Article

Does a 'shadow workforce' of inactive nurses exist?

School of Business Administration, University of Vermont, Burlington, VT, USA.
Nursing economic$ (Impact Factor: 0.84). 24(5):231-7, 227; quiz 238.
Source: PubMed

ABSTRACT The entire population of inactive nurses in Vermont was surveyed to determine if a "shadow workforce" exists. The notion that large numbers of nurses are available to return to work is not supported by this study. Desirable benefits for those wishing to return are discussed.

0 Bookmarks
 · 
59 Views
  • [Show abstract] [Hide abstract]
    ABSTRACT: Transnational nurse migration is a growing phenomenon. However, relatively little is known about the experiences of immigrant nurses and particularly about non-English speaking background nurses who work in more economically developed countries. Informed by a symbolic interactionist framework, this research explored the experience of China-educated nurses working in the Australian health care system. Using a modified constructivist grounded theory method, the main source of data were 46 face to face in-depth interviews with 28 China-educated nurses in two major cities in Australia. The key findings of this research are fourfold. First, the core category developed in this study is reconciling different realities, which inserts a theoretical understanding beyond the concepts of acculturation, assimilation, and integration. Second, in contrast to the dominant discourse which reduces the experience of immigrant nurses to language and culture, this research concludes that it was not just about language and nor was it simply about culture. Third, rather than focus on the negative aspects of difference as in the immigration literature and in the practice of nursing, this research points to the importance of recognising the social value of difference. Finally, the prevailing view that the experience of immigrant nurses is largely negative belies its complexities. This research concludes that it is naïve to define the experience as either good or bad. Rather, ambivalence was the essential feature of the experience and a more appropriate theoretical concept. This research produced a theoretical understanding of the experience of China-educated nurses working in Australia. The findings may not only inform Chinese nurses who wish to immigrate but also contribute to the implementation of more effective support services for immigrant nurses in Australian health care organisations.
    PLoS ONE 09/2014; 9(9). DOI:10.1371/journal.pone.0108143 · 3.53 Impact Factor
    This article is viewable in ResearchGate's enriched format
  • [Show abstract] [Hide abstract]
    ABSTRACT: BACKGROUND: In prior studies, newly licensed registered nurses (RNs) describe their job as being stressful. Little is known about how their perceptions of the hospital work environment affect their commitment to nursing. OBJECTIVES: To assess the influence of hospital work environment on newly licensed RN's commitment to nursing and intent to leave nursing. DESIGN: Correlational survey. SETTINGS: Newly licensed RNs working in hospitals in Florida, United States. PARTICIPANTS: 40% random sample of all RNs newly licensed in 2006. METHODS: The survey was mailed out in 2008. Dependent variables were indicators of professional commitment and intent to leave nursing. Independent variables were individual, organizational, and work environment characteristics and perceptions (job difficulty, job demands and job control). Statistical analysis used ordinary least squares regressions. Level of significance was set at p<0.05. RESULTS: Job difficulty and job demand were significantly related to a lower commitment to nursing and a greater intent to leave nursing, and vice versa for job control. The strongest ranked of the job difficulties items were: incorrect instructions, organizational rules, lack of supervisor support, and inadequate help from others. Workload and other items were significant, but ranked lower. The strongest ranked of the job pressure items were: "having no time to get things done" and "having to do more than can be done well." The strongest ranked of job control items were "ability to act independent of others." Nurses with positive orientation experiences and those working the day shift and more hours were less likely to intend to leave nursing and more likely to be committed to nursing. Significant demographic characteristics related to professional commitment were race and health. CONCLUSIONS: Negative perceptions of the work environment were strong predictors of intent to leave nursing and a lower commitment to nursing among newly licensed RNs. These results indicate that retention of newly licensed RNs in nursing can be improved through changes in the work environment that remove obstacles to care-giving, increase resources and autonomy, and reduce workload and other job pressure factors.
    International journal of nursing studies 05/2013; DOI:10.1016/j.ijnurstu.2013.04.002 · 1.91 Impact Factor
  • Source
    [Show abstract] [Hide abstract]
    ABSTRACT: The experience of returning to physiotherapy practice needs to be understood from the perspective of those who have returned to practice, those thinking of returning, and clinical supervisors who have worked with people that have returned to practice. A qualitative methodology using an interpretivist theoretical framework was utilised. Participants were selected using a combination of purposive and snowballing sampling techniques. Semi-structured interviews were conducted to determine the opinions of participants on returning to physiotherapy. Maternity and child-care were the main reason returners and potential returners took a break from physiotherapy. The main reason for returning to physiotherapy was because the returner wanted to rather than external factors such as financial hardship. Overall, the experience of returning to physiotherapy has been rewarding for returners and clinical supervisors. Returners and potential returners were highly motivated, keen to learn, and are willing to undertake a period of training to help them return to practice. However, there is only one programme available for returners to re-register as a physiotherapist and no refresher programmes are available. Returners, potential returners, and clinical supervisors thought that a structured re-registration or re-entry programme would need to be flexible to allow for returners' current needs, commitments, and career directions.
    Australian health review: a publication of the Australian Hospital Association 08/2010; 34(3):304-11. DOI:10.1071/AH08681 · 1.00 Impact Factor