Abstract:Research demonstrates that a well-qualified, stable nursing workforce improves quality of health care and health outcomes. Changing the work environment and fostering a positive workplace culture seems fundamental to supporting the retention of nurses, that this is not occurring in some areas in the current climate is a concern for the profession and those responsible for the provision of care.
“…Nurses (and midwives) accounts, however, are far from this ideal. From a colleague's perspective, nurses fail to support one another . This can include the newly graduated nurse transitioning into their first nursing/midwifery position (and hoping not to be ‘thrown to the wolves’).…”
The shortage of nurses is known. We explored nurses' reasons for leaving the profession based on responses from an e-newsletter of the Nurses and Midwives e-cohort Study. Qualitative content analysis of data from email responses (n = 66) showed 'Lack of support' as a social work value describing their manager's lack of support, unsupportive relationships within their work group, and a health-care system putting business principles before care resulting in job dissatisfaction and nurse turnover. These findings are examples of a 'complex'/'wicked' problem and as such will resist simple solutions to the presenting issues. The dialogic process such as Open Space Technology and Talking Circles should be considered as potentially suitable to the needs of nurses.
“…Nurses (and midwives) accounts, however, are far from this ideal. From a colleague's perspective, nurses fail to support one another . This can include the newly graduated nurse transitioning into their first nursing/midwifery position (and hoping not to be ‘thrown to the wolves’).…”
The shortage of nurses is known. We explored nurses' reasons for leaving the profession based on responses from an e-newsletter of the Nurses and Midwives e-cohort Study. Qualitative content analysis of data from email responses (n = 66) showed 'Lack of support' as a social work value describing their manager's lack of support, unsupportive relationships within their work group, and a health-care system putting business principles before care resulting in job dissatisfaction and nurse turnover. These findings are examples of a 'complex'/'wicked' problem and as such will resist simple solutions to the presenting issues. The dialogic process such as Open Space Technology and Talking Circles should be considered as potentially suitable to the needs of nurses.
“…Workload may become a stressor in situations which require high effort to sustain an expected performance level, consequently eliciting negative responses, including burnout (Hasselhorn et al., ; Schaufeli, Bakker, & Van Rhenen, ). High workloads frequently have an adverse effect on nursing retention in the organization (Hayes et al., ; Huntington et al., ) and in the profession (Bakker & Sanz‐Vergel, ; Hasselhorn et al., ), so we expect that:H2: Greater workload is positively related to intention to leave the organization/profession through a positive relationship with burnout.…”
Employee burnout and work engagement play an important role in transmitting the impacts of job demands, job resources, personal demands and personal resources into RN intention to leave the organization and profession. Work-life interference and high workloads are major threats to nursing retention while challenge demands and higher levels of self-efficacy support better retention.
“…Data here were drawn from the Australian and New Zealand Nurses and Midwifes e-Cohort study (N = 3,968), a self-reported survey of practicing nurses and midwives across multiple working environments (Huntington et al, 2011;Tuckett et al, 2009). The e-cohort data set contains longitudinal, population-based information, making possible the examination of factors associated with the nurse and midwife workforce and health outcomes.…”
The aim of this research was to compare the health and lifestyle behaviors between male and female nursing professionals. Biological, workplace, and lifestyle factors as well as health behaviors and outcomes are reported as different between male and female nurses. Although male nurses show distinct health-related patterns and experience health disparities at work, few studies have investigated health differences by sex in a large cohort group of nursing professionals. This observation study of Australian and New Zealand nurses and midwives drew data from an eCohort survey. A cohort of 342 females was generated by SPSS randomization (total N=3625), to compare against 342 participating males. Measures for comparison include health markers and behaviors, cognitive well-being, workplace and leisure-time vitality, and functional capacity. Findings suggest that male nurses had a higher BMI, sat for longer, slept for less time, and were more likely to be a smoker than their female nurse counterparts. Men were more likely to report restrictions in bending, bathing, and dressing. In relation to disease, male nurses reported greater rates of respiratory disease and cardiovascular disease, including a three times greater incidence of myocardial infarction, and were more likely to have metabolic problems. In contrast, however, male nurses were more likely to report feeling calm and peaceful with less worries about their health. Important for nurse workforce administrators concerned about the well-being of their staff, the current study reveals significant sex differences and supports the need for gender-sensitive approaches to aid the well-being of male nurses.
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