006 |
McGillis Hall L, Pink L, Lalonde M, Tomblin Murphy G, O'Brien-Pallas L, Laschinger H, Tourangeau A, Besner J, White D, Tregunno D, Thomson D, Peterson J, Seto L and Akeroyd J |
[Excerpt from authors]The effectiveness of methods for determining nurse staffing is unknown. Despite a great deal of interest in Canada, efforts conducted to date indicate that there is a lack of consensus on nurse staffing decision-making processes. This study explored nurse staffing decision-making processes, supports in place for nurses, nursing workload being experienced, and perceptions of nursing care and outcomes in Canada. Substantial information was provided from participants about the nurse staffing decision-making methods currently employed in Canada including frameworks for nurse staffing, nurse-to-patient ratios, workload measurement systems, and "gut" instinct. A number of key themes emerged from the study that can form the basis for policy and practice changes related to determining appropriate workload for nursing in Canada. These include the use of (a) staffing principles and frameworks, (b) nursing workload measurement systems, (c) nurse-topatient ratios, and (d) the need for uptake of evidence related to nurse staffing. |
Details |
| A Review of Non-financial Incentives for Health Worker Retention in East and Southern Africa |
|
Regional Network for Equity in Health in East and Southern Africa; East Central and Southern African Health Community |
2007 |
YM Dambisya |
[Excerpt from author]This paper was commissioned by the Regional Network for Equity in Health in east and southern Africa (EQUINET) in co-operation with the and the East, Central and Southern African Health Community (ECSA-HC) to inform a programme of work on 'valuing health workers' so that they are retained within the health systems. The paper reviewed evidence from published and grey (English language) literature on the use of non-financial incentives for health worker retention in sixteen countries in east and southern Africa (ESA): Angola, Botswana, DRC, Kenya, Lesotho, Madagascar, Malawi, Mauritius, Mozambique, Namibia, South Africa, Swaziland, Tanzania, Uganda, Zambia and Zimbabwe. There is a growing body of evidence on health worker issues in ESA countries, but few studies on the use of incentives for retention, especially in under-served areas. |
Details |
| Career Intentions of Nursing Students and New Nurse Graduates: A Review of the Literature |
|
International Journal of Nursing Education Scholarship |
2006 |
Hayes L, Orchard C, McGillis Hall L, Nincic V, O'Brien-Pallas L and Andrews G |
[Excerpt from authors]This paper highlights findings from a literature search to examine the role of nursing education in preparing nurses to meet healthcare demands. The review focused on nursing students' perceptions of nursing and whether these views change during their nursing studies and impact workplace preferences. Nursing students often enter their program with preconceived ideas of where they want to work following graduation. Large urban hospitals were favored over community care because of the perceived opportunities for support. Of particular importance were the negative views relating to care of elderly patients. Unless attitudes are changed during their nursing studies, they may affect initial job selection. Implications for nursing education include provision of educational experiences that foster an optimistic career outlook in areas where there is a growing need for nursing services. More research is needed to determine how to enable appropriate learning experiences when there are limited resources and practice placements. |
Details |
| Task Shifting to Tackle Health Worker Shortages |
|
World Health Organization |
2007 |
|
[Excerpt from publisher]At the June 2006 General Assembly High-Level Meeting on HIV/AIDS, United Nations Member States agreed to work towards the goal of "universal access to comprehensive prevention programmes, treatment, care and support" by 2010.Countries all around the world have made significant progress in scaling up HIV services. Nevertheless, major barriers must be overcome if universal access is to be achieved. One of the main constraints is a serious shortage of health workers-the people on the front line of the efforts to prevent and treat HIV infection. |
Details |
| Maternity Services Workforce Development Resource Pack |
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NHS |
2007 |
|
[Excerpt from publisher]This workforce planning resource pack is part of a range of resources developed by NWP to support maternity services. This range includes a maternity e-learning CD and a series of maternity workforce development workshops. All these resources are aimed at a mixed audience involved in the delivery of these changes which includes clinicians, heads of midwifery and service management staff as well as human resources, service redesign and workforce planning leads. This pack provides policy background and contains workforce planning checklists, together with case studies and frequently asked questions (FAQs) that other organisations have developed to solve common issues. |
Details |
| Mid-level and Nurse Practitioners in the Pacific: Models and Issues |
|
World Health Organization Western Pacific Region |
2001 |
|
[Excerpt from publisher] The purpose of this report is to summarize the roles and functions of midlevel and nurse practitioners in Pacific island countries and to present the findings and the conclusions of a ten-country assessment of mid-level and nurse practitioners to Health Ministers by:presenting the current models of mid-level provider education and practice in Pacific island countries;discussing the issues facing governments when they make decisions about mid-level providers in their health workforce;discussing strategies for strengthening the education and practice of midlevel providers; andpresenting recommendations for the use of mid-level practitioners in Pacific island countries. |
Details |
| Workplace Violence in the Health Sector - Country Case Study South Africa |
|
International Labour Office; International Council of Nurses; World Health Organisation; Public Services International |
2003 |
Steinman S |
[Excerpt from author]The purpose of the study is to obtain information on the level of workplace violence in the health sector in South Africa. In particular this study examines the extent of workplace violence, factors that may contribute to violence and explore the most suitable strategies and appropriate policies to prevent and address violence in the workplace. |
Details |
| Training Competent and Effective Primary Health Care Workers to Fill a Void in the Outer Islands Health Service Delivery of the Marshall Islands of Micronesia |
|
Human Resources for Health |
2006 |
Keni BH |
[Excerpt from author] Human resources for health are non-existent in many parts of the world and the outer islands of Marshall Islands in Micronesia are prime examples. While the more populated islands with hospital facilities are often successful in recruiting qualified health professionals from overseas, the outer islands generally have very limited health resources, and are thus less successful. In an attempt to provide reasonable health services to these islands, indigenous people were trained as Health Assistants (HA) to service their local communities. In an effort to remedy the effectiveness of health care delivery to these islands, a program to train mid-level health care workers (Hospital Assistants) was developed and implemented by the Ministry of Health in conjunction with the hospital in Majuro, the capital city of the Marshall Islands. This paper discusses the details of the training, the modalities used to groom the candidates, and an assessment of the ultimate effectiveness of the program. |
