Relevant bibliographies by topics / Nursing workforce

Academic literature on the topic 'Nursing workforce'

Author: Grafiati
Published: 4 June 2021
Last updated: 20 February 2023

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Journal articles on the topic "Nursing workforce"

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Jones, Dorothy, Margaret Lunney, Gail Keenan, and Sue Moorhead. "Standardized Nursing Languages Essential for the Nursing Workforce." Annual Review of Nursing Research 28, no. 1 (December 2010): 253–94. http://dx.doi.org/10.1891/0739-6686.28.253.

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The evolution of standardized nursing languages (SNLs) has been occurring for more than four decades. The importance of this work continues to be acknowledged as an effective strategy to delineate professional nursing practice. In today's health care environment, the demand to deliver cost-effective, safe, quality patient care is an essential mandate embedded in all health reform policies. Communicating the contributions of professional nursing practice to other nurses, health providers, and other members of the health care team requires the articulation of nursing's focus of concern and responses to these concerns to improve patient outcomes. The visibility of the electronic health record (EHR) in practice settings has accelerated the need for nursing to communicate its practice within the structure of the electronic format. The integration of SNLs into the patient record offers nurses an opportunity to describe the focus of their practice through the identification of nursing diagnosis, interventions and outcomes (IOM, 2010). Continued development, testing, and refinement of SNLs offers nursing an accurate and reliable way to use data elements across populations and settings to communicate nursing practice, enable nursing administrators and leaders in health care to delineate needed resources, cost out nursing care with greater precision, and design new models of care that reflect nursepatient ratios and patient acuity that are data driven (Pesut & Herman, 1998). The continued use of nursing languages and acceleration of nursing research using this data can provide the needed evidence to help link nursing knowledge to evidence-driven, cost-effective, quality outcomes that more accurately reflect nursing's impact on patient care as well as the health care system of which they are a part. The evaluation of research to support the development, use, and continued refinement of nursing language is critical to research and the transformation of patient care by nurses on a global level.
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Seccombe, Ian, and James Buchan. "London’s nursing workforce." Nursing Standard 6, no. 26 (March 18, 1992): 20. http://dx.doi.org/10.7748/ns.6.26.20.s33.

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White, Kathleen M. "Nursing workforce legislation." Nursing Management (Springhouse) 37, no. 1 (January 2006): 56. http://dx.doi.org/10.1097/00006247-200601000-00013.

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McGillis Hall, Linda, and Ann McMahon. "Nursing workforce research." Journal of Research in Nursing 16, no. 6 (November 2011): 485–86. http://dx.doi.org/10.1177/1744987111422428.

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Malloch, Kathy, Sally Davenport, and Carol Hatler. "Nursing Workforce Management." JONA: The Journal of Nursing Administration 33, no. 10 (October 2003): 538–43. http://dx.doi.org/10.1097/00005110-200310000-00009.

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Hunt, Jennifer M. "Nursing Workforce Planning." Journal of Advanced Nursing 20, no. 1 (July 1994): 203. http://dx.doi.org/10.1046/j.1365-2648.1994.20010202-5.x.

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Price, Bob. "Nursing workforce planing." Nurse Education Today 14, no. 3 (June 1994): 252. http://dx.doi.org/10.1016/0260-6917(94)90104-x.

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Graham, Elizabeth M., and Christine Duffield. "An ageing nursing workforce." Australian Health Review 34, no. 1 (2010): 44. http://dx.doi.org/10.1071/ah09684.

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There are well documented workforce shortages in nursing. Many strategies have been suggested to resolve the issue, including increasing migration or training places, changing skill mix or nurses’ roles, redesigning nursing work, and greater use of unregulated or unlicensed workers. One of the contributing and growing factors is the ageing of the workforce, but methods of retaining older employees have been given very little attention. This paper examines the impact of ageing on individuals, the ageing nursing workforce and the implications for government policy given its current status. What is known about the topic?A generation of ‘baby boomer’ nurses are reaching retirement age. The nursing workforce is in crisis due to there being less entrants to the workforce as a result of lower birth rates, wider choices of career, and nurses leaving the profession for less stressful, more satisfying jobs. What does this paper add?This paper outlines the necessity for the employment of retention strategies for older nurses in the workforce. It dispels myths about the functional capabilities of ageing nurses. What are the implications for practitioners?Health managers should canvass ageing nurses to discover strategies that would encourage them to extend their working life. Only then could it become feasible to plan practical solutions to ease the global nursing shortage.
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Morgan, Sandy, and Patricia Tobin. "Managing the nursing workforce." Nursing Management (Springhouse) 35 (October 2004): 4–5. http://dx.doi.org/10.1097/00006247-200410004-00001.

