Evaluation of a nursing and midwifery exchange between rural and metropolitan hospitals: A mixed methods study

Byrne, Amy‐Louise; Harvey, Clare; Chamberlain, Diane; Baldwin, Adele; Wood, Elspeth

doi:10.1371/journal.pone.0234184

Cited by 6 publications

(5 citation statements)

References 45 publications

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“…However, developing appropriate strategies for midwives, particularly in the context of low- and middle-income countries, first requires an understanding of the influencing factors that have been addressed in the present study. For example, exchange programmes for midwives and other health professionals from urban to rural areas and vice versa, a have been introduced in other settings [ 42 , 43 ], may not be a welcome strategy in the present case, as working and personal conditions are so harsh.…”

Section: Discussionmentioning

confidence: 99%

Perceptions, Motivations, and Empowerment Strategies of Midwives in Rural and Remote Areas of Northern Morocco

Louazi

Frías-Osuna²,

López‐Martínez³

et al. 2022

IJERPH

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The shortage of midwives is a problem in rural and remote areas. This is mainly the consequence of job insecurity and difficult living conditions. The present study aimed to identify and analyse the perceptions and motivations of midwives in rural and remote areas of northern Morocco on the quality of their working life and the motivational factors and empowerment strategies they use to maintain and develop their work. It is a qualitative study that follows Van Manen’s hermeneutic phenomenology approach. Three focus groups and in-depth interviews were conducted with 15 midwives from rural and remote areas. The results indicate that midwives in rural and remote areas have a negative perception of the quality of the work and their personal life because of the scarcity of basic resources, unfavourable working conditions, and the personal sacrifices they have to make to support themselves. However, some factors favour their efforts. Therefore, there is a need to promote intersectoral policies that focus on improving material and human resources, as well as the working and personal conditions of midwives and the factors that support and empower them.

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Section: Discussionmentioning

confidence: 99%

Perceptions, Motivations, and Empowerment Strategies of Midwives in Rural and Remote Areas of Northern Morocco

Louazi

Frías-Osuna²,

López‐Martínez³

et al. 2022

IJERPH

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“…Self-efficacy is an element of empowerment, and competence of new graduate nurses is positively associated with empowerment, signifying that new graduate nurses with higher selfefficacy demonstrate greater levels of competence (Numminen et al, 2015). Conversely, job dissatisfaction can cause emotional exhaustion and a lack of self-efficacy, which can precipitate feelings of burnout and cognitive dissonance (Byrne et al, 2020). A qualitative Canadian study by Waddell et al (2015) suggested that self-efficacy can have a significant influence on new graduate nurses' satisfaction with their job and career, as well as turnover.…”

Section: Empirical Literature About Self-efficacymentioning

confidence: 99%

“…Studies have suggested that leadership and management could also be associated with new graduate nurse retention. Support from nurse managers has been noted to help ease new graduate nurses' transition to practice by helping them to navigate their transition to practice, providing support, creating healthy work environments, discouraging negative workplace behaviours, establishing anti-bullying policies, and exhibiting authentic leadership behaviours (Boamah & Laschinger, 2015;Byrne et al, 2020;Fallatah et al, 2017;Flinkman & Salanterä, 2015;. Fallatah et al (2017) indicate that when nurse managers are authentic leaders, they promote new graduate nurses' intention to stay in their position by helping them to identify with their organization and their leader.…”

Section: Supportive Work Environmentsmentioning

confidence: 99%

The Implications of Nurse Mentorship on New Graduate Nurses’ Outcomes

Pullano

2024

Preprint

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<p>The COVID-19 pandemic has magnified the growing issue of nurse turnover, especially among new graduate nurses (NGNs). The purpose of this study was to describe, compare, and examine the mentorship relationships of NGNs in Ontario across multiple healthcare settings, and to investigate the relationships between mentorship quality (MQ), occupational coping self-efficacy (OCSE), and turnover intention (TI). A descriptive cross-sectional design was utilized with a sample of 128 NGNs employed in long-term care, community care, and hospital settings </p> <p>The COVID-19 pandemic has magnified the growing issue of nurse turnover, especially among new graduate nurses (NGNs). The purpose of this study was to describe, compare, and examine the mentorship relationships of NGNs in Ontario across multiple healthcare settings, and to investigate the relationships between mentorship quality (MQ), occupational coping self-efficacy (OCSE), and turnover intention (TI). A descriptive cross-sectional design was utilized with a sample of 128 NGNs employed in long-term care, community care, and hospital settings. Data collected using an online survey were analyzed using SPSS version 27. The PROCESS macro was used to test a hypothesized mediation relationship between MQ and TI through OCSE. MQ was found to be the most statistically significant predictor of both OCSE and TI, with no significant mediation effect found. Managers, educators, and policymakers should develop strategies to optimize NGNs’ access to high-quality mentorship experiences, to mitigate negative outcomes associated with NGN turnover.. Data collected using an online survey were analyzed using SPSS version 27. The PROCESS macro was used to test a hypothesized mediation relationship between MQ and TI through OCSE. MQ was found to be the most statistically significant predictor of both OCSE and TI, with no significant mediation effect found. Managers, educators, and policymakers should develop strategies to optimize NGNs’ access to high-quality mentorship experiences, to mitigate negative outcomes associated with NGN turnover.</p>

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“…To test validity and understand how representative the framework is of diverse health care interventions and settings, it has been tested within various health care studies. [13][14][15][16][17][18][19] We seek to add to this literature by testing it within this work, with the constructs and domains providing a simple set of evaluation questions that formed the evaluation benchmark (see File 1, Supplemental Digital Content, http://links.lww.com/QAI/B644).…”

Section: Sustainability Definition and Frameworkmentioning

confidence: 99%

Exploring Sustainability in the Era of Differentiated HIV Service Delivery in Sub-Saharan Africa: A Systematic Review

Okere

Lennox

Urlings

et al. 2021

JAIDS Journal of Acquired Immune Deficiency Syndromes

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Evaluation of a nursing and midwifery exchange between rural and metropolitan hospitals: A mixed methods study

Abstract: Peer Review History: PLOS recognizes the benefits of transparency in the peer review process; therefore, we enable the publication of all of the content of peer review and author responses alongside final, published articles. The editorial history of this article is available here:

Cited by 6 publications

References 45 publications

Perceptions, Motivations, and Empowerment Strategies of Midwives in Rural and Remote Areas of Northern Morocco

Perceptions, Motivations, and Empowerment Strategies of Midwives in Rural and Remote Areas of Northern Morocco

The Implications of Nurse Mentorship on New Graduate Nurses’ Outcomes

Exploring Sustainability in the Era of Differentiated HIV Service Delivery in Sub-Saharan Africa: A Systematic Review

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