| Report on the Second Global Forum on Human Resources for Health, Prince Mahidol Award Conference |
|
Prince Mahidol AwardConference, WHO, JICA & GHWA |
2011 |
Prince Mahidol Award Conference Secretariat |
"The Second Global Forum on Human Resources for Health (the Forum), held in Bangkok, Thailand in January 2011, was structured along the line of the Kampala Declaration and six strategies of the Agenda for Global Action. The deliberations reviewed the development and progress made, and identified challenges met in mitigating the global health workforce crisis. This report synthesizes, summarises and reports on the presentations, issues, discussions, achievements, challenges, recommendations and outcomes of the Forum." |
Details |
| Educaation of advanced practice nurses in Canada |
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Longwoods |
2010 |
Martin-Misener R, Bryant-Lukosius D, Harbman P, Donald F, Kilpatrick S & DiCenso A |
"For this paper, we drew on pertinent sections of a scoping review of the literature and key informant interviews conducted for a decision support synthesis on advanced practice nursing to describe the following: (1) history of advanced practice nursing education in Canada, (2) current status of advanced practice nursing education in Canada, (3) curriculum issues, (4) interprofessional education, (5) resources for education and (6) continuing education." (extract from abstract) |
Details |
| Educaation of advanced practice nurses in Canada |
|
Longwoods |
2010 |
Martin-Misener R, Bryant-Lukosius D, Harbman P, Donald F, Kilpatrick S & DiCenso A |
"For this paper, we drew on pertinent sections of a scoping review of the literature and key informant interviews conducted for a decision support synthesis on advanced practice nursing to describe the following: (1) history of advanced practice nursing education in Canada, (2) current status of advanced practice nursing education in Canada, (3) curriculum issues, (4) interprofessional education, (5) resources for education and (6) continuing education." (extract from abstract) |
Details |
| The role of nursing leadership in integrating clinical nurse specialists and nurse practitioners in healthcare delivery in Canada |
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Longwoods |
2010 |
Carter N, Martin-Misener R, Kilpatrick K, Kaasalainen S, Donald F, Bryant-Lukosius D, Harbman P, Bourgeault I & Di Censo A |
"For this paper, we drew on pertinent sections of a scoping review of the literature and key informant interviews conducted for a decision support synthesis on advanced practice nursing to describe and explore organizational leadership in planning and implementing advanced practice nursing roles." (exctract from abstract) |
Details |
| A historical overview of the development of advanced practice nursing roles in Canada |
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Longwoods |
2010 |
Kaasalainen S, Martin-Misener R, Kilpatrick K, Harbman P, Bryant-Lukosius D, Donald F, Carter N & DiCenso A |
"The purpose of this paper is to provide a historical overview of the major influences on the development of advanced practice nursing roles that exist in Canada today, those roles being the nurse practitioner and the clinical nurse specialist." (extract from abstract) |
Details |
| Impact of Information Technology on Human Resources in Healthcare |
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Longwoods |
2007 |
Anvari, M |
"While some benefits of ICT have been realized in healthcare, the full impact of its benefits will only be realized if it is incorporated in a systematic form, rather than in the current patchy and uneven manner seen around the province and across the country to date." |
Details |
| Pay-for-performance in disease management: a systematic review of the literature |
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BMC Health Services Researchg |
2011 |
de Bruin SR, Baan CA & Struijs JN |
"The objectives of this paper are ... to provide an overview of P4P schemes used to stimulate delivery of chronic care through disease management and to provide insight into their effects on healthcare quality and costs" (extract from abstract) |
Details |
| Access to non-pecuniary benefits: does gender matter? Evidence from low- and middle-income countries |
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Human Resources for Health |
2011 |
Gupta N & Alfano M |
"Gender issues remain a neglected area in most approaches to health workforce policy, planning and research. There is an accumulating body of evidence on gender differences in health workers' employment patterns and pay, but inequalities in access to non-pecuniary benefits between men and women have received little attention. This study investigates empirically whether gender differences can be observed in health workers' access to non-pecuniary benefits across six low- and middle-income countries." (extract from abstract) |
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| Nurse managers' work stressors and coping experiences: Unravelling the evidence |
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Longwoods |
2011 |
Udod SA & Care WD |
"This pilot study explored (a) front-line nurse managers' stressor experiences and (b) coping strategies used in order to respond to the myriad of challenges and demands of their role." (extract from abstract) |
Details |
| Towards the construction of health workforce metrics for Latin America and the Caribbean |
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Human Resources for Health |
2011 |
Nigenda GG, Machado MH, Ruiz FF, Carrasco VV, Moline PP & Giradi SS |
"One of the components of the Health Observatory for Latin American and the Carribbean (HO-LAC) is the design and implementation of metrics for human resources for health. Under the HO-LAC initiative, researchers from nine countries in the region formed the Collaborative Community on Human Resources for Health in Latin America and the Caribbean to identify common metrics applicable to the field of human resources for health (HRH)." |
Details |
| The effects of performance appraisal in the Norwegian municipal health services: a case study |
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Human Resources for Health |
2011 |
Vasset F, Marnburg E & Furunes T |
"This article focuses on goal-setting, feedback, participation and training in performance appraisals in municipal health services in Norway" (extract from abstract) |
Details |
| International Nursing Review Virtual Issue: Workplace Conflict |
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International Council of Nurses |
0 |
Robinson, J (editor) |
