Recruitment Of Nurses Research Articles

Practicum to Practice Program: Improve Nurse Recruitment and Assist Schools of Nursing while Decreasing Length and Cost of Nurse Onboarding

An innovative pre-hire clinical placement program offers nursing students an opportunity to select a 1:1 senior practicum placement and accept their first job as a registered nurse on that same unit, prior to the start of the final semester practicum course of an entry-to-practice nursing program. This placement program provides a competitive recruiting strategy for a regional health system, a desired level of autonomy for nursing students, decreased orientation costs, assistance to schools of nursing by offering senior practicum sites, and increased recruitment of new graduate nurses during a critical nursing shortage in the United States.

Challenges of Novice Nurse Educators’ Transition from Clinical Practice to Academia in Ghana: A Qualitative Study

Background: The recruitment of experienced clinical nurses into vacant faculty positions is a global strategy for preparing, employing, and retaining competent nurse educators. As clinical nurses transition to academia, many struggle with unique challenges that affect their adaptation to the academic setting. Thus, understanding novice nurse educators’ transitional challenges is critical to addressing this threat. Aim: This study aimed to explore the challenges of novice nurse educators’ transition from clinical practice to academia in Ghana. Methods: A descriptive qualitative study design was employed for this study. A purposive sampling technique was used to recruit 12 novice nurse educators from three health training institutions in the Upper East Region of Ghana. A semi-structured interview guide was used to collect data through in-depth individual interviews. The interviews were audio-recorded, transcribed verbatim, and thematically analyzed. Results: Four themes emerged: poor administrative support, poor preparation, increased workload and stress, and role ambiguity. Novice nurse educators lacked formal orientation, formal mentorship, formal education in teaching, and post-graduate education. Novices were also challenged by increased workload and role ambiguity. Conclusion: Supporting novice nurse educators' transition from clinical practice would be better served by college administrators’ creation and implementation of formal orientation and mentorship programs.

How do hospitals deal with nursing shortages? Insights from the northern German-Dutch border region

Abstract Background In many countries, hospitals are confronted with nursing shortages. So are hospitals in Germany and the Netherlands as neighboring countries with dire consequences for the hospital. Simultaneously, competition for nurses is high, and hospitals are looking for innovative measures to deal with nursing shortages. This study examines how nursing shortages affect hospitals in the Northern German-Dutch border region and what strategies they use to attract and retain nurses. Methods A sequential mixed-methods study with n = 55 key informants (e.g., nursing directors or human resources managers) from hospitals in the northern German-Dutch border region was conducted. Data was collected by questionnaire followed by qualitative interviews from April to August 2023. The survey data was analyzed descriptively and the interview data via content analysis. To integrate the qualitative and quantitative results, joint displays were used. The quantitative and preliminary qualitative results will be presented at the conference. Preliminary results First descriptive results indicate that nursing shortages are associated with an increase in overtime, a rise in sick leave and a worsening of the working climate. Preliminary data suggests that recruiting via personal contacts and via social media is seen as an effective recruitment measure to tackle nurse shortages. However, cross-border recruitment of Dutch or German nurses is hardly used by the hospitals. To retain nurses, the interviewed key informants pointed out the importance of flexible working hours, professional development, and a good working climate. Conclusions As nurse shortages affect nurses and patient care in hospitals likewise, hospitals are forced to invest in positive and healthy workplaces to attract and retain nurses. The study therefore supports hospitals in the northern German-Dutch border region in sharing best practices and is a starting point to encourage hospitals in exchanging ideas across the border. Key messages • Cross-border comparison of nurse shortages shows that Dutch and German hospitals face similar challenges. • Potential for addressing the nursing shortage arises from cross-border recruitment of German or Dutch nurses.

Dental practice workforce challenges in rural England: survey into recruitment and retention in Devon and Cornwall.

