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Artykuły w czasopismach na temat "Shortage of nurses"
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Meleis, Afaf I. "Shortage of nurses means shortage of nurse scientists". Journal of Advanced Nursing 49, nr 2 (styczeń 2005): 111. http://dx.doi.org/10.1111/j.1365-2648.2004.03308.x.
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Siela, Debra, K. Renee Twibell i Vicki Keller. "The Shortage of Nurses and Nursing Faculty". AACN Advanced Critical Care 19, nr 1 (1.01.2008): 66–77. http://dx.doi.org/10.4037/15597768-2008-1009.
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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.
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Booth, Rachel Z. "The nursing shortage: a worldwide problem". Revista Latino-Americana de Enfermagem 10, nr 3 (czerwiec 2002): 392–400. http://dx.doi.org/10.1590/s0104-11692002000300013.
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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.
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Shorey, Shefaly, Mien Li Goh, Shin Yuh Ang, Lina Ang, M. Kamala Devi i Emily Ang. "The Progression and Future of Nursing in Singapore: A Descriptive Qualitative Study". Journal of Transcultural Nursing 30, nr 5 (28.01.2019): 512–20. http://dx.doi.org/10.1177/1043659618823909.
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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.
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Curtin, Leah L. "A Shortage of Nurses". Nursing Management (Springhouse) 18, nr 9 (wrzesień 1987): 7???9. http://dx.doi.org/10.1097/00006247-198709000-00001.
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Nakano, Akito, i 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, nr 1 (20.01.2022): 74–82. http://dx.doi.org/10.20965/jaciii.2022.p0074.
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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.
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Gunawan, Joko, i Yupin Aungsuroch. "A classic surplus-shortage of nurses in Indonesia". Journal of Healthcare Administration 1, nr 1 (14.06.2022): 5–9. http://dx.doi.org/10.33546/joha.2174.
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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.
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Muula, Adamson S., Joseph M. Mfutso-Bengo, Joan Makoza i Elita Chatipwa. "The Ethics of Developed Nations Recruiting Nurses from Developing Countries: The Case of Malawi". Nursing Ethics 10, nr 4 (lipiec 2003): 433–38. http://dx.doi.org/10.1191/0969733003ne636oa.
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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.
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Amarneh, Saleh, Ali Raza, Sheema Matloob, Raed Khamis Alharbi i 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 (16.03.2021): 1–14. http://dx.doi.org/10.1155/2021/6688603.
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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.
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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, nr 18 (6.09.2022): 11159. http://dx.doi.org/10.3390/ijerph191811159.
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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.
Rozprawy doktorskie na temat "Shortage of nurses"
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Wallenburg, Mary K. "The nursing shortage: a fresh perspective". [Denver, Colo.] : Regis University, 2008. http://165.236.235.140/lib/MWallenburg2008.pdf.
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Peterson, Jody-Kay McFarlane. "Strategies for Managing the Shortages of Registered Nurses". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4015.
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The purpose of this multiple case study was to explore strategies that healthcare facility leaders in Central Minnesota use to recruit and retain qualified nurses. Participants were 6 healthcare facility leaders including 2 nursing directors, 2 human resource personnel, 1 nurse supervisor/administrator, and 1 nurse recruiter who had the knowledge and experience in recruitment and retention of Registered Nurses (RNs) in healthcare facilities in Central Minnesota. The Herzberg 2-factor theory was the conceptual framework. Semistructured interviews were used to collect data. Data were analyzed using Morse's 4 steps data analysis process. The major themes were recruitment strategies and retention incentives. The recruitment strategies were the various hiring methods participants used to attract and gain RNs, and the retention incentives were the benefits that motivated and retained RNs. Participants relied on both recruitment strategies and retention incentives to manage the shortages of RNs. The results provide healthcare facility leaders with additional information about how to successfully recruit and retain qualified RNs, which may lead to a larger and potentially satisfied nursing population. Social implications include strengthening the nursing workforce, increasing productivity for healthcare facilities, providing better customer service and increased patient satisfaction, and contributing to more satisfied RNs and families, as well as helping the local communities and the economy.
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Benfield, Suzanne Lynne. "Bedside Nurses' Perceptions of Pursuing an Academic Career as Nursing Faculty". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7785.