Articles include: International perspectives on workplace bullying among nurses: a review Stress and coping in Australian nurses: a systematic review Bullying among nurses and its effects Conflict and professionalism: perceptions among nurses in Saudi Arabia Teaching nursing in a situation of conflict: encounters between Palestinian - Israeli and Jewish - Israeli students Operating room nurses' perceptions of the effects of physician-perpetrated abuse Mobbing against nurses in the workplace in Turkey Workplace violence against Iranian nurses working in emergency departments |
Details |
| What implies the good work for registered nurses in municipal elderly care in Sweden |
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SAGE publications |
2011 |
Josefsson K, Aling J & Ostin B-L |
"The aim was to describe registered nurses' perceptions of what the good work implies to them in municipal elderly care. A descriptive design and structered questionnaire specifically designed for this study were used." (extract from abstract) |
Details |
| Workload and the nurse faculty shortage: Implications for policy and research |
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Elsevier |
2011 |
Gerolamo AM |
"This paper has three objectives: (1) to identify what is known about nurse faculty workload and its relationship to the nurse faculty shortage, (2) to determine whether evidence supports the assertion that nurse faculty workload is not equitable with faculty workload in other disciplines, and (3) to discuss policy and research implications for addressing workload and the nurse faculty shortage." (extract from abstract) |
Details |
| Going alone: The lived experience of female Arab-Muslim nursing students living and studying in the United States |
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Elsevier |
2011 |
McDermott-Levy, R |
"Phenomenological inquiry was used to describe the experience of 12 female Omani nurses living in the United States while studying for their baccalaureate degrees in nursing. The women described the experience of going alone and being away from the support and presence of their large, extended families; this influenced their international student experience. They also described their religious, cultural, and educational adaptation." (extract from abstract) |
Details |
| Psychological empowerment and job satisfaction between Baby Boomer and Generation X nurses |
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John Wiley & Sons |
2011 |
Sparks AM |
" This paper is a report of a study of differences in nurses' generational psychological empowerment and job satisfaction." (extract from abstract) |
Details |
| International flow of Zambian nurses |
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Human Resources for Health |
2009 |
Hamada N, Maben J, McPake B & Hanson K |
"This commentary paper highlights changing patterns of outward migration of Zambian nurses. The aim is to discuss these pattern changes in the light of policy developments in Zambia and in receiving countries." (extract from abstract) |
Details |
| Assessment of human resources management practices in Lebanese hospitals |
|
Human Resources for Health |
2009 |
El-Jardali F, Tchaghchagian V & Jamal D |
"The objective of this study is to assess the perception of HR managers about the challenges they face and the current strategies being adopted. The study also aims at assessing enabling factors including role, education, experience and HR training." (extract from abstract) |
Details |
| A return to governance in the law of the workplace (and the question of worker participation) |
|
Jerusalem Forum on Regulation & Governance |
2010 |
Estlund C |
"Governance-based strategies of regulation, which seek to channel regulatory resources inside regulated entities, often with the help of non-state actors, toward the accomplishment of public objectives, are supplanting "command-andcontrol" strategies across many areas of regulation in much of the world. But governance-based regulatory strategies are not especially new in the labor field. Indeed, collective representation and bargaining in the workplace within a publicly administered legal framework - let us call it "Old Governance" - has many features associated with "New Governance."" (extract from abstract) |
Details |
| California Board of Registered Nursing: 2009-2010 Annual School Report |
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Centre for the Health Professions |
2011 |
Bates T, Keane D & Spetz J |
"The survey collects data about nursing programs and their students and faculty from August 1 through July 31. Annual data presented in this report represent August 1, 2009 through July 31, 2010. Demographic information and census data were requested for October 15, 2010." (excerpt from document) |
Details |
| Co-workers' support and job performance among nurses in Jordanian hospitals |
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Sage Publications |
2009 |
Amarneh BH, Abu Al-Rub RF & Abu Al-Rub NF |
"The purpose of this study was to investigate the effect of social support from co-workers on job performance among Jordanian hospital nurses. A correlational descriptive survey was used to investigate this relationship among a convenience sample of 365 Jordanian hospital nurses." (exctract from abstract) |
Details |
| California Hispanic Nurses: Analysis of 1997, 2004, 2006, 2008 survey data |
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Sage Publications |
2011 |
Sardenberg-Hersh M, Black LM & Tinoco A |
"Using data from the California Board of Registered Nursing Surveys of 1997, 2004, 2006 and 2008, this study explores demographic, human capital, and work environment changes in the Hispanic RN population and compared these changes to those occurring among non-Hispanic Whites." |
Details |
| Staffing changes before and after mandated nurse-to-patient ratios in California hospitals |
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Sage Publications |
2011 |
Serratt T, Harrington C, Spetz J & Blegen M |
"California is the first state to mandate specific nurse-to-patient ratios in general acute care hospitals. These ratios went into effect January 1, 2004 and apply "at all times". Little is known about the changes in staffing that occurred subsequent to the implementation of this legislation. This study identifies and describes changes in nurse and non-nursing staffing that may have occurred as a result of the enactment of these nurse-to-patient ratios." |
Details |
| Hospital nurse staffing models and patient and staff-related outcomes |
|
The Cochrane Collaboration |
2011 |
Collins BM, Drennan, JR, Halligan P, O'Math?na DP, Schultz TJ, Sheridan A & Vilis E |
"Our aim was to explore the effect of hospital nurse staffing models on patient and staff-related outcomes." (extract from abstract) |
Details |
| Evaluating nursing staff mix in long term care: A comprehensive framework for decision-makers |
|
Longwoods |
2009 |
Kennedy, A |