Introduction Devon and Cornwall have been identified as 'dental deserts' with limited NHS dental access and high levels of oral health inequality. Challenges around recruitment and retention of the dental workforce have been acknowledged as an important contributory factor.Aims The aim of this research was to explore the experiences of dental practices within Devon and Cornwall in relation to recruitment and retention of the dental workforce.Method A self-administered, online questionnaire was used to explore various aspects of workforce recruitment and retention. The questionnaire included categorical rating scale and free-text question formats providing quantitative and qualitative data.Results In total, 106 dental practices responded to the survey, providing a response rate of 36%. The vast majority of respondents (94%) considered recruitment and retention to be a major barrier to delivering NHS services. Additionally, 77% of practices had a current staff vacancy, 57% had a dentist vacancy and 48% had a vacancy for dental nurses. Thematic analysis led to identification of four main themes which were considered to influence recruitment and retention: NHS system; economic challenges; logistics; and support networks.Conclusion A large number of dental practices in Devon and Cornwall are failing to operate at capacity due to workforce shortages, which is affecting access to services in both NHS and private practices. Recruitment and retention of dentists and dental nurses appears to be the most challenging factor, with NHS practices affected more than the private sector.

The employment, retention and exit of publicly employed nurses in New Brunswick, Canada: An analysis using linked administrative data

ObjectivesAs in many jurisdictions, New Brunswick (Canada) is facing an acute and continuing shortage of registered nurses as recruitment fails to keep pace with retirements and resignations. The purpose of this retrospective study is to analyze the recruitment, retention and exit decisions of nurses in the NB public health system.
 MethodsThe analysis will use a unique linked administrative data set that combines individual-level nurse employment data, immigration landing records, university graduation data and Medicare health insurance registry data on all publicly employed registered nurses in NB as well as individuals who graduated from a University nursing program in NB and immigrants to NB who previously trained as nurses in their home country. Data are provided by multiple government departments and are accessed through the NB Institute for Research, Data and Training. The analysis will include both descriptive statistics and econometric methods appropriate to the particular outcome of interest.
 ResultsThe analysis will present results on four dimensions of nursing employment. The first is transitions from nursing programs in NB universities into employment in the NB public health system. The second is transitions of internationally educated nurses into employment as nurses in the NB public system and the timing of those transitions, which will reflect the process of credential evaluation, training and licensure. The third is exits from employment in the public health system, with consideration of both retirement and pre-retirement departures. The fourth is mobility decisions of those nurses exiting employment and whether they remain in the province after leaving employment. The potential effects of a range of demographic, geographic and health system level factors on these outcomes will be considered.
 ConclusionAnalysis of entry to and exit from nursing employment in NB and factors associated with those dynamics will be vital for health resource planning for a province dealing with growing labour shortages. The unique nature of the linked data will also generate important insights for other jurisdictions facing similar challenges.

Recruiting Nurse Participants in Ambulatory Care Nursing Research.

Patient care needs in ambulatory care (AC) settings continue to grow and evolve in the United States, with commensurate growth of nursing responsibilities in AC. Conducting research on the nursing workforce and nursing practice is essential to understanding and meeting the needs of nurses and patients in this setting. However, the structures and characteristics of AC settings pose challenges for conducting research on AC nursing practice. This article explains unique barriers to participation in research for nurses in AC, describes recruitment challenges for nurse researchers in AC, and provides strategies to increase recruitment of nurses for AC research. Researchers in AC must find ways to recruit representative participant samples, be clear and precise in defining terms, and report robust demographic information about participants and their practice settings.

Experiences lived by international nurses concerning professional integration and interpersonal relationships in the workplace: qualitative research

