Table 4 - uploaded by Junhong Zhu
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The paper aims to understand how the Chinese nursing education and recruitment policy impacts nurses to leave nursing practice. There is a lack of feasible strategies to maintain a sustainable effective nursing workforce with an increasing trend of nurses' leaving clinical care. In its efforts to resolve the nursing shortage, the Chinese government...
Context in source publication
Context 1
... core category "Mismatched Expectations: Individual vs. Organization" emerged from the following five conceptualized subcategories (Table 4). These conceptualized categories articulated how the nursing education and employment policy impacts on Chinese nurses' career decision making. ...
Citations
... Competent nurses are considered rare human resources in many countries (1)(2)(3). Policymakers try to solve the issue through increasing nursing training centers and the number of new nursing workforce through employing more nurses (4,5). According to studies, just like many countries across the world, Iran is also short of nursing personnel (6,7). ...
Background: As the largest and most fundamental group targeted by programs developed to improve quality of care, nurses should be the focus of attention in the management of human resources in the field of health care. A review of literature on this subject revealed the lack of scales designed for measuring professional commitment in nurses. The present study was designed to develop a scale to measure professional commitment in clinical nurses and examine its psychometric properties.
Methods: This study will develop a professional commitment scale for clinical nurses within one qualitative and one quantitative step. The first step of the study will entail a review of the literature on the subject and interviews with clinical nurses so as to develop the categories and the items. The second step, the quantitative step, will analyze the items extracted in the qualitative step, determining the features of the topics and factor structure of the scale. The initial scale will be completed by 300 clinical nurses. The correlation among the topics, the construct validity, and reliability of the scale will also be examined in this step.
Results and Discussion: This study will develop an instrument that can measure professional commitment in clinical nurses. Given the lack of instruments for measuring professional commitment in clinical nurses, the findings of this study may be of help to nursing managers, authorities, and the health system in general.
... C.Wang, 2016). While educational institutions in China mainly emphasise on the need to attract more students for their institution to survive, hospital organisations emphasise the need to control staffing budgets and this has led to a situation where in certain geographic areas in China, the number of newly qualified nurses exceeds the positions available under a market orientation (Rodgers, Zhu, & Melia, 2015). The Chinese healthcare system's ability to achieve the government's health reforms is limited by many factors. ...
http://ro.ecu.edu.au/cgi/viewcontent.cgi?article=2951&context=theses
... Undeniably, the issue of nursing shortage in China is complex, it is beyond human power since there are unemployment and underemployment of nurses in China as well (Wang 2016). While educational institutions in China mainly emphasise on the need to attract more students for their institution to survive, hospital organisations emphasise the need to control staffing budgets and this has led to a situation where in certain geographic areas in China, the number of newly qualified nurses exceeds the positions available under a market orientation (Rodgers, Zhu, and Melia 2015). The Chinese healthcare system's ability to achieve the government's health reforms is limited by many factors. ...
Australia attracts international nursing students from China to maintain its economic advantage and to alleviate the projected nursing shortage; conversely, China needs its best and brightest citizens who have trained abroad in nursing to return to cope with current challenges within its healthcare system and nursing education. This paper explores whether China can lure its foreign-trained nurses home to achieve its goals; whether China or Australia will win the nursing talent war; and do Chinese nursing students want to remain abroad or return home. The insight gained can support the development of successful human capital investment for all parties involved.
... This may be especially important for new members of the profession who are learning their professional role and may be unsure of their scope of practice. Disparities between the idealism and professionalism taught in nursing education programmes and the realities of the practice environment may be a source of job dissatisfaction, leading new graduate nurses to consider leaving nursing (Maben et al. 2006, Zhu et al. 2015b ). Nurse residency programmes that include ongoing mentorship and professional education for new graduate nurses that include discussions about professional practice have been shown to improve clinical decision making, nursing performance and job satisfaction over the first year of practice (Bratt & Felzer 2011). ...
Aim:
To test a model examining the effects of structural empowerment and support for professional practice on new graduate nurses' perceived professional practice behaviours, perceptions of care quality and subsequent job satisfaction and career turnover intentions.
Background:
The nursing worklife model describes relationships between supportive nursing work environments and nurse and patient outcomes. The influence of support for professional practice on new nurses' perceptions of professional nursing behaviours within this model has not been tested.
Methods:
Structural equation modelling in Mplus was used to analyse data from a national survey of new nurses across Canada (n = 393).
Findings:
The hypothesised model was supported: χ²(122) = 346.726, P = 0.000; CFI = 0.917; TLI = 0.896; RMSEA = 0.069. Professional practice behaviour was an important mechanism through which empowerment and supportive professional practice environments influenced nurse-assessed quality of care, which was related to job satisfaction and lower intentions to leave nursing.
Conclusion:
Job satisfaction and career retention of new nurses are related to perceptions of work environment factors that support their professional practice behaviours and high-quality patient care.
Implications:
Nurse managers can support new graduate nurses' professional practice behaviour by providing empowering supportive professional practice environments.
