Category: Nursing Recruitment

This article aims to explore the association between the quality of the work environment, job characteristics, demographic characteristics and a pathway of job satisfaction, emotional exhaustion and turnover intention among nurses in emergency departments and perform subgroup analyses. It concludes that to maximize prevention of turnover intention at emergency departments, interventions could target early career nurses, work environment and job characteristics. Female nurses in particular may also benefit from improved social support from their supervisor.

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The aim of this book is to explore the literature, investigate methods and analyse models and data to identify areas in which healthcare organisations can refocus their strategies so as to retain nurses in the workforce, and hopefully avert a global healthcare crisis.

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The purpose of this study is to gain greater understanding of new graduate nurses’ (NGN) organizational socialization and to help inform recruitment and support strategies for this population. To this end, it uses Van Maneen and Schein’s theory of organizational socialization to explore NGNs’ perceptions of role conflict, role ambiguity, job satisfaction, and turnover intent at the end of their preceptorship program. NGNs who reported a greater understanding of their work roles and less role conflict, and were working in their first job of choice were generally more satisfied with their job. Previous experience on the unit was not related to any of the socialization outcomes in this study. However, the transition experienced during clinical placements and early work experiences may be different.

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This research examines and seeks to explain the variation in the recruitment of non-European Economic Area (EEA) nurses at trust level in the NHS in England, drawing on evidence from quantitative analysis of available data, as well as qualitative interviews with NHS trusts and health sector experts.

Access the paper by clicking here Population health systems: Going beyond integrated care

It is essential to pay attention to and respect the dignity of nurses to maintain them in their profession while they deliver skilled nursing care. Little is known, however, about how a sense of dignity influences the practitioner. The purpose of this study is to describe nurses’ experiences of threats to their dignity occurring within clinical settings, which generates an intention to leave clinical practice.

Threats to nurses’ dignity and intent to leave the profession (Follow this link if you have an Athens password). Alternatively contact the UHSM Academy Library for a copy of the article or call 0161 291 5778)

The review undertaken revealed that there is an abundance of literature concerning retention and the high levels of attrition among undergraduate students and of relevance here, nurse education. The study undertaken evaluated the use of mobile phone automated texts designed to provide information, support and reassurance to help alleviate the stress and anxieties that some undergraduate nursing students experience during the early phase of their studies and which can lead to some students leaving their programme.

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The junior doctors’ dispute may be nearly over, but another crisis is brewing in the nursing profession, where staff shortages, a lack of recruitment and funding cuts have left many feeling they cannot carry on in the job they love.

Access the paper by clicking here The other NHS crisis: the overworked nurses who are leaving in despair

This research examines and seeks to explain the variation in the recruitment of non-European Economic Area (EEA) nurses at trust level in the NHS in England, drawing on evidence from quantitative analysis of available data, as well as qualitative interviews with NHS trusts and health sector experts.

Access the paper by clicking here The labour market for nurses in the UK and its relationship to the demand for, and supply of, international nurses in the NHS.

To propose a theoretical model and apply it to examine the structural relationships among nurse characteristics, leadership characteristics, safety climate, emotional labour and intention to stay for hospital nurses. The findings provide practical implications for health care organisations and administrators to increase nurses’ intent to stay. Strategies including a safer climate, appropriate working hours and lower emotional labour can directly increase nurses’ intent to stay. Transformational leadership did not directly influence nurses’ intention to stay; however, it reduced emotional labour, thereby increasing intention to stay.

Nurse Characteristics, Leadership, Safety Climate, Emotional Labour and Intention to Stay for Nurses: A Structural Equation Modelling Approach. (Follow this link if you have an Athens password). Alternatively contact the UHSM Academy Library for a copy of the article or call 0161 291 5778)

The primary aim of this study was to examine the relationships between structural empowerment, psychological empowerment and job satisfaction among staff nurses, after controlling for their leaders’ use of empowering behaviours. Nurses’ job satisfaction is a critical factor in health-care organisations because of its association with nurse turnover and quality of patient care. Nurses continue to report high levels of job dissatisfaction.
RESULTS: Structural empowerment was the strongest independent predictor of job satisfaction, followed by leader empowering behaviours and psychological empowerment. After accounting for the effects of structural empowerment and leader empowering behaviours, the four dimensions of psychological empowerment showed only small independent effects on job satisfaction. Psychological empowerment did not mediate the effects of structural empowerment on job satisfaction.
CONCLUSION: Nurses’ job satisfaction is most influenced by their access to organisational empowerment structures. Leader empowering behaviours, structural empowerment, and psychological empowerment, operating together, enhance nurses’ job satisfaction.
IMPLICATIONS FOR NURSING MANAGEMENT: Nurse leaders should use a variety of empowerment strategies that are important to nurses’ job satisfaction and potentially to the quality of patient care and nurse turnover.

Disentangling the relationships between staff nurses’ workplace empowerment and job satisfaction. (Journal of Nursing Management, June 2016) (Follow this link if you have an Athens password). Alternatively contact the UHSM Academy Library for a copy of the article or call 0161 291 5778)