Journal articles: 'Shortage of nurses'

1

Meleis, Afaf I. "Shortage of nurses means shortage of nurse scientists." Journal of Advanced Nursing 49, no. 2 (January 2005): 111. http://dx.doi.org/10.1111/j.1365-2648.2004.03308.x.

Full text

APA, Harvard, Vancouver, ISO, and other styles

2

Siela, Debra, K. Renee Twibell, and Vicki Keller. "The Shortage of Nurses and Nursing Faculty." AACN Advanced Critical Care 19, no. 1 (January 1, 2008): 66–77. http://dx.doi.org/10.4037/15597768-2008-1009.

Full text

Abstract:

Nurses are needed more than ever to support the healthcare needs of every American. Nurses make up the greatest single component of hospital staff. In 2004, of the almost 3 million nurses in the United States, 83% were employed in nursing, and 58% of those were employed full-time. However, a severe shortage of nurses exists nationwide, putting the safe, effective healthcare of Americans in jeopardy. The concurrent shortage of nursing faculty has significant impact on the potential for admitting and graduating sufficient numbers of nursing students to address the shortage of prepared nurses. A close examination of the demographics of the 3 million nurses provides a context for an in-depth discussion of strategies that critical care nurses can employ to help alleviate the nursing and nurse faculty shortages.

APA, Harvard, Vancouver, ISO, and other styles

3

Booth, Rachel Z. "The nursing shortage: a worldwide problem." Revista Latino-Americana de Enfermagem 10, no. 3 (June 2002): 392–400. http://dx.doi.org/10.1590/s0104-11692002000300013.

Full text

Abstract:

A worldwide shortage of nurses has been acknowledged by the multidisciplinary Global Advisory Group of the World Health Organization. The shortage is caused by an increased demand for nurses, while fewer people are choosing nursing as a profession and the current nurses worldwide are aging. The shortage applies to nurses in practice as well as the nurse faculty who teach students. The inter-country recruitment and migration of nurses from developing countries to developed countries exacerbates the problem. Although public opinion polls identifies the nurse as the person who makes the health care system work for them, the conditions of the work environment in which the nurse functions is unsatisfactory and must change. Numerous studies have shown the positive effects on the nurse of a healthy work environment and the positive relationships between nursing care and patient outcomes. It is important that government officials, insurance companies, and administrators and leaders of health care systems acknowledge and operationalize the value of nurses to the health care system in order to establish and maintain the integrity and viability of that system.

APA, Harvard, Vancouver, ISO, and other styles

4

Shorey, Shefaly, Mien Li Goh, Shin Yuh Ang, Lina Ang, M. Kamala Devi, and Emily Ang. "The Progression and Future of Nursing in Singapore: A Descriptive Qualitative Study." Journal of Transcultural Nursing 30, no. 5 (January 28, 2019): 512–20. http://dx.doi.org/10.1177/1043659618823909.

Full text

Abstract:

Introduction: Nursing professionalism and nursing identity are important for retention of nurses. Despite of much attention on nurses in Singapore, there is still a shortage of nurses. This study aims to understand the perceptions of the progression and future of the nursing profession in Singapore. Methodology: A descriptive qualitative study design was used. The participants were 20 nurse educators, clinical nurses, and student nurses. Data were collected through focus group and online interviews and analyzed thematically. Results: Nurses felt a need to bridge the theory–practice gap and various factors to the underlying cause of the shortage of nurses were highlighted. Nurses shared their desires to see greater autonomy among nurses and a greater focus on community nursing in the future. Discussion: Collaboration between nurse academics and clinical nurses may bridge the theory–practice gap. To reduce the issue of the shortage of nurses, efforts to promote nursing professionalism are required.

APA, Harvard, Vancouver, ISO, and other styles

5

Curtin, Leah L. "A Shortage of Nurses." Nursing Management (Springhouse) 18, no. 9 (September 1987): 7???9. http://dx.doi.org/10.1097/00006247-198709000-00001.

Full text

APA, Harvard, Vancouver, ISO, and other styles

6

Nakano, Akito, and Kouki Nagamune. "A Development of Robotic Scrub Nurse System - Detection for Surgical Instruments Using Faster Region-Based Convolutional Neural Network –." Journal of Advanced Computational Intelligence and Intelligent Informatics 26, no. 1 (January 20, 2022): 74–82. http://dx.doi.org/10.20965/jaciii.2022.p0074.

Full text

Abstract:

There is presently a shortage of nurses in Japan, with a further shortage of 3,000–130,000 nurses expected. There is also shortage of scrub nurses. Scrub nurses are nurses who work in the operating room. The main job of scrub nurses is to assist surgeons. Scrub nurses are a high turnover rate, because it is a difficult job. Therefore, system for assisting scrub nurses are needed. The purpose of this study was to develop a robotic scrub nurse. As a first step, a detection system for surgical instruments was developed using the “Faster Region-Based Convolutional Neural Network” (Faster R-CNN). In experiments, computer graphics (CG) model images and 3D-printed model images were evaluated, and the system showed high accuracy. Consequently, the Faster R-CNN system can be considered as suitable for detecting surgical instruments.

APA, Harvard, Vancouver, ISO, and other styles

7

Gunawan, Joko, and Yupin Aungsuroch. "A classic surplus-shortage of nurses in Indonesia." Journal of Healthcare Administration 1, no. 1 (June 14, 2022): 5–9. http://dx.doi.org/10.33546/joha.2174.

Full text

Abstract:

This article aims to describe the current context of the surplus-shortage of nurses in Indonesia. Some concerns are raised, and recommendations are provided. The data provided in this paper may be helpful to policymakers, human resource managers, hospital managers, and nurse managers in solving the problems.

APA, Harvard, Vancouver, ISO, and other styles

8

Muula, Adamson S., Joseph M. Mfutso-Bengo, Joan Makoza, and Elita Chatipwa. "The Ethics of Developed Nations Recruiting Nurses from Developing Countries: The Case of Malawi." Nursing Ethics 10, no. 4 (July 2003): 433–38. http://dx.doi.org/10.1191/0969733003ne636oa.