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Prescott, Patricia. "The Enigmatic Nursing Workforce." JONA: The Journal of Nursing Administration 30, no. 2 (February 2000): 59–65. http://dx.doi.org/10.1097/00005110-200002000-00003.

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Dissertations / Theses on the topic "Nursing workforce"

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Nehring, Wendy M. "Bring It Home: What Do We Know About Tennessee Nursing Workforce?" Digital Commons @ East Tennessee State University, 2016. https://dc.etsu.edu/etsu-works/6720.

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Clifford, Mary. "Implications of an all BSN Workforce Policy." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4844.

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Discussion continues about requiring a Bachelor of Science in Nursing (BSN) as the minimum requirement for entry into registered nursing practice. A Magnet-® recognized hospital located in the Northeast United States is requiring all registered nurses without a BSN (n=284 or 28%) to obtain their BSN by 2022 as a condition for employment. The purpose of this project was to quantify the potential number and rationale of nurses who are not planning to return to school. The 2 practice focused questions are (a) What is the rationale for nurses who do not plan to pursue their BSN degree and (b) What is the potential cost to the organization due to projected gaps in the workforce by 2022. The theory of reasoned action was utilized as a model of decision making. A total of 29% of non-BSN nurses responded to a questionnaire, with 54.55% replying that they plan to obtain their BSN by 2022. The primary barriers for not planning to return for a BSN were a perceived lack of the degree's value and financial issues. More than 1/3 of those respondents not planning to obtain the BSN are planning to retire, which is consistent with national trends. An extrapolation of data showed the nursing turnover rate rising to 10.62% as 2022 approaches, significantly higher than the normal rate of 5.3%. The turnover rate may increase recruiting and orientation costs for the hospital facility over both the short and long term in a state where nearly 38% of graduates have either a diploma or an associate degree in nursing. The social change implication is a need for a re-examination of roles for various levels of registered nursing or a consensus on the BSN for nursing licensure.
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Zhu, Junhong. "Towards an understanding of nurses leaving nursing practice in China : a qualitative exploration of nurses leaving nursing practice from recruitment to final exit." Thesis, University of Edinburgh, 2012. http://hdl.handle.net/1842/7800.

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The nursing shortage in China is more serious than in most developed countries, but the loss of nurses through their voluntarily leaving nursing practice has not attracted much attention in Chinese society. The aim of this study is to add to the understanding of nurses leaving nursing practice in China by exploring the process from recruitment to final exit. The qualitative research method draws on a grounded theory approach, especially the constant comparative method of analysis. The indepth interviews were conducted with 19 nurses who have left clinical care. The selection of the study participants was guided by the principle of theoretical sampling. Two core conceptual categories emerged from leavers’ account of their leaving: “Mismatching Expectations: Individual vs. Organizational” and “Individual Perception of Power”. By illuminating the interrelationship between these two core categories, four nursing behaviour patterns are identified: (1) Voluntary leaving (2) Active staying (3) Adaptive staying (4) Passive staying. These behaviour patterns provide an explanation about why and how nursing wastage occurs. The analysis suggests: (1) the higher the degree of mismatch that the nurses recognised between individual and organizational expectations of nursing and the greater the extent of imbalance of power the individual nurses perceived, the more likely it is that the nurses intend to leave the powerless status of being a clinical nurse within the organization; (2) the more difficult it becomes for the nurses to achieve their individual expectations by exercising nursing autonomy in their nursing career, the more likely it is that they actually empower themselves to leave nursing practice. The study suggests that nursing wastage could be avoided if the individual and organizational expectations of nursing were more aligned, and the individual nurses were able to exercise nursing autonomy in their professional practice and career. Although the findings are limited in studying the current nursing workforce situation in China, the theoretical perspective may contribute to the international debate on nursing employment towards effective nursing workforce management and retention strategies.
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Miracle, Jacob M. "De-Anonymization Attack Anatomy and Analysis of Ohio Nursing Workforce Data Anonymization." Wright State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=wright1482825210051101.