"From May through November 2008, Eastern Health, the largest regional integrated health authority in Newfoundland and Labrador, conducted a Staff Mix Intervention Project designed, in part, to gauge the effectiveness of the Evaluation Framework to Determine the Impact of Nursing Staff Mix Decisions in assessing the impact of nursing staff mix changes in long-term care. Results reveal that the Evaluation Framework is a useful tool for managers and other decision-makers to use when measuring the comprehensive effects of staff mix changes and planning further human resources modifications." (excerpt from abstract) |
Details |
| Devolution and human resources in primary healthcare in rural Mali. |
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Human Resources for Health |
2011 |
Lodenstein E & Dao D |
"The key question of this article is: what does devolution mean for human resources for health in Mali? This article assesses the key advantages and dilemmas associated with devolution such as responsiveness to local needs, downward accountability and health worker retention. Challenges of politics and capacities are also addressed in relation to human resources for health at the local level. Examples are derived from experiences in Mali with a capacity development programme and from case studies of other countries" |
Details |
| Advances in contemporary nurse recruitment and retention: Problems and challenges in human capacity development (Special issue of Contemporary Nurse) |
|
eContent Management |
2007 |
McMillan M & Conway J (eds) |
"Advances in Contemporary Recruitment and Retention considers the possibel and probable resonas for the nursing profession's world-wide crisis in recruitment and retention" (extract from website) |
Details |
| Retention of indigenous nursing students in New Zealand: A cross-sectional survey |
|
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0 |
Wilson D, McKinney C |
|
Details |
| Factors impacting on career progression for nurse executives |
|
eContent Management |
2011 |
Moran P, Duffield CM, Donoghue J, Stasa H & Blay N |
"This discursive paper examines recent research on career progression for nurse executives in Australia. In particular, it focuses on the personal, work-related and professional factors which influence progression. The role of gender, location and the provision of mentoring are also considered." (extract from abstract) |
Details |
| Overcoming the hurdle of implementation: Putting human resources for health tools into action |
|
CapacityPlus |
2011 |
McCaffery JA |
"While many countries have HRH plans, this paper asserts that a major reason countries remain in crisis is the lack of sustained implementation to achieve concrete workforce strengthening results. This is true despite the fact that there have been major investments in a broad range of tools and resources aimed to support implementation of plans and initiatives. Given this picture, the paper states that it is critical for HRH leaders to take action to ensure that already available tools are disseminated, adapted and used to foster effective implementation at the country level." (excerpt from abstract) |
Details |
| Health care in danger: Making the case |
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International Committee for the Red Cross |
2011 |
International Committee for the Red Cross |
"Armed conflict and internal disturbances - such as violent protests and riots - cause injuries among those directly participating and those who get caught in the way. Serious injuries require medical attention, yet it is precisely at these moments of greatest need that health-care services are most vulnerable to disruption, interference and attack. Violence, both actual and threatened, affects the delivery of health care in several ways. " (excerpt from document) |
Details |
| Role stress amongst nurses at the workplace: concept analysis |
|
John Wiley & Sons, Inc. |
2011 |
Riahi S |
"The present study explicates the concept of role stress amongst nurses through an analysis adopted from Walker and Avant; Strategies for Theory Construction in Nursing, 4th edn, Prentice Hall, New Jersey, NY." (extract from abstract) |
Details |
| Health care in danger: a sixteen-country study |
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International Committee of the Red Cross |
2011 |
International Committee of the Red Cross |
"This study is based on an analysis of reports collected over a two and-a-half year period describing 655 violent incidents affecting health care in 16 countries where the ICRC is operational. The reports were obtained from humanitarian agencies, including the ICRC, and from open sources such as the media and websites. Standard software applied to a statistical model for analysing reports of such events was used." (extract from website) |
Details |
| Human Resources Guide to Preventing Workplace Violence |
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Canada Law Book |
2010 |
Keith N & Bassi G |
"Includes detailed analysis of Ontario's new violence prevention law, Bill 168 and a new chapter on Violence Prevention in the Health Care Sector." (extract from website) |
Details |
| When nurses hurt: Overcoming the cycle of nurse bullying |
|
Sigma Theta Tau International |
2011 |
Dellasega C |
"Dellasega delves into the history of nurse bullying, provides theories about its causes and offers sample dialogues to diffuse violent situations as well as ways to create a positive work environment." (extract from website) |
Details |
| Support the Workforce (Knowledge Summary 6) |
|
WHO |
2010 |
WHO/ University of Aberdeen |
"...while scaling up is essential, it is not always enough.Countries also need to build the capacity of existing workers so that they perform better, and create an environment that encourages them to stay in areas where the need is greatest..." (extract from document) |
Details |
| Human Resources for health in Southeast Asia: shortages, distributional challenges, and international trade in health services |
|
Elsevier |
2011 |
Kanchanachitra c, Lindelow M, Johnston T, Hanvoravongchai P, Lorenzo FM, Huong NL, Wilopo SA & dela Rosa JF |
"In this paper, we address the issues of shortage and maldistribution of health personnel in southeast Asia in the context of the international trade in health services." |
Details |
| Getting heath workers to rural areas:Innovative analytic work to inform Policy making Policy |
|
World Bank |
2010 |
Vujcic M, Alfano M & Shengelia B |
"The current paper presents results of an empirical study conducted in Liberia and Vietnam using a discrete choice experiment (DCE). The study's aim was to predict the likelihood of health workers taking up a rural area job under alternative incentive schemes." (extract from abstract) |
Details |
| Human Resources for Health (HRH) Indicator Compendium |
|
CapacityPlus |
2011 |
Pacqu?-Margolis S, Ng S & Kauffman S |