Details |
| Workplace Violence in the Health Sector - Lebanon Country Case Study |
|
International Labour Office; International Council of Nurses; World Health Organisation; Public Services International |
2003 |
Deeb M |
This case study examines workplace violence in the health sector of Lebanon using qualitative and quantitative analysis. |
Details |
| Workplace Violence in the Health Sector - Portuguese Case Studies |
|
International Labour Office; International Council of Nurses; World Health Organisation; Public Services International |
2003 |
Ferrinho P; Antunes AR; Biscaia A; Concei??o C; Fronteira I; Craveiro I; Flores I; Santos O |
[Excerpt from authors] These studies measure and characterize the problem of violence against health professionals in the workplace in selected settings in Portugal. They answer questions such as: Who are the most affected health professionals? What types of violence are most frequent? In what circumstances do episodes of violence happen? What are the institutional procedures? What are the consequences for the victims, the Institutions and the perpetrators? What is the positioning of the NHS managers, the professional councils the unions and the professional associations about this problem? |
Details |
| Workplace Violence in the Health Sector - A Case Study in Thailand |
|
International Labour Office; International Council of Nurses; World Health Organisation; Public Services International |
2003 |
Sripichyakan K, Thungpunkum P and Supavititpatana B |
[Excerpt from Preface] This research report has been published to illustrate the situation of workplace violence in the health sector in Thailand as well as contributing factors to, the consequences, and management of that violence. |
Details |
| Workplace Violence in the Health Sector - Case Study Bulgaria |
|
International Council of Nurses; International Labour Organization; World Health Organization; Public Service International |
2003 |
Tomev L, Daskalova N and Ivanova V |
This case study examines the issue of workplace violence in Bulgaria's health sector. |
Details |
| Workplace Violence in the Health Sector Country Case Study - Brazil |
|
International Labour Office; International Council of Nurses; World Health Organisation; Public Services International |
2003 |
Pal?cios M, Loureiro dos Santos M, Barros do Val M, Medina MI, de Abreu M, Soares Cardoso L and Bragan?a Pereira B |
[Excerpt from authors] The objective of the country case studies consists in showing country-specific evidence and practical solutions concerning workplace violence in the health sector. By summarising existing information and analysing newly obtained information the study aims to identify risk factors as well as best practices of anti-violence interventions in the given socio-cultural context. This work will serve as a basis for the formulation of guidelines for prevention and coping strategies targeting issues of workplace violence in the health sector. |
Details |
| Workplace Violence in the Health Sector: State of the Art Paper |
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2002 |
Cooper CL and Swanson N |
[Excerpt from authors] This State of the Art paper explores the literature and issues associated with violence in the health sector. It draws on the expertise of leading international experts in the field of "violence at work", getting them to focus on the health sector. We assess in this paper the scope, definition and global context of workplace violence, information and reporting of violence, existing evidence of the prevalence of violence, the origins of violence, the impact of violence, and prevention and interventions to minimize workplace violence in the health sector. The final section highlights some of the gaps in research and practice. |
Details |
| Safe Staffing Saves Lives - Information and Action Tool Kit |
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International Council of Nurses |
2006 |
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[Excerpt from publisher] This tool kit is designed for use by professional nursing associations and nurses. It outlines the essential background information to support the argument for appropriate staffing levels. The annexes contain support material that include a nurse staffing assessment tool, a list of activities for nurses to improve safe staffing a fact sheet, a sample press release, a sample power point presentation and examples of nursepatient ratios. The main document includes a backgrounder on safe staffing with relevant information that is essential to consider when discussing safe staffing issues. Evidence is provided that staffing levels have an impact on morbidity and mortality outcomes. The importance of skill mix and the clarification of roles are emphasized. The section entitled "How Is It Done?" describes legislation and frameworks and emphasizes the role of professional judgement in promoting strategies for safe staffing. In addition, important position statements are outlined to provide further background. Recommendations will guide nursing associations as they lobby for adjustments in work environments and adequate levels of nursing staff to provide safe care. Fran?ais: http://www.icn.ch/indkit2006f.pdf Espa?ol:http://www.icn.ch/indkit2006sp.pdf |
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| Working Together For Health: World Health Report 2006 |
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World Health Organization |
2006 |
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[Excerpt from publisher] The World Health Report 2006 - Working together for health contains an expert assessment of the current crisis in the global health workforce and ambitious proposals to tackle it over the next ten years, starting immediately. The report reveals an estimated shortage of almost 4.3 million doctors, midwives, nurses and support workers worldwide. The shortage is most severe in the poorest countries, especially in sub-Saharan Africa, where health workers are most needed. Focusing on all stages of the health workers' career lifespan from entry to health training, to job recruitment through to retirement, the report lays out a ten-year action plan in which countries can build their health workforces, with the support of global partners. Fran?ais: http://www.who.int/whr/2006/fr/index.html Espa?ol: http://www.who.int/whr/2006/es/index.html |
Details |
| Paying for People: Financing the Skilled Workers Needed to Deliver Health and Education Services for All |
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Oxfam International |
2007 |