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McLaughlin, Michael P. "Community college nursing and allied health education programs, and Iowa's healthcare workforce." [Ames, Iowa : Iowa State University], 2009.

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Farag, Amany Ahmed. "Multigenerational nursing workforce value differences and work environment impact on RNs' turnover intentions /." Cleveland, Ohio : Case Western Reserve University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=case1196441618.

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Farag, Amany Ahmed. "Multigenerational Nursing Workforce Value Differences and Work Environment: Impact on RNs' Turnover Intentions." Case Western Reserve University School of Graduate Studies / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=case1196441618.

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Blair, Dezma Maxine. "Exploring the lived experience of male registered nurses in the workforce| A phenomenolgical inquiry." Thesis, Barry University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10257920.

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Background: The nursing profession has seen significant increase in men choosing nursing as a career, yet male nurses are still grossly disproportionately in comparison to female nurses. As our society grows more diverse, the nursing profession and workforce needs to reflect the population they are providing care to. It is still not clearly understood with the opportunities, stable jobs, fairly good salaries, and even though the barriers toward male nurses are minimal, it appears that men are still not attracted to the nursing profession.

Purpose: The purpose of the study was to explore and elucidate the everyday lived experience of male registered nurses in the workforce.

Methods: A qualitative phenomenological design and van Manen (1990) hermeneutic approach were used to describe and explicate the lived experience of the male nurses. The central question that guided the research study was: “What is the lived experience of male nurses in the workforce? The participants were (N =17) male nurses, 21 years and older, with more than one year nursing experience living in the tri-counties of South Florida, speak English, and willing to speak about their experience.

Results: The central themes and sub-themes highlighted were motivating factors (job opportunities, job flexibility, financial stability) breaking gender barriers (moving beyond gender barriers, making a difference, caring for female patients), and gendering (preferential privileges, maintaining masculinity).

Conclusion: Men in nursing with their minority status continue to have advantages. Further investigation is needed to understand why more men, especially the younger male adults are not attracted to the nursing profession. The Social Cognitive Career Theory (SCCT) maybe a good tool for guidance counselors to introduce in high schools and colleges to assist students to identify career path.

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Hickey, Gary. "A grounded theory of district nursing : the invisible workforce and new public management." Thesis, King's College London (University of London), 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.412641.

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Hatchett, Richard Paul. "The history of ministerial workforce policy and planning in British nursing, 1939-1960." Thesis, London School of Hygiene and Tropical Medicine (University of London), 2005. http://researchonline.lshtm.ac.uk/682335/.

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This thesis examines the government's tripartite approach to workforce policy and planning in British nursing from 1939 until 1960. Emerging histories have placed emphasis on the ministries and their effect upon the development of nursing. However, there remains no examination of their distinctive and interrelated roles in managing nursing workforce policy and planning, This thesis examines the contribution of three of these ministries from initial workforce involvement in the early 1940s, through to the 1950s and the advent of the Committee on Senior Nursing Staff Structure (the Salmon Report). It concludes that three distinct roles emerged from each of the ministries. The Ministry of Labour and National Service (MLNS) dealt with nurse recruitment, the Ministry of Health addressed retention through conditions of service, while the Colonial Office represented replenishment. Such division of ministerial roles and any limited collaboration, however, did not appear to be a part of any conscious workforce policy. The thesis argues that although the Ministry of Health and the MLNS viewed nursing as less prestigious than a traditional profession, strategies appealing to nurses' aspirations were used to promote a sense of professional value in an occupation of many countervailing tensions. Nursing appeared to occupy its own unique space between professions and industrial labour. i The post-war management of the nursing workforce emerges as a highly reactive policy, focusing upon diverse groups for recruitment. It covered the use of part-time nurses to fit into the social expectations of post-war women, the recruitment of male nurses and a manipulation of colonial legislation to the clear benefit of British nursing. Nurse shortages are explored against government unease in the immediate post-war period with the effects of increasing colonial immigration of black workers, which was uncontrolled due to their status as British subjects. The ultimate inadequacy of workforce policies in nursing to deal with the recruitment of black nurses remains a current and controversial workforce issue.
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Books on the topic "Nursing workforce"

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Low, Helena. District nursing: The invisible workforce. London: English National Board for Nursing, Midwifery and Health Visiting, 2002.

