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Olanrewaju SA, Loeb SJ. Internationally Educated Nursing Staff Caring for Older Adults: A Scoping Study. J Transcult Nurs 2024; 35:290-305. [PMID: 38544453 PMCID: PMC11290026 DOI: 10.1177/10436596241239300] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 07/31/2024] Open
Abstract
INTRODUCTION Internationally Educated Nursing staff (IENs) are born and obtained their initial educational preparation in their home country before relocating to work in high-income countries (e.g., United States). Older adults are recipients of IENs' care. The study purpose was to synthesize relevant findings on IENs' experiences caring for older adults in various settings. METHOD Arksey and O'Malley's framework approach to Scoping studies was employed. The PubMed, CINAHL, PsycINFO, Web of Science, and Google Scholar databases were searched. A labor and employment relations researcher and a health science librarian were consulted. RESULTS Three main themes (transitional challenges; IENs' experiences working with older adults; factors affecting IEN service delivery) and seven subthemes emerged. DISCUSSION Cultural beliefs and communication barriers posed particular challenges to IENs as they worked with Western peers, older adults, and families. Facilitating factors revealed can inform administrative leaders of practice initiatives. Research gaps and limitations identified can guide future study approaches.
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Affiliation(s)
| | - Susan J. Loeb
- The Pennsylvania State University, University Park, USA
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Sheehy L, Crawford T, River J. The reported experiences of internationally qualified nurses in aged care: A scoping review. J Adv Nurs 2024; 80:1299-1313. [PMID: 37904718 DOI: 10.1111/jan.15913] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 05/04/2023] [Revised: 09/05/2023] [Accepted: 10/15/2023] [Indexed: 11/01/2023]
Abstract
AIM To examine the experiences of internationally qualified nurses, including those from culturally and linguistically diverse backgrounds, transitioning to and working in the aged care sector of high-income countries. DESIGN A scoping review. DATA SOURCES CINAHL, MEDLINE and PSychINFO databases were searched to find eligible literature published from January 2010 onwards. REVIEW METHODS This scoping review was based on the framework by Arksey and O'Malley and the PRISMA-ScR guidelines. The literature search was conducted by the first author, and all three authors reviewed the retrieved studies for eligibility and inclusion. RESULTS Fourteen articles were eligible. Data was categorized into three broad themes: stress of migration and transition; miscommunication, racism and discrimination; and aged care specific challenges which included two sub-themes 'shock of aged care' and 'bottom care'. CONCLUSION Internationally qualified nurses, particularly if they are culturally and linguistically diverse, face unique stresses and challenges in aged care and face barriers in the recognition of skills and qualifications. The under-utilization of skills is not only a loss in terms of patient care but is linked to fears of de-skilling, losing professional development and opportunities for career progression. IMPACT Internationally qualified nurses are positioned as a solution to aged care shortages in high-income countries; however, there is a scarcity of research exploring their experiences. In the context of the global aged care staffing crisis, an understanding of the stresses and challenges faced by internationally qualified nurses will further strengthen efforts to recruit, support and retain skilled nurses in aged care.