PurposeThe recruitment of international nurses has been used for a long time to address the global nurse shortage. In 2012, the employment of international nurses was released in Turkey. Cultural differences can hinder interpersonal relationships, and fostering strong interpersonal relationships among nurses in the workplace is known to have a positive impact on productivity, job satisfaction and the quality of care provided. This study aims to explore the lived experiences and perceptions of international nurses working in Turkey regarding their professional integration and interpersonal relationships in the workplace.Design/methodology/approachIt is a qualitative descriptive study. Face-to-face interviews were conducted with 19 international nurses using a semi-structured form. Data were analyzed using thematic analysis.FindingsData were presented into two themes: (1) Interpersonal relationships in the workplace and (2) Professional integration. Participants reported positive and negative experiences regarding interpersonal relationships in the work environment, such as warm and supportive approaches, or exclusionary and discriminatory behaviors. The existence of different nursing practices, positive and negative factors concerning orientation programs and the gain of experience and professional satisfaction were mentioned by the participants.Originality/valueThis is the first study to explore the lived experiences and perceptions of international nurses working in Turkey. The study highlights the unique needs and challenges faced by international nurses during workplace adaptation and provides practical recommendations to facilitate interpersonal relationships in the workplace and other aspects related to professional integration from hiring to the end of the adaptation period.

Sexual Assault Nurse Examiner (SANE) program: Long-term impact on confidence and attitudes on SANE trainees

Aim/ObjectiveThe current study examined the long-term impact of SANE programming on the confidence of SANE trainees and on their attitudes toward the SANE role after obtaining SANE certification. BackgroundNationally, sexual assault examiners (SANEs) are in short supply. However, the shortage of SANE nurses takes on a special meaning in the medically underserved United States– Mexico border region where human trafficking is seen as a threat in the region and sexual assaults may be less likely to be reported. In recent years, SANE training programs have established across the country to address the shortage of SANEs. Although positive outcomes have been reported among SANE training programs, the long-term outcomes of programming for trainees are not known. DesignA descriptive longitudinal study with repeated measures was conducted. MethodA total of N = 66 registered nurses who had more than 2 years of nursing work experience were recruited to participate in a SANE training program. The current study included only n = 27 participants who completed the questionnaire at 3 points (Time 1) baseline, (Time 2) 6 months after SANE certification, and at (Time 3) 12 months after SANE certification. General linear modeling and repeated measures analysis of variance were used to analyze the data. Type 1 error was set at p = 0.10. An original 43-item questionnaire was developed to measure the SANE trainees’ confidence and their attitudes toward the SANE role. ResultsInitially, an increased sense of self-confidence was found among trainees at least six months after completing SANE certification; however, this slowly diminished after one year. Likewise, attitudes toward the SANE role deteriorated six months after obtaining SANE certification. ConclusionLack of support and infrastructure to integrate SANE into the wider medico-legal community could explain the diminishing confidence and attitudes of SANE toward the role. The findings of this study have implications for the establishment of support infrastructures in the workplace and community to enhance the recruitment of nurses in SANE programs, the retention of SANEs in the workforce, the sustainability of SANE programs in underserved communities, and the establishment of protocols to integrate SANEs into sexual assault response teams (SARTs), especially in medically underserved US–Mexico border regions.

Construction of an evaluation index system of core competencies for critical care blood purification nurses in China: A Delphi study

AimThe purpose of this study was to construct a core competencies evaluation index system for critical care blood purification nurses in China. BackgroundWhile nursing is an integral part of critical care blood purification treatment, there are no established indicators to evaluate the core competencies of critical care blood purification nurses. DesignA Delphi study. MethodsAn initial draft of the competencies evaluation index system for critical care blood purification nurses was developed through a literature review and semi-structured interviews. From February 2023 to March 2023, a two-round Delphi survey was conducted to consult with 18 experts in the field of critical care blood purification from eight provinces in China to rate the importance of each item and propose modifications to the evaluation index system. ResultsThe effective questionnaire recovery rates in two rounds of expert consultation were 94.4 % and 94.1 % and the average expert authority coefficients were 0.88 in both rounds. The core competencies evaluation index system of critical care blood purification nurses consisted of 39 items in five domains, namely theoretical knowledge, practical skills, professional development capability, critical thinking ability and personal qualities and attributes. The Kendall’s W coefficients for the first- and second-level indicators were.21 and.20 in the first round and.23 and.25, respectively, in the second round of consultations (p < .01). ConclusionThe core competencies evaluation index system of critical care blood purification nurses is scientific and reliable and can provide references for the recruitment, training and management of critical care blood purification nurses.