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Ann, Haffer, ed. Precepting in nursing: Developing an effective workforce. Sudbury, Mass: Jones and Bartlett Publishers, 2009.

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National Advisory Council on Nurse Education and Practice (U.S.). A national agenda for nursing workforce: Racial, ethnic diversity. [Washington, D.C.]: U.S. Dept. of Health and Human Services, Health Resources and Services Administration, Bureau of Health Professions, Division of Nursing, 2000.

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James, Buchan. Carry on nursing?: The implications of the ageing nursing workforce for employees and employers. London: The College, 1998.

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Preliminary report: Health and social service workforce in hospitals and nursing homes. [Edmonton, Alta.]: Alberta Health and Social Services Disciplines Committee, 1991.

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Profiles of the newly licensed nurse. New York: National League for Nursing, 1989.

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Advisory Committee on Nursing Workforce (Nfld.). Report of the Advisory Committee on Nursing Workforce, December, 1988: A proactive approach. [Newfoundland: The Committee, 1988.

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The nursing shortage and the 1990s: Realities and remedies. Kansas City, Mo: American Nurses Association, 1990.

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Professional issues in nursing: Challenges & opportunities. Philadelphia: Lippincott Williams & Wilkins, 2006.

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Professional issues in nursing: Challenges & opportunities. 2nd ed. Philadelphia: Lippincott Williams & Wilkins, 2009.

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Book chapters on the topic "Nursing workforce"

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Day, Karen, Sally Britnell, Lisa Livingstone, Abin Chacko, and Karen Blake. "Working as a Nursing and Midwifery Informatician." In The Health Information Workforce, 327–37. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-81850-0_23.

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Williams, G. F. "Nursing Workforce Management in Intensive Care." In Intensive and Critical Care Medicine, 107–17. Milano: Springer Milan, 2009. http://dx.doi.org/10.1007/978-88-470-1436-7_10.

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Hoare, Steve, and Stephen Ho. "Nursing Care." In Longer-Term Psychiatric Inpatient Care for Adolescents, 49–60. Singapore: Springer Nature Singapore, 2022. http://dx.doi.org/10.1007/978-981-19-1950-3_6.

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AbstractOf all professional groups, the nurses at the Walker Unit have, undoubtedly, the greatest contact with patients. Much of this contact is informal, through supervision of activities of daily living and unstructured time. Nursing staff are the guardians for maintaining environmental safety and undertake searches of young people returning to the unit and regular environmental searches to ensure young people have no access to implements used for self-harming. Responding to duress alarms and the emergency administration of parenteral medication is also a common occurrence. Various ways of coordinating care have been trialled. In an effort to increase the likelihood patients will interact with a familiar nurse, the Walker Unit presently organises the nursing workforce into three teams that are allocated specific patients.
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Yamada, Yasuyuki, Motoki Mizuno, Teruko Shimizu, Yuji Asano, Takumi Iwaasa, and Takeshi Ebara. "Elements of Workforce Diversity in Japanese Nursing Workplace." In Advances in Intelligent Systems and Computing, 167–76. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-41688-5_15.

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Murphy, Judy, and Amberly Barry. "Mobilizing the Nursing Workforce with Data and Analytics at the Point of Care." In Big Data-Enabled Nursing, 313–29. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-53300-1_17.

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Joel, Lucille A., Dula Pacquiao, and Victoria Navarro. "Case Study: Nursing Organizational Approaches to Population and Workforce Diversity." In Global Applications of Culturally Competent Health Care: Guidelines for Practice, 329–35. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-69332-3_38.

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Van Bogaert, P., O. Timmermans, S. Slootmans, E. Goossens, and E. Franck. "Workforce and Excellence in Nursing Care: Challenges for Leaders and Professionals." In Connecting Healthcare Worker Well-Being, Patient Safety and Organisational Change, 227–46. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60998-6_14.

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Kenyon, Michelle, John Murray, Rose Ellard, and Daphna Hutt. "Education Needs for Nurses in Adult and Paediatric Units." In The EBMT/EHA CAR-T Cell Handbook, 207–13. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94353-0_40.

