Just another WordPress site
Nothing gives a worse impression to the public than a nurse sitting at a desk, tapping away, when he or she should be at the bedside with patients.
This article is not available from the Academy Library’s collection. If you would like us to request it from another library, please call 0161 291 5778 or email the UHSM Academy Library
The purpose of this analysis is to determine US minority nurses’ job satisfaction and turnover using three outcome variables: job dissatisfaction; change of jobs; and intent to quit.
In conclusion, attracting minority nurses to our profession demands a workplace free of discrimination, but it also demands creating an enticing profession. As the minority population grows, and as more minorities enter into high-skill jobs, nurse leaders need to work to make our profession desirable to caring, competent people of all ethnicities. We can begin by making the BSN the entry-level degree. Then, provide a workplace, hospital unit or otherwise, that respects and values all nurses as much as it values high-quality patient care.
Access the paper by clicking here.
Evidence suggests that black and minority ethnic (BME) midwives are more likely to face fitness to practise hearings than white registrants and BME NHS staff are less likely to be in senior positions. This literature review critically evaluates the literature published since a systematic review on the topic was conducted in 2005. It found that BME nurses and midwives, especially those who registered abroad and subsequently came to live and work in the UK are ‘underemployed’ and consequently expressed feelings of loss of self-confidence. This was further compounded by accounts of excessive scrutiny and punishment. Many felt excluded from white networks of power and opportunities for staff development and promotion. The literature also describes experiences of covert as well as overt racism between the white majority and BME staff as well as ‘horizontal racism’ between BME staff of differing ethnicities.
Access the paper by clicking here.
This article explores some of the issues surrounding numerical competence for potential pre-registration children’s nursing students, with examples of success and failure, at the University of Hertfordshire. With poor numerical ability causing concern in the UK, and the effect of low competence on patient safety when calculating drug dosages in healthcare, this article considers some of the literature surrounding numerical ability, confidence and anxiety, along with considering whether a ‘C’ grade at GCSE is a suitable marker for assessing numerical competence before starting a pre-registration nursing programme.
Access the paper by clicking here.
There is a need to ‘future-proof’ the neonatal nursing workforce in Australia for several reasons.
New technology in the neonatal setting has led to an increase in the workload of neonatal nurses who are
required to use this technology as well as troubleshoot problems as they arise; an ageing workforce, with recent
AIHW data revealing that the average age of a neonatal nurse is 50.7, with 62.5 aged over 50. There is an urgent
need to attract nurses into the area, but as with many other specialities, there is very limited exposure to
neonatal nursing in undergraduate programs: . Of the 30 undergraduate nursing program providers available in
Australia, only 2 (7.5%) offer neonatal nursing as an elective course for those students interested in pursuing a
neonatal nursing career.
The overwhelming interest in neonatal nursing as a future career
has led to the development of a neonatal nursing undergraduate elective course at our University. The course
has 180 enrolments and is developed with industry consultation and may assist in meeting the projected shortfall
in the neonatal workforce in the coming years.
Access the paper by clicking here.
The United States (U.S.) is facing a significant deficit of physicians and rheumatology is subject to workforce challenges. Currently, in many areas in the U.S., persons with rheumatic disease face prolonged wait times and experience significant travel distances to a rheumatologist. Nurse Practitioners (NPs) and Physician Assistants (PAs), valuable members of the healthcare team, are utilized by about 25% of rheumatology practices. The 2015 ACR Workforce Study sought to expand current knowledge of the rheumatology workforce which included NP/Pas. The article concludes that recruitment and training strategies to increase the number of rheumatology NP/PAs to augment the workforce and improve access-to-care should be explored.
This article is not available from the Academy Library’s collection. If you would like us to request it from another library, please call 0161 291 5778 or email the UHSM Academy Library
The head of the Safe Staffing Alliance has said new draft guidance on nurse staffing on acute adult inpatient wards in England ‘does not go far enough’.
This article is not available from the Academy Library’s collection. If you would like us to request it from another library, please call 0161 291 5778 or email the UHSM Academy Library
It is worrying that for 2016-17, Health Education England’s (HEE) funding for continuing professional development has suffered significant cuts of up to 45%, with little discussion about strategic plans for CPD at a national level.
This article is not available from the Academy Library’s collection. If you would like us to request it from another library, please call 0161 291 5778 or email the UHSM Academy Library
The need for registered nurses in the United States continues to grow. To meet this need for increased numbers of nurses, recruitment and retention of qualified nurse educators has become a priority. In addition, the factors associated with nursing faculties’ intent to stay have emerged as important considerations for administrators. The concepts of job satisfaction and intent to stay become vital to recruiting and retaining nursing faculty.
The strongest relationship was found to be institutional leadership. The implications can inform academic administrators seeking to retain nursing faculty.
This article is not available from the Academy Library’s collection. If you would like us to request it from another library, please call 0161 291 5778 or email the UHSM Academy Library
Earlier this year we were shocked and bewildered to learn that medical errors are now the third leading cause of death in the United States, according to Johns Hopkins patient safety experts. Knowing the importance of a culture of safety to promote best practices that keep people safe, ANA has conducted a yearlong campaign, “Safety 360 It Starts with You” to inform and coach nurses about organizational and personal approaches to eliminate the risk of harm and support peak performance of every nurse.
Access the paper by clicking here.