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There is a nursing faculty shortage at a Mid-Atlantic associate degree nursing program. In response, program administrators have hired adjunct faculty with bachelor of science in nursing degrees (BSNs), hired full-time faculty with master of science in nursing degrees in areas other than education who also are not certified nurse educators, and reduced its minimum requirement for nursing faculty clinical experience. The nursing faculty shortage combined with the resulting gaps in practice are problematic because they may (a) negatively influence the program's ability to produce degreed nurses; (b) increase faculty workload; (c) decrease the quality of student education, which may decrease licensure exam scores; and (d) increase the potential for losing program approval and accreditation. The purpose of this study was to explore the perceptions of BSNs working at the bedside regarding the pursuit of careers as nursing faculty. This purpose was reflected in the 1 overarching and 5 specific research questions developed for this study. The conceptual framework for this generic qualitative study was behavioral intent, a construct based on 4 concepts: planned behavior, self-efficacy, self-determination, and motivation. Snowball sampling was used to recruit 10 BSNs who worked at local hospitals to participate in phone interviews. Data analysis using thematic analysis and the constant comparison method indicated that some BSNs had misconceptions about the roles of nursing faculty and did not feel they were qualified to teach. With insight about barriers to becoming nursing faculty, a nursing faculty champion program was developed. If implemented, the program could initiate social change by increasing the number of BSNs who become nursing faculty, thereby decreasing the nursing faculty shortage and resulting negative outcomes and gaps in practices.
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Gillespie, Brigid Mary, i N/A. "The Predictors of Resilience in Operating Room Nurses". Griffith University. School of Nursing and Midwifery, 2007. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20070824.123750.
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The nursing workforce has experienced considerable change during the previous decade, resulting in a chronic shortage of nurses. Issues such as economic rationalism, increased workloads, changes in nursing education and the advancing age of the current nursing workforce are the chief contributors to this shortage (Australian Institute of Health & Welfare, 2005b; Buerhaus, Staiger, & Auerbach, 2000b). Operating room (OR) nursing is a primary specialty area that has been especially affected by rising nurse attrition and a reduction in nurse recruitment (Australian College of Operating Room Nurses, 2003; Australian Health Workforce Advisory Committee, 2002). Accordingly, the loss of skilled nurses from the OR specialty compounds the negative effects on morale for those who remain in the environment, as they struggle to provide safe patient care while concomitantly being responsible for the clinical development of neophyte and inexperienced nurses (Australian Health Workforce Advisory Committee, 2002; Arndt, 1998). In the midst of working in the OR environs where the nature of the associated stressors is unique, resilient qualities may assist nurses to meet and overcome these challenges. If there is to be a continued nursing presence in the OR, it is essential that nurses be given the opportunity to develop resilience. At this time when nurse retention rates are continuing to decline steadily, there is a compelling need to identify and describe the relationship between resilience and its predictors in the context of the OR. To date, little is known about predictors of resilience and their potential to ameliorate the effects of workplace stress in the OR. The overall purpose of this study was to identify and describe the predictors of resilience in OR nurses. A literature review and concept analysis of resilience was initially conducted. Hope, self-efficacy, coping and personal characteristics were identified as defining characteristics of resilience. Next, the research was conducted as a mixed method phased study that was underpinned by the pragmatist paradigm, and employed a sequenced combination of qualitative followed by quantitative inquiry (Morgan, 1998). The first phase used a mini-ethnography to identify and describe the components of workplace culture in an OR in relation to their potential impact on nurses ability to adapt in this culture. A triangulated approach was used involving participant observation, a reflective journal, field notes and interviews. This phase revealed that competence, knowledge, collaboration, peer support and the ability to manage challenges were central components of OR workplace culture. From these categories, three themes were abstracted and subsequently developed into constructs that were measured and validated in the larger second phase. The second phase used a predictive correlation survey to describe empirically the relationship between resilience and its hypothesised predictors in a systematic random national sample of nurses who were members of the Australian College of Operating Room Nurses (ACORN), and a combined sample of hospital nurses purposively drawn from two similar hospital sites. The survey included scales measuring perceived competence, collaboration, managing stress, self-efficacy, hope, coping, and resilience, as well as gathering information about the demographic characteristics of nurse respondents. Out of a total potential sample of 1,730 OR nurses, the overall response rate was 51.7% (n = 896). Differences between the ACORN and hospital samples were found in age, years of experience, education and years of employment; therefore, the national and hospital samples findings were analysed separately. Five independent variables hope, self-efficacy, coping, managing stress and competence predicted resilience in the larger sample of ACORN respondents (n = 772). For the substantially smaller sample of hospital respondents (n = 124), hope, self-efficacy and managing stress predicted resilience. Given that the smaller hospital sample resulted in a similar model, this consistency lends strength and weight to the revised resilience model. Over 60% of the variance in resilience was explained by the independent variables in each model. Given the dearth of literature describing the efficacy of resilience in ameliorating stress in OR contexts, the results of this study have extended the theoretical application of the resilience concept to include a nursing context. There is a need to implement resilience-building strategies that address the culture of the OR, both at the departmental and organisational levels. Strategies that provide a supportive workplace environment in relation to goal-orientation, the provision of stress management and education programs, and strategies that facilitate cultural assimilation may improve resilience, and hence retention and recruitment rates in the OR. The findings of this study support the need for further research not only to test the stability of the proposed model among other groups of nurses but also to explore further predictors of resilience in the OR setting.