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AbstractComplex nursing care for patients on the CAR-T cell therapy pathway involves many different nursing roles that have important functions at different stages in the pathway. Within the multiprofessional team, nurse education is critical to safe and competent care and to the patient’s treatment experience. As we consider the education needs of the nursing workforce throughout the entire patient pathway, including the supply chain, chain of custody, and clinical care delivery, we recognize the important roles of expert nurses, practice educators, and the wider multiprofessional team in sharing their knowledge and experience. Nurse education strategies should include referring nursing teams to facilitate seamless patient care throughout referral, treatment, and follow-up to optimize communication and appropriately meet patient and caregiver information needs.
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Bramwell, Donna, Kath Checkland, Jolanta Shields, and Pauline Allen. "1990s: The Introduction of the Internal Market." In Community Nursing Services in England, 43–59. Cham: Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-17084-3_5.

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AbstractThe National Health Service and Community Care Act 1990, set in motion by the publication of the 1989 White Papers—Working for Patients and Caring for People, saw an intense time of policy change which would profoundly impact community and district nursing services. These papers ushered in the introduction of the internal market with purchaser/provider split between commissioners and providers of services, aiming for better services, better patient choice and to reduce costs. This chapter focuses on how the NHS was re-structured to facilitate this quasi-market organisation with Health Authorities (HAs), once pivotal, replaced by Primary Care Groups (PCGs) at the end of the decade. We document here the impact of these changes on the district nursing service as well as bringing to the fore that it was a service in crisis and in need of attention. Heavy caseloads coupled with a diminishing workforce led to a review of the grading system and an increasing use of ‘skill-mix’. We also highlight that aligned with internal marketisation ideals, funding of community services was based on a crude count of average number of contacts rather than based on the complexities of the role. As ever, there was a need for district nurses to ‘deliver more for less’ (Audit Commission, 1999, p. 94) at the end of the era.
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McCauley, Linda, Sharon Pappas, and Rose Hayes. "Cultivating a Workforce of Nurse Disruptors: An Academic–Practice Innovation Hub." In Nursing and Informatics for the 21st Century – Embracing a Digital World, 3rd Edition, Book 2, 95–112. New York: Productivity Press, 2022. http://dx.doi.org/10.4324/9781003281009-6.

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Conference papers on the topic "Nursing workforce"

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Chow, Jean, Particia M. Burrell, Ruth Kalischuk, and Ann Longnecker. "Maintaining a Healthy Workforce." In Annual Worldwide Nursing Conference. Global Science & Technology Forum (GSTF), 2014. http://dx.doi.org/10.5176/2315-4330_wnc14.64.

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Velasco – Ferrer, Doruthy, and Alita R. Conde. "Nurse Practice Environment and Quality of Care in a Multigenerational Workforce." In Annual Worldwide Nursing Conference. Global Science & Technology Forum (GSTF), 2015. http://dx.doi.org/10.5176/2315-4330_wnc15.106.

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Pane, Masdalina, and Lukman Prayitno. "Indonesian Nursing Workforce on the Era of ASEAN Economic Community." In 4th International Symposium on Health Research (ISHR 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/ahsr.k.200215.003.

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Thomas, Liz, and Vicky Duckworth. "Maintaining the diversity of the professional healthcare workforce through higher education qualification routes." In Fourth International Conference on Higher Education Advances. Valencia: Universitat Politècnica València, 2018. http://dx.doi.org/10.4995/head18.2018.8198.

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In England many professional healthcare qualifications, including nursing, are only achievable through higher education, for which tuition fees are payable from this year (2017-18) onwards. This paper is concerned about maintaining both the number and diversity of healthcare professionals to meet the needs of a diverse and ageing population. It reviews student views and the available statistical evidence about the impact of the introduction of tuition fees on applicants, and literature and empirical evidence about what higher education institutions are doing to recruit and retain students from different backgrounds to meet the health needs of the population. It concludes that because professions such as nursing have traditionally recruited from a diverse population minimal knowledge or practical expertise has been developed to widen participation in healthcare education in general and nurse education in particular. Moving forward, the healthcare and higher education sectors will need to work in joined up ways to develop strategies to both attract and retain a wide range of diverse students to higher education professional healthcare qualification courses – and maintain the supply of qualified healthcare professionals.
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Leung, P. P. L., C. H. Wu, G. T. S. Ho, W. H. Ip, and W. L. Mou. "Workforce modelling, analysis and planning: A feasibility study in a local nursing home." In 2015 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2015. http://dx.doi.org/10.1109/ieem.2015.7385865.

