Nurses as family caregivers - barriers and enablers facing nurses caring for children, parents or both

Clendon, Jill; Walker, Léonie

doi:10.1111/jonm.12445

Cited by 12 publications

(11 citation statements)

References 20 publications

(32 reference statements)

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“…Adults who are undertaking the triple caregiver roles, that is parenting and caring for an elderly member of the family, are part of the ‘sandwich generation’ (Gillett & Crisp, ). The results in the survey are in line with other studies in identifying feelings of guilt and the financial implications from having to reduce hours (Clendon & Walker, ). DePasquale et al () also identified perceived stress and psychological distress for staff who were double‐duty elder caregivers and poorer psychosocial functioning for those who were triple‐care givers, both of which were identified by several of the CFHN in the study.…”

Section: Discussionsupporting

confidence: 87%

Child and family health nursing: A workforce profile

2020

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Aims and objectives: To develop a profile of registered nurses working in Child and Family Health services across the Northern Sydney Local Health District to inform workforce strategic planning. Background: Child and family health nurses (CFHNs) are registered nurses holding recognized qualifications in child and family health. To date, information regarding Child and family health nurses has been very limited. Methods: The survey was conducted using a self-administrated online questionnaire between March-June 2017. Results: Just over 75% of the respondents were aged over 50 years. Job satisfaction and feeling valued are enablers for remaining in current positions and not feeling valued can contribute to leaving employment. Nearly, one-third of respondents are currently a carer. Conclusion: This study provides an insight into the demographics of Child and family health nurses in Northern Sydney Local Health District, including roles as carers. It also examines factors influencing Child and family health nurses to remain or leave current positions. Implication for Nursing Management:This survey has drawn attention to the need for managers to urgently develop strategies, for example succession planning, to ensure that shortages of these experienced Child and family health nurses do not occur.The inability to staff Child and Family Health could potentially impact on the ability to provide services and meet key performance indicators. K E Y W O R D Schild, family, health, nurses, workforce

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Section: Discussionsupporting

confidence: 87%

Child and family health nursing: A workforce profile

2020

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“…It is difficult for nurses to balance work and life because they are not provided with adequate resources to buffer job demands such as inflexible shift work schedule and mandatory night duty. This finding was consistent with the findings from other countries in which previous studies (Clendon, 2018) reported that workplace childcare services should accommodate shift schedule hours, and flexible work shifts with time off would need to be guaranteed so that nurses can engage with their family and professional improvement activities.…”

Section: Suggestions For Reducing Mistreatment Of Nursessupporting

confidence: 91%

Strategies for reducing hospital nurse turnover in South Korea: Nurses' perceptions and suggestions

Yun

2021

J Nurs Manag

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Aim To explore the South Korean nurses' perspectives on the current hospital working conditions in order to identify causes of persistent high turnover rates among the nurses. Background High turnover rates of hospital nurses continue to pose a serious challenge to South Korean health care system despite the government's recent efforts to improve working conditions. Many studies in the past had examined factors related to the turnover and provided only a partial understanding of turnover predictors. However, nurses' perceptions on the current working conditions must be considered to explore possible causes of continued high turnover, to identify solutions and to improve working conditions by addressing nurses' concerns. Method This study is a qualitative study using focus group interviews with 33 nurses from 11 South Korean hospitals. Results Three main themes and eight subthemes related to reducing hospital nurse turnover were identified. Conclusions To address hospitals' nursing shortages in South Korea, it is important to address poor work environments. Implication for Nursing Management This study showed that more transformational policies should be developed and implemented to change working conditions by reducing excessive workloads and improve how nurses are treated and viewed so as to retain existing nurses and ease the nurse turnover rates.

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“…While a supportive work environment that values and nurtures all nurses/midwives is required for retention (Chenoweth, Merlyn, Yun‐Hee, Tait, & Duffield, 2013), there is an urgent need to review supportive structures that can help retain this cohort in the public health care system. For example, targeted supports such as providing flexible and part‐time working arrangements (Clendon & Walker, 2016) and support with childcare availability (Clendon & Walker, 2016) are recommended. Lartey, Cummings, and Profetto‐McGrath (2014) in a systematic review of retention strategies for experienced registered nurses identified orientation and mentoring as the most effective strategies in addressing retention.…”

Section: Discussionmentioning

confidence: 99%

Effective workforce planning: Understanding final‐year nursing and midwifery students’ intentions to migrate after graduation

et al. 2020

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Aims To examine the factors influencing final‐year nursing/midwifery students’ intentions to migrate following graduation. Background With expanding global staff shortages, effective recruitment and retention strategies targeted at new nursing/midwifery graduates are necessary. Understanding factors that influence graduates’ decisions to migrate or remain in the health care organisation that supported their education is essential but under‐researched. Methods A cross‐sectional electronic survey was distributed to graduating nursing/midwifery students across nine higher education institutions in Ireland with a 36% (N = 407) response rate. Results 85% of Irish (n = 376) nursing/midwifery graduating students reported an intention to migrate overseas and 70% intend to return within 5 years. Pay, working conditions and career were ranked as influencing intentions to migrate. Multivariable analysis illustrated that educational opportunities and friends predict migration, while family and obligation were protective factors. Conclusion Nursing and midwifery leaders and policymakers must reconsider recruitment and retention strategies and embrace innovative and responsive approaches to address migration intentions and trends. Implications for nursing/midwifery management Strategic leadership is required to develop effective structures that support personal, professional and career opportunities for new graduates. Targeted recruitment innovations to entice graduates back into the health service are recommended.

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Nurses as family caregivers - barriers and enablers facing nurses caring for children, parents or both

Abstract: Increased awareness, support, flexibility and specific planning are required to retain nurses with family caregiving responsibilities.

Cited by 12 publications

References 20 publications

Child and family health nursing: A workforce profile

Child and family health nursing: A workforce profile

Strategies for reducing hospital nurse turnover in South Korea: Nurses' perceptions and suggestions

Effective workforce planning: Understanding final‐year nursing and midwifery students’ intentions to migrate after graduation

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