Does a 'shadow workforce' of inactive nurses exist?
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.
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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
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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 · 2.25 Impact Factor
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ABSTRACT: Background and Purpose Transnational nurse migration is a growing phenomenon. This study explored the experiences of China-educated nurses working in Australia. Design Using a constructivist grounded theory method, 46 in-depth interviews were conducted with 28 China-educated nurses in two major cities in Australia. Results The core category emerged was “reconciling different realities”. Three phases of reconciling were conceptualised: realising, struggling, and reflecting. Realising refers to an awareness of the discrepancies between different realities. Struggling reflects the dilemma of the “middle position” and how being situated as “the other” is experienced. Reflecting is the process of making sense of the experience and rationalising the gains and losses associated with immigration. Conclusions This study produced a theoretical understanding of the experience of China-educated nurses working in Australia. The findings not only inform Chinese nurses who wish to migrate but contribute to the implementation of more effective support services for immigrant nurses.PLoS ONE 09/2014; 9(9). DOI:10.1371/journal.pone.0108143 · 3.53 Impact Factor