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Carolan, S., D. Moriarty, S. Kane, K. Nolan, C. Kelleher, M. Cagney, and N. Riordan. "761 The development of a workforce planning toolkit for occupational health nursing services in ireland." In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.307.

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Griffith, Sue. "P-248 Prepared to care? how a concept analysis can help prepare the nursing workforce." In Transforming Palliative Care, Hospice UK 2018 National Conference, 27–28 November 2018, Telford. British Medical Journal Publishing Group, 2018. http://dx.doi.org/10.1136/bmjspcare-2018-hospiceabs.273.

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Kim, Jinhyun, Eunhee Lee, Kyounga Lee, Yeonhee Kim, Sunhee Lee, Jihey Kim, Kyeongyeon Oh, Kyeongok Heo, and Hyunah Choi. "DEVELOPMENT OF OPTIMAL NURSING WORKFORCE MODEL AND ITS APPLICATION TO OUTPATIENTS IN A TERTIARY HOSPITAL." In 30th International Academic Conference, Venice. International Institute of Social and Economic Sciences, 2017. http://dx.doi.org/10.20472/iac.2017.030.019.

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Castner, J. P., S. A. Bell, M. Castner, and M. P. Couig. "National Estimates of the Reserve Capacity of the Emergency Nursing Specialty Workforce in the United States." In American Thoracic Society 2021 International Conference, May 14-19, 2021 - San Diego, CA. American Thoracic Society, 2021. http://dx.doi.org/10.1164/ajrccm-conference.2021.203.1_meetingabstracts.a3064.

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"Remaining Connected with our Graduates: A Pilot Study." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4162.

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[This Proceedings paper was revised and published in the 2019 issue of the Interdisciplinary Journal of E-Skills and Lifelong Learning, Volume 15.] Aim/Purpose This study aims to determine where nursing students from a metropolitan university subsequently work following graduation, identify the factors that influence decisions to pursue careers in particular locations, ascertain educational plans in the immediate future; and explore the factors that might attract students to pursue postgraduate study. Background The global nursing shortage and high attrition of nursing students remain a challenge for the nursing profession. A recurrent pattern of maldistribution of nurses in clinical specialities and work locations has also occurred. It is imperative that institutions of learning examine their directions and priorities with the goal of meeting the mounting health needs of the wider community. Methodology Qualitative and quantitative data were obtained through an online 21-item questionnaire. The questionnaire gathered data such as year of graduation, employment status, the location of main and secondary jobs, the principal area of nursing activity, and plans for postgraduate study. It sought graduates’ reasons for seeking employment in particular workplaces and the factors encouraging them to pursue postgraduate study. Contribution This study is meaningful and relevant as it provided a window to see the gaps in higher education and nursing practice, and opportunities in research and collaboration. It conveys many insights that were informative, valuable and illuminating in the context of nurse shortage and nurse education. The partnership with hospitals and health services in providing education and support at the workplace is emphasized. Findings Twenty-three students completed the online questionnaire. All respondents were employed, 22 were working in Australia on a permanent basis (96%), 19 in urban areas (83%) with three in regional/rural areas (13%), and one was working internationally (4%). This pilot study revealed that there were varied reasons for workplace decisions, but the most common answer was the opportunity provided to students to undertake their graduate year and subsequent employment offered. Moreover, the prevailing culture of the organization and high-quality clinical experiences afforded to students were significant contributory factors. Data analysis revealed their plans for postgraduate studies in the next five years (61%), with critical care nursing as the most popular specialty option. The majority of the respondents (78%) signified their interest in taking further courses, being familiar with the educational system and expressing high satisfaction with the university’s program delivery. Recommendations for Practitioners The results of the pilot should be tested in a full study with validated instruments in the future. With a larger dataset, the conclusions about graduate destinations and postgraduate educational pursuits of graduates would be generalizable, valid and reliable. Recommendation for Researchers Further research to explore how graduates might be encouraged to work in rural and regional areas, determine courses that meet the demand of the market, and how to better engage with clinical partners are recommended. Impact on Society It is expected that the study will be extended in the future to benefit other academics, service managers, recruiters, and stakeholders to alert them of strategies that may be used to entice graduates to seek employment in various areas and plan for addressing the educational needs of postgraduate nursing students. The end goal is to help enhance the nursing workforce by focusing on leadership and retention. Future Research Future directions for research will include canvassing a bigger sample of alumni students and continuously monitoring graduate destinations and educational aspirations. How graduates might be encouraged to work in rural and regional areas will be further explored. Further research will also be undertaken involving graduates from other universities and other countries in order to compare the work practice of graduates over the same time frame.
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Reports on the topic "Nursing workforce"