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Affiliation(s)
- Louise Sheehy
- Faculty of Medicine and Health, The University of Sydney, Camperdown, New South Wales, Australia
| | - Tonia Crawford
- Faculty of Medicine and Health, The University of Sydney, Camperdown, New South Wales, Australia
| | - Jo River
- Faculty of Health, UTS and Northern Sydney Local Health District, Sydney, New South Wales, Australia
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Ung DSK, Goh YS, Poon RYS, Lin YP, Seah B, Lopez V, Mikkonen K, Yong KK, Liaw SY. Global migration and factors influencing retention of Asian internationally educated nurses: a systematic review. HUMAN RESOURCES FOR HEALTH 2024; 22:17. [PMID: 38429767 PMCID: PMC10905872 DOI: 10.1186/s12960-024-00900-5] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Subscribe] [Scholar Register] [Received: 06/23/2023] [Accepted: 02/14/2024] [Indexed: 03/03/2024]
Abstract
BACKGROUND Given nurses' increasing international mobility, Asian internationally educated nurses (IENs) represent a critical human resource highly sought after within the global healthcare workforce. Developed countries have grown excessively reliant on them, leading to heightened competition among these countries. Hence, this review aims to uncover factors underlying the retention of Asian IENs in host countries to facilitate the development of more effective staff retention strategies. METHODS A mixed-methods systematic review was conducted using the Joanna Briggs Institute methodology for mixed-method systematic review. A search was undertaken across the following electronic databases for studies published in English during 2013-2022: CINAHL, Embase, PubMed, Scopus, Web of Science and PsycINFO. Two of the researchers critically appraised included articles independently using the Joanna Briggs Critical Appraisal Tools and Mixed Methods Appraisal Tool (version 2018). A data-based convergent integrated approach was adopted for data synthesis. RESULTS Of the 27 included articles (19 qualitative and eight quantitative), five each were conducted in Asia (Japan, Taiwan, Singapore and Malaysia), Australia and Europe (Italy, Norway and the United Kingdom); four each in the United States and the Middle East (Saudi Arabia and Kuwait); two in Canada; and one each in New Zealand and South Africa. Five themes emerged from the data synthesis: (1) desire for better career prospects, (2) occupational downward mobility, (3) inequality in career advancement, (4) acculturation and (5) support system. CONCLUSION This systematic review investigated the factors influencing AMN retention and identified several promising retention strategies: granting them permanent residency, ensuring transparency in credentialing assessment, providing equal opportunities for career advancement, instituting induction programmes for newly employed Asian IENs, enabling families to be with them and building workplace social support. Retention strategies that embrace the Asian IENs' perspectives and experiences are envisioned to ensure a sustainable nursing workforce.
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Affiliation(s)
- Danny Shin Kai Ung
- Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Singapore, Singapore
| | - Yong Shian Goh
- Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Singapore, Singapore.
| | | | | | - Betsy Seah
- Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Singapore, Singapore
| | - Violeta Lopez
- School of Nursing, Midwifery and Social Sciences, Central Queensland University, Rockhampton, Australia
| | - Kristina Mikkonen
- Research Unit of Health Sciences and Technology, University of Oulu, Oulu, Finland
- Medical Research Center Oulu, Oulu University Hospital and University of Oulu, Oulu, Finland
| | - Keng Kwang Yong
- National Healthcare Group, Ministry of Health, Singapore, Singapore
| | - Sok Ying Liaw
- Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore, Singapore, Singapore
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Eriksson E, Jordal M, Hjelm K, Engström M. Job satisfaction and wellbeing among migrant care workers in nursing homes: An integrative review. Nurs Open 2023; 10:3486-3505. [PMID: 36658244 PMCID: PMC10170958 DOI: 10.1002/nop2.1611] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 08/10/2022] [Revised: 12/05/2022] [Accepted: 12/22/2022] [Indexed: 01/21/2023] Open
Abstract
AIM To systematically analyse and synthesize studies investigating job satisfaction (including turnover and turnover intention) and wellbeing (physical, social and psychological including work stress, acculturation stress and sick leave) among migrant care workers in nursing homes. DESIGN An integrated review was conducted. METHODS Joanna Briggs Institute's manual guided the analysis of qualitative data (n = 31). Quantitative data (n = 17) were summarized and integrated with the qualitative findings. RESULTS Migrants described high job demands, limited control and social support, and stress possibly related to acculturation. Although, compared to natives (born in the country), inconsistent results were reported about wellbeing and job satisfaction, migrant care workers reported enjoying the relational aspects of work and feeling pride when providing care. A satisfying work environment for migrant care workers enables them enjoying working in elderly care with pride. PUBLIC CONTRIBUTION Help managers to promote an inclusive working life in line with the United Nations Sustainable Development Goal number 8.