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Gillespie, Brigid Mary. "The Predictors of Resilience in Operating Room Nurses". Thesis, Griffith University, 2007. http://hdl.handle.net/10072/365391.
Pełny tekst źródłaStreszczenie:
The nursing workforce has experienced considerable change during the previous decade, resulting in a chronic shortage of nurses. Issues such as economic rationalism, increased workloads, changes in nursing education and the advancing age of the current nursing workforce are the chief contributors to this shortage (Australian Institute of Health & Welfare, 2005b; Buerhaus, Staiger, & Auerbach, 2000b). Operating room (OR) nursing is a primary specialty area that has been especially affected by rising nurse attrition and a reduction in nurse recruitment (Australian College of Operating Room Nurses, 2003; Australian Health Workforce Advisory Committee, 2002). Accordingly, the loss of skilled nurses from the OR specialty compounds the negative effects on morale for those who remain in the environment, as they struggle to provide safe patient care while concomitantly being responsible for the clinical development of neophyte and inexperienced nurses (Australian Health Workforce Advisory Committee, 2002; Arndt, 1998). In the midst of working in the OR environs where the nature of the associated stressors is unique, resilient qualities may assist nurses to meet and overcome these challenges. If there is to be a continued nursing presence in the OR, it is essential that nurses be given the opportunity to develop resilience. At this time when nurse retention rates are continuing to decline steadily, there is a compelling need to identify and describe the relationship between resilience and its predictors in the context of the OR. To date, little is known about predictors of resilience and their potential to ameliorate the effects of workplace stress in the OR. The overall purpose of this study was to identify and describe the predictors of resilience in OR nurses. A literature review and concept analysis of resilience was initially conducted. Hope, self-efficacy, coping and personal characteristics were identified as defining characteristics of resilience. Next, the research was conducted as a mixed method phased study that was underpinned by the pragmatist paradigm, and employed a sequenced combination of qualitative followed by quantitative inquiry (Morgan, 1998). The first phase used a mini-ethnography to identify and describe the components of workplace culture in an OR in relation to their potential impact on nurses’ ability to adapt in this culture. A triangulated approach was used involving participant observation, a reflective journal, field notes and interviews. This phase revealed that competence, knowledge, collaboration, peer support and the ability to manage challenges were central components of OR workplace culture. From these categories, three themes were abstracted and subsequently developed into constructs that were measured and validated in the larger second phase. The second phase used a predictive correlation survey to describe empirically the relationship between resilience and its hypothesised predictors in a systematic random national sample of nurses who were members of the Australian College of Operating Room Nurses (ACORN), and a combined sample of hospital nurses purposively drawn from two similar hospital sites. The survey included scales measuring perceived competence, collaboration, managing stress, self-efficacy, hope, coping, and resilience, as well as gathering information about the demographic characteristics of nurse respondents. Out of a total potential sample of 1,730 OR nurses, the overall response rate was 51.7% (n = 896). Differences between the ACORN and hospital samples were found in age, years of experience, education and years of employment; therefore, the national and hospital samples’ findings were analysed separately. Five independent variables – hope, self-efficacy, coping, managing stress and competence – predicted resilience in the larger sample of ACORN respondents (n = 772). For the substantially smaller sample of hospital respondents (n = 124), hope, self-efficacy and managing stress predicted resilience. Given that the smaller hospital sample resulted in a similar model, this consistency lends strength and weight to the revised resilience model. Over 60% of the variance in resilience was explained by the independent variables in each model. Given the dearth of literature describing the efficacy of resilience in ameliorating stress in OR contexts, the results of this study have extended the theoretical application of the resilience concept to include a nursing context. There is a need to implement resilience-building strategies that address the culture of the OR, both at the departmental and organisational levels. Strategies that provide a supportive workplace environment in relation to goal-orientation, the provision of stress management and education programs, and strategies that facilitate cultural assimilation may improve resilience, and hence retention and recruitment rates in the OR. The findings of this study support the need for further research not only to test the stability of the proposed model among other groups of nurses but also to explore further predictors of resilience in the OR setting.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Nursing and Midwifery
Full Text
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Barber, Jeffrey B. Grimes Richard M. "An analysis of the shortage of registered nurses (RNs) in acute care hospitals in El Paso, Texas /". See options below, 1991. http://proquest.umi.com/pqdweb?did=747428391&sid=2&Fmt=2&clientId=68716&RQT=309&VName=PQD.
