Category: Nursing Workforce

The purpose of this article is to provide evidence-based solutions for nurse leaders looking to retain a multigenerational workforce. Today our nursing leaders are faced with many challenges, the greatest of which is effectively managing our multigenerational workforce. This article will provide insight on how to address challenges in the workforce and suggest solutions. Understanding the workforce allows leaders to reach their fullest potential and increase nurse retention. In the unstable, ever-changing environment of health care, one thing we can offer our nurses is leadership grounded in caring science and an environment in which they can thrive and feel supported, to alleviate burnout.

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Aim: To examine the impact of an individual resource factor (psychological capital) and an organizational resource (management support) on nurses’ intentions to quit. Findings: The predictors explained almost half of the variance of nurses’ intent to quit. Psychological capital had the dual benefits of reducing nurses’ perceptions of psychological distress and simultaneously increasing their job satisfaction. Conclusion: Psychological capital is an example of the personal resources a nurse brings to work. Nurse managers can now understand the impact of a new form of protective resources that influence the levels of strain felt by nurses. If nurses present with low psychological capital, then up-skilling nurses with these personal attributes will positively impact on their health and wellbeing and, in turn, enhance the care of patients.

The impact of individual and organizational resources on nurse outcomes and intent to quit. (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 Nuffield Trust was commissioned by NHS Employers to examine how best NHS staffing can be reorganised to support new ways of delivering care to patients. The report finds that equipping the existing non-medical workforce – NHS nursing, community and support staff – with additional skills is the best way to develop the capacity of the health service workforce. In the paper, authors offer practical guidance on implementation to those wishing to reshape their workforce, and identify opportunities to ‘grow’ the workforce.

Access the paper by clicking here Reshaping the workforce to deliver the care patients need.

The purpose of this study is to examine the role of transformational leadership in developing social identity and its subsequent impact on team climate, intention to leave, burnout and quality of patient care among nurses. This study provides valuable insights into understanding the critical role of HRM practice and policy in healthcare environments. Findings from this study indicate that human resource managers can assist nurse unit managers to deliver their HRM roles effectively when adequate support and relevant HRM infrastructures are put in place. This research considers the role of first-line nurse managers in healthcare organisations. It provides evidence-based knowledge about the type of leadership style required to achieve desirable employee outcomes and the essential HRM opportunities to facilitate this.

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The UK is heading for a major nursing shortage because it has failed to deal with the challenges of an ageing workforce and reliance on overseas staff, the RCN has said.

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One in three nurses is due to retire within the next 10 years and there won’t be enough ‘homegrown’ nurses to fill the imminent gap or offset the loss of skills and experience, finds a new report* from the Institute for Employment Studies, commissioned by the Migration Advisory Committee (MAC).

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

This report examines the salient features of the health care workforce in England and reviews associated health labour market trends and dynamics. It also explores some specific health care workforce ‘pressure points’ for the NHS in England, where workforce profile and effectiveness is at risk and which require attention from policymakers.

Access the paper by clicking here Staffing matters; funding counts; Workforce profile and trends in the English NHS (Jul 2016, Health Foundation Report)

Robust selection processes are essential to ensure the best and most appropriate candidates for nursing, midwifery and allied health professional (NMAHP) positions are appointed, and subsequently enhance patient care. This article reports on a study that explored interviewers’ and interviewees’ experiences of using values and competency-based interview (VCBI) methods for NMAHPs. Results suggest that this resource could have a positive effect on the quality of the NMAHP workforce, and therefore on patient care. This method of selection could be used in other practice areas in health care, and refinement of the resource should focus on supporting interview panels to develop their VCBI skills and experience.

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Building an environment where nurses and midwives feel empowered and valued is key to the strategy of many nursing directors, but this can sometimes be a challenge. Signing up to a recognised and evidenced programme can help organisations achieve the progress they are looking for, and is a way of recognising what they have achieved.

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Has more ever been asked of nurses? Within the space of 24 hours in May, two documents called on them to lead change and take on extra responsibilities in front line care.

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.