Full text

Abstract:

There is currently a global shortage of nurses. Developing countries such as Malawi are among those hardest hit by this shortage. The demands on available nurses have increased and at the same time there is a lack of interest in becoming a nurse owing to the poor working conditions among those still employed in the service. It is questionable if developed nations should recruit nurses from countries such as Malawi, where severe human resource constraints are being experienced. We argue in this article that the current phenomenon of nurses leaving developing nations for western countries is complex. Human rights issues of individual autonomy and public interest are at stake.

APA, Harvard, Vancouver, ISO, and other styles

9

Amarneh, Saleh, Ali Raza, Sheema Matloob, Raed Khamis Alharbi, and Munir A. Abbasi. "The Influence of Person-Environment Fit on the Turnover Intention of Nurses in Jordan: The Moderating Effect of Psychological Empowerment." Nursing Research and Practice 2021 (March 16, 2021): 1–14. http://dx.doi.org/10.1155/2021/6688603.

Full text

Abstract:

There is an acute shortage of nurses worldwide, including in Jordan. The nursing shortage is considered to be a crucial and complex challenge across healthcare systems and has stretched to a warning threshold. High turnover among nurses in Jordan is an enduring problem and is believed to be the foremost cause of the nurse shortage. The purpose of this study was to investigate the multidimensional impact of the person-environment (P-E) fit on the job satisfaction (JS) and turnover intention (TI) of registered nurses. The moderating effect of psychological empowerment (PE) on the relationship between JS and TI was also investigated. Based on a quantitative research design, data were collected purposively from 383 registered nurses working at private Jordanian hospitals through self-administered structured questionnaires. Statistical Package for Social Sciences (SPSS) 25 and Smart Partial Least Squares (PLS) 3.2.8 were used to analyze the statistical data. The results showed that there is a significant relationship between person-job fit (P-J fit), person-supervisor fit (P-S fit), and JS. However, this study found an insignificant relationship between person-organization fit (P-O fit) and JS. Moreover, PE was also significantly moderate between JS and TI of nurses. This study offers an important policy intervention that helps healthcare organizations to understand the enduring issue of nurse turnover. Additionally, policy recommendations to mitigate nurse turnover in Jordan are outlined.

APA, Harvard, Vancouver, ISO, and other styles

10

Rodwell, John. "Prospective Drivers of Nurses’ Partial or Complete Retirement Seven Years Later: Work Ability and Physical Functioning Going against the Tide of Age." International Journal of Environmental Research and Public Health 19, no. 18 (September 6, 2022): 11159. http://dx.doi.org/10.3390/ijerph191811159.

Full text

Abstract:

In the context of a nursing shortage in many developed countries, one option for retaining the expertise of older nurses in the workforce is to better manage the retirement of nurses. This study will investigate life course predictors of actual retirement behavior, whether partial or complete, for older working nurses over a seven-year span. Data were analyzed from a quantitative, longitudinal survey of 178 Australian nurses aged 45 years and older working at Time 1 (2012), who responded seven years later (Time 2). Age predicted both forms of retirement behavior, confirming the strength of social normative pressures toward retirement. Moving against this social normative tide toward retirement were the predictors of partial retirement such as job satisfaction, physical functioning and work ability. In turn, working part-time was the only predictor, beyond age, of complete retirement. Nurse and health service managers could support nurses to stand against the tide of social normative pressures (until such social norms change) by managing the nurses’ physical functioning and work ability, including by more explicitly managing the impacts of chronic diseases in the workplace, not least so as to retain their nurses in the context of nurse shortages.

APA, Harvard, Vancouver, ISO, and other styles

11

Scheffler, Richard M., and Daniel R. Arnold. "Projecting shortages and surpluses of doctors and nurses in the OECD: what looms ahead." Health Economics, Policy and Law 14, no. 2 (January 23, 2018): 274–90. http://dx.doi.org/10.1017/s174413311700055x.

Full text

Abstract:

AbstractThere is little debate that the health workforce is a key component of the health care system. Since the training of doctors and nurses takes several years, and the building of new schools even longer, projections are needed to allow for the development of health workforce policies. Our work develops a projection model for the demand of doctors and nurses by Organisation for Economic Co-operation and Development (OECD) countries in the year 2030. The model is based on a country’s demand for health services, which includes the following factors: per capita income, out-of-pocket health expenditures and the ageing of its population. The supply of doctors and nurses is projected using country-specific autoregressive integrated moving average models. Our work shows how dramatic imbalances in the number of doctors and nurses will be in OECD countries should current trends continue. For each country in the OECD with sufficient data, we report its demand, supply and shortage or surplus of doctors and nurses for 2030. We project a shortage of nearly 400,000 doctors across 32 OECD countries and shortage of nearly 2.5 million nurses across 23 OECD countries in 2030. We discuss the results and suggest policies that address the shortages.

APA, Harvard, Vancouver, ISO, and other styles

12

Cassar, Maria. "Using the Internationally Recognized Frameworks of Nursing Competences to address the challenges of nurse refugees without documentation." Tuning Journal for Higher Education 8, no. 1 (November 26, 2020): 53–73. http://dx.doi.org/10.18543/tjhe-8(1)-2020pp53-73.

Full text

Abstract:

Individuals seeking refuge in host countries is a global reality. Some of these individuals are qualified nurses. If, and when, the documents pertaining to a nurse qualification are not presented to the respective authorities of a host country, the challenges for these qualified nurses to secure registration and employment as nurses are numerous and often unsurmountable. Access to higher education opportunities is similarly compromised in the absence of relevant documents. This is happening against the backdrop of a widely reported global shortage of qualified nurses, and an extensive effort and investment to address this shortage in many countries. This paper explores the feasibility and appropriateness of applying internationally recognized frameworks of competences of nurses, to processes which seek to evaluate and verify the nurse training and qualification claimed by refugee nurses. The author seeks to determine whether such frameworks of nurse competences may effectively and efficiently contribute towards initiatives which are geared towards addressing the gap in (qualification) document availability, traceability, verification and reproduction of nurse refugees. A critical consideration of a few existent initiatives is presented in view of exploring, the identification of a tool which may enable a homogenous transnational approach which is consistent across salient parameters. Received: 16 April 2020Accepted: 31 August 2020

APA, Harvard, Vancouver, ISO, and other styles

13

Nikoleishvili, Elza. "Factors Affecting Nurses’ Shortage – Literature Review." American Journal of Biomedical Science & Research 13, no. 1 (June 3, 2021): 66–67. http://dx.doi.org/10.34297/ajbsr.2021.13.001833.

