Category: Nursing Recruitment

Health care as an employment sector is facing challenges related to the shortage of qualified nurses in practice. Both Canada and the United States are projecting shortages of registered nurses extending beyond 2022.
The literature is rich with evidence that a nurse’s work environment impacts his or her experience of factors related to turnover intent. However, one area of inquiry that has received little attention is the work environment of nursing faculty. The aim of this study was to gain an understanding of participants’ lived experiences related to work environment quality and it’s link with retention; use the knowledge gained to construct a definition of quality work environments from a nursing faculty perspective; and formulate grassroots recommendations that can serve as a stimulant for change within organizations. To achieve these aims, a participatory action research method, photovoice, was employed. Using this framework, nursing faculty were empowered to collect data using photography and construct meaning and recommendations for change.

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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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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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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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Voluntary turnover in nursing can lead to nursing shortages that affect both individuals and the entire hospital unit. We investigated the relationship between group- and individual-level variables by examining the association of nurses’ job satisfaction and team commitment at the individual level, and nurse-physician collaboration at the group level, with individuals’ intention to leave the unit at the individual level. At the individual level, job satisfaction and team affective commitment are important factors for retaining staff, and at the group level, good work collaboration with physicians is instrumental in developing nurses’ affective identification with the team.

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Transformational leadership had no direct relationship with intent to stay and job satisfaction and had a small direct positive effect on organizational commitment. Transformational leadership has potential to slow attrition and retain nurses by creating a positive work environment that supports nurses. Any improvement in job satisfaction and organizational commitment would positively increase the change in probability for intent to stay.

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Spain is transforming from a stable nursing labour market, to one that is increasingly producing nurses for foreign markets, principally in Europe. With its low birth rate, increased life expectancy and increasing rates of chronic disease, it is critical for Spain to have sufficient nurses now and into the future. It is important that there be continued study of this phenomenon by Spanish policy makers, health service providers and educators in order for Spain to develop health human resources policies that address the health care needs of the Spanish population.

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The island is looking to recruit nurses from the UK, and applicants who have strong leadership skills are particularly welcome. The island of Guernsey has plenty to offer: beautiful countryside, miles of beaches and mild winters. But, like mainland UK, it finds recruiting nurses a challenge. Adult community services service manager Fiona Robertson says the island can offer fantastic opportunities for nurses, particularly those wishing to work with older people with mental health problems and complex conditions such as dementia.

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The purpose of this study was to develop and test a predictive model on the male nurses’ turnover intention. The results showed that 54.2% of turnover intention was explained by job opportunity, kinship responsibility, positive emotion, work autonomy, role conflict, work satisfaction and organizational commitment.

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The aim of this study was to explore Asian NZNO members’ caregiving responsibilities for family (both children and elders) and the impact of these on their work, their nursing careers and their intention to remain as nurses in New Zealand. A substantial number of New Zealand nurses combine family care-giving responsibilites with work, but little is known about the specific impact of this on Asian nurse workforce planning or retention.

Raised awareness of these issues, combined with support from employers (particularly access to flexible working) and empathy among line managers will be crucial in enabling these nurses to remain in the workforce.

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