"This compendium provides a list of published indicators on human resources for health (HRH) organized according to the results framework of the CapacityPlus project. The objective of this compendium is to provide a tool for HRH systems strengthening practitioners interested in monitoring HRH projects and programs."(excerpt from document) |
Details |
| Adding Value to Health - Global Health Workforce Alliance Anual Report 2010 |
|
Global Health Workforce Alliance |
2011 |
Global Health Workforce Alliance |
"This Report is the successor to the Alliance's Catalyst for Change annual report for 2009. It covers the Alliance's activities and events in 2010, and also builds a bridge between the encouraging recent past and the promising near future. It connects what the Alliance has already achieved with what it aims to achieve in the coming years. And it reconnects the Alliance with the fundamental values that drive it and inspire health workers everywhere." (excerpt from website) |
Details |
| "More money for health - more health for the money" - a human resources for health perspective |
|
Human Resources for Health |
2011 |
Campbell J, Jones I & Whyms D. |
"At the MDG Summit in September 2010, the UN Secretary-General launched the Global Strategy for Women's and Children's Health. Central within the Global Strategy are the ambitions of "more money for health" and "more health for the money". These aim to leverage more resources for health financing whilst simultaneously generating more results from existing resources - core tenets of public expenditure management and governance. This paper considers these ambitions from a human resources for health (HRH) perspective" (excerpt from abstract) |
Details |
| Handbook on measurement and monitoring: Indicators of the regional goals of human resources for health. A shared committment |
|
Pan American Health Organization |
2011 |
Pan American Health Organization |
"The purpose of the handbook is to provide a standardized reference document for countries of the Region that clarifies the terms and parameters of each of the twenty goals of PAHO's Resolution CSP27/10, in order that they may be consistently understood, applied, measured and monitored. As a self-contained technical instruction manual, the handbook is intended to provide a practical tool to guide the identification and definition of initial baseline data to be collected in order to provide a descriptive profile of countries' human resources for health to facilitate monitoring their progress towards achieving their HRH goals over time" (excerpt from website) |
Details |
| Workplace violence and gender discrimination in Rwanda's health workforce: Increasing safety and gender equality |
|
Human Resources for Health |
2011 |
Newman C, de Vries D, Kanakuze J, Ngendahlmana G |
"This article reexamines a set of study findings that directly relate to the influence of gender on workplace violence, synthesizes these findings with other research from Rwanda, and examines the subsequent impact of the study on Rwanda's policy environment." excerpt from abstract. |
Details |
| A decisive decade - mapping the future NHS workforce |
|
Royal College of Nursing |
2011 |
Buchan J & Seccombe I |
"This interim report is taken from the forthcoming Royal College of Nursing Labour Market Review (LMR) 2011. This looks at the challenges facing nursing and the nursing workforce across the UK in 2011 which we believe are the greatest for a generation." (extract from document) |
Details |
| Being a good nurse and doing the right thing: A replication study |
|
Sage Publications |
2011 |
Catlett S & Lovan SR |
"This qualitative research study, a replication of a study published in 2002, investigated the qualities of a good nurse and the role ethics plays in decision making." (extract from abstract) |
Details |
| Workforce demand forecaster tool: Health human resources' recruitment crystal ball? |
|
Longwoods |
2010 |
Fu K, Allen S & Ferris E |
"To help quantitative forecasting data drive recruitment planning, six Ontario healthcare organizations and one academic partner teamed up to investigate the applicability of an Excel-based forecasting tool, the Workforce Demand Forecaster developed by the Advisory Board Company (the Tool). The Tool is a data collection spreadsheet that stores historical HR data, consolidates multiple quantitative variables that impact future workforce needs (e.g., budgeted full-time equivalent (FTE/headcounts), turnover, transfers etc.), and enables one- to five-year forecasts to inform recruitment strategies." (excerpt from article) |
Details |
| The Ontario Nursing Workload Demonstration Priojects: Rethinking how we measure, cost and plan the work of nurses |
|
Longwoods |
2010 |
Ferguson-Par? M & Bandurchin A |
"In 2008 the Nursing Secretariat of Ontario's Ministry of Health and Long-Term Care formed a Nursing Workload Steering Committee to oversee the implementation of three demonstration projects with the objectives: to assess the feasibility of Health Outcomes for Better Information and Care (HOBIC) data as a measure of nursing workload, determine the indicators that best support nurse leaders to measure nursing work and make informed staffing decisions, and develop a model that predicts acute care nursing costs." (excerpt from abstract) |
Details |
| Tackling nurse shortages in OECD countries: |
|
OECD |
2005 |
Simeons S, Villeneuve M & Hurst J |
"This paper analyses shortages of nurses in OECD countries. It defines and describes evidence on current nurse shortages, and analyses international variability in nurse employment. Additionally, a number of demand and supply factors that are likely to influence the existence and extent of any future nurse shortages are examined. In order to resolve nurse shortages, the paper compares and evaluates policy levers that decision makers can use to increase flows of nurses into the workforce, reduce flows out of the workforce, and improve nurse retention rates." (extract from document) |
Details |
| Health professional mobility and health systems: evidence from 17 European countries (Euro Observer Vol 12, No 2) |
|
European Observatory on Health Systems and Policies |
2011 |
Wismar M, Glinos IA, Maier CB, Dussault G, Palm W, Bremner J & Figueras J |
"Health professionals move between countries in search of higher salaries, better working conditions, training and career opportunities, or new professional and personal experiences. When crossing borders, they change the composition of the workforce in both sending and receiving countries, affecting the size, skill-mix, geographical distribution and demographic profile. This can have consequence on the workforce's contribution to the performance of the health system by mitigating or aggravating workforce shortages, the lack of specific skills, or the situation in underserved areas." (excerpt from document) |
Details |
| Nursing inputs and outcomes from hospital care: An empirical analysis of Ontario's acute-care hospitals |