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[Excerpt from publisher] Millions of people are dying, sick, or out of school because there are not enough teachers, nurses, and doctors in poor countries. Some poor-country governments have doubled expenditure on health and education since 2000 but still cannot afford to pay for these workers, so aid must plug the gap. But current aid is failing poor people - only 8 cents in the aid dollar are channelled into government plans that include the training and salaries of teachers and health workers. Two million teachers and 4.25 million health workers must be recruited to make health and education for all a reality. Aid donors must change the way they provide money, making long-term commitments and supporting national plans. This is the first in a series of three papers that examines the financing of services in developing countries. This paper focuses on external assistance in the form of aid and debt cancellation. The other papers in the series will focus on internal revenues; first, receipts from taxation and then receipts from extractive industries. |
Details |
| The Role of the Physical and Social Environment in Promoting Health, Safety, and Effectiveness in the Healthcare Workplace |
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The Center for Health Design, US |
2006 |
Joseph A |
[Excerpt from auhtor] Objective: To examine how the physical environment, along with other factors such as culture and social support, impact (a) the health and safety of the care team, (b) effectiveness of the healthcare team in providing care and preventing medical errors, and (c) patient and practitioner satisfaction with the experience of giving and receiving care. Conclusions: The physical environment along with social support, organizational culture, and technology can play an important role in improving health, safety, effectiveness and satisfaction of the healthcare team. |
Details |
| Improving Retention: Nurse Tutors in Malawi |
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The Capacity Project |
2007 |
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[Excerpt from publisher] This summary brief is a component of a larger effort to document and disseminate four promising human resources for health practices from Africa. The brief is excerpted from Health Workforce Innovations: A Synthesis of Four Promising Practices (Buchan and McCaffery). The synthesis paper and a full report on this particular promising practice, Attracting and Retaining Nurse Tutors in Malawi (Caffrey and Frelick), are available in the Publications and Resources section at www.capacityproject.org |
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| The United States Health Workforce Profile |
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The New York Center for Health Workforce Studies |
2006 |
Dionne M, Moore J, Armstrong D, and Martiniano R |
This report compiles, organises and presents a wide range of data on the health workforce. It aims to assist policy makers and planners to better understand and address workforce issues. |
Details |
| Raising Awareness of Stress at Work in Developing Countries: A Modern Hazard in a Traditional Working Environment |
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World Health Organization |
2007 |
Houtman I, Jettinghoff K and Cedillo L |
[Excerpt from authors]The purpose of this booklet is to raise 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 important developments in the modern world; two of the most significant being globalisation and the changing nature of work. Raising awareness at an early stage seems all the more important because workrelated stress is also a problem which is far from being resolved in developed and industrialized countries. |
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| Healthy Work Environments Best Practice Guidelines - Professionalism in Nursing |
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Registered Nurses' Association of Ontario |
2007 |
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[Excerpt from publisher]Health care environments have become a challenge in recent years due to constant restructuring in an effort to achieve greater efficiency and productivity.These environments have been characterized by rapid change and influences in human resource strategies such as the movement toward flexible workforces. Changes have been evident across all settings, making for a chaotic and occasionally unstable work environment. Recognizing that it is sometimes difficult to maintain professionalism in a changing health care setting, this guideline provides the basis for a template that can be applied to assist practitioners with the complexities of daily practice. The document links the environment with individual practice and also will be of interest to nurse administrators and educators. It provides a guided approach to the review of professionalism, and makes suggestions that will enhance further understanding of the complexities of the concepts and how they can interact with the work environment. |
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| Global Employment Trends for Women Brief |
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International Labour Office |
2007 |
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[Excerpt from publisher] During the 1980s and 1990s women's participation in labour markets worldwide grew substantially. This gave rise to expectations that increased opportunities and economic autonomy for women would bring greater gender equality. To help determine the extent to which such hopes are being realized, it is necessary to analyse women's labour market trends in more detail. To this end, the Global Employment Trends for Women Brief 2007 focuses on whether the tendency toward increased participation has continued more recently and whether women have found enough decent and productive jobs to really enable them to use their potential in the labour market and achieve economic independence. The approach is based on updates and analysis of a number of major labour market indicators. These include: labour force participation; unemployment; sector and status of employment; wages/earnings; and education and skills. Taken together, they show whether women who want to work actually do so, whether women find it harder to get a job than men, differences in the type of work done by women and men and equality of treatment in areas ranging from pay to education and training. Available: English,Fran?ais and Espa?ol |
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| International Nurse Recruitment in India |
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Health Services Research; Blackwell Synergy |
2007 |
Khadria B |
[Excerpt from author]Objective. This paper describes the practice of international recruitment of Indian nurses in the model of a "business process outsourcing" of comprehensive training-cum-recruitment-cum-placement for popular destinations like the United Kingdom and United States through an agency system that has acquired growing intensity in India. |
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| Developing a Nursing Database System in Kenya |
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Health Services Research; Blackwell Synergy |
2007 |
Riley PL, Vindigni SM, Arudo J, Waudo AN, Kamenju A, Ngoya J, Oywer EO, Rakuom CP, Salmon ME, Kelley M, Rogers M, St. Louis ME and Marum LH |
[Excerpt from authors]Objective. To describe the development, initial findings, and implications of a national nursing workforce database system in Kenya. |
