Mind the gap: the policy response to the NHS nursing shortage

Finlayson, Belinda; Dixon, Jennifer; Meadows, Sandra; Blair, George S.

doi:10.1136/bmj.325.7363.541

Cited by 38 publications

(36 citation statements)

References 4 publications

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“…The best way to reduce the workload in nursing professions would be to ensure that staffing levels are adequate (Finlayson, Dixon, Meadows, & Blair, 2002). However, keeping appropriate staffing levels is problematic nowadays because a nursing shortage and high turnover intentions in nursing professions have become a global problem (Kingma, 2001).…”

Section: Discussionmentioning

confidence: 99%

The effects of job demands and low job control on work–family conflict: the role of fairness in decision making and management

Heponiemi

Elovainio

Pekkarinen

et al. 2008

Journal Community Psychology

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The present study examined whether perceptions of organizational fairness (the procedural and interactional components) were able to diminish the negative effects of high job demands and low job control on the balance between work and family. The study participants were 713 women working in long-term care for elderly people in Finland. The results showed that high job demands, low job control, and unfair decision making were associated with high levels of time-based work interference with family (WIF). Perceptions of organizational fairness were found to partially mediate the association between job control and WIF. In addition, fair treatment and management protected against WIF when demands were low but were unable to buffer against the negative effects of high job demands. & 2008 Wiley Periodicals, Inc.As a result of the increase of dual-earner couples, more and more women and men are struggling between the demands of a family and a career. At the same time, working life has been undergoing rapid changes as a consequence of new technologies, globalization, increased time pressure and job demands (e.g., Rantanen, 1999). The competing demands of work and family can easily lead to feelings of conflict between

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Section: Discussionmentioning

confidence: 99%

The effects of job demands and low job control on work–family conflict: the role of fairness in decision making and management

Heponiemi

Elovainio

Pekkarinen

et al. 2008

Journal Community Psychology

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“…In this industry, managerial staff 'must do' items such as improving outcomes according to such key performance indicators as reducing waiting times and meeting financial targets are often in the public eye. This tends to mean that, apart from a focus on staff recruitment and retention, other workforce issues rarely appear high on managerial agendas (Finlayson, Dixon, Meadows and Blair 2002). Aikin, Smith and Lake (1994), Aikin, Havens and Sloane (2000), and Aikin, Clarke and Sloane (2002) have attempted to link the HR function to patient mortality in acute hospitals.…”

Section: Introductionmentioning

confidence: 97%

Accidental, unprepared, and unsupported: clinical nurses becoming managers

Townsend

Wilkinson

Bamber

et al. 2012

The International Journal of Human Resource Management

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To what extent have hospitals developed their skilled clinicians to perform the administrative and human resources (HR) manager role of the ward manager? We consider this research question through an analysis of an acute hospital called 'The Hospital' where the executive team is aiming to adopt a form of high-performance work system (HPWS). We focus primarily on explanations in terms of conditions, rather than the personalities of individual managers, which are most powerful in shaping their behaviour. There has long been a failure of hospitals (and other employing organisations) to develop fully the skills required by employees before they become line managers. Line managers are a critical link in the high-performance chain and this study illustrates that, despite their rhetoric, hospitals may still have much potential for implementing schemes to develop nurses further to prepare them for linemanager positions and to support them after they move into such roles. We infer from this study that such hospitals may not yet have completed the journey to having HPWS. Hence, there is still much scope for such hospitals to progress and enjoy the benefits that proponents claim for HPWS.

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“…Since 1997, the exit from the nursing profession in the UK has been higher than the inflow. Both inflow and retention are influenced by the salaries perceived as insufficiently keeping up with the cost of living, the perceptions of being undervalued, and the existence of better employment opportunities elsewhere (Finlayson et al, 2002b). The nature of the nursing job has also been changing.…”

Section: Importing Countriesmentioning

confidence: 99%

Health workforce imbalances in times of globalization: brain drain or professional mobility?

Marchal

Kegels

2003

Int. J. Health Plann. Mgmt.

113

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SUMMARYThe health workforce is of strategic importance to the performance of national health systems as well as of international disease control initiatives. The brain drain from rural to urban areas, and from developing to industrialized countries is a long-standing phenomenon in the health professions but has in recent years taken extreme proportions, particularly in Africa. Adopting the wider perspective of health workforce balances, this paper presents an analysis of the underlying mechanisms of health professional migration and possible strategies to reduce its negative impact on health services.The opening up of international borders for goods and labour, a key strategy in the current liberal global economy, is accompanied by a linguistic shift from 'human capital flight' and 'brain drain' to 'professional mobility' or 'brain circulation'. In reality, this mobility is very asymmetrical, to the detriment of less developed countries, which lose not only much-needed human resources, but also considerable investments in education and fiscal income.It is argued that low professional satisfaction and the decreasing social valuation of the health professionals are important determinants of the decreasing attraction of the health professions, which underlies both the push from the exporting countries, as well as the pull from the recipient countries. Solutions should therefore be based on this wider perspective, interrelating health workforce imbalances between, but also within developing and developed countries.

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Mind the gap: the policy response to the NHS nursing shortage

Cited by 38 publications

References 4 publications

The effects of job demands and low job control on work–family conflict: the role of fairness in decision making and management

The effects of job demands and low job control on work–family conflict: the role of fairness in decision making and management

Accidental, unprepared, and unsupported: clinical nurses becoming managers

Health workforce imbalances in times of globalization: brain drain or professional mobility?

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