What stresses remote area nurses? Current knowledge and future action

Lenthall, Sue; Wakerman, John; Opie, Tess; Dollard, Maureen F.; Dunn, Sandra; Knight, Sabina; MacLeod, Martha; Watson, Colin

doi:10.1111/j.1440-1584.2009.01073.x

Cited by 57 publications

(61 citation statements)

References 28 publications

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“…The inability to meet high clinical demand has been associated with emotional exhaustion in remote area nurses [40]. Lenthall et al, (2009) suggest that this situation is “exacerbated by a low-resource environment” [41] but results of this study did not identify resources as a significant contributor to retention for either allied health cohort.…”

Section: Discussionmentioning

confidence: 62%

Retention of the rural allied health workforce in New South Wales: a comparison of public and private practitioners

Keane

Lincoln

Rolfe

et al. 2013

BMC Health Serv Res

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BackgroundPolicy initiatives to improve retention of the rural health workforce have relied primarily on evidence for rural doctors, most of whom practice under a private business model. Much of the literature for rural allied health (AH) workforce focuses on the public sector. The AH professions are diverse, with mixed public, private or combined practice settings. This study explores sector differences in factors affecting retention of rural AH professionals.MethodsThis study compared respondents from the 2008 Rural Allied Health Workforce (RAHW) survey recruiting all AH professionals in rural New South Wales. Comparisons between public (n = 833) and private (n = 756) groups were undertaken using Chi square analysis to measure association for demographics, job satisfaction and intention to leave. The final section of the RAHW survey comprised 33 questions relating to retention. A factor analysis was conducted for each cohort. Factor reliability was assessed and retained factors were included in a binary logistic regression analysis for each cohort predicting intention to leave.ResultsSix factors were identified: professional isolation, participation in community, clinical demand, taking time away from work, resources and ‘specialist generalist’ work. Factors differed slightly between groups. A seventh factor (management) was present only in the public cohort. Gender was not a significant predictor of intention to leave. Age group was the strongest predictor of intention to leave with younger and older groups being significantly more likely to leave than middle aged.In univariate logistic analysis (after adjusting for age group), the ability to get away from work did not predict intention to leave in either group. In multivariate analysis, high clinical demand predicted intention to leave in both the public (OR = 1.40, 95% CI = 1.08, 1.83) and private (OR = 1.61, 95% CI = 1.15, 2.25) cohorts. Professional isolation (OR = 1.39. 95% CI = 1.11, 1.75) and Participation in community (OR = 1.57, 95% CI = 1.13, 2.19) also contributed to the model in the public cohort.ConclusionsThis paper demonstrates differences between those working in public versus private sectors and suggests that effectiveness of policy initiatives may be improved through better targeting.

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Section: Discussionmentioning

confidence: 62%

Retention of the rural allied health workforce in New South Wales: a comparison of public and private practitioners

Keane

Lincoln

Rolfe

et al. 2013

BMC Health Serv Res

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“…McGrath et al (2003) consider colleagues' support as a factor for decreasing stress 9) . Other studies found that the following strategies can decrease the amount of stress experienced by nurses: giving value to nurses' opinions, and respecting their profession 27) , talking to intimate friends, interpersonal and organizational communication 25) , colleague's support, appropriate training, and attending conferences to get upto-date information 29) , maintaining social interaction, getting help from the colleagues 4) , having a sense of importance due to the support of superiors and colleagues 1) , creating an appropriate working situation by nurse managers 30) , and effective interaction among nurses 31) . The core category in this study was "On the route to coping" used to explain the overall phenomenon of nurses coping with job stress.…”

Section: Discussionmentioning

confidence: 99%

Iranian Clinical Nurses' Coping Strategies for Job Stress

Jannati

Mohammadi

Seyedfatemi

2011

Journal of Occupational Health

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Since the existence of work-related stressors is inevitable in nurses' workplace, nurses usually use a variety of coping strategies which can be called cognitive, affective, and behavioral techniques. In this study, we aimed to explore the coping strategies employed by the Iranian clinical nurses in depth. Methods: This work was a qualitative study using Straus and Corbin's grounded theory approach focusing on the process of coping with job stress used by Iranian clinical nurses. Results: The results of the present qualitative study indicate that the core category was "on the route to coping" which contained six categories comprising work management, self-control, emotional, spiritual, cognitive, and interactional strategies. Conclusions: We conclude that in nursing it is inevitable that different kinds of strategies are used to cope with the many stressors. The conceptual model emerging from the data indicate that nurses are engaged in a dynamic process of struggling to cope with job stressors. In fact, they are "on the route to coping" with the job stressors. Considering the high level of stress in the nursing profession, the findings of this study have implications for both hospital managers and Iranian clinical nurses. (J Occup Health 2011; 53: 123-129)

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“…There is a need in these settings for the provision of essential education, training and other professional development opportunities for nurses and ensuring access (Francis, Bowman, & Redgrave, 2001). It is encouraging to note that over recent years there have been improvements in these opportunities (Lenthall et al, 2009) but some barriers to accessing these remain. Despite the project offering tobacco local cessation training, few sessions have been delivered by nurses who struggle to fi nd time to take advantage of the training they receive.…”

Section: Implications For Remote Area Nurses: a Call To Armsmentioning

confidence: 99%

“…A major challenge for remote area nurses in many communities is the high level of morbidity (Lenthall et al, 2009) resulting in prioritisation of acute care. The need for nurses to focus on acute care problems limits the time they have to devote to addressing chronic health problems such as tobacco use.…”

Section: Implications For Remote Area Nurses: a Call To Armsmentioning

confidence: 99%

Tackling tobacco: A call to arms for remote area nurses

Robertson

2011

Contemporary Nurse

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Tobacco-related conditions contribute significantly to the health gap between Indigenous and non-Indigenous Australians. Smoking rates in Australia's Indigenous population has failed to decline even though smoking rates in Australia have declined in general. In some Indigenous communities, smoking rates remain very high. This paper outlines a project to investigate appropriate strategies to assist Indigenous smokers to quit and the important role nurses can play.

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What stresses remote area nurses? Current knowledge and future action

Cited by 57 publications

References 28 publications

Retention of the rural allied health workforce in New South Wales: a comparison of public and private practitioners

Retention of the rural allied health workforce in New South Wales: a comparison of public and private practitioners

Iranian Clinical Nurses' Coping Strategies for Job Stress

Tackling tobacco: A call to arms for remote area nurses

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