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| Nurse Migration from a Source Country Perspective: Philippine Country Case Study |
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Health Services Research; Blackwell Synergy |
2007 |
Lorenzo FME, Galvez-Tan J, Icamina K and Javier L |
[Excertp from authors] Objectives. To describe nurse migration patterns in the Philippines and their benefits and costs. |
Details |
| Potential of China in Global Nurse Migration |
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Health Services Research; Blackwell Synergy |
2007 |
Fang ZZ |
[Excerpt from authors] Objective. The purpose of this paper is to examine what is known about the nurse workforce and nursing education in China in order to assess the likely potential for nurse migration from China in the future. |
Details |
| Nurses on the Move: A Global Overview |
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Health Services Research; Blackwell Synergy |
2007 |
Kingma M |
[Excerpt from author]Objective. To look at nurse migration flows in the light of national nursing workforce imbalances, examine factors that encourage or inhibit nurse mobility, and explore the potential benefits of circular migration. |
Details |
| U.S. Nurse Labor Market Dynamics Are Key to Global Nurse Sufficiency |
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Health Services Research; Blackwell Synergy |
2007 |
Aiken LH |
[Excerpt from author] Objectives. To review estimates of U.S. nurse supply and demand, document trends in nurse immigration to the United States and their impact on nursing shortage, and consider strategies for resolving the shortage of nurses in the United States without adversely affecting health care in lower-income countries. |
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| International Recruitment of Nurses: Policy and Practice in the United Kingdom |
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Health Services Research; Blackwell Synergy |
2007 |
Buchan J |
[Excerpt from author]Objective. To synthesize information about nurse migration into and out of the United Kingdom in the period to 2005, and to assess policy implications. |
Details |
| Nurse Migration: A Canadian Case Study |
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Health Services Research; Blackwell Synergy |
2007 |
Little L |
[Excerpt from author]Objective. To synthesize information about nurse migration in and out of Canada and analyze its role as a policy lever to address the Canadian nursing shortage. |
Details |
| Managed Migration: The Caribbean Approach to Addressing Nursing Services Capacity |
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Health Services Research; Blackwell Synergy |
2007 |
Salmon ME, Yan J, Hewitt H and Guisinger V |
[Excerpt from authors]Objective. To (1)provide a contextual analysis of the Caribbean region with respect to forces shaping the current and emerging nursing workforce picture in the region; (2) discuss country-specific case(s) within the Caribbean; and (3) describe the Managed Migration Program as a potential framework for addressing regional and global nurse migration issues. |
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| International Migration of Nurses: Introduction |
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Health Services Research; Blackwell Synergy |
2007 |
Pittman P, Aiken L.H. and Buchan J |
[Excerpt from authors]The migration of highly skilled workers from less-developed nations to industrialized nations is an inevitable part of the process of globalization and has positive and negative aspects. Those potentially advantaged often include the individuals who move and the source, or home, country that receives capital in the form of remittances from those who have moved. At the same time, major disadvantages are incurred if departures impair a country's ability to deliver vital services in local communities. While nurse migration affects different countries in different ways, there is a troubling pattern of growing disparity in which poor nations with the fewest nurses are losing them to wealthy countries with the most nurses. As numerous reports have noted, developing nations often publicly fund nurse education, making the loss of nurses to wealthy countries in effect a massive public subsidy from the poorest to the richest areas of the world.1 This special issue includes a set of case studies for countries that represent a spectrum of different situations in relation to nursing shortages and migration. |
Details |
| Black and Minority Ethnic and Internationally Recruited Nurses - Results from RCN Employment/Working Well Surveys 2005 and 2002 |
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Royal College of Nursing |
2007 |
Pike G and Ball J |
[Excerpt from publisher] In order to help improve Royal College of Nursing understanding of the employment experiences of internationally recruited nurses and UK trained black and minority ethnic (BME) nurses, the RCN commissioned a secondary analysis to draw together commentary and analysis from previous surveys. Two main comparisons were drawn out of the data: 1) the differences between white and BME respondents (including differences between Afro-Caribbean and Asian respondents) and 2) differences between nurses who qualified in the UK and those who qualified overseas but started working in the UK since 1999. This group are classified as internationally recruited nurses (IRNs). The purpose of this paper is to collate and summarise existing data gleaned from previous RCN Annual Employment Surveys (AES) surveys and present additional secondary analysis of data covering IRNs and BME nurses where possible. A further purpose of this research is to point to areas where there are gaps in knowledge of the working lives of IRN and BME nurses. |
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| International Council of Nurses: Nursing Leadership |
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Blackwell Publishing; International Council of Nurses |
2007 |
Shaw S |
[Excerpt from publisher] Nursing Leadership focuses on principles of effective leadership and leadership development in nursing, and is equally applicable for other professional groups. The book explores the importance of balancing leadership theory and knowledge with the development of leadership skills based on action-learning, and using a framework of three integrated components: the person who is the leader, the setting of leadership, and the followers. Nursing Leadership highlights the importance of preparing nurses for leadership in a global context in light of the challenge of changing health services and nursing roles. Nursing Leadership is brought to life with examples from the International Council of Nurses' experience with its 'Leadership for ChangeT programme (LFCT)' implemented in over fifty countries and in a variety of socio-political and cultural contexts. The book addresses principles of effective leadership that promote successful and sustainable outcomes across many different settings, including within resource-limited health systems. |
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| Human Resources for Health Planning and Management in the Eastern Mediterranean Region: Facts, Gaps and Forward Thinking for Research and Policy |