Full text

APA, Harvard, Vancouver, ISO, and other styles

14

Taunton, Sabina Ahmed. "Enrolled nurses would solve shortage problem." Nursing Standard 14, no. 26 (March 15, 2000): 27. http://dx.doi.org/10.7748/ns.14.26.27.s45.

Full text

APA, Harvard, Vancouver, ISO, and other styles

15

Nash, Marisa. "A Shortage of Nurses or Jobs." AJN, American Journal of Nursing 109, no. 12 (December 2009): 13. http://dx.doi.org/10.1097/01.naj.0000365162.56224.34.

Full text

APA, Harvard, Vancouver, ISO, and other styles

16

Monsen, Rita Black, and Shannon Finley. "Shortage of Nurses and Child Health." Journal of Pediatric Nursing 22, no. 3 (June 2007): 231–32. http://dx.doi.org/10.1016/j.pedn.2007.02.005.

Full text

APA, Harvard, Vancouver, ISO, and other styles

17

Oberoi, Amanpreet, and Navalkishor Udgiri. "Acute shortage of nurses in India." Lancet 362, no. 9380 (July 2003): 329. http://dx.doi.org/10.1016/s0140-6736(03)13980-3.

Full text

APA, Harvard, Vancouver, ISO, and other styles

18

Thomas, Janet, and Christopher Davies. "The nursing shortage and the scope for reducing it by redefining their role." Health Services Management Research 18, no. 4 (November 1, 2005): 217–22. http://dx.doi.org/10.1258/095148405774518642.

Full text

Abstract:

The objective of this research is to measure the extent to which nurses are undertaking tasks that could be left to support workers. The method employed was firstly to classify the activities being undertaken by nurses. This was achieved by surveying appropriate professional groups. Secondly, the amount of time nurses spent on each activity was measured. The results indicate that nurses spend at least 8% of their time undertaking activities which could be undertaken by less-qualified staff. It was also found that 6% of unregistered nurses' time is spent on activities which are classified as being within the remit of a registered nurse. The scale of these results raises significant efficiency and effectiveness issues with respect to the use of both groups of staff and therefore has major implications for their management.

APA, Harvard, Vancouver, ISO, and other styles

19

Evans, SA, and R. Carlson. "Nurse/physician collaboration: solving the nursing shortage crisis." American Journal of Critical Care 1, no. 1 (July 1, 1992): 25–32. http://dx.doi.org/10.4037/ajcc1992.1.1.25.

Full text

Abstract:

This summary article discusses the status of the nursing shortage in the United States, with emphasis on successful strategies to address it. Liaisons between the American Association of Critical-Care Nurses (AACN) and the Society for Critical Care Medicine, as well as with the American College of Cardiology, are highlighted, with primary emphasis on the strategy of nurse-physician collaboration.

APA, Harvard, Vancouver, ISO, and other styles

20

Owens, Nancy. "The nursing shortage: A status report." Journal of Nursing Education and Practice 9, no. 3 (November 28, 2018): 125. http://dx.doi.org/10.5430/jnep.v9n3p125.

Full text

Abstract:

Background and objective: A shortage of nearly half a million registered nurses threatened to disrupt health care services by the year 2020 as approximately one million registered nurses, born during the baby boom generation, were projected to retire. This predicted shortage would greatly affect the quality of patient care delivery. The predicted crisis drew the attention of stakeholders across the nation.Methods: This article summarizes strategies implemented to meet the growing demand for registered nurses by various agencies and stakeholders, the result of those efforts, and future challenges currently facing the profession.Results: Interventions resulted in a renewed interest in the profession of nursing. The total number of graduates from ADN and BSN programs more than doubled from 2002 to 2012. The number of master’s and doctoral program graduates more than tripled. Full time employment of registered nurses increased from 2.1 million in 2001 to 3.2 million in 2015.Future challenges and implications: Limited employment opportunities for new graduate nurses as hiring has slowed, concern over the quality of nursing education across all program types, and the need for ongoing assessment and implementation of guidelines permitting nurses to practice to the full scope of their educational preparation and capabilities during an era of continued health care reform, are among the challenges faced by the profession. In addition, delivery of safe and effective care to meet the needs of an aging population will present many challenges in the future.

APA, Harvard, Vancouver, ISO, and other styles

21

Gill, Reema. "Scarcity of Nurses in India." Journal of Health Management 18, no. 4 (December 2016): 509–22. http://dx.doi.org/10.1177/0972063416665932.

Full text

Abstract:

The human resources for health (HRH), especially nurses, constitute an important part of health systems. It is difficult to ascertain comprehensive information on the availability of health workers globally due to irregular reporting of data from the countries. However, experts have proposed minimum thresholds for achieving certain health-related Millennium Development Goals (MDGs). These thresholds have been used as yardsticks by others for determining HRH shortages in their nations. As per the minimum threshold developed by the World Health Organization (WHO), not enough health workers are available in India, especially in the rural areas. The nurse to population ratio in India is even lower than some of the other developing countries in Asia. Various factors, such as low professional and socio-economic status, gender issues, lack of political will on part of the government and unregulated private sector, have led to scarcity of nurses in numbers as well as qualitatively in India. To overcome the dismal working and social conditions, many Indian nurses are migrating to developed nations, further exacerbating the nursing shortages in the country. Inclusive planning, adequate financing and political commitment on the part of all stakeholders are required for overcoming the shortage of health personnel existing in India.

