Category: Nursing Recruitment

How healthy is your work environment? This interactive presentation is aimed at discussing the current state of critical care nursing work environments in Canada and globally. Current literature will be explored and results from a doctoral study among Canadian nurses will be presented. Challenges and opportunities in changing the environment we work in will be discussed. Improving work environment conditions will help stabilize the critical care nurse workforce across Canada. Global innovations will be shared along with potential solutions for future consideration.

How healthy is your work environment? (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)

As the nursing profession continues to grow, it is important to provide a supportive and positive learning environment for new graduate registered nurses (RNs). This is especially important in a fast-paced and critical thinking area, such as the Intensive Care Unit (ICU), where nurses need to feel part of a team and be able to rely on their co-workers during critical events to save lives.

The effect of a preceptor’s attitude on a new graduate’s transition into the intensive care unit (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)

Peter Drucker THE ROBERT WOOD Johnson Foundation study makes the facts unequivocally clear: A survey of turnover in acute care facilities found that replacement costs for nurse positions are equal to or greater than two times a regular nurse’s salary. Nursing expertise takes years to develop; when experienced nurses leave, health care systems pay a heavy price because less experienced nurses may not recognize symptoms as quickly, understand systems, or know the best ways to avoid certain medical errors.

The urgency of creating a culture of caring: start with you! (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)

Work engagement in professional nursing practice is critically important to consider when addressing key challenges of health systems, including the global nursing shortage, pressures to reduce health care spending, and increasing demands for quality care and positive outcomes for patients. However, research on work engagement in professional nursing practice has not yet been synthesized and therefore, does not provide a sufficient foundation of knowledge to guide practice and further research.

Work engagement in professional nursing practice: a systematic review (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)

This article describes two strategies used to produce a more diverse RN workforce by increasing recruitment and retention efforts and supporting students entering nursing programs through successful matriculation and graduation. The recruitment program exposed 392 high school students to careers in nursing, with a subsequent enrolment of 21 students into nursing education programs. The retention program engaged 185 students enrolled in the traditional baccalaureate nursing (BSN) program to increase matriculation and successful completion of the National Council Licensure Examination for Registered Nurses (NCLEX-RN®).

Access the paper by clicking here A Nursing Workforce Diversity Project: Strategies for Recruitment, Retention, Graduation, and NCLEX-RN Success

As the demand for nurses continues to rise, the recruitment and retention of qualified nurse educators (NEs) is essential. The purpose of this descriptive study was to explore NE workforce issues using the Faculty Satisfaction Survey at a single nursing program. Respondents were somewhat to very satisfied with their job; however, they were less satisfied with salary/compensation and stated they would leave academia for higher wages. Satisfaction differences were noted between full-time and part-time NEs. Job motivators may be the key to recruitment and retention of NEs and a way to avoid a nursing shortage crisis.

A Pilot Study to Explore Nurse Educator Workforce Issues (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)

Many countries are seeking to improve health care delivery by reviewing the roles of health professionals, including nurses. Developing new and more advanced roles for nurses could improve access to care in the face of a limited or diminishing supply of doctors and growing health care demand.

Development and implementation of the advanced practice nurse worldwide with an interest in geriatric care (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)

Nursing turnover is a major issue for health care managers, notably during the global nursing workforce shortage. Despite the often hierarchical structure of the data used in nursing studies, few studies have investigated the impact of the work environment on intention to leave using multilevel techniques. Also, differences between intentions to leave the current workplace or to leave the profession entirely have rarely been studied. Concludes that We conclude that measures aiming to improve the practice environment and schedule flexibility would be a promising approach towards increased retention of registered nurses in both their current workplaces and the nursing profession as a whole and thus a way to counteract the nursing shortage across European countries.

Nurses’ practice environment and satisfaction with schedule flexibility is related to intention to leave due to dissatisfaction: A multi-country, multilevel study. (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)

Retention of new graduate registered nurses (RNs) is a problem within the healthcare system negatively impacting patient safety and health care outcomes. The problem of retention of qualified RNs s compounded by the potential shortage of RNs, the aging RN workforce and the aging US population. During a period of transition, a novice RN requires the guidance of others to learn to apply theoretical knowledge to real life clinical experiences. In the linear progression of Benner’s levels of clinical competency, the beginning two levels of nurses need a resource person to guide their progression in clinical practice. A mentoring relationship can help the nurse accelerate through the novice to expert continuum. Mentoring is an intervention to foster support and socialization of new RNs to an organization or unit. A nurse mentor program was developed and implemented with the purpose to improve nurse satisfaction and intent to stay. A pre and post intervention design was implemented in a rural Emergency Department to evaluate nurse job satisfaction and intent to stay in the job. Intent to stay in the job mean scores increased and the RN participants reported program satisfaction through verbal and written feedback.

Access the paper by clicking here Establishing a Nurse Mentor Program to Improve Nurse Satisfaction and Intent to Stay. (2016 Doctor of Nursing Practice Capstone Projects. Paper 15)

This systematic review was conducted to provide a deeper understanding of male nurses’ motivations for choosing nursing as a career. Knowledge of the factors that motivate men to choose nursing will assist in the development of evidence based recruitment strategies to increase the number of men entering the nursing profession.
Concludes that to help encourage more men to enter and remain in nursing, recruitment and retention strategies need to focus on addressing the gender stereotypes associated with the nursing profession. In addition, strategies to make nursing more welcoming to men to address attrition rates need to conceptualised, implemented and evaluated.

The Academy Library does not currently subscribe to the journal that this article appears in, however we can most likely request it from another library. Please contact the UHSM Academy Library for more detail or call 0161 291 5778.