|
McGill University School of Nursing |
2011 |
Tomblin Murphy G, Birch S, O'Brien-Pallas L, Kephart G & Mackenzie A |
"The authors analyze the association between intensity of nursing care (as measured by nursing hours per patient day), hospital bed days, and patient outcomes in acute-care hospitals in the province of Ontario, Canada, to determine whether higher levels of nursing inputs are associated with shorter lengths of stay (LOS) and, if so, whether these shorter LOS are achieved at the expense of health outcomes." (extract from abstract) |
Details |
| The relationship between management safety commitment and patient safety culture |
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International Council of Nurses |
2011 |
Feng XQ, Acord L, Cheng YJ, Zeng JH & Song JP |
"Aim:? The study aims to explore the relationship between management safety commitment and patient safety culture using data from a Chinese hospital." |
Details |
| Hospital nurses' work environment, quality of care provided and career plans |
|
International Council of Nurses |
2011 |
Hinno S, Partanen P & Vehvilainen-Julkunen K |
"Aim:? The study aims to investigate the relationships between the characteristics of hospital nurses' work environment and the quality of care provided, and furthermore to examine Dutch nurses' career plans." (excerpt from abstract) |
Details |
| Conflict management in public hospitals: the Cyprus case |
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International Council of Nurses |
2011 |
Pavlakis A, Kaitelidou D, Theodorus M, Galanis P, Sourtzi P & Siskou O |
"Aim:? To investigate the existence and management of conflict among health-care personnel in public hospitals in Cyprus; to assess the factors leading to conflict among staff members; to evaluate the consequences of conflict arising; and to consider the management strategies." (excerpt from abstract) |
Details |
| Brithish Columbia's Provincial Nursing Workload Project: From evidence to empowerment |
|
Longwoods |
2010 |
MacPhee M, Jewell K, Wardrop A, Ahmed A & Mildon B |
"This case study describes an ongoing demonstration project that engages nurses and nurse leaders in decision-making with respect to workload management issues at eight practice sites within British Columbia (two per healthcare sector: acute care, long-term care, community health and community mental health)." |
Details |
| Management strategies for nursing recruitment and retention |
|
Longwoods |
1999 |
Cybulski AC, Bell K & Reeder JM |
"Baby boomers, generation Xer's and the Nexus generation may be creating unprecedented retention and recruitment complexities in the workplace environment. Each generation has what appears to be a somewhat different value system, which has been cultivated by the economic and social environment in which they have existed." (excerpt from abstract) |
Details |
| Nursing personnel's perceptions of the organizational climate in public and private hospitals in Spain |
|
International Council of Nurses |
2011 |
Garcia-Garcia I, Ben?tez Ramos V, Cobos Serrano JL, Cobos R & Souza A |
"Aim:? To analyse nursing personnel's organizational climate perceptions using the Work Environment Scale (WES) in two categories of hospitals." (excerpt from abstract) |
Details |
| A review of health leadership management capacity in the Solomon Islands |
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Human Resources for Health Hub (UNSW) |
2011 |
Asante A, Roberts G & Hall J |
"This review describes the current state of health management and leadership capacity and issues that affect management performance in the Solomon Islands." (excerpt from document) |
Details |
| Strategies for retaining midcareer nurses |
|
Lippincott Williams & Wilkins, Inc |
2011 |
McGillis Hall L, Lalonde M, Dales L, Peterson J & Cripps L |
" Few studies have examined the unique needs of midcareer nurses. A mixed-method approach including surveys and focus groups was used to identify key retention strategies and desires for midcareer nurses." (extract from abstract) |
Details |
| Nurse staffing, nursing workload, the work environment and patient outcomes |
|
Elsevier |
2011 |
Duffield C, Diers D, O'Brien-Pallas L, Aisbett C, Roche M, King M & Aisbett K |
"Nurse staffing (fewer RNs), increased workload, and unstable nursing unit environments were linked to negative patient outcomes including falls and medication errors on medical/surgical units in a mixed method study combining longitudinal data (5 years) and primary data collection" (abstract) |
Details |
| Factors in the practive environment of nurses working in inpatient mental health: A partical least squares path modeling approach |
|
Elsevier |
2011 |
Roach M, Duffield C & White E |
"This study explored a model that added characteristics of the individual and practice environment to a central framework incorporating therapeutic commitment: a nurse's ability and willingness to engage in a therapeutic relationship." (extract from abstract) |
Details |
| A review of health leadership management capacity in Fiji |
|
Human Resources for Health Hub (UNSW) |
2011 |
Asante A, Roberts G & Hall J |
"This review describes the current situation of health leadership and management capacity at the sub-divisional level in Fiji." (extract fro, document) |
Details |
| A review of health leadership management capacity in Papua New Guinea |
|
Human Resources for Health Hub (UNSW) |
2011 |
Asante A & Hall J |
"This review describes the state of health leadership and management capacity in Papua New Guinea (PNG)." |
Details |
| A review of health leadership management capacity in Timor-Leste |
|
Human Resources for Health Hub (UNSW) |
2011 |
Asante A, Roberts G & Hall J |
"This review describes the current situation of health leadership and management capacity in Timor-Leste. Timorese health authorities have identified management and leadership capacity development as an important area needing attention." (excerpt from document) |
Details |
| A review of health leadership management capacity in Lao People's Democratic Republic |
|
Human Resources for Health Hub (UNSW) |
2011 |
Asante A, Roberts G & Hall J |
"This review describes the current state of health leadership and management capacity and issues that affect management performance at the district level in Lao People's Democratic Republic (Lao PDR or Laos)." |
Details |
| A review of health leadership management capacity in Cambodia |
|
Human Resources for Health Hub (UNSW) |
2011 |
Asante A, Roberts G & Hall J |
"This review describes the current situation of health leadership and management capacity in Cambodia. Cambodia has made tremendous efforts to rebuild its health system following years of conflict that decimated the country's health infrastructure." (excerpt from document) |
Details |
| Continuity and change in human resources policies for health: lessons from Brazil |