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Reid, Mary Beth. "Rural Community Colleges and the Nursing Shortage in Severely Distressed Counties". Thesis, University of North Texas, 2005. https://digital.library.unt.edu/ark:/67531/metadc4838/.
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The United States is in the middle of a gripping nursing shortage; a shortage that is putting patients' lives in danger. This study determined the impact community and tribal colleges in severely economically distressed counties of the United States have on the nursing shortage faced by health care facilities serving these areas. The initial sample of 24 institutions selected in the Ford Foundation's Rural Community College Initiative (RCCI) (1995-2000). Data were collected from the Fall 1998 National Study of Post Secondary Faculty to obtain characteristics of faculty and from the 2003 Integrated Postsecondary Education Data System (IPEDS) to obtain characteristics of students, both at all publicly-controlled community colleges, all tribal colleges, and the 24 RCCI colleges that included 18 community and six tribal colleges. A survey was sent to the directors/deans/chairs of the nursing programs to ascertain issues related to the nursing program, nursing faculty, and nursing students. Respondents were asked to identify the healthcare facilities used for students' clinical experiences. A survey was then sent to each of these facilities asking about rural health, and source of nursing staff. Findings: 1) 87% of these these rural healthcare facilities are experiencing a significant shortage of nurses, and they are challenged to recruit and retain nursing staff; 2) Nursing programs, including both Licensed Practical Nursing and Associate's Degree Nursing are important to these rural community and tribal colleges, have seen growth over the past 5 years and expect to continue growth (86%); 3) Financial aid for nursing students is critically important; 4) Students are predominantly white and female; minorities are significantly under-represented; 5) Lack of subsidized public transportation and child care for nursing students even at tribal colleges are barriers that impact program completion; and 6) A shortage of nursing faculty exists at rural community and tribal colleges that negatively impacts student enrollment in these programs, thus reducing the rural nursing workforce pipeline. It is the rural community and tribal college nursing programs help provide severely economically distressed counties of the United States with the nursing workforce needed to decrease the nurse to patient ratio.
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Björn, Catrine. "Attractive Work : Nurses´ work in operating departments, and factors that make it attractive". Doctoral thesis, Uppsala universitet, Vårdvetenskap, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-266338.
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Background: Previous studies show that nurse retention is one of the most effective strategies to counteract nursing shortages. Few studies have focused on the crucial resource of registered specialist nurses in operating departments. Aim: The overall aim of this thesis was to gain knowledge on registered specialist nurses’ and assistant nurses’ work in operating departments and on what factors they consider to be important for attractive work. Methods: In Study I, operating room nurses were interviewed regarding their perspective on their work. In Studies II and III, specialist registered nurses and assistant nurses at operating departments in a Swedish county council responded to the Attractive Work Questionnaire. Study IV is a case study with interviews, a review of organisational goal documents and data concerning the number of planned, acute and cancelled operations. Findings: The adaption of the Attractive Work Questionnaire for nurses in operating departments was satisfying. The most important factors for attractive work were: Relationship, Leadership and Status. The factors with the largest discrepancies between their important to work attractiveness and their rating at the nurses’ current work were: Salary, Organisation and Physical Work Environment. It was important for nurses to be able to prepare for and be in control of the different work tasks. However, the daily operating schedule guided the nurses’ work, and changes in the schedule, nurse shortages and the design of the premises constituted obstacles to their work. Conclusion: The Attractive Work Questionnaire provided specific information to management on what to focus on to make work attractive. The majority of the identified attractive factors are already known to be of importance in nurse retention; however, factors requiring more investigation are Equipment, Physical Work Environment and Location (of the workplace). Their work prerequisites did not enable the specialist and assistant nurses to reach what they saw as their daily goals. Regularly occurring activities, such as acute and cancelled operations, were interpreted as obstacles to reaching daily goals.