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Human Resources for Health |
2007 |
El-Jardali F , Jamal D, Abdallah A and Kassak K |
[Excerpt from authors]The early decades of the 21st century are considered to be the era of human resources for health (HRH). The World Health Report (WHR) 2006 launched the Health Workforce Decade (2006-2015), with high priority given for countries to develop effective workforce policies and strategies. In many countries in the Eastern Mediterranean Region (EMR), particularly those classified as Low and Low-Middle Income Countries (LMICs), the limited knowledge about the nature, scope, composition and needs of HRH is hindering health sector reform. This highlights an urgent need to understand the current reality of HRH in several EMR countries. The objectives of this paper are to:(1) lay out the facts on what we know about the HRH for EMR countries;(2) generate and interpret evidence on the relationship between HRH and health status indicators for LMICs and middle and high income countries (MHICs) in the context of EMR;(3) identify and analyze the information gaps (i.e. what we do not know) and(4) provide forward thinking by identifying priorities for research and policy. |
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| Nurse Staffing and Quality of Patient Care |
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Agency for Healthcare Research and Quality |
2007 |
Kane R, Shamliyan T, Mueller C, Duval S and Wilt T |
[Excerpt from authors] A shortage of registered nurses, in combination with increased workload, has the potential to threaten quality of care. Increasing the nurse to patient ratios has been recommended as a means to improve patient safety. However, the cost effectiveness of increasing registered nurse (RN) staffing is controversial. This systematic review analyzes associations between hospital nurse staffing and patient outcomes with consideration of variables that could influence the primary association. |
Details |
| The Working Conditions of Nurses: Confronting the Challenges - Health Policy Research Bulletin |
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Health Canada |
2007 |
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[Excerpt from publisher]This issue of the Health Policy Research Bulletin examines research on the state of working conditions facing Canada's nurses and discusses the implications for the larger health care system. |
Details |
| Better Data, Better Decisions: A Profile of the Nursing Workforce |
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Nursing Health Services Research Unit; Hamilton Health Sciences |
2006 |
Baumann A, Keatings M, Holmes G, Oreschina E and Fortier V |
[Excerpt from authors]Human resource data routinely collected by hospitals can be utilized in workforce planning, and for comparisons to provincial/territorial and national work forces. Of the various workforces in hospitals, nursing has the largest number of employees. The development and maintenance of hospital databases help planners monitor their workforces by better understanding their characteristics and dynamics. |
Details |
| Staffing Level: A Determinant of Late-onset Ventilator-associated Pneumonia |
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BioMed Central Ltd; Critical Care |
2007 |
Hugonnet S , U?kay I and Pittet D |
[Excerpt from authors]Introduction:The clinical and economic burden of ventilator-associated pneumonia (VAP) is uncontested. We conducted the present study to determine whether low nurse-to-patient ratio increases the risk for VAP and whether this effect is similar for early-onset and late-onset VAP.Conclusion:Lower nurse-to-patient ratio is associated with increased risk for late-onset VAP. |
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| Magnet Status and Registered Nurse Views of the Work Environment and Nursing as a Career. |
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Lippincott Williams & Wilkins; Journal of Nursing Administration |
2007 |
Ulrich B, Buerhaus P, Donelan K, Norman L and Dittus R |
[Excerpt from authors]Objectives: To compare how registered nurses view the work environment and the nursing shortage based on the Magnet status of their organizations. Background: The upsurge in organizations pursuing and obtaining Magnet recognition provides increased opportunities to investigate whether and how registered nurses who are employed in Magnet organizations and organizations pursuing Magnet status perceive differences in the nursing shortage, hospitals' responses to the shortage, characteristics of the work environment, and professional relationships. Methods: A nationally representative sample of registered nurses licensed to practice in the United States was surveyed. The views of registered nurses who worked in Magnet organizations, organizations in the process of applying for Magnet status, and non-Magnet organizations were analyzed as independent groups. Results: Significant differences were found. Although there is a clear Magnet difference, there are also identifiable differences that occur during the pursuit of Magnet recognition. Conclusion: Many organizations in the process of applying for Magnet status rated higher than Magnet organizations, indicating that there is much to do to maintain the comparative advantages for Magnet hospitals. |
Details |
| Health Worker Migration in the European Region: Country Case Studies and Policy Implications |
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World Health Organization |
2006 |
Buchan J and Perfilieva G |
[Excerpt from publisher] This report presents an overview of the policy implications of the international migration of health workers in Europe, based on case studies conducted in five countries - Estonia, Germany, Lithuania, Poland and the United Kingdom - and draws on information from other WHO European Region countries, such as Israel and Latvia. |
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| Community Health Workers: What Do We Know About Them? |
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World Health Organization |
2007 |
Lehmann U and Sanders D |
[Excerpt from authors]The use of community health workers has been identified as one strategy to address the growing shortage of health workers, particularly in low-income countries. Using community members to render certain basic health services to the communities they come from is a concept that has been around for at least 50 years. There have been innumerable experiences throughout the world with programmes ranging from largescale, national programmes to small-scale, community-based initiatives. This review paper revisits questions regarding the feasibility and effectiveness of community health worker programmes. It was commissioned by the World Health Organization as a follow-up to the World health report 2006: working together for health, which identified as a research priority the feasibility of successfully engaging community health workers. This review aims to assess the presently existing evidence. It constitutes a desktop review, very broad in scope, as is evident from the title, which draws together and assesses the evidence as it can be found in the published and selected "grey" literature since the late 1970s. |
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| Nursing Management Today: An ICN Viewpoint |