|
Human Resources for Health |
2011 |
Buchan J, Fronteira I & Dussault G |
"This paper reports on progress in implementing human resources for health (HRH) policies in Brazil, in the context of the implementation and expansion of the Unified Health System (Sistema Unico de Saude - SUS)." |
Details |
| Making the case for succession planning: Who's on deck in your organization? |
|
Longwoods Publishing Corporation |
2011 |
Laframboise LE |
"Healthcare organizations and the nursing profession lag behind the corporate sector in development of strategic leadership succession planning. Contemporary nurse leaders will require all the knowledge, skills, attitudes and competencies their predecessors can provide. Effective leadership development and succession planning will provide a climate that is conducive to the transfer of that knowledge." (extract from abstract) |
Details |
| Work experiences of new graduate nurses |
|
Workplace experiences of new graduate nurses |
2011 |
Rh?aume A,Cl?ment L, LeBel N, & Robichaud K |
"The purpose of this study is to describe new graduate nurses' experiences during their first year of practice and to explore factors that may lead them to consider leaving their employer. We held semi-structured interviews with 23 new graduate nurses in New Brunswick" (extract from abstract) |
Details |
| Workplace design contributions to mental health and well-being |
|
Longwoods Publishing Corporation |
2011 |
Veitch JA |
"Existing knowledge proposes that workplace design can influence mental health via the effects of light exposure on circadian regulation, social behaviour and affect; the effects of aesthetic judgement on at-work mood and physical well-being and at-home sleep quality; access to nature and recovery from stressful experiences; and privacy regulation and stimulus control. This paper includes a short review of the literature in this area, proposals for new research directions and consideration of the implications of this information on the design choices made by business owners, designers and facility managers." (extract from abstract) |
Details |
| State funding for higher education and RN replacement rates by state: A case for nursing by the numbers in state legislatures |
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American Academy of Nursing |
2009 |
Bargagliotti LA |
"Amid an enduring nursing shortage and state budget shortfalls, discerning how the percentage of state funding to higher education and other registered nurse (RN) workforce variables may be related to the RN replacement rates (RNRR) in states has important policy implications." (extract from abstract) |
Details |
| Working in Health: Financing and managing the public sector workforce |
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World Bank |
2009 |
Vujicic M, Ohiri K & Sparkes S |
"Working in Health addresses two key questions related to health workforce policy in developing countries: What is the impact of government wage bill policies on the size of the health wage bill and on health workforce staffing levels in the public sector? Do current human resources management policies and practices lead to effective use of wage bill resources in the public sector?" (extract from website) |
Details |
| Development of the Differentiation of Self and Role Inventory for Nurses (DSRI-RN): A tool to measure internal dimensions of workplace stress |
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American Academy of Nursing |
2009 |
Beebe R & Frisch N |
"This article presents the use of Bowen's theory of differentiation as a framework for understanding one aspect of vocational burnout. The theory suggests that persons with low levels of differentiation are at higher risk for emotional exhaustion than those at higher levels. The authors describe the development and pilot-testing of a tool, the Differentiation of Self and Role Inventory for Nurses (DSRI-RN) as a means to assess internal aspects of workplace stress by measuring factors suggested by the theory." |
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| Commitment expressions of nurses aged 45 and over: Organisational, professional and personal factors |
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Sage Publications |
2009 |
Bennett J, Davey B & Harris R |
"The aims of the study were to explore personal, professional and organisational factors that would affect future participation in the workforce of nurses aged 45 and over. The research was proposed against a background of concerns about a shortage of a skilled nursing workforce in London and ever increasing numbers of older nurses taking retirement." |
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| Differences of hospitals' organisational climates and nurses intent to stay: Nurses' perspectives |
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Sage Publications |
2009 |
Mrayyan MT |
"This research studied the differences of hospitals' organisational climates and nurses' intent to stay at different types of Jordanian hospitals and investigated the relationship between the two concepts, from the point views of nurses." (extract from abstract) |
Details |
| Junior nursing students' experiences fo vertical violence during clinical rotations |
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American Academy of Nursing |
2009 |
Thomas S & Burk R |
"We report a content analysis of stories written by junior nursing students about incidents of injustice perpetrated by staff RNs during their clinical experiences. Four levels of injustice were described. Nursing leadership, both in hospitals and educational institutions, must become engaged in efforts to eradicate vertical violence towards students." )extract from abstract) |
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| Clinical errors, nursing shortage and moral distress: The situation in Jordan |
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Sage Publications |
2009 |
Mrayyan MT, Hamaideh SH |
"This replicated study aimed to assess Jordanian Registered Nurses' (RNs) perceptions of clinical errors they had committed over the past year: assess nurses' perceptions of clinical errors committed by other nurses' detect if these errors were related to the nursing shortage and assess whether or not nurses felt any moral distress. "(extract from abstract) |
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| Preparing the air for nursing care: A grounded theory study of first line nurse managers |
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Sage Publications |
2009 |
Bondas, T |
"The aim of this study was, therefore, to gain an understanding of the first line nurse managers in their experiences in the development of nursing care as part of a wider research programme." |
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| Nurse working conditions and nursing unit costs |