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Au, Yuen-shan, i 區婉珊. "A study on the problem of Hong Kong's nursing shortage: how and why policy makers have failed to tackle it". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2009. http://hub.hku.hk/bib/B46755366.
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Jennings, Sheba. "Student and faculty perceptions of accelerated nursing programs on the nursing shortage in the Mississippi Delta". Diss., Mississippi State : Mississippi State University, 2008. http://library.msstate.edu/etd/show.asp?etd=etd-10312008-151941.
Pełny tekst źródłaKsiążki na temat "Shortage of nurses"
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Royal College of Nursing. Working Group. Shortage of nurses in London. London: the Group, 1987.
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Crumpler, Lois M. The nursing shortage: A bibliography. Monticello, Ill., USA: Vance Bibliographies, 1989.
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New York (State). Legislature. Senate. Higher Education Committee. Subcommittee on Nursing Shortages. New York's nurse shortage crisis. [Albany, NY: The Subcommittee, 2005.
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Miller, Neale. The nursing shortage: Facts, figures, and feelings : research report. Chicago, Ill: American Hospital Association, Division of Nursing, 1987.
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Meltz, Noah M. The shortage of registered nurses: An analysis in a labour market context. Toronto: Registered Nurses' Association of Ontario, 1988.
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Shortage, Connecticut Governor's Task Force on the Nursing. Governor's Task Force on the Nursing Shortage. [Hartford, Conn.?]: The Task Force, 1988.
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James, Buchan. The global shortage of registered nurses: An overview of issues and actions. Geneva, Switzerland: International Council of Nurses, 2004.
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United States. Congress. Senate. Committee on Labor and Human Resources. Nursing Shortage Reduction Act of 1987: Report (to accompany S. 1402). [Washington, D.C.?: U.S. G.P.O., 1987.
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The nursing shortage and the 1990s: Realities and remedies. Kansas City, Mo: American Nurses Association, 1990.
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American Hospital Association. Special Committee on Nursing. Responding to the nursing shortage / report and recommendations of the Special Committee on Nursing. Chicago, Ill: American Hospital Association, 1988.
Znajdź pełny tekst źródłaCzęści książek na temat "Shortage of nurses"
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Bowers, Seleste. "The Complex Nuances of Nurse Manager Leadership". W Research Anthology on Nursing Education and Overcoming Challenges in the Workplace, 330–53. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-9161-1.ch022.
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Hospital organizations are affected by the shortage of nurses across the United States. Hospital organizations must strategically plan to recruit and retain nurses. An average hospital will incur costs between $5.13 million to $7.86 million due to RN turnover. In an outcome-focused healthcare environment, healthcare leaders must consider all perspectives involved in nurse manager leadership. The purpose of this phenomenological study was to describe nurses' lived experiences with nurse manager leadership on medical surgical units in Riverside County, California, USA.
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Bowers, Seleste. "The Complex Nuances of Nurse Manager Leadership". W Handbook of Research on Multidisciplinary Perspectives on Managerial and Leadership Psychology, 424–46. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3811-1.ch021.
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Hospital organizations are affected by the shortage of nurses across the United States. Hospital organizations must strategically plan to recruit and retain nurses. An average hospital will incur costs between $5.13 million to $7.86 million due to RN turnover. In an outcome-focused healthcare environment, healthcare leaders must consider all perspectives involved in nurse manager leadership. The purpose of this phenomenological study was to describe nurses' lived experiences with nurse manager leadership on medical surgical units in Riverside County, California, USA.
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Kernis, Neil. "Reskilling Internationally Educated Nurses". W Examining the Career Development Practices and Experiences of Immigrants, 244–60. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-5811-9.ch012.
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In light of a projected shortage of registered nurses, nurses trained overseas may present a viable solution. However, these nurses will likely need to surmount many obstacles in order to integrate into the profession in the United States. This chapter reviews the barriers faced by internationally trained nurses to entering the nursing profession. Secondly, it argues for the importance of addressing and facilitating personal and professional transitions in helping deskilled nurses as they pursue nursing licensure. In doing so, it will reflect on the researcher's research with internationally educated nurses and their experiences in a National Council Licensure Examination (NCLEX) preparation program. Finally, implications for adult education practitioners who help internationally educated nurses, as well as other deprofessionalized immigrants rebuild their careers in the United States are discussed.
