A government policy on full-time nursing employment in Ontario, Canada: An evaluation

Baumann, Andrea; Hunsberger, Mabel; Crea‐Arsenio, Mary; Akhtar–Danesh, Noori; Alameddine, Mohamad

doi:10.1016/j.healthpol.2017.07.001

Cited by 8 publications

(6 citation statements)

References 19 publications

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“…The NGG currently offers full-time, mentored support, where new nurses work in supernumerary positions (i.e., above staffing complement) with the aim to secure permanent full-time positions in the organization. A survey of new Ontario nursing graduates between 2007 and 2012 evaluated the policy and compare employment status, retention and perception of clinical proficiency between NGG participants and non-NGG participants (Bauman et al, 2018). A significantly higher portion of the 1375 Registered Nurses (RNs) who had participated in the NGG reported full-time employment status (63%) compared to their counterparts (56%) (Baumann et al, 2018).…”

Section: Conflictmentioning

confidence: 99%

“…A survey of new Ontario nursing graduates between 2007 and 2012 evaluated the policy and compare employment status, retention and perception of clinical proficiency between NGG participants and non-NGG participants (Bauman et al, 2018). A significantly higher portion of the 1375 Registered Nurses (RNs) who had participated in the NGG reported full-time employment status (63%) compared to their counterparts (56%) (Baumann et al, 2018). For those graduated between 2009 and 2012, a higher proportion of RNs who participated in the NGG remained with the same employer as their initial position (73% compared to 59% of the non-NGG participants), and perceived a higher level of clinical competency on scale items rated.…”

Section: Conflictmentioning

confidence: 99%

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New Nurses’ Perceptions on Transition to Practice: A Thematic Analysis

et al. 2022

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Background New nurses’ transition to the workforce is often described as challenging and stressful. Concerns over this transition to practice are well documented, with the hypothesis that transition experiences influence the retention of new nurses in the workforce and profession. Methods In a cross-sectional survey ( N = 217) to assess new nurse transition in the province of Ontario, Canada, an open-ended item was included to solicit specific examples of the transition experience. The comments underwent thematic analysis to identify the facilitators and barriers of transition to practice for new nurses. Results Comments were provided by 196 respondents. Three facilitator themes (supportive teams; feeling accepted, confident, and prepared; new graduate guarantee) and four barrier themes (feeling unprepared; discouraging realities and unsupportive cultures; lacking confidence/feeling unsure; false hope) to new nurse transition emerged. Conclusions Concerns of nursing shortages are heightened in the current COVID-19 pandemic, reinforcing the priority of retaining new nurses in the workforce. The reported themes offer insight into the contribution of a supportive work environment to new nurses’ transition. The recommendations focus on aspects of supportive environments and educational strategies, including final practicums, to assist nursing students’ development of self-efficacy and preparation for the workplace.

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Section: Conflictmentioning

confidence: 99%

Section: Conflictmentioning

confidence: 99%

New Nurses’ Perceptions on Transition to Practice: A Thematic Analysis

et al. 2022

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“…To support the integration of Ontario's new registered nurses into the workforce, Ontario's Ministry of Health and Long-Term Care established the Nursing Graduate Guarantee (NGG) Program in 2007 (Alameddine et al, 2017). Under the terms of this program, the Ontario government funds an employer to hire a new graduate nurse into a temporary full-time supernumerary position (Baumann et al, 2018), ensuring that new graduates remain above staff complement, even in times of staff shortages on their respective units (Ministry of Health and Long-Term Care, 2017). The NGG program provides an extended orientation, typically 6 months in length, a supportive mentoring relationship, and opportunities for full-time employment at the completion of orientation (Baumann et al, 2018;Ministry of Health and Long-Term Care, 2017).…”

Section: Nursing Graduate Guarantee Programmentioning

confidence: 99%

Inadvertent sabotage: the novice nurse experience in caring for patients with a mental illness in medical-surgical settings

Fyke

2023

Preprint

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<p> The purpose of this interpretive phenomenological study was to understand the lived experience of novice nurses in caring for patients with a mental illness within a medical-surgical setting. More specifically, this study explored the experiences of novice nurses who have chosen to work in a medical-surgical setting, but find themselves unexpectedly assigned to a patient whose acute physical illness is complicated by a severe mental illness. A total of seven novice nurses participated in face-to-face interviews. Through data analysis, the overarching theme of inadvertent sabotage emerged. Within this overarching theme, the following four themes illustrated the consequences of this sabotage: (a) “It’s not the care I want to give”, (b) “You can only do so much”, (c) “I am struggling to provide care”, and (d) “We were not given the toolbox”. This study concludes with recommendations for nursing education, research, and health care institutions, to support novice nurses in their endeavors to provide psychiatric care within traditional medical settings. </p>

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“…Compared to the rest of Canada, Ontario has the lowest per-capita healthcare spending rate (20, 21). The province is also facing a nursing shortage, with approximately 23,000 nurses fewer than the national per capita average and many considering leaving the profession entirely (22)(23)(24). These factors, among others, have contributed to the health care crisis in Ontario that has ultimately resulted in over 1,200 vital service closures at public hospitals in 2023 (25,26).…”

Section: Introduction 1backgroundmentioning

confidence: 99%

“I don’t know if I can keep doing this”: a qualitative investigation of surgeon burnout and opportunities for organization-level improvement

McNeill,

Vaillancourt,

Choe

et al. 2024

Front. Public Health

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IntroductionBurnout is a pressing issue within surgical environments, bearing considerable consequences for both patients and surgeons alike. Given its prevalence and the unique contextual factors within academic surgical departments, it is critical that efforts are dedicated to understanding this issue. Moreover, active involvement of surgeons in these investigations is critical to ensure viability and uptake of potential strategies in their local setting. Thus, the purpose of this study was to explore surgeons’ experiences with burnout and identify strategies to mitigate its drivers at the level of the organization.MethodsA qualitative case study was conducted by recruiting surgeons for participation in a cross-sectional survey and semi-structured interviews. Data collected were analyzed using reflexive thematic analysis, which was informed by the Areas of Worklife Model.ResultsOverall, 28 unique surgeons participated in this study; 11 surgeons participated in interviews and 22 provided responses through the survey. Significant contributors to burnout identified included difficulties providing adequate care to patients due to limited resources and time available in academic medical centers and the moral injury associated with these challenges. The inequitable remuneration associated with education, administration, and leadership roles as a result of the Fee-For-Service model, as well as issues of gender inequity and the individualistic culture prevalent in surgical specialties were also described as contributing factors. Participants suggested increasing engagement between hospital leadership and staff to ensure surgeons are able to access resources to care for their patients, reforming payment plans and workplace polities to address issues of inequity, and improving workplace social dynamics as strategies for addressing burnout.DiscussionThe high prevalence and negative sequalae of burnout in surgery necessitates the formation of targeted interventions to address this issue. A collaborative approach to developing interventions to improve burnout among surgeons may lead to feasible and sustainable solutions.

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A government policy on full-time nursing employment in Ontario, Canada: An evaluation

Cited by 8 publications

References 19 publications

New Nurses’ Perceptions on Transition to Practice: A Thematic Analysis

New Nurses’ Perceptions on Transition to Practice: A Thematic Analysis

Inadvertent sabotage: the novice nurse experience in caring for patients with a mental illness in medical-surgical settings

“I don’t know if I can keep doing this”: a qualitative investigation of surgeon burnout and opportunities for organization-level improvement

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