Cross-sectional study on the availability of essential medicines at public health facilities in Jur River County, South Sudan

Introduction: The availability of essential medicines in health facilities in Jur River County (JRC), South Sudan, is below expectations. This is despite the requirement that all citizens should be provided with adequate quality health care services. The objective of the study was to assess the availability of essential medicines and inventory management practices in JRC.Method: This was a cross sectional study conducted in 31 of the 51 health facilities in JRC. These were 23 primary health care units (PHCUs) and eight primary health care centres (PHCCs). Data were collected using a structured questionnaire, logistics management information system (LMIS) data reports and checklist forms. All the completed checklists and questionnaires were analysed using IBM SPSS statistics version 20.0 and LMIS data was analysed using excel spreadsheet.Results: The main findings were stockouts and overstocking of essential medicines, low skilled health workers (HWs) and ineffective rotation of medicines in the health facilities. From January – August 2021, the stockouts of essential medicines in PHCUs and PHCCs were 44% and 34% respectively, whereas the incidences of over stockings were 22% and 31% respectively. Almost all (97%) of the health facilities kept records of essential medicines, revealing stockouts of 90.3% on the day of the visit. Of the 31 HWs interviewed 23 (74.9%) were community health workers (CHWs), four (12.9%) nurses and four (12.9%) pharmacy technicians; most (87.1%) had attained secondary education.Conclusion: The quantities of essential medicines were inadequate and able to cover only two months. The major reasons were inadequate supply of essential medicines; recruitment of CHWs and nurses, instead of pharmacy technicians in the management of supplies; ineffective rotation of medicines within and other health facilities. More research is needed on the factors affecting the availability of medicines at the health facilities in JRC.

Exploring the competencies of operating room nurses in mobile surgical teams based on the Onion Model: a qualitative study

BackgroundWith the frequent occurrence of public health emergencies, conflicts and natural disasters around the world, mobile surgical teams are becoming more crucial. The competency of the operating room (OR) nurse has a substantial impact on the effectiveness and quality of the surgical team’s treatment, still there is limited knowledge about OR nurse competencies in mobile surgical teams. This study aimed to explore the competencies of OR nurses in mobile surgical teams based on the Onion Model.MethodsWe conducted a qualitative descriptive study of participants from 10 mobile surgical teams in 2022. Twenty-one surgical team members were interviewed, including 15 OR nurses, four surgeons, and two anesthesiologists. Data were collected through semi-structured interviews. The data were analyzed using Mayring’s content analysis.ResultsTwenty-eight competencies were found in the data analysis, which were grouped into four major domains using the Onion Model. From the outer layer to the inner layer were knowledge and skills, professional abilities, professional quality, and personal traits. The qualitative data revealed several novel competencies, including triage knowledge, self and mutual medical aid, outdoor survival skills, and sense of discipline.ConclusionsThe application of the Onion Model promotes the understanding of competency and strengthens the theoretical foundations of this study. New competencies can enrich the content of the competencies of OR nurses. The results of this study can be used for clinical recruitment, evaluation and training of OR nurses in mobile surgical teams. This study encourages further research to develop competency assessment tools and training programs for OR nurses.

Factors influencing the transition of foreign-educated nurses to the US healthcare setting: A systematic review.