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Affiliation(s)
- Elisabet Eriksson
- Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden.,Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden
| | - Malin Jordal
- Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
| | - Katarina Hjelm
- Department of Public Health and Caring Sciences, Uppsala University, Uppsala, Sweden
| | - Maria Engström
- Faculty of Health and Occupational Studies, University of Gävle, Gävle, Sweden
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Wang W, Ahoto AT. Influence of Supervisors’ Fairness on Work Climate, Job Satisfaction, Task Performance, and Helping Behavior of Health Workers During COVID-19 Outbreak. Front Psychol 2022; 13:822265. [PMID: 35572296 PMCID: PMC9102609 DOI: 10.3389/fpsyg.2022.822265] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Download PDF] [Journal Information] [Subscribe] [Scholar Register] [Received: 11/26/2021] [Accepted: 02/23/2022] [Indexed: 11/23/2022] Open
Abstract
The need for supervisors to exhibit fairness was a key motivating tool for effective health service delivery during the initial stages of the COVID-19 outbreak. Nonetheless, the number of deaths and hospitalization was alarming health workers were actively working throughout the time. This study explores the role of supervisors’ fairness in creating a work climate and job satisfaction that promote workers’ task performance and helping behaviors. The researchers adopted a quantitative method with a questionnaire used for data collection. SPSS and AMOS were used for data analysis, and statistical models of correlation and hierarchical regression were used to examine relationships among the variables. The study established that supervisors’ fairness has a positive effect on work climate, job satisfaction, task performance, and helping behavior of health workers. Work climate has positive effects of task performance and helping behaviors, whereas job satisfaction also has positive effects on employees’ task performance and helping behavior. The researchers recommended the need for supervisors to exhibit fairness to workers at all times and create room for the workers to appeal their decision to avoid the feeling of supervisors’ biasness.
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Affiliation(s)
- WenXin Wang
- Department of Public Administration, Law School, Shantou University/Institute of Local Government Development, Shantou University, Shantou, China
| | - Ahotovi T. Ahoto
- School of Management, Jiangsu University, Zhenjiang, China
- *Correspondence: Ahotovi T. Ahoto,
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Individual and organizational factors of nurses' job satisfaction in long-term care: A systematic review. Int J Nurs Stud 2021; 123:104073. [PMID: 34536909 DOI: 10.1016/j.ijnurstu.2021.104073] [Citation(s) in RCA: 39] [Impact Index Per Article: 13.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/24/2021] [Revised: 08/09/2021] [Accepted: 08/20/2021] [Indexed: 11/20/2022]
Abstract
BACKGROUND In long-term care facilities, nurses' job satisfaction predicts staff turnover, which adversely affects resident outcomes. Thus, it is important to develop a comprehensive understanding of factors affecting nurses' job satisfaction in long-term care facilities. OBJECTIVES To analyze factors associated with job satisfaction among nurses in nursing homes from individual and organizational perspectives utilizing a deductive approach. DESIGN Systematic literature review SETTING: Nursing homes. PARTICIPANTS Registered nurses and licensed practical nurses in nursing homes. METHODS A systematic literature review of seven online databases (EMBASE, CINAHL, PsychINFO, MEDLINE, PubMed, Scopus, and Web of Science) to July 23, 2020 was conducted. Studies were included if they examined factors associated job satisfaction in the target population and setting. Decision rules on how to determine factors important to nurse job satisfaction were developed a priori. Two team members independently screened the publications for inclusion, extracted data, and assessed included publications for methodological quality; conflicts were resolved through a consensus process and consultation of the third senior team member when needed. RESULTS Twenty-eight studies were included. Of these, 20 studies were quantitative, 6 were qualitative, and 2 were mixed methods. Factors associated with job satisfaction were grouped into two categories: individual and organizational. Individual factors significantly associated with job satisfaction were age, health status, self-determination/autonomy, psychological empowerment, job involvement, work exhaustion, and work stress. Individual factors identified as not important or equivocal were gender and experience as a nurse/in aged care. No organizational factors were identified as important for nurses' job satisfaction. Facility ownership, supervisor/manager support, resources, staffing level, and social relationships were identified as equivocal or not important. Findings from qualitative studies identified relationship with residents as an important factor for job satisfaction. CONCLUSIONS/IMPLICATIONS Factors identified as important to nurses' job satisfaction differ from those reported among care aides in nursing homes and nurses employed in acute care settings, suggesting that there is a need for unique approaches to enhance nurses' job satisfaction in nursing homes.