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Hoonakker, Peter, Kerry McGuire i Pascale Carayon. "Sociotechnical Issues of Tele-ICU Technology". W Information and Communication Technologies, Society and Human Beings, 225–40. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-60960-057-0.ch018.
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Intensive care units (ICUs) are highly complex organizations where lives are hanging by a thread. Approximately 400,000 to 500,000 people die each year in American ICUs. The highly complex environment and large responsibilities put a burden on ICU staff including physicians and nurses. Research has shown that ICU physicians and nurses report high levels of workload and burnout that are related to lower quality of care provided to ICU patients and patient safety problems. Furthermore, there is a shortage of ICU personnel. In the past decades, the number of critical care beds has increased while the number of hospitals offering critical care services has decreased. Telemedicine may be one solution to deal with the shortage of ICU personnel. The tele-ICU technology represents the application of telemedicine in ICUs: ICU patients are monitored remotely by physicians and nurses trained in critical care. Recent estimates show that a nurse in the tele-ICU environment can monitor as many as 50 ICU patients in different ICUs, using the most recent telemedicine technology that provides access to patient information as well as video and audio links to patient rooms. The physicians and nurses in the tele-ICU collaborate with the physicians and nurses in the ICUs in what can be considered virtual teams. We know little about how the virtual team characteristics affect communication and trust between the participating members of the team. Furthermore, we know little about how the technological environment of the tele-ICU may affect the physicians and nurses’ workload and possibly burnout, and how this may affect quality of care and patient safety. In this chapter we describe the ICU and tele-ICU from a sociotechnical perspective, and examine how organizational factors may affect the jobs of nurses in the tele-ICU, and possible consequences for quality of work life, quality of care and patient safety.
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Jaffe-Ruiz, Marilyn, Sarah Matulis i Patricia Sayre. "Nursing, Ethics, and Healthcare Policy". W Ethical Issues and Security Monitoring Trends in Global Healthcare, 200–206. IGI Global, 2011. http://dx.doi.org/10.4018/978-1-60960-174-4.ch014.
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This chapter examines and analyzes ethical problems associated with the global nursing shortage, the international recruitment of nurses, and the strategies healthcare systems and governments use to minimize the impact of the nursing shortage within their borders. An argument is made that a more appropriate solution to the U.S. nursing shortage is not to pull from already burdened systems, but rather to recruit and provide financial aid to potential nursing students, especially underrepresented and economically disadvantaged students, from within the United States. Implications for migration, education, and healthcare policy are explored. Resulting challenges for nursing leadership and demands on nursing education are addressed, as well as approaches for addressing the issues of providing safe patient care, a satisfying work environment, and professional development.
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Harp, Jill JoAnn. "The Shortage of Healthcare Workers in the United States". W Advances in Healthcare Information Systems and Administration, 123–38. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-6684-4060-5.ch007.
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This chapter discusses the current state of healthcare workers in the United States and strategies that show promise in mitigating shortages. Although some strategies involve leveraging technology, it is more important to provide students with an adequate science, technology, engineering, and mathematics (STEM) education prior to entering college. This would allow them to excel in the college level science classes needed to become doctors, nurses, mental healthcare professionals, physician assistants, etc., concomitant with mitigating the high attrition observed in these courses. In addition, diversity and inclusion efforts along with the invaluable role of historically black colleges and universities (HBCUs) will also be discussed.
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George, Cinoj, i Feyza Bhatti. "The Sisyphean Task of Nursing: Muscular Roles and Masculine Responsibilities of Malayalee Male Nurses". W Masculinity Studies - An Interdisciplinary Approach [Working Title]. IntechOpen, 2022. http://dx.doi.org/10.5772/intechopen.106276.
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Hospitals all around the world are failing to keep up with demand due to an aging staff and a rising population. India has a severe shortage of nurses and the number of males entering the nursing profession has increased significantly over the last two decades, which shows that Indian men are eager to seek careers in nursing. Their experiences in the profession, however, has not received significant attention. This chapter aims at exploring the work experiences of male nurses in a profession in which workforce is predominantly female. A total of 45 participants from three major cities in Kerala were recruited for the study using a qualitative phenomenological approach. Semistructured face-to-face interviews were used to collect the data and thematic analysis were used. Four key themes were found. Male nurses had individual motivation to choose the profession, but over time, they have become discouraged and disillusioned with it. Male nurses were reticent to advocate nursing to other males because they saw no future in the profession. The study highlights the difficulties that male nurses encounter, and if these difficulties are not addressed, there may be a significant decline in the number of males choosing to pursue careers in nursing.