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International Hospital Federation |
2006 |
Judith Oulton |
[Excerpt from author]Population-based healthcare has become the focus of healthcare services around the world so there is an ever-increasing need to train and support nurse managers who can lead and nurture nurses as they work towards providing optimum levels of satisfaction and safety in the care they give to their patients. |
Details |
| Zambia Performance-Based Incentives Pilot Study |
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Quality Assurance Project |
2006 |
Furth R |
[Excerpt from author]There are many challenges to fostering performance improvement in resource-poor settings, and yet it is in these very contexts that staff are most in need of some sort of encouragement to perform their jobs well. Low salaries, poor working conditions, weak or non-existent management and supervision, and lack of decision-making authority, among other things, provide disincentives for staff to invest time and energy in improving health service delivery. The purpose of the Performance-based Incentives Pilot Study was to develop and test a process for motivating staff and increasing performance through financial and non-financial performance awards. The study was framed around two principal objectives: (1) To test the effects of financial and non-financial awards on healthcare worker motivation, and (2) To examine the impact of performance-based awards on health center performance and achievement of selected health indicators. |
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| People In Aid Code of Good Practice in the Management and Support of Aid Personnel |
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People In Aid |
2003 |
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[Excerpt from publisher] The People In Aid Code of Good Practice is an internationally recognised management tool that helps agencies enhance the quality of their human resources management. The Code provides a comprehensive and sector specific framework relevant to organisations of any shape or size. Also available in Deutsch, Espa?ol and Fran?ais |
Details |
| Strategic Management of the Health Workforce in Developing Countries: What Have We Learned? |
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Human Resources for Health |
2007 |
Fritzen S |
[Excerpt from authors] The study of the health workforce has gained in prominence in recent years, as the dynamic interconnections between human resource issues and health system effectiveness have come into sharper focus. This paper reviews lessons relating to strategic management challenges emerging from the growing literature in this area. |
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| Health Human Resources Planning and the Production of Health: Development of an Extended Analytical Framework for Needs-Based Health Human Resources Planning |
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SEDAP Research Paper No. 168 |
2007 |
Birch S, Kephart G, Tomblin-Murphy G, O'Brien-Pallas L, Alder R and MacKenzie A |
[Excerpt from authors]In this paper an analytical framework is developed based on the production of health care services and the multiple determinants of health human resource requirements. In this framework attention is focused on estimating the 'flow' of services required to meet the needs of the population that is then translated into the required 'stock' of providers to deliver this 'flow' of services. The requirements for human resources in the future is shown to depend on four elements: the size and demographic mix of the population (demography), the levels of risks to health and morbidity in the population (epidemiology), the services deemed appropriate to address the levels of risks to health and morbidity (standards of care), and the rate of service delivery by providers (productivity). Application of the framework is illustrated using hypothetical scenarios. |
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| Distribution of Public Sector Health Workers in Zimbabwe: A Challenge for Equity in Health |
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2006 |
Mudyarabikwa O and Mbengwa A |
[Excerpt from authors] Zimbabwe, like many other countries in the region, is badly affected by a shortage of health workers. Many of the health indicator improvements achieved during the first ten years of independence are on the decline and the main reason for this is shortage of skilled and experienced health workers at a time when demand for services is increasing due to a growing population and the challenges posed by HIV/AIDS. The results summarized in this paper show the different dimensions of equity impacted by the distribution of public sector health workers in Zimbabwe. |
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| RWJF Research Highlight-Multiple Factors Affect Job Satisfaction of Hospital RNs |
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Robert Wood Johnson Foundation |
2007 |
Lewis D |
[Excerpt from author]Understanding factors that influence job satisfaction of nurses is critical to helping alleviate the increasing shortage of nurses. With a better understanding of the forces driving nurse employment, hospitals can implement strategies to improve the job satisfaction of nurses and reduce turnover. |
Details |
| Strengthening Health Professional Associations - Technical Brief 8 |
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The Capacity Project; IntraHealth International |
2007 |
McQuide P, Millonzi K and Farrell C |
[Excerpt from authors] Developing human resources for health (HRH) requires a multidisciplinary and multisectoral approach to ensure that health care consumers have access to high quality, cost-effective services (ICN, 2005). Professional associations for health care workers can promote high standards of practice, advocate for the needs of both consumers and providers, form networks with other professional associations and liaise with legislative and regulatory bodies. Strengthening professional associations is one strategy for addressing global HRH issues such as out-migration and the lack of an adequate supply of well-trained professionals to deliver HIV/AIDS services. This technical brief discusses various approaches for strengthening professional associations and outlines the benefits and challenges of such efforts. |
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| The Contribution of International Health Volunteers to the Health Workforce in sub-Saharan Africa |
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Human Resources For Health |
2007 |
Laleman G, Kegels G, Marchal B, Van Der Roost D, Bogaert I and Van Damme W |
[Excerpt from authors]Background:In this paper, we aim to quantify the contribution of international health volunteers (IHVs) to the health workforce in sub-Saharan Africa and to explore the perceptions of health service managers regarding these volunteers. Conclusion: We estimate that not more than 5000 full-time equivalent international health volunteers were working in sub-Saharan Africa in 2005, of which not more than 1500 were doctors. A distinction should be made between (1) secular medical humanitarian NGOs, (2) development NGOs, and (3) volunteer organizations, as Voluntary Service Overseas (VSO) and United Nations volunteers (UNV). They have different views, undergo different trends and are differently appreciated by government officials. International health volunteers contribute relatively small numbers to the health workforce in sub-Saharan Africa, and it seems unlikely that they will do more in the future. In areas where they play a role, their contribution to service delivery is sometimes very significant. |