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Zanjani ME, Ziaian T, Ullrich S, Fooladi E. Overseas qualified nurses’ sociocultural adaptation into the Australian healthcare system: A cross-sectional study. Collegian 2021. [DOI: 10.1016/j.colegn.2020.12.005] [Citation(s) in RCA: 2] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Almansour H, Gobbi M, Prichard J. Home and expatriate nurses' perceptions of job satisfaction: Qualitative findings. Int Nurs Rev 2021; 69:125-131. [PMID: 34043818 DOI: 10.1111/inr.12699] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 09/26/2020] [Revised: 04/13/2021] [Accepted: 05/11/2021] [Indexed: 11/29/2022]
Abstract
AIM This paper is part of a larger doctoral study that investigated the impact of nationality on the job satisfaction of nurses and their intentions to leave Saudi Arabian government hospitals. The paper aims to gain an understanding of the impact of expatriate status on nurses' perceptions, by comparing the factors that influence job satisfaction among Saudi nurses to those that affect nurses recruited from other countries. BACKGROUND Job satisfaction is a known predictor of nurse retention. Although there is a broad understanding of the factors that affect job satisfaction, little is known about how these vary between home and expatriate nurses working in countries which rely on a multicultural migrant workforce. METHODS A descriptive qualitative approach was taken, in which 26 semi-structured interviews were conducted with nurses selected from different nationalities, all of whom were working in Saudi Arabian hospitals. Eight participants were Saudi Arabian, six Filipino, four Indian, four South African, two Jordanian and two Malaysian. FINDINGS Five themes were identified that differentiated the perceptions of expatriates regarding their job satisfaction from those of the home nurses: separation from family, language and communication, fairness of remuneration, moving into the future and professionalism. CONCLUSION Focusing on the enhancement of job satisfaction experienced by expatriate nurses can result in a healthier work environment and greater retention of these nurses. IMPLICATIONS FOR NURSING AND NURSING POLICY To enhance nurse retention, policy makers in countries with migrant nurses should address their socio-economic needs. This includes providing both greater access to their dependent family members, and language lessons and cultural orientation to reduce linguistic and cultural challenges.
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Affiliation(s)
- Husam Almansour
- Health Management Department, College of Public Health & Health Informatics, University of Ha'il, Ha'il, Saudi Arabia
| | - Mary Gobbi
- Faculty of Health Sciences, University of Southampton, Southampton, UK
| | - Jane Prichard
- Faculty of Health Sciences, University of Southampton, Southampton, UK
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Billah SMB, Saquib N, Zaghloul MS, Rajab AM, Aljundi SMT, Almazrou A, Saquib J. Unique expatriate factors associated with job dissatisfaction among nurses. Int Nurs Rev 2020; 68:358-364. [PMID: 33165919 DOI: 10.1111/inr.12643] [Citation(s) in RCA: 4] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 02/13/2020] [Revised: 09/10/2020] [Accepted: 10/11/2020] [Indexed: 12/25/2022]
Abstract
AIM To assess whether expatriate-specific factors were associated with nurses' overall job dissatisfaction after controlling for known factors. BACKGROUND Current evidence about job dissatisfaction among nurses in Saudi Arabia is not specific to expatriate nurses. Specific aspects such as job insecurity, fear of litigation, and language barriers have not been assessed in the context of job dissatisfaction. INTRODUCTION The majority of nurses in the Arab Gulf countries are expatriate. The motive for employment here is purely financial because there is no path to permanent residency. METHODS This was a cross-sectional electronic survey of 977 expatriate nurses in Al-Qassim, Saudi Arabia. The survey included questions on demography, job dissatisfaction (overall and related to salary, workload, and teamwork), job characteristics, job duration as an expatriate, communication issues with patients and doctors, fear of litigation, and job insecurity. We used a hierarchical logistic regression to evaluate whether unique factors were associated with overall job dissatisfaction either as a group, or individually. RESULTS The mean age of the nurses was 32 years, and 19% reported overall job dissatisfaction. The unique expatriate factors as a group contributed significantly to the model. Job insecurity, patient communication problems, and shorter job duration were significantly associated with higher overall job dissatisfaction. CONCLUSIONS Job insecurity, job duration, and patient communication were significant correlates of overall job dissatisfaction among expatriate nurses. IMPLICATIONS FOR NURSING POLICY A longer job contract and organizational initiatives to help new expatriate nurses acculturate will likely decrease feelings of job insecurity and increase job satisfaction.