1

Buchan, James, Jane Bell, Nihar Shembavnekar, and Anita Charlesworth. Building the NHS nursing workforce in England. The Health Foundation, December 2020. http://dx.doi.org/10.37829/hf-2020-rc14.

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Ciapponi, Agustín. Do changes to hospital nurse staffing models improve patient and staff-related outcomes? SUPPORT, 2017. http://dx.doi.org/10.30846/170311.

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Many countries have introduced new nurse staffing models in hospitals to respond to changing patient care needs and shortages of qualified nursing staff. These new models include changes in the mix of skills, qualifications or staffing levels within the hospital workforce, and changes in nursing shifts or work patterns. Nurse staffing might be associated with the quality of care that patients receive and with patient outcomes.
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Ciapponi, Agustín. Do changes to hospital nurse staffing models improve patient and staff-related outcomes? SUPPORT, 2017. http://dx.doi.org/10.30846/1703115.

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Many countries have introduced new nurse staffing models in hospitals to respond to changing patient care needs and shortages of qualified nursing staff. These new models include changes in the mix of skills, qualifications or staffing levels within the hospital workforce, and changes in nursing shifts or work patterns. Nurse staffing might be associated with the quality of care that patients receive and with patient outcomes.
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4

Liu, Xian-Liang, Tao Wang, Daniel Bressington, Bróna Nic Giolla Easpaig, Lolita Wikander, and Jing-Yu (Benjamin) Tan. Influencing factors and barriers to retention among regional and remote undergraduate nursing students in Australia: A systematic review of current research evidence. INPLASY - International Platform of Registered Systematic Review and Meta-analysis Protocols, June 2022. http://dx.doi.org/10.37766/inplasy2022.6.0087.

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Review question / Objective: To explore the attrition problems, influencing factors and barriers to retention among regional and remote nursing students who enrolled in the undergraduate programs in Australia. Condition being studied: Student retention concerns an individual’s commitment to an learning goal. Low student retention has been a long-standing issue for nursing programs and it is an important threat to the future nursing workforce. Attrition is measured by the number of students enrolled in the first year who do not complete their study in the following year. With the growth of online programs, the issue of high attrition raises concern for students enrolled in these programs. Moreover, the social context of students may influence positive motivation and affect their decision to stay in their nursing programs.
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Tooman, Tricia, Waraf Al-Yaseen, Damon Herd, Clio Ding, Maria Corrales, and Jaina Teo Lewen. THE COVID ROLLERCOASTER: Multiple and Multi-dimensional Transitions of Healthcare Graduates. Edited by Divya Jindal-Snape, Chris Murray, and Nicola Innes. UniVerse, May 2022. http://dx.doi.org/10.20933/100001247.

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In this study, we explored the ongoing multiple and multi-dimensional transitions experienced by medicine, nursing and dentistry students due to graduate in summer 2020. Some graduated early to join the NHS workforce and others had their graduation deferred for a year due to lack of clinical experience. We explored the expectations and realities of their transition experiences; their perceptions of the impact of their transitions on them, their wellbeing, and on their significant others. This longitudinal study helped understand each individual’s adaptations to multiple concurrent changes over time. The cross-sectional data revealed trends and patterns for each group of graduates. This comic anthology presents the interpretations of interview data from doctor, nurse, and dentist graduates. The five comics present both individual and composite narratives of different participants. The visualisation of the data through comics was valuable to portray the wider context of COVID-19, and participants’ related transition experiences and emotions.
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