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| Human resource management in the Georgian National Immunization Program: A Baseline Assessment |
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Human Resources for Health |
2007 |
Esmail LC, Cohen-Kohler JC and Djibuti M |
[Excerpt from authors]Background: Georgia's health care system underwent dramatic reform after gaining independence in 1991. The decentralization of the health care system was one of the core elements of health care reform but reports suggest that human resource management issues were overlooked. The Georgian national immunization program was affected by these reforms and is not functioning at optimum levels. This paper describes the state of human resource management practices within the Georgian national immunization program in late 2004. |
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| Returning to Work, Working Longer, Working Healthier in the NHS: A Decision Making Framework to Support Line Managers and Staff |
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NHS Employers |
2006 |
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[Excerpt from publisher] This decision making framework has been developed to help to steer line managers and staff through the various decisions they may need to make around returning to work, working longer and working healthier in the NHS. It may help managers and staff to make informed decisions and ask the right questions about situations they face now and in the future relating to health, age and diversity needs. This decision making tool does not offer solutions, it provides a framework to help identify the critical question that needs answering, and the range of potential option that can in turn inform a decision. |
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| Closing the Management Competence Gap |
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Human Resources for Health |
2003 |
Filerman GL |
[Excerpt from author]The success of any organized health program depends upon effective management, but health systems worldwide face a lack of competent management at all levels. Management development for health systems, particularly at the first line of supervision, must be given much higher priority by senior leaders and for investment. Human resource development leaders must be the advocates for making the investment in managerial competence. |
Details |
| Report on the Continuing Professional Development of Staff Nurses and Staff Midwives |
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National Council for the Professional Development of Nursing and Midwifery |
2004 |
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[Excerpt from publisher] Nurses and midwives face the challenge of embracing new methods of care delivery which will provide a quality service that is truly people-centred. Important professional development issues were raised by nurses and midwives in the consultation process which formed the basis for Agenda for the Future Professional Development of Nursing and Midwifery. Many nurses and midwives expressed concern regarding continuing professional development (CPD) activities from a number of aspects, namely equity of access, relevance to practice, integration of new knowledge into practice, limited opportunities to access and engage in CPD due to staff shortages, and changes in skill mix. They also described engagement of staff in CPD activities from an organisational point of view as being 'ad hoc' with no pre-determined professional development plans for the individual nurse or midwife, nor with reference to service requirements at ward or unit level. There is growing evidence of the need to link CPD with organisational goals. The construction of career pathways in a healthcare system which is subject to radical and far-reaching change is an issue of growing importance to nurses and midwives. |
Details |
| Clinical Supervision in the Workplace: Guidance for Occupational Health Nurses |
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Royal College of Nursing |
2002 |
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[Excerpt from publisher] This leaflet has been developed by the RCN Occupational Health Managers forum and is designed as an introduction to clinical supervision. It aims to stimulate ideas and to encourage occupational health nurses to set up supervision practice in their workplaces. Clinical supervision isn't a management tool, but can be used as a support and prompt to professional practice in a creative way. |
Details |
| Addressing the Human Resources Crisis: A Case Study of the Namibian Health Service |
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Human Resources for Health |
2007 |
McCourt W and Awases M |
[Excerpt from authors] This paper addresses an important practical challenge to staff management. In 2000 the United Nations committed themselves to the ambitious targets embodied in the Millennium Development Goals (MDGs). Only five years later, it was clear that poor countries were not on track to achieve them. It was also clear that achieving the three out of the eight MDGs that concern health would only be possible if the appropriate human resources (HR) were in place. |
Details |
| Strengthening Human Resources Information Systems |
|
The Capacity Project |
2007 |
McQuide P and Settle D |
[Excerpt from authors]Many low-resource countries are facing daunting obstacles to meeting the health care needs of their people. To ensure that the right health care provider is in the right place with the right skills, these countries need current, accurate data on human resources for health (HRH). A strong human resources information system (HRIS) helps health care leaders quickly answer the key policy questions affecting health care service delivery. |
Details |
| Using Nurses to Identify HAART- Eligible Patients in the Republic of Mozambique: Results of a Time Series Analysis |
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Human Resources for Health |
2007 |
Gimbel-Sherr SO, Micek MA, Gimbel-Sherr KH, Koepsell T, Hughes JP, Thomas KK, Pfeiffer J and Gloyd SS |
[Excerpt from authors] The most pressing challenge to achieving universal access to highly active antiretroviral therapy (HAART) in sub-Saharan Africa is the shortage of trained personnel to handle the increased service requirements of rapid roll-out. Overcoming the human resource challenge requires developing innovative models of care provision that improve efficiency of service delivery and rationalize use of limited resources. |
Details |
| Glossary of the World Trade Organisation and Public Health: Part 1 and 2 |
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Journal of Epidemiology and Community Health |
2006 |
Labonte R and Sanger M |