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Affiliation(s)
- S M B Billah
- College of Medicine, Sulaiman Al Rajhi University, Bukayriah, Saudi Arabia
| | - N Saquib
- College of Medicine, Sulaiman Al Rajhi University, Bukayriah, Saudi Arabia
| | - M S Zaghloul
- College of Medicine, Sulaiman Al Rajhi University, Bukayriah, Saudi Arabia
| | - A M Rajab
- College of Medicine, Sulaiman Al Rajhi University, Bukayriah, Saudi Arabia
| | - S M T Aljundi
- College of Medicine, Sulaiman Al Rajhi University, Bukayriah, Saudi Arabia
| | - A Almazrou
- College of Medicine, Sulaiman Al Rajhi University, Bukayriah, Saudi Arabia
| | - J Saquib
- College of Medicine, Sulaiman Al Rajhi University, Bukayriah, Saudi Arabia
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Lee K, Mileski M, Fohn J, Frye L, Brooks L. Facilitators and Barriers Surrounding the Role of Administration in Employee Job Satisfaction in Long-Term Care Facilities: A Systematic Review. Healthcare (Basel) 2020; 8:healthcare8040360. [PMID: 32987752 PMCID: PMC7712567 DOI: 10.3390/healthcare8040360] [Citation(s) in RCA: 11] [Impact Index Per Article: 2.8] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Received: 07/30/2020] [Revised: 09/10/2020] [Accepted: 09/21/2020] [Indexed: 12/19/2022] Open
Abstract
Previous literature has shown how associate engagement has positively impacted on productivity, job satisfaction, safety, retention, consumer sentiment, and financial performance in hospitals and healthcare systems. However, a lack of research showing the relationship between associate engagement and job satisfaction within the long-term care environment has existed. Our objective was to investigate characteristics within the long-term care environment that promote and detract from associate job satisfaction and extrapolate the best practices in maintaining job satisfaction and engagement. This systematic review queried CINAHL, PubMed (MEDLINE), and Academic Search Ultimate databases for peer-reviewed publications for facilitators and barriers commensurate with employee job satisfaction in long-term care facilities using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) and the Kruse Protocols. The authors identified 11 facilitators for job satisfaction and 18 barriers to job satisfaction in the 60 selected articles. The top four facilitators were Supportive Leadership, Capable and Motivated Employees, Positive Organizational Values, and Social Support Mechanisms. The top four barriers were condescending management style, high job demands, lack of self-care, and lack of training with medically complex patients. The systematic review revealed the importance of maintaining satisfied employees in the long-term care workplace through am emphasis leadership and on the facilitators identified to best serve their associates and improve care for residents.
