Regional differences among employed nurses: A Queensland study

Abstract

Objective: To ascertain differences in the working lives of geographically dispersed nurses. Design: cross sectional.Setting: Registered, enrolled and assistants-in-nursing members of the Queensland Nurses' Union employed in nursing in Queensland, Australia.Participants: 3000 members of the Union, equally stratified by sector (public, private, aged care). 1192 responded and 1039 suppled postcodes matching the Australian Standard Geographical Classification.Main outcome measures(s): Statistically significant differences in working lives of nurses employed in different geographical locations.Results: Nurses in outer regional/remote/very remote localities are more likely to be employed as permanent full-time staff and self-report higher levels of work stress. These levels could be explained by: lack of replacement staff for leave; longer working and on-call hours; and lack of support for new staff. Distance remains a major barrier to accessing continuing professional education. However, outer regional/remote/very remote nurses were more likely to be provided employer support for professional education. Inner regional nurses were more likely to work part-time and would work more hours if offered. They were more likely to have taken a break from nursing due to family commitments.

Sustaining and growing the rural nursing and midwifery workforce: Understanding the issues and isolating directions for the future

“…Workforce data further suggests that the nursing workforce has a large percentage The literature suggests that nurses working in rural areas are more likely to be parttime than remote area nurses and to take breaks when family commitments supersede the need to supplement family income (Henwood, Eley, Parker, Tuckett, & Hegney, 2009). As nursing and midwifery is a predominantly female profession, it is not surprising that part employment and regularity of working hours dominate the needs of these employees.…”

“…Health care practice in the rural context is largely generalist in nature, meaning that rural clinicians; nurses, midwives and medical staff provide initial services to entire populations that cover pre-conception to death and bereavement (Bushy, 2002;Hegney, 2000;Henwood, et al, 2009). Specialisation as a preferred career advancement strategy impacts on rural employer's capacity to recruit and retain nurses and midwives.…”

Work and personal well‐being of nurses in Queensland: Does rurality make a difference?

“…Rural and remote area nursing has been described as having both positive (greater autonomy, knowing the people you provide care to) and negative characteristics (lack of anonymity, inadequate resources, professional isolation, personal safety concerns, inability to maintain skills, being on call 24/7). 1,[3][4][5][6] The majority of these studies have described, in particular, how either professional isolation, the lack of on-site support services and workplace factors impact on the role.…”

“…[1][2][3] In particular, it is recognised that rural and remote area nurses can work to their full scope of practice, particularly as the health service becomes more geographically isolated with fewer on-site support services. Rural and remote area nursing has been described as having both positive (greater autonomy, knowing the people you provide care to) and negative characteristics (lack of anonymity, inadequate resources, professional isolation, personal safety concerns, inability to maintain skills, being on call 24/7).…”

Workforce Crisis in Residential Aged Care: Insights from Rural, Older Workers

“…; Henwood et al. ; Kaine ; King ; King et al. ; Mellor, Chew and Greenhill ; Productivity Commission ).…”