[Excerpt from authors]Part 1 of this glossary introduces the WTO and its origins as an institution, and summarises the WTO rules on trade in goods that are most relevant to public health. Part 2 considers rules specific to trade in services, intellectual property, investment, and government procurement. |
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| Attracting, Retaining and Managing Nurses in Hospitals - Auditor-General's Report Preformance Audit NSW |
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New South Wales Audit Office |
2006 |
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[Excerpt from publisher] This audit examines how nursing resources are managed in ten general wards at four hospitals - Royal Prince Alfred (RPA), Bankstown, Tamworth and Scone. We looked at this sample of hospitals to find out if:nursing resources are well managedhospitals effectively attracted and retained nurses.We also wanted to find out how well the Department of Health was addressing the risk of a future shortage of nurses in public hospitals. |
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| Job Satisfaction Among Nurses in China |
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SAGE Publications, Home Health Care Management & Practice |
2004 |
Hu J and Liu H |
[Excerpt from publisher] This study examined job satisfaction among nurses in China. A nationwide survey was conducted with 403 nurses employed at hospitals in 16 provinces in China using the Job Descriptive Index Scale. The findings indicated that, overall, nurses were dissatisfied with work, pay, and promotions. Pay was rated as the least satisfying aspect of work followed by promotions. Nurses with more years of experience, higher professional titles, and more opportunities to attend continuing education programs were more likely to have a high level of job satisfaction than nurses with fewer years of experience, lower professional titles, and fewer opportunities to attend continuing education programs. Nurse managers should pay close attention to nurses'pay, career advancement opportunities, and promotions. They should recognize nurses' achievements and provide opportunities for continuing education programs and independent work with emphasis on critical thinking and decision making, autonomy, accountability, and delegation. |
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| Perceptions of Health Workers About Conditions of Service: A Namibian Case Study |
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Regional Network for Equity in Health in Southern Africa |
2006 |
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[Excerpt from publisher]Human resources for health have become a topical issue at local, regional and global levels. In Namibia health worker mobility remains a concern for those in human resources planning. Achieving equity in this area needs a concerted effort from all sectors involved. However little is understood about the role that conditions of service play in influencing health professional mobility in Namibia. This study was implemented as part of the EQUINET theme work on Human Resources for Health co-ordinated by Health systems Trust. The study set out to explore and describe the influence of conditions of service on the movement and retention of the health professionals in Namibia. It is a qualitative study targeting mainly professional nurses, doctors, social workers and health inspectors at both operational and managerial levels, in public and private sectors. |
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| Improving Supervision: A Team Approach |
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Management Sciences for Health |
0 |
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[Excerpt from publisher] This issue of The Family Planning Manager explores ways to improve supervision in family planning clinics. It focuses on developing an interactive team supervision strategy that can improve the supervision of activities and individual performance. The issue explains how clinic staff can work together as a team to provide ongoing supervision and improve the quality of family planning services. A supplement to this issue, the Pocket Guide for Service Improvement, is designed to be used by clinic staff to identify opportunities for improving family planning services. |
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| Teacher Motivation and Incentives in sub-Saharan Africa and Asia |
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Department for International Development , UK |
2004 |
Bennell P |
[Excerpt from author] This paper focuses on teacher motivation and incentives in low-income developing countries (LICs) in sub-Saharan Africa and Asia. In particular, it assesses the extent to which the material and psychological needs of teachers are being met. This includes overall levels of occupational status, job satisfaction, pay and benefits, recruitment and deployment, attrition, and absenteeism. Unfortunately, despite the importance and complexity of these issues, there is very limited good quality published information. |
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| Teachers Matter: Attracting, Developing and Retaining Effective Teachers: Overview |
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Organisation for Economic Co-operation and Development |
2005 |
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[Excerpt from publisher] The report Teachers Matter: Attracting, Developing and Retaining Effective Teachers is about school teachers - their preparation, recruitment, work and careers. Its specific concern is policies that contribute to attracting, developing and retaining effective teachers in schools. The report draws on the results of a major OECD study of teacher policy conducted over the 2002-04 period in collaboration with 25 countries around the world (see Box 1). The fact that so many countries took part indicates that teacher issues are a priority for public policy, and likely to become even more so in future years. The report aims to provide a comprehensive international analysis of:Trends and developments in the teacher workforce.Evidence on the key factors in attracting, developing and retaining effective teachers.Innovative and successful teacher policies and practices.Teacher policy options for countries to consider.Priorities for future work at national and international levels. |
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| Clinic Supervisor's Manual |
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Management Sciences for Health |
2006 |
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[Excerpt from Preface] The Clinic Supervisor's Manual is a collection of adaptable tools and guidelines designed to help clinic supervisors and clinic managers achieve objective improvements in the quality of health care. The manual is especially useful for managers supervising integrated health services, who, on any given day, may be called on to support the provision of a full range of primary health services. The manual is designed to complement more detailed standard operating procedures that may be in use for specific services, for example, antiretroviral therapy. It is based on the belief that regular, systematic supervision is essential to upgrading clinic services and maintaining improvements. |
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Socio-Economic Welfare 