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Darko DF, He Z, Boadi EA, Asante IO. African international students’ career and job satisfaction: The case of China. JOURNAL OF PSYCHOLOGY IN AFRICA 2020. [DOI: 10.1080/14330237.2020.1796034] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/23/2022]
Affiliation(s)
- Dennis Fiifi Darko
- School of Management and Economics, University of Electronic Science and Technology of China, Chengdu, China
- Center for West African Studies, University of Electronic Science and Technology of China, Chengdu, China
| | - Zheng He
- School of Management and Economics, University of Electronic Science and Technology of China, Chengdu, China
- Center for West African Studies, University of Electronic Science and Technology of China, Chengdu, China
| | - Evans Asante Boadi
- School of Management and Economics, University of Electronic Science and Technology of China, Chengdu, China
- Center for West African Studies, University of Electronic Science and Technology of China, Chengdu, China
| | - Isaac Owusu Asante
- School of Management and Economics, University of Electronic Science and Technology of China, Chengdu, China
- Center for West African Studies, University of Electronic Science and Technology of China, Chengdu, China
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Kerzman H, Van Dijk D, Siman-Tov M, Friedman S, Goldberg S. Professional characteristics and work attitudes of hospital nurses who leave compared with those who stay. J Nurs Manag 2020; 28:1364-1371. [PMID: 32654342 DOI: 10.1111/jonm.13090] [Citation(s) in RCA: 12] [Impact Index Per Article: 3.0] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 01/20/2020] [Revised: 06/10/2020] [Accepted: 07/02/2020] [Indexed: 12/01/2022]
Abstract
AIM To compare characteristics and attitudes of nurses who resigned and those who remained in two Israeli hospitals and assess the reasons for leaving. BACKGROUND Nurse turnover is a current global problem in health care system, especially given the severe nurse shortages. Retention of nurses requires an understanding of the characteristics of the resigning nurses, their attitudes and their reasons for leaving. METHODS A matching case-control study was conducted among 100 resigning nurses and 200 matched remaining nurses. Questionnaires were used to survey the professional characteristics and attitudes of the participating nurses. In addition, exit interviews were used to assess the reasons to leave of resigning nurses. RESULTS Resigning nurses had higher education, less seniority and fewer managerial positions compared with remaining nurses. In addition, resigning nurses had lower professional autonomy and higher aspirations for professional advancement. The reasons to leave cited by the resigning nurses were distance of the workplace from home and working conditions as well as aspiring for professional advancement. CONCLUSIONS The interface between high education and having few opportunities for advanced positions may lead to resignation. IMPLICATIONS FOR NURSING MANAGEMENT We recommend organisational interventions for training new hospital nurses through professional career path development, such as mentoring programme.
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Affiliation(s)
- Hana Kerzman
- Nursing Division, Chaim Sheba Medical Center, Tel-Hashomer, Tel-Hashomer, Israel
| | - Dina Van Dijk
- Department of Health Systems Management, Ben-Gurion University of the Negev, Beer Sheva, Israel
| | - Maya Siman-Tov
- School of Public Health, Tel-Aviv University, Tel-Aviv, Israel
| | | | - Shoshy Goldberg
- Nursing Administration at the Ministry of Health, Jerusalem, Israel
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Page M, Pool L, Crick DM, Leahy R. Empowerment of learning and knowledge: Appreciating professional development for registered nurses in aged residential care. Nurse Educ Pract 2020; 43:102703. [PMID: 32014706 DOI: 10.1016/j.nepr.2020.102703] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.3] [Reference Citation Analysis] [Abstract] [Key Words] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 03/21/2018] [Revised: 12/03/2019] [Accepted: 01/17/2020] [Indexed: 11/23/2022]
Abstract
Continued education and professional development ensures nursing competence and contributes positively to quality health outcomes, however it must also include a professional pathway that challenges the contextual confrontations faced by registered nurses within the workplace environment. This is especially relevant for the nursing workforce employed in the Aged Residential Care sector. This research was undertaken in New Zealand and uses Appreciative Inquiry to 'Appreciate the professional development needs of registered nurses working in the sector'. The findings highlighted the uniqueness of the sector, along with the diversity of the nursing workforce which signals the need for ongoing formal and informal professional development methods. Currently, professional development and learning is not assimilated well into the sector and there remains a void in terms of a professional clinical pathway. This has implications for the future development of professional learning for registered nurses in other sectors. Quality is integral to developing any professional learning, accordingly there must be input from both clinical and education providers. This partnership, between the sector and academia, will integrate learning into the practice area and improve outcomes for residents in aged residential care facilities.