APA, Harvard, Vancouver, ISO, and other styles

22

Galemore, Cynthia, Hedaya Y. Alattar, Kate Fatica, Amy Huey, and Kathy Schulz. "Millennial School Nurses: A Roundtable Discussion." NASN School Nurse 34, no. 6 (June 24, 2019): 329–34. http://dx.doi.org/10.1177/1942602x19858392.

Full text

Abstract:

School nurses are proportionally older in age as compared to the overall U.S. nursing workforce. In anticipation of a school nurse workforce shortage in the next few years, we must focus our attention on developing and implementing orientation and transition programs for new school nurses, many of whom represent the millennial generation. Formative experiences are thought to create specific characteristics and difference between generations; yet, stereotypes are sometimes present in defining generations. The NASN School Nurse Editorial Advisory Board interviewed four millennial school nurses to highlight the need to embrace this new generation as they enter the specialty practice of school nursing.

APA, Harvard, Vancouver, ISO, and other styles

23

Tamata, Adel Tutuo, Masoud Mohammadnezhad, and Ledua Tamani. "Registered nurses’ perceptions on the factors affecting nursing shortage in the Republic of Vanuatu Hospitals: A qualitative study." PLOS ONE 16, no. 5 (May 20, 2021): e0251890. http://dx.doi.org/10.1371/journal.pone.0251890.

Full text

Abstract:

Background Registered nurse has a vital role in delivering healthcare services to individual, family and community. One of the main challenges that health system facing globally is the shortage of nursing workforce. Vanuatu as a Pacific county is also facing the shortage issue and the impact on the registered nurses’ performance. Methods A qualitative study was used to collect data from 25 registered nurses in three randomly selected hospitals in Vanuatu between 4th to 14th September, 2020. A semi-structured open-ended questionnaire was used to collect data using face-to-face in-depth interviews. The data were transcribed and analyzed using thematic analysis process. Results Four themes were identified including; Difficult working conditions, Reinforcing factors and Perceived risks. Sub themes for difficult working condition were heavy workload, lack of workforce and unusual working hours. Sub themes for reinforcing factors were lack of support, lack of opportunities and advancement in nursing practice. Sub themes for perceived risks were stress, physical and mental risk, and social and family risks. Conclusion This study has identify factors affected shortage of current nursing workforce and the impact it has on registered nurses. Broad themes and sub-themes were identified which highlighted the impact of nursing shortage to registered nurses and the effects on their performance which includes stress or moral distress from work overload and lengthy hours shift which impact the nurses’ physical, psychological, social, and family relationship, and lack of leadership support. The findings can be helpful to policy makers at the decision-making level to resolve the nursing workforce shortage and its effects in the future by refining and developing relevant policies that will address and strengthen the nursing workforce to meet the demand and improve delivery of quality health services to all individual.

APA, Harvard, Vancouver, ISO, and other styles

24

Winasti, Windi, Sylvia G. Elkhuizen, Frits van Merode, and Hubert Berden. "Creating Coherence-Based Nurse Planning in the Perinatology Care System." Healthcare 10, no. 5 (May 17, 2022): 925. http://dx.doi.org/10.3390/healthcare10050925.

Full text

Abstract:

The combination of increasing demand and a shortage of nurses puts pressure on hospital care systems to use their current volume of resources more efficiently and effectively. This study focused on gaining insight into how nurses can be assigned to units in a perinatology care system to balance patient demand with the available nurses. Discrete event simulation was used to evaluate the what-if analysis of nurse flexibility strategies and care system configurations from a case study of the Perinatology Care System at Radboud University Medical Center in Nijmegen, the Netherlands. Decisions to exercise nurse flexibility strategies to solve supply–demand mismatches were made by considering the entire patient care trajectory perspective, as they necessitate a coherence perspective (i.e., taking the interdependency between departments into account). The study results showed that in the current care system configuration, where care is delivered in six independent units, implementing a nurse flexibility strategy based on skill requirements was the best solution, averaging two fewer under-/overstaffed nurses per shift in the care system. However, exercising flexibility below or above a certain limit did not substantially improve the performance of the system. To meet the actual demand in the studied setting (70 beds), the ideal range of flexibility was between 7% and 20% of scheduled nurses per shift. When the care system was configured differently (i.e., into two large departments or pooling units into one large department), supply–demand mismatches were also minimized without having to implement any of the three nurse flexibility strategies mentioned in this study. These results provide insights into the possible solutions that can be implemented to deal with nurse shortages, given that these shortages could potentially worsen in the coming years.

APA, Harvard, Vancouver, ISO, and other styles

25

Juraschek, Stephen P., Xiaoming Zhang, Vinoth Ranganathan, and Vernon W. Lin. "United States Registered Nurse Workforce Report Card and Shortage Forecast." American Journal of Medical Quality 27, no. 3 (November 19, 2011): 241–49. http://dx.doi.org/10.1177/1062860611416634.

Full text

Abstract:

Registered nurses (RNs) play a critical role in health care delivery. With an aging US population, health care demand is growing at an unprecedented pace. Using projected changes in population size and age, the authors developed demand and supply models to forecast the RN job shortage in each of the 50 states. Letter grades were assigned based on projected RN job shortage ratios. The number of states receiving a grade of “D” or “F” for their RN shortage ratio will increase from 5 in 2009 to 30 by 2030, for a total national deficit of 918 232 (725 619 - 1 112 112) RN jobs. There will be significant RN workforce shortages throughout the country in 2030; the western region will have the largest shortage ratio of 389 RN jobs per 100 000. Increased efforts to understand shortage dynamics are warranted.

APA, Harvard, Vancouver, ISO, and other styles

26

Saha, Ashees Kumar, Jabin Akhter, China Rani Mittra, Hasan Mahfuz Reza, and Mst Ronju Ara Khatun. "Workload and job satisfaction among nurses in a tertiary level hospital." Asian Journal of Medical and Biological Research 6, no. 2 (July 7, 2020): 359–65. http://dx.doi.org/10.3329/ajmbr.v6i2.48084.