This literature review examined the impact of the orientation or onboarding programs on the transition of foreign-educated nurses to a US healthcare setting and factors influencing their transition. Recruitment of foreign-educated nurses has been a solution to the ongoing nursing workforce shortage in the United States. However, they face various challenges in their transition to employment in the United States. Adequate orientation and continued support are needed for the successful transition of foreign-educated nurses. A systematic literature search was conducted in 2022 across PubMed, CINAHL, Academic Search Complete, Google Scholar, and MEDLINE databases. This review selected only articles published between 2015 and 2022 in English that addressed foreign-educated nurses' transition issues in US healthcare settings. The review followed the Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines. The quality of the articles was appraised using the John Hopkins Evidence-based Practice tool. This review of 14 articles revealed that the quality of orientation and organizational support were positively associated with foreign-educated nurses' job satisfaction and turnover. Factors influencing foreign-educated nurses' transition included peer support, job assignment and workload, credentialing, communication and cultural adjustment, psychological factors, safety perceptions, work environment, and coping strategies. There was a lack of literature that evaluated orientation or onboarding programs for foreign-educated nurses. Further research is needed to explore the effectiveness of supportive programs in promoting their smooth transition. Efficient onboarding or orientation programs and policies for foreign-educated nurses are crucial, considering the factors influencing their transition. Good programs and policies that prioritize the support, integration, and professional development of FENs will help maximize their contributions to health care.

529-P: A Tale of Two States—Lessons Learned from Diabetes in School Health (DiSH) Telementoring Collaborative Sessions

School nurses are central to the health of children with diabetes (DM). In two states, a novel telementoring program, Diabetes in School Health (DiSH), was designed to support DM education for school nurses. Aims were to increase school nurse knowledge &amp; comfort with routine DM care, and to build a network for sharing experiences &amp; challenges with DM care. Sessions include brief didactic presentations followed by practical discussion and sharing of scenarios to collaborate and learn strategies to improve DM care. Recruitment of school nurses was via email. DiSH sessions started in Jan 2020 (WI) &amp; Apr 2021 (WA) and are ongoing. This study reviewed the first 3 years of data from 25 DiSH-WI &amp; 16 DiSH-WA sessions. Session attendance: mean 58 WI &amp; 108 WA school health personnel, mostly nurses. Qualitative data included highlights from sessions’ didactics and discussions. In both WI and WA, recurrent themes included importance of communication, building relationships, and meeting students where they are. Table 1 reports challenges shared and lessons learned. Regional differences include applying regulations governing care in school. DiSH, a novel format for DM education of school nurses, provides a platform for locally relevant discussion of complex yet practical themes, which can be difficult to address in traditional educational modules. Dissemination of DiSH programs to other states is underway. Disclosure A.J.Pollock: None. W.N.Beaton: None. B.A.Burgess: None. K.B.Eitel: None. S.Logel: None. L.J.Ondeck: None. E.Sundberg: None.

Women's health nurses' experiences of menopause: Considerations for nurse leaders.

Women's health nurses' experiences of menopause: Considerations for nurse leaders.

Organizational and Institutional Initiatives for the Recruitment, Retention, and Advancement of Black Nurses in the Canadian Healthcare System: A Rapid Review Protocol

Introduction: In response to protests for racial justice, several organizations and institutions have made public declarations denouncing anti-Black racism. One prominent sector emphasizing their commitment to addressing anti-Black racism is health care—more specifically, nursing. To address anti-Black racism, many Canadian organizations and institutions have announced initiatives to recruit, retain, and support the advancement of Black nurses. Our team is interested in charting these initiatives to inform future policy and program decisions related to the recruitment, retention, and advancement of Black nurses. Objective: The objective of this review is to identify and chart evidence of organizational and institutional initiatives related to the recruitment, retention, and advancement of Black nurses in Canada. Inclusion criteria: This rapid review will include sources focused on Black nurses in Canada. Further, this review is focused on the organizational or institutional initiatives that support or facilitate aspects of recruitment, retention, or advancement of Black nurses in the workforce in Canada. Methods: A comprehensive search, developed in collaboration with a library scientist, will be used to locate peer-reviewed and grey literature from select databases and repositories. Databases will be searched from time of inception, and language will be restricted to English and French sources. Title and abstract screening as well as full-text review will each be completed by two independent reviewers. Sources will be included if they meet the inclusion criteria for the population, concept, and context. Data will be extracted by two reviewers using an extraction tool. Data will be reviewed and consolidated before being presented narratively and visually.Protocol Registration: The protocol has been registered with Open Science Framework (OSF) on March 1st, 2023.

