Month: December 2016

Will the trend toward higher education impact nurse supply? Implications for workforce planning (Nurse Leader, 2016, 14(6) p. 433–437)

The trend toward higher education is a vital, progressive movement for nursing. But, like any action in a dynamic environment, there can be a reaction. The health care industry needs to start planning for workforce changes that will occur when growing numbers of working nurses seek higher levels of education and training.

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An Evaluation of Nurses Retention Strategies used by the Botswana Health Sector (Journal of Nursing & Patient Care, 2016, vol 1(1)

This paper evaluates the strategies used to retain qualified nurses in the Botswana Health Sector. According to the literature, management has not paid attention to issues of training, motivation, retention, low salary, lack of promotion, bad working conditions nor job security amongst nurses which led to high staff turnover. For the health sector to realize its primary objective, effective human resource management practices such as proper retention of staff must be adhered to by both government and private sector for the quality health provision endeavored by all.

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Influences of Turnover, Retention, and Job Embeddedness in the Nursing Workforce Literature (Online Journal of Rural Nursing and Health Care, 2016, vol 16(2) p. 168-195)

Examining literature related to nursing turnover, retention and job embeddedness has implications applicable to employer and patients. Turnover is expensive and can lead to adverse patient outcomes and few studies focus on rural nurses.
Keywords of nurse, rural, turnover, retention, and job embeddedness entered into three search engines produced 39 references from 1995-2015. Predominance of convenience samples, lack of discussion ofreliability and validity information, and lack of theoretical or conceptual frameworks accompanied by lack of studies focused on rural nursing highlight the gaps in knowledge regarding what keeps nurses in their jobs.

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Work Climate and Turnover Intention among Nurses in Tertiary Level Hospitals, Republic of The Gambia (International Journal of Evidence-Based Healthcare,: Vol 14 (Suppl 1), p. S12)

High turnover rate among nurses is regarded as a big problem leading to a shortage which does not only affects the quality of patient care but also affects the cost of recruitment and training new staff. Actual turnover is predicted by turnover intention and employee intention mark the most immediate motivator of task performance and an individual’s choice of behavior is influenced by their intentions. From the literature review, work climate is the highest predictor of turnover intention and there are challenging situations faced by nurses regarding their work climate and turnover intention levels in The Gambia.
The article concludes with a recommendation to study other factors related to work climate and turnover intention, such as payment, gender, education level, and work department.

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Correlates of Caregiver Participation in a Brief, Community-Based Dementia Care Management Program. (Gerontologist, 2016 Dec. Epub)

The evidence base for dementia care management interventions for informal caregivers (CGs) is strong, yet enrollment and sustained engagement in academic and community-based research trials is low. This study sought to examine rates and correlates of participation in a community-based, telephone-delivered dementia care management program designed to address logistic and practical barriers to participation in CG trials and services.
A significant proportion of CGs refuse free, convenient, evidence-based dementia care management services, underscoring the need for further examination of correlates of program acceptance. Nonetheless, community-based programs that address barriers may improve enrollment and engagement rates among CGs, including those who are especially vulnerable to negative CG and CR outcomes.

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“The Church of Online Support”: Examining the Use of Blogs Among Family Caregivers of Persons With Dementia. (J Fam Nurs, 2016, Dec. Epub)

Many individuals, including dementia caregivers, use blogs to share their experiences. These blogs contain rich narratives representing an untapped resource for understanding the psychosocial impact of caring for a person with dementia at the family level.
Four themes emerged from the narratives: social support through communication and engagement, information gathering and seeking, reminiscing and legacy building, and altruism.
By understanding the ways in which individuals providing care for persons with dementia use social media as part of the caregiving experience, family nurses can develop interventions and services aimed at improving caregiver burden and quality of life.

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Peer support and reminiscence therapy for people with dementia and their family carers: A factorial pragmatic randomised trial (Journal of Neurology, Neurosurgery and Psychiatry, 2016, 87(11) p. 1218-1228)

The objective of this study was to evaluate peer support and reminiscence therapy, separately and together, in comparison with usual care for people with dementia and their family carers. Factorial pragmatic randomised trial, analysed by treatment allocated, was used for this study. The trial ran in Community settings in England.It concluded that there is no evidence from the trial that either peer support or reminiscence is effective in improving the quality of life.

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Comparison of informal caregiving time required by Alzheimer’s disease patients and mild cognitive impairment patients. ( Value in Health, 2016, 19(7) p. A437-A438)

As cognitive and functional ability declines, cognitive impairment (CI) patients require more caregiving in order to maintain daily activities. In addition to seeking homecare services, unpaid caregivers such as family and friends are critical in caring for AD patients. This analysis aimed to assess the non-professional caregiving hours required by patients at different stages of CI.
The authors conclude that patients required significantly more non-professional caregiving time if they were diagnosed with AD. Informal caregiving constitutes an important part of the societal burden of AD. As a result, there are considerable benefits by delaying the disease progressing to AD.

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Retention of Faculty of Color (FOC) in Academic Nursing (Nursing Outlook, 2016 Dec. Epub)

Nurses are key contributors to the success of healthcare team, a team that is strengthened by the diversity of the participating members. However diversity (e.g racial/ethnic, gender) amongst nursing faculty is low, preventing schools of nursing (SON) from reflecting the populations that they serve academically and clinically.
Through deliberate and concentrated efforts to create institutional change that builds an environment that promotes inclusion, there can be an increase in FOC in academic nursing. In turn the existing states of isolation and lack of community for FOC in the nursing academy may improve. With that change, and with an overall change in institutional culture, perhaps there will be a progression in the retention rates of nursing FOC to match the changing face of America.

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Stand up to cutbacks. Introducing part-trained staff and reducing education provision are not the answers to nursing shortages. (Emergency Nurse, 2016, 24(8) p.16)

This has been a turbulent year for the NHS and the future is not looking bright. Health Education England (HEE) announced it would cut the budget for nurses’ continuing professional development (CPD). It has also launched the nursing associate programme, which is intended to bridge the gap between registered nurses and support workers.

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