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Dobrovolny, Jackie, Marianne Horner, Lee Ann Kane, Margaret Miller i Travis Chillemi. "Volunteer Subject Matter Experts (SMEs) on an eLearning Development Project". W Cases on Educational Technology Planning, Design, and Implementation, 274–94. IGI Global, 2013. http://dx.doi.org/10.4018/978-1-4666-4237-9.ch015.
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Representatives from eight different organizations collaborated to develop a self-paced elearning course to teach preceptor skills to staff nurses in various healthcare organizations. The course employed a constructivist theory of learning and simulated many of the conversations and relationships staff nurses experience when performing preceptor responsibilities. Three of the four subject matter experts were volunteers and never compensated financially for their work on the course. The project manager used an iterative instructional design model and a generic project management methodology. The team considers the project a success because the course is complete, albeit two years later than scheduled, and generating a small amount of revenue. Additionally, the team progressed through the four stages of team development, reaching the “performing” stage, and the course is part of an effective three-pronged solution to avert a potential nursing shortage in the state.
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Beck, Deva-Marie, Barbara M. Dossey i Cynda H. Rushton. "Global Activism, Advocacy, and Transformation". W Integrative Nursing, 526–38. Oxford University Press, 2014. http://dx.doi.org/10.1093/med/9780199860739.003.0041.
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In almost every nation, the severe and chronic global nursing shortage continues to threaten the health and well-being of people across the globe. Florence Nightingale’s legacy of activism is closely aligned with integrative nursing and the United Nations Millennium Goals. Together, they lay out a bold agenda that calls nurses to a way of being-doing-knowing that embraces activism, advocacy and transformation. As 21st century Nightingales, our own deep personal and professional integrative nursing mission can continually transform our own lives, thus allowing each of us to become effective catalysts for human health and to sustain our change agency for global transformation.
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Hammond, Kenric W., Charlene R. Weir i Efthimis N. Efthimiadis. "Nursing Documentation in a Mature EHR System". W Nursing and Clinical Informatics, 73–93. IGI Global, 2009. http://dx.doi.org/10.4018/978-1-60566-234-3.ch006.
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Computerized patient care documentation (CPD) is a vital part of a Patient Care Information System (PCIS). Studying CPD in a well-established PCIS is useful because problems of system adoption and startup do not interfere with observations. Factors interfering with optimal nursing use of CPD areparticularly challenging and of great concern, given today’s shortage of nursing manpower. We describe problems and advantages of CPD usage identified by nurses in a series of research interviews. The chief advantages of CPD for nurses found were better accessibility and reliability of patient care documentation. The main disadvantage was an awkward fit between current input technology and nursing workflow. A second disadvantage was difficulty in translating portrayal of the nursing process into readable documentation that is useful to all members of the clinical team. We interpret these findings to show that explicit consideration of nursing workflow constraints and communication processes is necessary for development of effective nursing documentation systems. Some findings point to a PCIS reconfiguration strategy that is feasible in the short term. Other findings suggest the value of considering mobile and team-oriented technologies in future versions of the PCIS.
Streszczenia konferencji na temat "Shortage of nurses"
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Wati Abas, Zoraini, Nafsiah Shamsuddin i Kai Lit Phua. "How Prepared are Malaysian Nurses for Online Distance Learning?" W 2003 Informing Science + IT Education Conference. Informing Science Institute, 2003. http://dx.doi.org/10.28945/2650.
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Malaysia is moving towards a developed country status and it is imperative that the healthcare provided be at a higher standard than it is today. As members of the healthcare team, nurses play an essential role in the provision of healthcare. As such it is timely that nurses’ education be upgraded. As most of them only have a certificate or diploma in nursing, one way to upgrade the nurses is by providing opportunities for a baccalaureate degree. However, due to the shortage of nurses, nurses find it a challenge to enroll in a full-time on-campus programme. One way to help nurses meet the challenge is by providing an online distance learning programme to Malaysian nurses. And, to ensure the success of the online distance learning programme, it was realized that the nursing students need to be adequately prepared for an online learning environment. How much preparation will be determined, among other things, by their prior experience and skill in using technology as well as by their belief and attitude towards online distance learning. A survey was conducted on a cohort group of students during a face-to-face precourse orientation, that is, prior to the start of the online program. The findings of the survey are presented and discussed in the paper and implications for the future are highlighted.