Full text

Abstract:

Workload and job satisfaction are interrelated and have an impact on health care. A cross sectional study was conducted to assess the workload and job satisfaction among nurses in a tertiary level hospital, Rajshahi. Three hundred and eighty four Nurses were selected and interviewed with semi-structured questionnaire. Collected data were checked and transferred in to SPSS version 25 for analysis. Frequency, Percentage, Mean, SD and other statistics were calculated. In the study, 63.8 % of the respondents ages were within 21-30 years and majority (94.2%) was female. More than half 57.03% of the respondents had expressed low job satisfaction, 40.62% expressed moderate satisfaction and only 2.34% of nurses were highly satisfied with their job. About 25% respondent’s opinion regarding workload in surgical wards and 18% in medicine ward. In this study, nurse patient’s ratio in- pediatric medical unit was- 16:1, surgical unit- 15:1, medicine unit-14:1. About 96.9% got support from colleague, 88.5% respondents realize shortage of staff in that hospital. In this study near half of the nurses had not enough time to provide emotional support to the patient and almost 90% stated on shortage of staff nurses in the hospital. Fifty percent of the nurses expressed on excess workload and more than half of the nurses satisfied regarding nursing care given to the patients. Among the nurses 30% dissatisfied with the hospital work environment and overall job security. In this study, 88.5% respondent’s opined regarding shortage of staff nurses in that hospital. Health facilities requires increase of nursing personnel. Asian J. Med. Biol. Res. June 2020, 6(2): 359-365

APA, Harvard, Vancouver, ISO, and other styles

27

Healy, Pat. "Employers complacent over growing shortage of nurses." Nursing Standard 10, no. 10 (November 29, 1995): 6. http://dx.doi.org/10.7748/ns.10.10.6.s5.

Full text

APA, Harvard, Vancouver, ISO, and other styles

28

Siela, Debra, K. Renee Twibell, and Vicki Keller. "The Shortage of Nurses and Nursing Faculty." AACN Advanced Critical Care 19, no. 1 (January 2008): 66–67. http://dx.doi.org/10.1097/01.aacn.0000310753.39029.b9.

Full text

APA, Harvard, Vancouver, ISO, and other styles

29

Ondeck, Deborah Mariano. "Offsetting the Nursing Shortage with International Nurses." Home Health Care Management & Practice 13, no. 3 (April 2001): 236–38. http://dx.doi.org/10.1177/108482230101300309.

Full text

APA, Harvard, Vancouver, ISO, and other styles

30

&NA;. "HPNA Position Paper—Shortage of Registered Nurses." Journal of Hospice & Palliative Nursing 5, no. 3 (July 2003): 176–77. http://dx.doi.org/10.1097/00129191-200307000-00018.

Full text

APA, Harvard, Vancouver, ISO, and other styles

31

Carter, David. "Drug Shortage Crisis Affects Patients and Nurses." AJN, American Journal of Nursing 111, no. 11 (November 2011): 14. http://dx.doi.org/10.1097/01.naj.0000407289.24878.32.

Full text

APA, Harvard, Vancouver, ISO, and other styles

32

Powell-Cope, G. "Nurses' Working Conditions and the Nursing Shortage." JAMA: The Journal of the American Medical Association 289, no. 13 (April 2, 2003): 1632—a—1632. http://dx.doi.org/10.1001/jama.289.13.1632-b.

Full text

APA, Harvard, Vancouver, ISO, and other styles

33

Juraschek, Stephen P., Xiaoming Zhang, Vinoth Ranganathan, and Vernon W. Lin. "Republished: United States Registered Nurse Workforce Report Card and Shortage Forecast." American Journal of Medical Quality 34, no. 5 (September 2019): 473–81. http://dx.doi.org/10.1177/1062860619873217.

Full text

Abstract:

Registered nurses (RNs) play a critical role in health care delivery. With an aging US population, health care demand is growing at an unprecedented pace. Using projected changes in population size and age, the authors developed demand and supply models to forecast the RN job shortage in each of the 50 states. Letter grades were assigned based on projected RN job shortage ratios. The number of states receiving a grade of “D” or “F” for their RN shortage ratio will increase from 5 in 2009 to 30 by 2030, for a total national deficit of 918 232 (725 619 - 1 112 112) RN jobs. There will be significant RN workforce shortages throughout the country in 2030; the western region will have the largest shortage ratio of 389 RN jobs per 100 000. Increased efforts to understand shortage dynamics are warranted.

APA, Harvard, Vancouver, ISO, and other styles

34

Graves, Barbara A., Stephen Tomlinson, Marilyn Handley, JoAnn S. Oliver, Heather Carter-Templeton, Susan Gaskins, Marsha H. Adams, and Felecia Wood. "The Emerging Doctor of Education (EdD) in Instructional Leadership for Nurse Educators." International Journal of Nursing Education Scholarship 10, no. 1 (August 31, 2013): 195–201. http://dx.doi.org/10.1515/ijnes-2012-0024.

Full text

Abstract:

AbstractThe nursing faculty shortage is directly related to the ongoing shortage of nurses. As a result of many nursing faculty retiring, the discipline of nursing is losing its most experienced educators. The need is great for programs that will increase access and prepare nurse educators. Doctorate degrees for nurses have evolved in myriad ways. Discussions over the nature of doctoral education for the preparation of nurse educators are at the forefront of debates in nursing education. In response to National League for Nursing (2007; Core competencies of nurse educators, http://www.nln.org/profdev/corecompletter.htm) and Institute of Medicine (2010; The future of nursing: Leading change, advancing health. Washington, DC: National Academies Press, http://thefutureofnursing.org/IOM-Report) calls to increase the number of nursing faculty, the colleges of nursing and education at a major university have combined to establish a collaborative doctoral program. This article describes the historical evolution of the nursing doctorate degrees and the development and implementation of the EdD in Instructional Leadership for Nurse Educators.

APA, Harvard, Vancouver, ISO, and other styles

35

Sousa-Ribeiro, Marta, Petra Lindfors, and Katinka Knudsen. "Sustainable Working Life in Intensive Care: A Qualitative Study of Older Nurses." International Journal of Environmental Research and Public Health 19, no. 10 (May 18, 2022): 6130. http://dx.doi.org/10.3390/ijerph19106130.