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Sage Publications |
2009 |
Mark BA, Lindley L & Jones CB |
"The authors examined the relationship between nurse working conditions and nursing unit costs in 210 general medical, general surgical, and general medical surgical units in 112 randomly selected U.S. hospitals." (extract from abstract) |
Details |
| Predicting nursing human resources: An exploratory study |
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Sage Publications |
2009 |
Squires A & Beltr?n-S?nchez H |
"This study sought to explore if socioeconomic development indicators could predict the NPOP in a country. Mexico served as the case example for this exploratory study, with the final five variables selected based on findings from a qualitative study analyzing the development of nursing human resources in the country." |
Details |
| Retention of health workers in Malawi: perspectives of health workers and district management |
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Human Resources for Health |
2009 |
Manafa O, McAuliffe E, Maseko F, Bowie C, MacLaclan M and Normand C |
"Shortage of human resources is a major problem facing Malawi, where more than 50% of the population lives in rural areas. Most of the district health services are provided by clinical health officers specially trained to provide services that would normally be provided by fully qualified doctors or specialists. As this cadre and the cadre of enrolled nurses are the mainstay of the Malawian health service at the district level, it is important that they are supported and motivated to deliver a good standard of service to the population. This study explores how these cadres are managed and motivated and the impact this has on their performance." (extract from abstract) |
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| Advance Practice Registered Nurse supply in a small state: Trends to inform policy |
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SAGE Publications |
2011 |
Palumbo M, Marth N & Rambur B |
"This study is a contribution to the small existing pool of state level research on Advanced Practice Registered Nurse (APRN) workforce supply. Data from four biennial surveys of Vermont APRNs from 2003, 2005, 2007, and 2009 (n = 1,538) were analyzed to produce descriptive statistics of one small state's APRN demographic, educational, employment, job satisfaction, intention to leave, and practice-setting characteristics. Survey results were then used to identify patterns or trends that existed in the data." (excerpt from abstract) |
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| Hospital expenditure as a major driver of nurse workforce participation: Evidence from a 10-year period in Canada |
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Longwoods |
2011 |
Vujicic M, Onate K, Laporte A & Deber R |
"This paper examines trends in the nursing labour market in Canada over a period of dramatic fluctuations in hospital expenditures. We add to previous analysis that covered the period 1991-1996 and use Census data from 2001 to examine the relationship between hospital expenditure and nurse labour force participation. We find that shifts in labour force participation over the period 1991-2001 had a significant impact on the nursing supply in Canada." (excerpt from abstract) |
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| Recruiting and retaining a diverse workforce in nursing: From evidence to best practice to policy |
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SAGE Publications |
2011 |
Gilliss CL,Powell DL & Carter B |
"This article reviews the evidence that supports the impact of a diverse workforce on patient outcomes and delivery services. Assuming a positive social value in the absence of the data, the authors review the approaches that have been successful in diversifying the nursing workforce. The authors conclude with recommendations for research and policies, including best practices, for enhancing recruitment and retention of a diverse nursing workforce." |
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| Walking the Talk: Insights into dynamics of race and gender in nursing |
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SAGE Publications |
2011 |
Choiniere JA, MacDonnell J & Samonda H |
"This article explores how the dynamics of violence and support for nurses are influenced by the intersections of race, gender, and other social relations in various practice settings. Utilizing a qualitative study design, situated in the naturalistic and critical paradigms, this article is grounded in the experiences of key informants (KIs), each possessing significant expertise on issues of equity and violence, as well as insight into the current practice settings in Ontario, Canada." |
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| Influence of unit-level staffing on medication errors and falls in military hospitals |
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SAGE journals online |
2011 |
Breckenridge-Sproat S, Johantegen M, Patrician P |
"This study examined unit-level associations of nurse staffing and workload, and the effect of the practice environment on adverse patient events. A secondary analysis was conducted of a longitudinal data set of 23 Army inpatient units from the Military Nursing Outcomes Database." (excerpt from abstract) |
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| Mapping the field: Nursing scholarship in health human resources |
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University of Toronto |
2011 |
Nelson s & Doran D (eds) |
"Mapping the field: Nursing scholarship in health human resources is an edited collection of papers from the spring 2010 festschrift in honour of Dr. Linda O'Brien-Pallas that brings together the perspectives of leading scholars from around the world. Dr. O'Brien-Pallas's pioneering work in nursing human resources provides a starting point to a broad discussion of the issues and emerging trends in health human resources (HHR)." (excerpt from website) |
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| The impact of nursing innovations in the context of governance and incentives |
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SAGE journals online |
2011 |
Ross F, Redfern S, Harris R & Christain S |
"This discursive paper is a structured analysis of four completed national and regional studies carried out in the UK. It sets out retrospectively to explore the impact of key contextual, professional and personal features and mechanisms on innovation and outcomes in nursing and the extent to which these are common or diverge across the studies (cases)." (excerpt from abstract) |
Details |
| The nursing profession: Development, challenges and opportunities |
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Robert Wood Johnson Foundation |
