Category: Nursing Recruitment

The aim of this study was to identify turnover experiences of men in nursing and to derive a substantive theory on the turnover experience of men who are nurses. Data were collected through in-depth interviews with 13 men who had worked as a nurse for 1 year or more, and had a turnover experience during that period.
The core category in the turnover experiences of the respondents was ‘seeking a stable place for me’. In the analysis of the core category, types of ‘contentment’, ‘seeking’, ‘survival’ and ‘confusion’ were identified. The sequential stages of these nurses’ turnover experience were ‘confrontation’, ‘incertitude’, ‘retrying’ and ‘realization’. However, when a problem arose in the process, they returned to the stage of confusion. Thus, these stages could occur in a circular fashion.
These findings provide a deep understanding of the turnover experience of men in nursing and offers new information about how they adapt to nursing practice. The findings should be useful as foundational data for men who hope to become nurses and also for managers responsible for nurses who are men.

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At the end of last year, it was announced that bursaries will continue to be available to new nursing students in Wales in 2017-18, but with a sting in the tail. Under the proposals, nurses who train in Wales will be required to spend the first two years of their careers in the country. This follows the suggestion that doctors trained in England will have to ‘give back’ four years of service after qualifying, or buy themselves out of this commitment.

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This article presents findings from a study that sought to explore the extent to which clinical placements have an impact on nursing students’ decisions regarding their first staff nurse post. Within the UK, nursing is facing a recruitment crisis with particular difficulty recruiting to areas such as primary care and care of older people. Transitioning into a new role is challenging in any occupation, but it is a particular problem in nursing where the realities of professional practice often differ from students’ perception of the staff nurse role as shaped by their clinical placements.

This study highlights the key role of practice placements in the career choices of student nurses, particularly during the final year of their programme. It shows that students are likely to apply for posts in the placement area they found to be most supportive and developmental.

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Capturing the stories of nurses who practised in the past offers the opportunity to reflect on the changes in practice over time to determine lessons for the future. This article shares some of the memories of a group of 16 nurses who were interviewed in Bournemouth, UK, between 2009 and 2016. Thematic analysis of the interview transcripts identified a number of themes, three of which are presented: defining moments, hygiene and hierarchy. The similarities and differences between their experiences and contemporary nursing practice are discussed to highlight how it may be timely to think back in order to take practice forward positively in the future.

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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.

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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.

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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.

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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.

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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.

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This is a research report examining the influence of organizational politics perceptions on nurses’ work outcomes (job satisfaction, work stress, job burnout and turnover intention). Organizational politics is a phenomenon common in almost all institutions and is linked with undesirable consequences in employees. Despite the plethora of research around the world on this topic, studies describing organizational politics in nursing remain underexplored
Perceived organizational politics predicted nurses’ stress and burnout levels, turnover intention and job satisfaction. The findings of this study may provide a valuable perspective of this organizational issue and could assist policymakers and nurse administrators in formulating interventions that could minimize the effect of workplace politics.

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