Full text

Abstract:

To counteract the shortage of nurses in the workforce, healthcare organizations must encourage experienced nurses to extend their working lives. Intensive care (IC) has higher nurse-to-patient ratios than other settings, which includes a particular susceptibility to staff shortage. This qualitative study investigated how older IC nurses experienced their working life and their reflections on the late-career and retirement. Semi-structured interviews with 12 IC nurses in Sweden (aged 55–65 years) were analyzed using an interpretative phenomenological analysis approach. The results showed that nurses planned to continue working until the age of 65 and beyond. When reflecting on their late-career decisions, nurses considered nine areas covering individual, work, and organizational factors as being central to their ability and willingness to stay. Overall, the nurses had good health and were very satisfied and committed to their job and to the organization. They mentioned having both the job and personal resources required to cope with the physical and mental job demands, which were perceived as motivational challenges, rather than hinders. They also reflected on various human resource management practices that may promote aging-in-workplace. These findings may inform organizations aiming at providing adequate conditions for enabling healthy and sustainable working lives for IC nurses.

APA, Harvard, Vancouver, ISO, and other styles

36

F.U., Oparanma, and Chinedum I.A. "The Importance of Nursing Staff Satisfaction: Nigerian Context." African Journal of Health, Nursing and Midwifery 5, no. 3 (August 9, 2022): 146–52. http://dx.doi.org/10.52589/ajhnm-q1kygntb.

Full text

Abstract:

This theoretical study X-rayed the urgent need for nurse job satisfaction all over Nigeria. Nursing shortage all over Nigeria has become a continuous threat to quality care outcomes and there is nothing to show that this will come to an end anytime soon. Attracting and retaining qualified registered nurses to function in critical managerial roles because of the current nursing shortage is becoming increasingly vital as diseases and healthcare issues flood the Nigerian domain. In addition, though the government has not seen this as a danger, baby boomers and children are at a high risk of sicknesses and early death. Therefore, it is imperative that the few existing nurses are job satisfied by all means.

APA, Harvard, Vancouver, ISO, and other styles

37

Hølge-Hazelton, Bibi, and Connie B. Berthelsen. "Why nurses stay in departments with low turnover: A constructivist approach." Nordic Journal of Nursing Research 41, no. 3 (February 10, 2021): 158–65. http://dx.doi.org/10.1177/2057158521991434.

Full text

Abstract:

Hospital nursing shortage is a global problem caused by nurse dissatisfaction with their manager, an extensive workload and a stressful work environment. The study aimed to investigate nurses’ experiences of practices in hospital departments with low nurse turnover rates in relation to culture, work environment, nursing competencies, and nurse management. A constructivist design using a positive deviance approach was used for this study. Four hospital departments with the lowest nurse turnover in the Zealand region of Denmark served as settings. Data were collected from 13 nurses through focus-group conversations and analysed using directed content analysis. The reporting adhered to the COREQ checklist. The three themes – collaborative fellowship, professional pride, and embracing management – revealed a sense of community between nurses and department managers. Even though the nurses’ daily practice was exhausting, they stayed in their positions due to the special culture in the departments, which brought the nurses closer together.

APA, Harvard, Vancouver, ISO, and other styles

38

Kronsberg, Suzanne, Josephine Rachel Bouret, and Anne Liners Brett. "Lived experiences of male nurses: Dire consequences for the nursing profession." Journal of Nursing Education and Practice 8, no. 1 (August 29, 2017): 46. http://dx.doi.org/10.5430/jnep.v8n1p46.

Full text

Abstract:

The current and impending nursing shortage is well documented in the literature. Nursing needs to look at alternative strategies to meet the demands faced by the nursing shortage in both practice and education. One strategy would be to increase the number of men in nursing. While the percentage of men in nursing has increased incrementally, male nurses are underrepresented in nursing constituting approximately 9.6% of the nursing workforce. Two independent studies resulted in strikingly similar findings suggesting that male nurses are experiencing discrimination, lack of support, and dissatisfaction in the educational and practice environments. To increase the recruitment and retention of men in nursing it is imperative that this critical problem be addressed by nurse educators, managers, and practitioners at every level.

APA, Harvard, Vancouver, ISO, and other styles

39

Baporikar, Neeta, and Dofilia Sinangui Kaloia. "Supply Chain Management Perspective on Shortages in Drugs Sourcing." International Journal of Applied Logistics 10, no. 2 (July 2020): 62–85. http://dx.doi.org/10.4018/ijal.2020070104.

Full text

Abstract:

Drug supply shortages globally make hospitals vulnerable. It effects service delivery and patient satisfaction apart from endangering lives. Further, drug sourcing to ensure supply to satisfy patients' needs is a strategic priority for any health care system in any country. Katutura hospital and Namibia is no exception. However, frequent drug shortages have created difficulty in ensuring patients get prescribed medication. Adopting a descriptive research design, pharmacists, and nurses were surveyed and 22 questionnaires were distributed out of which 21 (95%) responded in full. The main objective of this study was to identify the causes of the drug supply shortage from a supply chain perspective and suggest strategies to deal with the shortage in an optimum manner. The findings reveal supply chain disruption, management inefficiencies, are inadequate inventory management are some of the main causes for drug supply shortage resulting in difficulties and inefficiencies for proper drug delivery and supply.

APA, Harvard, Vancouver, ISO, and other styles

40

Lowe, London Draper. "Creating a Caring Work Environment and Fostering Nurse Resilience." International Journal of Human Caring 17, no. 4 (June 2013): 52–59. http://dx.doi.org/10.20467/1091-5710.17.4.52.

Full text

Abstract:

In coming years, as the nursing shortage increases, nurses and other healthcare professionals will experience increasing stress in the workplace. The impact of workplace stress is significant for nurses as well as their employers. It is imperative nurses be supported in a healthy work environment that fosters resilience and reduces the impact of stress. This article will provide a review of workplace stress and the harmful effect it can have on nurses. It will also outline the importance of resilience and promoting nurse resilience through the creation of a workplace environment that has a foundation in caring.

