Factors influencing home care nurse intention to remain employed

Abstract

Home care nursing management should support nurse autonomy, allow flexible scheduling, promote reasonable workloads and create opportunities for team building that strengthen supportive relationships among home care nurses and other health team members.

Global Nursing-a literature review in the field of education and practice

“…At the beginning of 2020, the use of nurses’ professional competence in relation to vulnerability in health on a global scale and forming nursing competence in international work has dominated the Global Nursing arena (Brunetto, Farr‐Wharton, & Shacklock, 2012; Gutierrez, Candela, & Carver, 2012; Lesia & Roets, 2013; Squires & Juárez, 2012; Toren, Zelker, & Porat, 2012; Walton‐Roberts, 2012; Zhou, Windsor, Theobald, & Coyer, 2011; Zinsli & Smythe, 2009). Finally, in the mid‐2020s, the question of global leadership, nursing faculty competence, and discussions on nurse professionals and nurse faculty retirement has been key issues (Havens, Warshawsky, & Vasey, 2013; Meum, Ellingsen, Monteiro, Wangensteen, & Igesund, 2013; Tourangeau et al.,2014). During recent years, the vulnerability of nurse professionals’ educational and work status has been addressed (Ortiga, 2014; Weng, Huang, Chen, & Chang, 2015).…”

“…In the articles, Global Nursing practice in dynamic working environments was influenced by predictors such as encouragement in the work place; an organizational culture that values diversity and an inclusive social atmosphere (Garner et al., 2008; Gerrish & Griffith, 2003; Harrowing et al., 2010; Havens et al., 2013; Kim et al., 2006; Toren et al., 2012; Tourangeau et al., 2014; Weng et al., 2015). Nurse professionals’ equal opportunities for professional practice, use of competence and collaboration in academic and practice contexts were described as essential in supportive environments (Garner et al., 2008; Gerrish & Griffith, 2003; Harrowing et al., 2010; Wros et al., 2004).…”

“…Challenges in management were related to class, gender and power hierarchies, which negatively affected nurses’ perspectives on work (Brunetto et al., 2012; Gerrish & Griffith, 2003; Kim et al., 2006; Tourangeau et al., 2014; Zhou et al., 2011). For example, female nurse migration could perpetuate elements of patriarchy (Wros et al., 2004).…”

“…It was also stated that global leaders have knowledge about political operations, politically charged environments and their role in international nursing organizations (Garner et al., 2009; Kim et al., 2006). The view that global competencies could be extended by new educational models, allocated creative projects, and skilled nursing faculty was presented in the studies (Garner et al., 2009; Gutierrez et al., 2012; Kim et al., 2006; Meum et al., 2013; Tourangeau et al., 2014). In addition, education could teach students to apply leadership theories, co‐constructing global standards, collaborative activities in nursing research and an active use of nursing values or nursing ethics (Gutierrez et al., 2012; Meum et al., 2013; Wieck, 2003).…”

Attendance at end-of-life care seminars and related factors among home visiting nurses

“…Concerning job resources, previous studies have identified support from superiors or colleagues, feedback, and job autonomy, as important. Among them, job autonomy is known to be a predictor of work engagement [22] , and this has been shown among nurses [23,24] and home visiting nurses [25] . By being given autonomy when nurses are providing end-of-life care, nurses might engage more in end-of-life care.…”