2011 |
Mason DJ, Isaacs SL & Colby DC |
"This volume gives researchers, practitioners, foundation and government officials, students, and individuals interested in nursing a better understanding of the nursing field and the vital issues with which nursing professionals must grapple. The Nursing Profession includes topics such as Dealing with the nursing shortage Educating and training nurses Using advanced practice registered nurses to their fullest Quality and cost Long-term and community-based care Thoughts on gender and power A vision for the future" (excerpt from website) |
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| Impact of Residency programs on Professional Socialization of Newly Licensed Registered Nurses |
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Sage Publications |
2011 |
Kramer M, Maguire P, Diana H, Brewer B, & Schmalenberg C |
"Do Nurse Residency Programs (NRPs) reflect the professional socialization process? Residency facilitators in 34 Magnet hospitals completed Residency Program Questionnaires constructed to reflect the goals, themes, components, and strategies of the professional socialization process described in the literature. NRPs in 4 hospitals exemplified the complete two-stage (role transition and role/community integration) process." (extract from abstract) |
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| Using a nursing balanced scorecard approach to measure and optimize nursing performance. |
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Longwoods |
2011 |
Jeffs L, Merkley J, Richardson S, Eli J & McAllister M |
"The authors give an overview of one healthcare organization's experience in developing a nursing strategic plan and nursing balanced scorecard (NBS) using a focused planning process involving strategy mapping. ... Key strategies and insights may help other nurse leaders in developing or refining strategic approaches to measuring nursing performance." (extract from abstract) |
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| More time where it matters: Improving work environments in home healthcare nursing |
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Longwoods |
2011 |
Ray K, DeCiccio J, Lefebre N & Bender D |
"Home healthcare organizations can increase job satisfaction and retention by better managing nurses' workloads and ensuring more time for direct client care. This project used innovative technology and dynamic methods to document nurses' work lives, identify areas for process improvements and increase time available for direct client care. This case study provides insight into ways in which organizations can streamline non-care activities and discusses implications for nursing leaders at the local and regional levels." (extract from abstract) |
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| Impact of healthy work environments on new graduate nurses' environmental reality shock |
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SAGE publications |
2011 |
Kramer M, Brewer BB & Maguire P |
"Experienced nurses in 17 Magnet hospitals completed the Essentials of Magnetism II (EOMII) instrument that measures health of unit work environments. New graduates (N = 468) were then tracked with modified versions of the EOMII from immediate post hire to 4, 8, and 12 months post hire to ascertain degree of Environmental Reality Shock. (excerpt from abstract) |
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| Internationally educated health professionals and the challenge of workforce distribution |
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Longwoods |
2010 |
Landry MD, Gupta N & Tepper J |
"A particularly important aspect related to the role of IEHPs is their distribution across different sectors of the healthcare system and various geographical regions. Several provinces and territories have implemented strategies that restrict the initial practice of IEHPs to areas that have long-standing workforce shortages. While the outcomes of these approaches are mixed, some evidence suggests that IEHPs remain in place only as long as their contractual requirements stipulate. However, studies also indicate that IEHPs are increasingly practising in care settings that are perceived to be less attractive by their Canadian-trained counterparts" (extract from abstract) |
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| Internationally educated health professionals: Workforce integration and retention |
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Longwoods |
2010 |
Baumann A, Blythe J & Ross D |
".... In this article, after a summary of what is known of IEHPs who migrate to Canada, common problems of entry and integration into the workforce are discussed. Profession-specific challenges are considered, including how roles in certain professions vary globally and the importance of cultural and communication competencies. Resources to assist physicians and nurses are described and compared with those available for other professions. Finally, future possibilities and strategies for workforce integration are considered...." (extract from abstract) |
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| What attracts second degree students to a career in nursing? |
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American Nurses Association |
2010 |
Raines, DA |
" In this article the author describes how she analyzed the stories of the first two cohorts of students (N=66) admitted to an accelerated, second degree program in the Southeastern United States. These stories, written by prospective students, described the factors that influenced their decision to pursue the study of nursing as a second career." (excerpt from abstract) |
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| Iranian Nurses' perceptions of their professional growth and development |
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American Nurses Association |
2010 |
Rahimaghaee F, Nayeri D & Mohammadi E |
"In this article the authors present a qualitative study in which 21 Iranian nurses, whose years of nursing experienced ranged from 3 to 28 years, shared the perceptions of their professional development and growth." (excerpt from abstract) |
Details |
| Using the AACN framework to alleviate moral distress |
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American Nurses Association |
2011 |
McCue C |
"In this article the author describes a situation in which the Nurse Executive's values were in direct opposition to those of the Chief Executive Officer (CEO). She describes how it took considerable courage on the part of the Nurse Executive to resolve this situation by demonstrating concern and respect for a chemically impaired staff member, rather than by focusing on the situation from a strictly "right versus wrong" perspective." (extract from abstract) |
Details |
Socio-Economic Welfare 