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Affiliation(s)
- Molly Page
- Te Kura Hauora / School of Health & Social Services, Whitireia New Zealand, DX Mail SX33459, Porirua, 5240, New Zealand.
| | - Leanne Pool
- Te Kura Hauora / School of Health & Social Services, Whitireia New Zealand, DX Mail SX33459, Porirua, 5240, New Zealand.
| | - Dr Michelle Crick
- Te Kura Hauora / School of Health & Social Services, Whitireia New Zealand, DX Mail SX33459, Porirua, 5240, New Zealand.
| | - Ros Leahy
- Te Kura Hauora / School of Health & Social Services, Whitireia New Zealand, DX Mail SX33459, Porirua, 5240, New Zealand.
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Ng P, Lau S, Ong S, S.Y L. Singaporean nursing students' perceptions of a career in community nursing. Int Nurs Rev 2019; 66:514-522. [DOI: 10.1111/inr.12528] [Citation(s) in RCA: 3] [Impact Index Per Article: 0.6] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/26/2022]
Affiliation(s)
- P.Y. Ng
- Khoo Teck Puat Hospital, National Healthcare Group Singapore Singapore
| | - S.T. Lau
- Alice Lee Centre for Nursing Studies Yong Loo Lin School of Medicine, National University of Singapore Singapore Singapore
| | - S.F. Ong
- Yishun Community Hospital, National Healthcare Group Singapore Singapore
| | - Liaw S.Y
- Alice Lee Centre for Nursing Studies Yong Loo Lin School of Medicine, National University of Singapore Singapore Singapore
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Chin SY, Lopez V, Tan ML, Goh YS. "I Would Like to Be Heard." Communicating With Singaporean Chinese Patients With Dementia: A Focused Ethnography Study. J Transcult Nurs 2018; 30:331-339. [PMID: 30227768 DOI: 10.1177/1043659618800535] [Citation(s) in RCA: 6] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Key Words] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022] Open
Abstract
INTRODUCTION Although first-generation Singaporean Chinese were mainly immigrants from Mainland China, the communication patterns of Singaporean Chinese in the present-day context differs from Mainland Chinese. This difference could be attributed to the subculture but is not conclusive. This study aimed to explore the experiences of nursing staff communicating with Singaporean Chinese with dementia in Singapore. METHOD A focused ethnographic study was conducted in a long-term care setting for people with dementia, where data were obtained using nonparticipant observations and semistructured interviews. Data analyses were conducted using Braun and Clarke's thematic analysis. RESULTS Nineteen nursing staff were interviewed. The central theme of "embracing diversity and accepting differences" was supported by three subthemes: acknowledging cultural differences, understanding the patients, and overcoming communicative challenges. CONCLUSIONS This study highlighted the need for nurses to understand cultural characteristics among Singaporean Chinese with dementia especially on emotional expressions when they are not understood by others.
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Affiliation(s)
- Si-Ying Chin
- 1 National University Hospital, National University Health System, Singapore
| | - Violeta Lopez
- 2 Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore
- 3 Alice Lee Centre for Nursing Studies, National University Health System, Singapore
| | | | - Yong-Shian Goh
- 2 Alice Lee Centre for Nursing Studies, Yong Loo Lin School of Medicine, National University of Singapore
- 3 Alice Lee Centre for Nursing Studies, National University Health System, Singapore
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