“A wealth of knowledge”: A survey of the employment experiences of older nurses and midwives in the NHS

Wray, Jane; Aspland, Jo; Gibson, Helen; Stimpson, Anne; Watson, Roger

doi:10.1016/j.ijnurstu.2008.07.008

Cited by 49 publications

(40 citation statements)

References 16 publications

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“…Within the acute care hospital sector, factors that impact nurses' intention to leave are: workload, role recognition, work shift duration, career structures, satisfaction with job and organization (Lucas, 1999;Coomber and Barriball, 2007;Wray et al, 2009). Ribelin (2003) notes that nurses leave their supervisor; they do not leave their organization: hence the quality of LMX is a key antecedent on the nurses' decision to leave.…”

Section: Intention To Turnovermentioning

confidence: 99%

Leader–member exchange, affective commitment, engagement, wellbeing, and intention to leave: public versus private sector Italian nurses

Trinchero¹,

Borgonovi²,

Farr‐Wharton³

2014

Public Money & Management

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Section: Intention To Turnovermentioning

confidence: 99%

Leader–member exchange, affective commitment, engagement, wellbeing, and intention to leave: public versus private sector Italian nurses

Trinchero¹,

Borgonovi²,

Farr‐Wharton³

2014

Public Money & Management

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“…Shortages of midwives and other health professionals have been and remain an international concern(World Health Organisation (WHO) 2006, Hirosawa 1968, Karkinen 1974, Burslem 1979, Wray et al 2009, Sullivan et al 2011, complicated by problems associated with effective deployment in terms of geography, time and skill-sets in some parts of the world (Buchan 2011). A quality midwifery service is central to the United Nation's (2007) millennium development goals to reduce maternal, newborn and infant mortality and morbidity worldwide.…”

Section: Introductionmentioning

confidence: 99%

The challenges facing midwifery educators in sustaining a future education workforce

Albarran

Rosser

2014

Midwifery

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283 wordsBackground:National and international trends have identified concerns over the ability of health and social care workforces in meeting the needs of service users. Attention has increasingly been drawn to problems of recruiting and retaining professionals within higher education, however data in relation to the midwifery profession is scant. AimTo examine the perceptions and experiences of midwifery educators, in south-west England, about the challenges facing them sustaining the education workforce of the future. DesignA mixed methodology approach was adopted involving heads of midwifery education and midwife educators Methodology Midwifery participants were recruited from three higher education institutions in South West England. Data collection comprised of self-administered questionnaires plus individual qualitative interviews with heads of midwifery education (n=3), and tape recorded focus groups with midwife academics (n=19). Numerical data were analysed using descriptive statistics. Textual data were analysed for themes that represented the experiences and perspectives of participants. Ethics approval was granted by one University Ethics committee. FindingsDemographic data suggests that within south-west England, there is a clear ageing population and few in possession of a doctorate within midwifery. The six identified sub-themes represented in the data describe challenges and tensions that midwifery academics experienced in their efforts to attract new recruits and retain those in 2 post in a highly changing educational environment which demands more from a contracting workforce. Conclusion and implications for practiceThere remain some serious challenges facing midwifery educators in sustaining the future education workforce, which if unresolved may jeopardise standards of education and quality of care women receive. Active succession planning and more radical approaches that embrace flexible careers will enable educational workforce to be sustained and by a clinically credible and scholarly orientated midwifery workforce.

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“…This may be due to these nurses' circumstances changing, with emotional, physical and financial stress [92]. They are required to meet new challenges in their lives: increased pressures from changes in family dynamics [93]; health problems and reduced stamina associated with the ageing process [94][95][96]; the pace of changes in new technology in the workplace [95]; age discrimination and managers who fail to value their experience [94,95].…”

Section: Discussion Of Results In Relation To Compassion Fatiguementioning

confidence: 99%

An investigation into compassion fatigue and self-compassion in acute medical care hospital nurses: a mixed methods study

Upton

2018

J of Compassionate Health Care

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Background: In the acute medical care hospital setting, nursing the sick and dying is both physically and emotionally demanding, making acute medical care hospital nurses more vulnerable to Compassion Fatigue (CF) or Secondary Traumatic Stress (STS). If not addressed in its earliest stages, CF can adversely change the caregiver's ability to provide compassionate care. It has been shown that Self-Compassion (SC) can be beneficial for the caregiver, with corresponding benefits for the individual needing care. However, the relationship of this attribute to CF in the acute medical care hospital nursing setting has not been intensively studied. This study explores the environmental and psychosocial factors affecting the prevalence and levels of CF in acute medical care hospital nursing staff and whether SC can be used as a coping strategy that enables nurses to mitigate the prevalence and levels of CF. Methods: Using a mixed-methods study design, acute medical care hospital nurses were surveyed using a demographic/ work-related questionnaire, the Secondary Traumatic Stress Scale (used to measure CF), the Self-Compassion Scale, questions requiring a narrative written response and semi-structured informal interviews. One-way ANOVA was conducted to explore the impact of work-related and demographic characteristics on levels of SC and CF. Pearson correlation co-efficient (r value) was used to explore the relationship between CF and SC and lastly, multiple regression was used to discover whether a predictive relationship existed between SC and CF. The interviews were recorded, transcribed verbatim and subjected to thematic analysis.

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“A wealth of knowledge”: A survey of the employment experiences of older nurses and midwives in the NHS

Cited by 49 publications

References 16 publications

Leader–member exchange, affective commitment, engagement, wellbeing, and intention to leave: public versus private sector Italian nurses

Leader–member exchange, affective commitment, engagement, wellbeing, and intention to leave: public versus private sector Italian nurses

The challenges facing midwifery educators in sustaining a future education workforce

An investigation into compassion fatigue and self-compassion in acute medical care hospital nurses: a mixed methods study

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