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Hannigan, Bradley Robert John, i Gunjan Choken. "Managing Professional Learning in Aged Residential Care Settings". W 2021 ITP Research Symposium. Unitec ePress, 2022. http://dx.doi.org/10.34074/proc.2205010.
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This research focuses on the management of professional learning and development (PLD) for nursing staff in aged residential care settings from the perspective of clinical managers. The research question was: What strategies and barriers are present in the professional development of nurses in aged healthcare in Whakatū Nelson? This study uses an inductive constructivist strategy to explore this question. Semi-structured interviews were conducted from five participating organisations. All organisations were medium-sized aged-care services in the Nelson Tasman region. Inductive thematic analysis was used to organise and interpret the data to construct findings that provide insight into the experiences of the participating professional leaders. The strategies adopted by clinical managers were found to be PLD and performance management alongside the use of diverse tools to engage nurses in PLD. Shortage of time for managing PLD processes and lack of funding were found to be key barriers experienced by clinical managers in managing PLD for nurses. This paper contributes to the literature on leadership and management in aged-care settings by highlighting the experiences of a group of clinical managers in a small Aotearoa New Zealand city.
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Saadatzi, Mohammad N., Shamsudeen Abubakar, Sumit Kumar Das, M. Hossein Saadatzi i Dan Popa. "Neuroadaptive Controller for Physical Interaction With an Omni-Directional Mobile Nurse Assistant Robot". W ASME 2020 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2020. http://dx.doi.org/10.1115/detc2020-22501.
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Abstract Robot-assisted healthcare could help alleviate the shortage of nursing staff in hospitals and is a potential solution to assist with safe patient handling and mobility. In an attempt to off-load some of the physically-demanding tasks and automate mundane duties of overburdened nurses, we have developed the Adaptive Robotic Nursing Assistant (ARNA), which is a custom-built omnidirectional mobile platform with a 6-DoF robotic manipulator and a force sensitive walking handlebar. In this paper, we present a robot-specific neuroadaptive controller (NAC) for ARNA’s mobile base that employs online learning to estimate the robot’s unknown dynamic model and nonlinearities. This control scheme relies on an inner-loop torque controller and features convergence with Lyapunov stability guarantees. The NAC forces the robot to emulate a mechanical system with prescribed admittance characteristics during patient walking exercises and bed moving tasks. The proposed admittance controller is implemented on a model of the robot in a Gazebo-ROS simulation environment, and its effectiveness is investigated in terms of online learning of robot dynamics as well as sensitivity to payload variations.
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"Remaining Connected with our Graduates: A Pilot Study". W 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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Meraj, Mohammad, Atif Iqbal, Nasser MA Emadi, Prathap Reddy Bhimireddy i Chowdhary Muhammad Enamul Hoque. "Electronic Ventilator for COVID-19 Patient treatment". W Qatar University Annual Research Forum & Exhibition. Qatar University Press, 2020. http://dx.doi.org/10.29117/quarfe.2020.0301.
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In response to expected shortages of ventilators caused by COVID-19 pandemic, globally many organizations and institutes have developed low cost and high rate production ventilators. Many of these ventilators are mechanical type and pneumatic type which are easy to produce but do not have all the necessary control parameters and their options as per the patient requirements. Furthermore, their failure rate is very high and computer interfacing and control is difficult. To address all the drawbacks of the available ventilator, power electronic motor drive based digitally controlled ventilator is designed, developed and tested in the Qatar University Laboratory. It consists of semiconductor switches based inverter driven by the microcontroller to run the BLDC (brushless direct current) motor. All the parameters such as pressure, rate of flow and volume required is successfully tuned and trained to the microcontroller. As per the patient requirement, it can deliver the required amount of the oxygen into the patient’s body and similarly removes the exhaling air from inside. As all the control process is happening by the microcontroller, all the safety, sound and valves can be easily integrated to reduce the risk for the patient. Minimal number of access control buttons are provided to use the developed ventilator so that it can be easily used by all kinds of hospital nurses.
Raporty organizacyjne na temat "Shortage of nurses"
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Karroum, Lama Bou, i Racha Fadlallah. What are the effects of physician-nurse substitution in primary care? SUPPORT, 2017. http://dx.doi.org/10.30846/170514.
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Physician shortage in many countries and demands of high quality and affordable care make physician nurse substitution an appealing workforce strategy.Substitution refers to nurses both performing tasks and taking responsibility for care that formerly would have been performed by physicians.
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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.