APA, Harvard, Vancouver, ISO, and other styles

41

Twigg, Di, Christine Duffield, Peter L. Thompson, and Pat Rapley. "The impact of nurses on patient morbidity and mortality - the need for a policy change in response to the nursing shortage." Australian Health Review 34, no. 3 (2010): 312. http://dx.doi.org/10.1071/ah08668.

Full text

Abstract:

Context.Workforce projections indicate that by 2012 there will be a shortfall of 61 000 registered nurses in Australia. There is a growing body of evidence that links registered nurse staffing to better patient outcomes. Purpose.This article provides a comprehensive review of the research linking nurse staffing to patient outcomes at a time of growing shortages, highlighting that a policy response based on substituting registered nurses with lower skilled workers may have adverse effects on patient outcomes. Method.An electronic search of articles published in English using the Cumulative Index to Nursing and Allied Health Literature (CINAHL), Journals @ OVID and Medline was undertaken. Findings.Robust evidence exists nationally and internationally that links nurse staffing to patient outcomes. Recent meta-analyses have found that there was a 3–12% reduction in adverse outcomes and a 16% reduction in the risk of mortality in surgical patients with higher registered nurse staffing. Evidence confirms that improvements in nurse staffing is a cost-effective investment for the health system but this is not fully appreciated by health policy advisors. Conclusions.An appropriate policy response demands that the evidence that patient safety is linked to nurse staffing be recognised. Policy makers must ensure there are sufficient registered nurses to guarantee patient safety. What is known about the topic?Projections indicate that by 2012 there will be an estimated shortfall of 61 000 registered nurses in Australia. However, research demonstrates the number of registered nurses caring for patients is critically important to prevent adverse patient outcomes. Evidence also confirms that improvements in nurse staffing is a cost-effective investment for the health system. What this paper adds?The paper exposes the lack of an appropriate policy response to the evidence in regard to nurse staffing and patient outcomes. It argues that patient safety must be recognised as a shared responsibility between policy makers and the nursing profession. What are the implications for practitioners?Policy makers, health departments, Chief Executives and Nurse Leaders need to ensure that adequate nurse staffing includes a high proportion of registered nurses to prevent adverse patient outcomes.

APA, Harvard, Vancouver, ISO, and other styles

42

Chang, I.-Chiu, Po-Jin Lin, Ting-Hung Chen, and Chia-Hui Chang. "Cultural Impact on the Intention to Use Nursing Information Systems of Nurses in Taiwan and China: Survey and Analysis." Journal of Medical Internet Research 22, no. 8 (August 12, 2020): e18078. http://dx.doi.org/10.2196/18078.

Full text

Abstract:

Background Nursing workforce shortage has emerged as a global problem. Foreign nurse importation is a popular strategy to address the shortage. The interactions between nursing staff on either side of the Taiwan Strait continue to increase. Since both nurses in Taiwan and nurses in China have adopted nursing information systems to improve health care processes and quality, it is necessary to investigate factors influencing nursing information system usage in nursing practice. Objective This study examined the effects of cultural and other related factors on nurses’ intentions to use nursing information systems. The findings were expected to serve as an empirical base for further benchmarking and management of cross-strait nurses. Methods This survey was conducted in two case hospitals (one in Taiwan and one in China). A total of 880 questionnaires were distributed (n=440 in each hospital). Results The results showed effort expectancy had a significant effect on the intention to use nursing information systems of nurses in China (P=.003) but not nurses in Taiwan (P=.16). Conclusions Findings suggest nursing managers should adopt different strategies to motivate cross-strait nurses to use nursing information systems. Promoting effort expectancy is more likely to motivate nurses in China than in Taiwan. This discrepancy is probably due to the less hierarchical and more feminine society in Taiwan.

APA, Harvard, Vancouver, ISO, and other styles

43

Moss, Colleen, and Joanie Jackson. "Mentoring New Graduate Nurse Practitioners." Neonatal Network 38, no. 3 (May 1, 2019): 151–59. http://dx.doi.org/10.1891/0730-0832.38.3.151.

Full text

Abstract:

There is a critical shortage of neonatal nurse practitioners (NNPs) in the United States. The NNP shortage increases workload and negatively affects job satisfaction, which ultimately impacts patient safety. Therefore, it is imperative to identify strategies to improve job satisfaction and retention. Authors of current evidence supported the connection between mentoring and role transition, job satisfaction, and intent to stay. Mentorship is key to the success of new graduate nurse practitioners as they develop confidence in the nurse practitioner (NP) role. The aim of this integrative review is to examine the existing evidence regarding mentoring of advanced practice nurses and the potential impact on the NNP workforce.

APA, Harvard, Vancouver, ISO, and other styles

44

Xue, Ting, Wen-Bin Jiang, Meng-Di Ma, Jie Zhang, Ming-Hui Lu, and Yong-Mei Jiang. "Factors associated with the nurses’ intent to stay in China, Japan, and Korea: an integrative review." Frontiers of Nursing 7, no. 3 (October 2, 2020): 269–78. http://dx.doi.org/10.2478/fon-2020-0037.

Full text

Abstract:

AbstractObjectiveNurse's dimission and attrition are globally considered as a public health issue. However, few studies have focused on the nurse shortage from the perspective of intent to stay, as previous studies have focused only on why they left. The purpose of this study was to conduct an integrative review of the factors connected with why nurses in China, Japan, and Korea stay in their current workplace.MethodsThe review was done using three databases namely CNKI, Wanfang, and Web of science. The relevant studies published by Chinese, Japanese, and Koreans from 2010 were also included in this review. Literature screening and data extraction were performed by the two researchers, and the qualitative research methods were used for analysis.ResultsA total of 17 studies were analyzed in this review and of these two were qualitative and 15 were quantitative. Three themes and six sub-themes emerged from the synthesization of the data of 17 studies, which will help us to find the factors for nurses’ intent to stay. The three aspects such as professional characteristics, nurses’ individual characteristics, and organizational factors are the main contributing factors of nurses’ intent to stay.ConclusionsThis integrated review has thrown some important factors about nurses’ intent to stay. It is increasingly clear that when (1) nurses have a good professional status, (2) nurses could enjoy a good working relationship, (3) the workplace could meet the needs of personal development, and (4) nurses have good organizational support and excellent leaders, they are inclined to stay in their current jobs. Managers need to adopt targeted measures to improve nurses’ intent to stay and to provide a practical reference for health care institutions and managers in different countries and areas to increase the retention rate of nurses and to alleviate the current situation of nurse shortage.