Recruitment and retention in dental nursing

Recruitment and retention in dental nursing

Global best practices in recruiting and retaining healthcare workers in rural areas (literature review)

A significant issue for global healthcare is recruitment and retention of doctors and nurses, especially in rural areas. It threatens continuity and accessibility of medical care for a large segment of the population.The aim of this article was to summarize currently available data on healthcare recruitment practices, particularly in rural areas, and key factors influencing retention of healthcare professionals. This will allow to develop evidencebased strategies for recruitment and retention of healthcare workers in the Russian Federation and reduce personnel shortage. International and Russian full-text articles were searched for in PubMed, ScienceDirect, Cochrane Library, Google Scholar, and eLibrary databases.All the studied factors influencing recruitment and retention of healthcare professionals in rural areas were grouped into four main categories: financial, social, professional, and personal. Modern healthcare recruitment strategies were divided into three groups: financial, organizational, and instructional.The review results suggest that the Russian Federation uses the majority of global strategies to recruit and retain healthcare professionals in rural areas. However, there are some activities that have not been adopted in our country. They may be included in healthcare management practices to increase the effectiveness of regional programs for development of human capital in healthcare.

Pelaksanaan Fungsi Staffing Kepala Ruang

This study aims to describe the function of the staffing head of the room in the COVID-19 isolation room. The method used is a qualitative case study. The survey results obtained two main themes: proposing additional staff and carrying out arrangements for variations in team composition, duty schedules, and division of tasks into patient rooms and nurse stations. In conclusion, the head of the room carries out the staffing function in the COVID-19 isolation room, including staff recruitment, scheduling, and assignment of nurses. The charge of the room carries out staff recruitment by proposing additional nurses. The schedule setting is adjusted to the conditions and the number of nurses available, making it easier to arrange a guard schedule. The division of tasks is distinguished between nurses caring for patients and nurses at the nurse station.&#x0D; Keywords: Head of Room, COVID-19 Isolation Room, Staffing

Tracks to Postgraduate Rural Practice: Longitudinal Qualitative Follow-Up of Nursing Students Who Undertook a Rural Placement in Western Australia

The nursing workforce is the backbone of healthcare provision in rural and remote Australia. Introducing student nurses to rural clinical placements is one strategy used to address the shortfall of healthcare workers outside of major cities, with the goal of improving the training, recruitment and retention of nurses in rural areas. The aim of this qualitative, longitudinal study was to better understand personal and professional decision-making around rural nursing practice intentions and subsequent rural employment and retention. The study methodology consisted of repeated semi-structured interviews with student nurses who had completed at least one rural placement and following them on their journey to becoming graduate nurses over a 6-year period. Thematic longitudinal analysis was undertaken, with three main themes developing, each with further subthemes: (1) participants' satisfaction with rural placements; (2) their challenges with gaining employment; and (3) considerations regarding 'going rural' for work. The participants engaged in both prospective and retrospective reflection around several professional, personal, and wider systemic barriers and enablers to rural practice, which are discussed in detail in this paper. The insights from this longitudinal study have the potential to assist the development of a sustainable rural nursing workforce through informing rural workforce programs, strategies and policies.

Internationally educated nurses' role in climate change: sustainability and mitigation practices.

There are three related factors affecting climate change and its relationship to the migration of IENs: 1) corporate social responsibility; 2) the code of ethics for nurses; and 3) nursing education. As the highest producer of carbon dioxide emissions, the Global North especially the Nordic Region must also consider its climate change responsibilities when recruiting nurses from the Global South. The aim of this article is to discuss the factors affecting climate change and its relationship to the migration of IENs, as well as possible solutions to mitigate its impact. Climate change is impacted indirectly by the movement of internationally educated nurses (IENs). The Nordic countries need to consider checking climate change measures in the sustainability plans for recruitment companies when approving permits allowing the recruitment of nurses. Policymakers and decision-makers need to consider climate change and GHG emissions factors when collaborating with recruitment agencies to recruit IENs from the Global South. International nurse recruitment policies must be ethical, economically sustainable, and planet-centered.