APA, Harvard, Vancouver, ISO, and other styles

45

Buxman, Karyn. "Today’s Health Crisis: A Laughing Matter?" Neonatal Network 20, no. 8 (December 2001): 63–64. http://dx.doi.org/10.1891/0730-0832.20.8.63.

Full text

Abstract:

ACCORDING TO A RECENT STUDY, one of every three U.S. nurses surveyed under age 30 planned to leave their jobs within the next year. One in five nurses plans to leave the profession within five years because of unsatisfactory working conditions. According to the Bureau of Labor Statistics, 450,000 additional registered nurses will be needed to fill the present demand through the year 2008. Experts worry about the year 2020, when the registered nurse shortage is projected to reach 500,000 positions, coinciding with the increasing needs of healthcare in an aging U.S. population.

APA, Harvard, Vancouver, ISO, and other styles

46

Molavi, P., and M. Karimollahi. "The Stressors of Nurses Working in Emergency Units." European Psychiatry 24, S1 (January 2009): 1. http://dx.doi.org/10.1016/s0924-9338(09)71484-1.

Full text

Abstract:

Background:The comparison of stresses between nurses and dentists depicts that nurses more than other professions are prone to stress and the rate of suicide in female nurses 5-6 times and in male nurses 2-3 times more than general population. Researches also shows that neurotic disorders like drug abuse and depression is more common in nurses. This study aimed to determine stressors of nurses working in emergency units.Materials and method:All of nurses working in emergency units of hospitals of Ardabil medical sciences university (n=49) chosen for sample. The means of data collecting was questionnaire. Descriptive statistics used for data analysis.Findings:This study showed that the shortage an unavailability of necessary equipment (67.34%), patient's suffering (57%), patient's family interference with nursing care (53.06), shortage of nurses, unavailability of physicians in emergency situations, (51.12%) and working without adequate rest (42.17%)were the most important stressors of nurses working in emergency units.Conclusion:In the sum we can say that the most important stressors are the shortage and unavailability of necessary equipments. This is a management related factor so nursing managers can help to promote the nursing care quality using environmental changes.

APA, Harvard, Vancouver, ISO, and other styles

47

Duffield, Christine, and Linda O'Brien-Pallas. "The nursing workforce in Canada and Australia: two sides of the same coin." Australian Health Review 25, no. 2 (2002): 136. http://dx.doi.org/10.1071/ah020136.

Full text

Abstract:

This paper compares characteristics of the nursing workforce in Canada and Australia and provides insights into reasons why the shortage of nurses is more critical today than ever before. Workplace issues are discussed in a global context. Factors that affect retention and recruitment are described. Factors that make the current shortage moreserious and different than at other times are also presented. Despite the shortage of registered nurses, their replacementwith unskilled workers jeopardises the quality of care.

APA, Harvard, Vancouver, ISO, and other styles

48

Haczyński, Józef, Zofia Skrzypczak, and Małgorzata Winter. "Nurses in Poland — Immediate Action Needed." Engineering Management in Production and Services 9, no. 2 (June 27, 2017): 97–104. http://dx.doi.org/10.1515/emj-2017-0019.

Full text

Abstract:

Abstract The aim of the study is to analyse changes in the size of the population of nurses in Poland in the years 2004-2014, considering changes in their employment and the phenomenon of ageing. The analysis is based on the data published by the Central Register of Nurses and Midwives of the Central Statistical Office (GUS) and the Organisation for Economic Co-operation and Development (OECD). Nurses are the largest professional group in the healthcare sector. In 2014, only above 70% of licensed nurses were professionally active. The percentage of employed nurses compared to the number of licensed nurses varied between the lowest ratio of 65.1% in 2005 and the highest ratio of 71.7% in 2012. The latest ratio of 2014 was 70.9%, which was slightly lower compared to the highest ratio in 2012. The average age of a Polish nurse in 2008 was 44.19 years, increasing by about six years to 50.1 within the analysed period. The population of nurses aged above 65 years is almost 4.5 times bigger compared to the youngest age group, which is 21-25 years. Thus, 2/3 of the population of nurses are 41-60 years of age and nearly 85% are over 40. For two years (2000 and 2014), the number of practising nurses per 1000 inhabitants places Poland in the fifth bottom position among the European countries, which shows a significant reduction in patient access to nursing services. In Poland, the profession of nurses has no replacement generation. The article presents the shortage of professionally active nurses in Poland. The existing register of nurses does not contain complete information necessary to evaluate the current situation in Poland. There is a strong need to improve the tracking system of the register of nurses to accurately monitor the number of nurses in Poland The shortage of professionally active nurses and their ageing necessitates immediate action to reduce the shortage by increasing the appeal of the profession among young people and by encouraging nurses to return to the profession. It is also necessary to take action to delay the retirement of those nurses who want to work longer and to use their potential. This is also particularly important because of the gap in experience, which is going to become apparent the nearest future.

APA, Harvard, Vancouver, ISO, and other styles

49

Snow, Tamsin. "Missed target blamed on shortage of stroke nurses." Nursing Standard 18, no. 51 (September 2004): 6. http://dx.doi.org/10.7748/ns.18.51.6.s13.

Full text

APA, Harvard, Vancouver, ISO, and other styles

50

Leifer, Dina. "Shortage of ICU nurses blamed on low grading." Nursing Standard 9, no. 21 (February 15, 1995): 7. http://dx.doi.org/10.7748/ns.9.21.7.s10.

Full text

APA, Harvard, Vancouver, ISO, and other styles

Journal articles on the topic 'Shortage of nurses'

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles