retention_RH

What does the NHS workforce plan mean for primary care nursing?: Many nurses working in primary care are not employed directly by the NHS, but the sector urgently needs to recruit, train and retain staff, and improve funding.

Mon, 04 Dec 2023 05:00:00 +0000

Primary Health Care; 12/04/2023
The NHS Long Term Workforce Plan was heralded as a historic moment for the NHS. It paves the way for the biggest expansion of nurses and doctors in the history of the health service.
(AN 173978697); ISSN: 02645033
CINAHL Complete

Unit Partners: Creative Role to Recruit and Retain Students While Delivering Quality Care.

Fri, 01 Dec 2023 05:00:00 +0000

Nurse Leader; 12/01/2023
High turnover of unlicensed assistive personnel can have a significant fiscal impact on health care organizations. More importantly, the attrition rates set the groundwork for missed elements in patient care. Unprecedented employment challenges inspired one group of leaders to develop an innovative cost-effective unit partner role to address turnover rates and support demanding workloads. The role enables flexibility, a nimble orientation structure, and university partnership. Consequently, this role affords nurses further opportunities to practice at the top of their licensure. Ultimately, fostering a supportive hiring process for health care students allows for ease of progression from entry-level to professional nurse.
(AN 173783750); ISSN: 15414612
CINAHL Complete

21st anniversary of job embeddedness: A retrospection and future research agenda.

Fri, 01 Dec 2023 05:00:00 +0000

Work; 12/01/2023
BACKGROUND: Since the previous decade, researchers and academics have paid close attention to studying job embeddedness (JE), but the bibliometric examination of JE has not yet been explored. OBJECTIVE: This study aims to provide general information on the trends of the studies on JE as well as an overall perspective on the development of this topic by utilising a bibliometric analytic approach. METHOD: A bibliometric evaluation was conducted in the JE field since the first publication was documented in the Scopus database. The information retrieved examines 1572 JE papers from a variety of perspectives, including citation and publishing metrics. RESULTS: The research results pinpoint the most productive countries, universities, journals, authors, and JE articles. The study also classified the most important themes and offered some recommendations for further research. CONCLUSION: The study provided a snapshot of JE patterns and trajectories from 1993 to 2020, which can help academics and practitioners figure out the pattern and direction of future research. To the best of our knowledge, no other study examines the bibliographic data on JE and thus this work is one of the first contributions to the literature.
(AN 173759244); ISSN: 10519815
CINAHL Complete

Preventing nurse burnout to improve nurse retention in primary care

Thu, 30 Nov 2023 00:00:00 +0000

Nurs Manage. 2023 Dec 1;54(12):26-33. doi: 10.1097/nmg.0000000000000077.

NO ABSTRACT

PMID:38032807 | DOI:10.1097/nmg.0000000000000077

Recent Paramedic Graduates' Chronic Stress Adds Intentions to Leave the Profession: A Pilot Study Utilizing a Web-Based Survey.

Tue, 28 Nov 2023 05:00:00 +0000

Inquiry (00469580); 11/28/2023
Paramedics have mentally and physically demanding jobs, and chronic stress is not uncommon. Recently graduated paramedics, in particular, have been identified as needing support in their early careers. This pilot study examined chronic stress experienced by recent graduate paramedics and their intentions to leave the paramedic profession. Finnish paramedics encompass qualifications to work in various nursing sectors. This pilot study was a cross-sectional survey study among Finnish paramedics who graduated less than 3 years ago and who were currently working in prehospital EMS (n = 152). They evaluated chronic organizational and operational stressors on the Emergency Medical Services Chronic Stress Questionnaire with 20 statements. Two structured questions related to the intention to leave the paramedic profession. Three summary scales were formed. The differences in stress by the intention to leave were reported descriptively and the differences were tested with Mann-Whitney U test. The influence of potential predictors of the intention to leave prehospital EMS work or the nursing sector completely were explored with a forward stepwise logistic regression model. Those who intended to leave prehospital EMS work (25%, n = 35/152) or to leave the nursing sector completely (33%, n = 50/152) experienced higher levels of stress than those without such intentions. Stress related to organizational inequity and leadership challenges was the strongest and stress related to social, health, and personal impacts was the second strongest predictor of the intention to leave. Reducing chronic stress might be important in terms of paramedic retention. Several further study needs are addressed.
(AN 173949181); ISSN: 00469580
CINAHL Complete

Post-operative urinary retention is impacted by neuromuscular block reversal agent choice: A retrospective cohort study in US hospital setting

Sun, 26 Nov 2023 00:00:00 +0000

J Clin Anesth. 2023 Nov 25;93:111344. doi: 10.1016/j.jclinane.2023.111344. Online ahead of print.

ABSTRACT

STUDY OBJECTIVE: Perioperative neuromuscular blocking agents are pharmacologically reversed to minimize complications associated with residual neuromuscular block. Neuromuscular block reversal with anticholinesterases (e.g., neostigmine) require coadministration of an anticholinergic agent (e.g., glycopyrrolate) to mitigate muscarinic activity; however, sugammadex, devoid of cholinergic activity, does not require anticholinergic coadministration. Single-institution studies have found decreased incidence of postoperative urinary retention associated with sugammadex reversal. This study used a multicenter database to better understand the association between neuromuscular block reversal technique and post-operative urinary retention.

DESIGN: Retrospective cohort study utilizing large healthcare database.

SETTING: Non-profit, non-governmental and community and teaching hospitals and health systems from rural and urban areas.

PATIENTS: 61,898 matched adult inpatients and 95,500 matched adult outpatients.

INTERVENTIONS: Neuromuscular block reversal with sugammadex or neostigmine plus glycopyrrolate.

MEASUREMENTS: Incidence of post-operative urinary retention by neuromuscular block reversal agent and the independent association of neuromuscular block reversal technique and risk of post-operative urinary retention.

MAIN RESULTS: The incidence of post-operative urinary retention was 2-fold greater among neostigmine with glycopyrrolate compared to sugammadex patients (5.0% vs 2.4% inpatients; 0.9% vs 0.4% outpatients; both p < 0.0001). Multivariable logistic regression identified reversal with neostigmine to be independently associated with greater risk of post-operative urinary retention (inpatients: odds ratio, 2.20; 95% confidence interval, 2.00 to 2.41; p < 0.001; outpatients: odds ratio, 2.57; 95% confidence interval, 2.13 to 3.10; p < 0.001). Post-operative urinary retention-related visits within 2 days following discharge were five-fold higher among those reversed with neostigmine than sugammadex among inpatients (0.05% vs. 0.01%, respectively; p = 0.018) and outpatients (0.5% vs. 0.1%; p < 0.0001).

CONCLUSION: Though this study suggests that neuromuscular block reversal with neostigmine can increase post-operative urinary retention risk, additional studies are needed to fully understand the association.

PMID:38007845 | DOI:10.1016/j.jclinane.2023.111344

This makes us sick.

Thu, 23 Nov 2023 05:00:00 +0000

British Journal of Nursing; 11/23/2023
An introduction is presented in which the editor discusses articles in the issue on topics including the critical issue of rising staff illness within the NHS, attributing the alarming increase to unrelenting pressures, emphasizing the urgent need for improved working conditions.
(AN 173923296); ISSN: 09660461
CINAHL Complete

A Culture of Inclusion in Nursing Can Provide a Foundation for Belonging: A Key to Greater Retention of the Nursing Workforce

Mon, 20 Nov 2023 00:00:00 +0000

Nephrol Nurs J. 2023 Sep-Oct;50(5):407-388.

ABSTRACT

Increasing global migration necessitates a larger, more diverse, and more culturally responsive nursing workforce. If health care organizations are to foster a culture of inclusion, they must employ strategies to retain the current nursing workforce and prepare for greater diversity in the future. Nurses are leaving the profession for many reasons. Nurses report too much stress and overwork, along with not feeling valued in their roles. Nursing leadership must work to address retention of the current workforce and implement additional strategies to support long-term pipelines for more diverse nurses. Interactive workshops and mentoring focused on foundational definitions and concepts are strategies to increase retention and preparation for future recruitment. This article discusses strategies to foster a greater sense of belonging in the workplace for all nurses. This article also discusses strategies that can be useful in retaining a nursing workforce and preparing for the future nursing workforce by fostering a culture of responsiveness that encourages a sense of belonging for all nurses.

PMID:37983549

The Relationship Between Authentic Leadership and Nurses' Resilience: A Mediating Role of Self-Efficacy.

Mon, 13 Nov 2023 05:00:00 +0000

SAGE Open Nursing; 11/13/2023
(AN 173605776); ISSN: 23779608
CINAHL Complete

A systematic review of the impacts of post-harvest handling on provitamin A, iron and zinc retention in seven biofortified crops

Thu, 09 Nov 2023 00:00:00 +0000

Nat Food. 2023 Nov;4(11):978-985. doi: 10.1038/s43016-023-00874-y. Epub 2023 Nov 9.

ABSTRACT

Post-harvest handling can affect micronutrient retention in biofortified crops through to the point of consumption. Here we conduct a systematic review identifying 67 articles examining the retention of micronutrients in conventionally bred biofortified maize, orange sweet potato, cassava, pearl millet, rice, beans and wheat. Provitamin A crops maintain high amounts compared with non-biofortified counterparts. Iron and zinc crops have more variability in micronutrient retention dependent on processing method; for maximum iron and zinc content, whole grain product consumption such as whole wheat flour or only slightly milled brown rice is beneficial. We offer preliminary suggestions for households, regulatory bodies and programme implementers to increase consumer awareness on best practices for preparing crops to maximize micronutrient content, while highlighting gaps in the literature. Our online, interactive Micronutrient Retention Dashboard ( https://www.cpnh.cornell.edu/mn-retention-db ) offers an at-a-glance view of the compiled minimum and maximum retention found, organized by processing method.

PMID:37945785 | PMC:PMC10661739 | DOI:10.1038/s43016-023-00874-y

Exit pathways of therapeutic antibodies from the brain and retention strategies

Thu, 02 Nov 2023 00:00:00 +0000

iScience. 2023 Oct 6;26(11):108132. doi: 10.1016/j.isci.2023.108132. eCollection 2023 Nov 17.

ABSTRACT

Treating brain diseases requires therapeutics to pass the blood-brain barrier (BBB) which is nearly impermeable for large biologics such as antibodies. Several methods now facilitate crossing or circumventing the BBB for antibody therapeutics. Some of these exploit receptor-mediated transcytosis, others use direct delivery bypassing the BBB. However, successful delivery into the brain does not preclude exit back to the systemic circulation. Various mechanisms are implicated in the active and passive export of antibodies from the central nervous system. Here we review findings on active export via transcytosis of therapeutic antibodies - in particular, the role of the neonatal Fc receptor (FcRn) - and discuss a possible contribution of passive efflux pathways such as lymphatic and perivascular drainage. We point out open questions and how to address these experimentally. In addition, we suggest how emerging findings could aid the design of the next generation of therapeutic antibodies for neurologic diseases.

PMID:37915602 | PMC:PMC10616392 | DOI:10.1016/j.isci.2023.108132

Necessity and Reinvention: APIC Tries to Hire, Retain IPs.

Wed, 01 Nov 2023 04:00:00 +0000

Hospital Infection Control & Prevention; 11/01/2023
The article focuses on the need to recruit and retain infection preventionists (IPs) as the current generation of IPs approaches retirement, highlighting the challenges in the field. Topics include the efforts by the Association for Professionals in Infection Control and Epidemiology (APIC) to establish academic tracks for IPs, the demographic trends in the profession, and the importance of diversifying the workforce.
(AN 173158003); ISSN: 19459653
CINAHL Complete

Medications for Alcohol Use Disorder and Retention in Care in Medicaid-Enrolled Youth, 2014–2019.

Wed, 01 Nov 2023 04:00:00 +0000

Journal of Adolescent Health; 11/01/2023
Alcohol use disorder (AUD) is a pediatric-onset condition needing timely, effective treatment. Medications for AUD are part of nationally recommended treatments for youth. This study measured receipt of medications and behavioral health services for AUD and subsequent retention in care. This retrospective cohort study used claims data from > 4.7 million publicly insured youth aged 13–22 years in 15 states from 2014–2019. Timely treatment was defined as receipt of medication (naltrexone, acamprosate, or disulfiram) and/or behavioral health services within 30 days of incident AUD diagnosis. Associations of age and other characteristics with timely treatment were identified using modified Poisson regression. Retention in care (i.e., no period ≥ 60 days without claims) was studied using Cox regression. Among 14,194 youth with AUD, 10,851 (76.4%) received timely treatment. Only 2.1% of youth received medication (alone or in combination); nearly all (97.9%) received behavioral health services only. Older (aged 16–17 years) and younger adolescents (aged 13–15 years) were 0.13 (95% confidence interval [CI], 0.07–0.26) and 0.24 (95% CI, 0.11–0.51) times as likely, respectively, to receive medications than young adults aged ≥ 21 years. Median retention in care for youth receiving medications was 119 days (interquartile range, 54–321) compared with 108 days (interquartile range, 43–243) for behavioral health services alone (p =.126). Young adults aged ≥ 18 years were 1.12 (95% CI, 1.06–1.18) times as likely to discontinue treatment compared with adolescents aged < 18 years. This study found that more than seven in 10 youth received AUD treatment but only two in 100 received medications. Future studies should further characterize the effectiveness of medications and determine whether low rates of receipt represent underuse.
(AN 172776183); ISSN: 1054139X
CINAHL Complete

What Are Public Health Agencies Planning for Workforce Development? A Content Analysis of Workforce Development Plans of Accredited Public Health Departments.

Wed, 01 Nov 2023 04:00:00 +0000

Journal of Public Health Management & Practice; 11/01/2023
Objective: Recruiting and retaining public health employees and ensuring they have the skills necessary to respond are vital for meeting public health needs. As the first study examining health department (HD) workforce development plans (WDPs), this study presents gaps and strategies identified in WDPs across 201 accredited HDs (168 initial/33 reaccreditation plans). Design: This cross-sectional study employed qualitative review and content analysis of WDPs submitted to the Public Health Accreditation Board (PHAB) between March 2016 and November 2021. Main Outcome Measures: Eight overarching workforce themes were examined: planning/coordination, leadership, organizational culture, workplace supports/retention, recruitment, planning for departmental training, delivery of departmental training, and partnership/engagement. Within each theme, related subthemes were identified. Coders indicated whether the WDP (1) identified the subtheme as a gap; (2) stated an intent to address the subtheme; and/or (3) identified a strategy for addressing the subtheme. Results: The most common gaps identified included prepare workforce for community engagement/partnership (34.3%, n = 69), followed by resource/fund training (24.9%, n = 50). The subtheme that had the most instances of an identified strategy to address it was assess training needs (84.1%, n = 169), followed by foster quality improvement (QI) culture/provide QI training (63.2%, n = 127). While both of these strategies were common among the majority of HDs, those subthemes were rarely identified as a gap. Secondary findings indicate that increase recruitment diversity/recruit from a more diverse applicant pool was rarely identified as a gap (6.0%, n = 12) and rarely had an identified strategy for addressing the subtheme (9.0%, n = 18). Conclusion: While HDs recognized many workforce gaps, HDs did not always propose a strategy for addressing them within the WDP. Conversely, some WDPs proposed strategies for subthemes that did not reflect recognized gaps. Such discrepancies between identified gaps and strategies in WDPs may suggest areas where HDs could use additional support and guidance.
(AN 172785544); ISSN: 10784659
CINAHL Complete

Retention in statutory social work from fast-track child and family programs.

Wed, 01 Nov 2023 04:00:00 +0000

Journal of Social Work; 11/01/2023
Summary: Two fast-track child and family social work training programs have been established in England — Step Up to Social Work and Frontline. Trainees' financial support is far higher than for mainstream social work degrees. One of the reasons claimed for setting up these programs is addressing retention, although critics (of Frontline) predicted graduates would not stay in social work. A 4-year study assessed retention and reasons for leaving social work. Attrition rates from statutory social work were calculated from responses (n = 2543) to annual surveys, plus looking up non-respondents in the professional register. Interviews were conducted with fast-track graduates (n = 80) and employers (n = 29). Findings: The overall rate of social work graduates not in statutory social work at 18 months post-qualification was 12% for fast-track programs, and Higher Education Statistics Agency survey data show attrition at 15 months post-qualification as 18% for all social work routes. Frontline's original national recruitment approach was less successful for retention than Step Up to Social Work's regional approach. Perceived local authority support and intrinsic job satisfaction were associated with attrition in longitudinal bivariate analysis. Fast-track graduates leaving statutory social work typically moved to work in social care (including policy roles), health, or education. Applications: Early-career attrition appears to be somewhat lower from fast-track programs than from all social work graduates. Longer-term comparison is not yet possible. In promoting retention, employers should be aware of the importance of staff perceptions of the local authority as supportive, and of their intrinsic job satisfaction.
(AN 173183742); ISSN: 14680173
CINAHL Complete

Resuscitate, not palliate, emergency care.

Wed, 01 Nov 2023 04:00:00 +0000

British Journal of Hospital Medicine (17508460); 11/01/2023
Emergency care in the UK is in crisis, and stories of long waits, poor care and harm have become commonplace. This situation can no longer be ignored. This article looks at some of the ways in which emergency care can be resuscitated.
(AN 173929215); ISSN: 17508460
CINAHL Complete

Examining Strategies among Veterans Affairs Outpatient Social Workers to Facilitate Job Retention and Emotional Well-Being during the COVID-19 Pandemic.

Wed, 01 Nov 2023 04:00:00 +0000

Health & Social Work; 11/01/2023
The social work profession is dealing with an increased rate of turnover, due largely in part to the pandemic. A recent study showed that U.S. Department of Veterans Affairs (VA) inpatient social workers utilized strategies of "emotional preparedness" to retain their job during the pandemic. The aim of this current study is to explore if outpatient social workers utilized similar strategies for their own job retention. There may be differences in the strategies utilized because outpatient and inpatient social workers tend to work in different environments. In this qualitative study, authors conducted interviews with (N = 13) outpatient social workers from a VA site in the Southwestern region of the United States. Findings were analyzed thematically. Authors conducted open coding and applied a priori themes/strategies from extant research among VA inpatient social workers. Most of the a priori themes/strategies were prevalent among outpatient social workers, and two emerging themes were (1) acknowledging shared trauma and (2) human connection to overcome isolation. Strategies of emotional preparedness should be implemented on a grander scale to facilitate job retention since there is an expected deficit in the social work workforce until at least 2030.
(AN 173398675); ISSN: 03607283
CINAHL Complete

The Role of Continuing Professional Training or Development in Maintaining Current Employment: A Systematic Review.

Wed, 01 Nov 2023 04:00:00 +0000

Healthcare (2227-9032); 11/01/2023
(AN 173568131); ISSN: 22279032
CINAHL Complete

Impact of the COVID-19 pandemic on emergency department team dynamics and workforce sustainability in Australia. A qualitative study.

Wed, 01 Nov 2023 04:00:00 +0000

International Emergency Nursing; 11/01/2023
• Patient centered care was maintained by real time adaptation of care processes. • Working in Personal Protective Equipment changed team dynamics and workflow. • Organizational leaders need to support activities that promote strong teamwork. • Greater staff acceptance of PPE spotters when performed by an ED team member. The COVID-19 pandemic has challenged health care professionals and changed our approach to care delivery. The aim in this study was to explore nurses' experiences providing care in the ED during the COVID-19 pandemic in Australia and the impact of this on ED team functioning. A qualitative explorative descriptive study was conducted using thematic analysis strategies. Participants comprised: Registered Nurses (n = 18) working in clinical roles in the Emergency Department and Leadership Registered Nurses (n = 6) within the organisation. One on one interviews (n = 21) and one focus group interview were conducted utilising semi-structured, conversational style, in-depth interviews between January 2022 and April 2022. Two major themes were identified that described the impact on ED team dynamics and longer-term impacts on the ED nursing workforce. The first major theme was: 'Changed Emergency Department team identity and dynamics' and included four sub-themes: i) PPE is a barrier to team camaraderie; ii) outsiders versus insiders – ambivalence to PPE spotter role; iii) personal safety comes first in a pandemic; and iv) using PPE depersonalises the whole patient experience. The second major theme was: 'This pandemic caught everyone off guard' and had three sub-themes. The associated sub-themes were: i) People outside ED have no understanding of what it has been like; ii) COVID-19 is here to stay - Permanent changes to care delivery and nursing practice; and iii) tenacity of a true profession. Study findings illuminated the dynamics and functionality of ED nursing, encompassing the unique qualities of camaraderie, autonomy, resilience and tenacity.
(AN 173784405); ISSN: 1755599X
CINAHL Complete

A Psychometric Evaluation of the Nurse Practitioner Self-efficacy Scale.

Wed, 01 Nov 2023 04:00:00 +0000

JONA: The Journal of Nursing Administration; 11/01/2023
OBJECTIVE: In this study, a psychometric evaluation of the Nurse Practitioner Self-efficacy Scale (NPSES) was conducted. BACKGROUND: Self-efficacy is an important concept for optimal nurse practitioner (NP) performance and retention. The NPSES may serve as a valuable instrument to support NP practice. METHODS: This descriptive cross-sectional study evaluated the NPSES responses from 230 NPs. Confirmatory factor analysis, reliability, and t tests were used to analyze the results. RESULTS: Confirmatory factor analysis revealed acceptable goodness of fit for an 8-factor model (root-mean-square error of approximation = 0.05, comparative fit index = 0.97, Tucker Lewis index = 0.96). Reliability estimates resulted in acceptable internal consistency (coefficient α = 0.94). The t tests comparing more and less experienced NPs resulted in higher scores in more experienced NPs. CONCLUSION: This validation study showed that the NPSES is a psychometrically-sound instrument to assess NP self-efficacy. The NPSES is a cost-effective and convenient method to measure self-efficacy, a valuable concept for NP practice.
(AN 173499368); ISSN: 00020443
CINAHL Complete

Professional Success: Utilizing Simulation to Remediate and Retain Nursing Staff.

Wed, 01 Nov 2023 04:00:00 +0000

Journal for Nurses in Professional Development; 11/01/2023
Nursing education focuses on nursing theory and the ability to perform tasks. There is a lack of education related to prioritization of nursing tasks. Therefore, new nurses transitioning into their roles sometimes struggle and, as a result, leave their units or, often enough, our facility. We developed a Professional Success Program that includes cognitive prioritization exercises and simulation scenarios to assist these nurses. After utilizing the program, our facility has seen an increase in nurse retention.
(AN 173772332); ISSN: 21699798
CINAHL Complete

Strategies to engage and retain African-American students in BSN programs based on oral history.

Wed, 01 Nov 2023 04:00:00 +0000

Journal of Professional Nursing; 11/01/2023
The nursing profession continues to struggle with attracting African-American applicants into our nursing programs, supporting their retention and their success to graduation. This problem must be rectified if we are to generate adequate numbers of African-American nurses to meet the increasingly diverse and complex needs of our changing demographics. An oral history was conducted with the first four African-American nurses to graduate from a Predominantly White Institution between 1960 and 1969 to learn more about how they successfully navigated their educational environment and recommendations they could offer that could be used today to support our African-American students. Participants told us that we need to value and pay attention to students as unique individuals, provide mentoring and skill building support, create group gathering opportunities for African-American students to bond, create and deepen their connection with each other and faculty in order to build trust and community. In addition, the cultural role of religion and spirituality cannot be minimized in this population as it serves to reinforce connection, hope, grounding and a familiar source of support. To attract, retain and support academic success of Africa-American students in nursing programs, strategies must target the needs at the individual, group and faculty levels in addition to addressing organizational and structural practices that serve as additional impediments to the success of these nursing students. • The nursing profession struggles with attracting and maintaining African-American nursing students in BSN programs • Oral history is a valuable method for gathering the voices and experiences of underrepresented populations • Schools of nursing must be actively engaged in solutions that address long-standing shortage of African-American students, nurses and faculty within the nursing profession
(AN 173943988); ISSN: 87557223
CINAHL Complete

Facilitating undergraduate students' problem-solving and critical thinking competence via online escape room learning.

Wed, 01 Nov 2023 04:00:00 +0000

Nurse Education in Practice; 11/01/2023
This study aimed to identify the efficiency of escape room activities in terms of enhancing nursing students' retention of maternity-related knowledge and their overall learning performance. Novel teaching methods have been explored as alternatives to traditional approaches. One such strategy is the implementation of escape-room-based techniques, which have been used as an inventive educational approach in nursing. However, there is limited information available on specific applications, such as in maternity education. The study conducted a quasi-experimental design during two semesters of an academic year (i.e., the 2021–2022 academic year). The study was conducted at a university, with participants enrolled in a maternity course. The experimental group engaged in an online game-based escape room learning activity during the pregnancy assessment session of their maternity course, while the control group learned with a traditional teaching approach. The Mann-Whitney U test was used to compare the performances of the two groups. Findings from the experimental group suggested that incorporating an online game-based escape room approach into the learning process enhanced students' learning performance, problem-solving skills and critical thinking skills. Additionally, students expressed a consensus that learning through the online game-based escape room approach added enjoyment to the learning experience. Maternity escape rooms" emerged as an online game-based approach that effectively stimulated nursing students and can serve as a practical resource for engaging in maternity care learning.
(AN 173948044); ISSN: 14715953
CINAHL Complete

Welsh CNO: plans to boost staffing will be slow but sure.

Wed, 01 Nov 2023 04:00:00 +0000

Nursing Times; 11/01/2023
(AN 173498169); ISSN: 09547762
CINAHL Complete

Public Health Nursing.

Wed, 01 Nov 2023 04:00:00 +0000

Nursing Times; 11/01/2023
(AN 173498195); ISSN: 09547762
CINAHL Complete

Workforce assets: recognising the value of long-serving nurses and midwives.

Wed, 01 Nov 2023 04:00:00 +0000

Nursing Times; 11/01/2023
The purpose of this article is to discuss the terminology used to describe long-serving nurses and midwives. This discussion is needed because, as a unified occupational group, they rarely feature in discussions in relation to workforce retention and development. This piece seeks to start a conversation about, and to raise the visibility of, this population as an important, yet neglected, entity in workforce strategy planning. It puts forward a new perspective to recognise the long-serving nurse as an asset in the NHS workforce, who deserves specific consideration and workforce planning.
(AN 173498183); ISSN: 09547762
CINAHL Complete

STAFFING STRATEGIES FOR SUCCESS.

Wed, 01 Nov 2023 04:00:00 +0000

Nutrition & Foodservice Edge; 11/01/2023
(AN 173599495); ISSN: 21649669
CINAHL Complete

An Update from the VNA President.

Wed, 01 Nov 2023 04:00:00 +0000

Virginia Nurses Today; 11/01/2023
(AN 173742126); ISSN: 10844740
CINAHL Complete

Cohort profile: recruitment and retention in a prospective cohort of Canadian healthcare workers during the COVID-19 pandemic

Wed, 01 Nov 2023 00:00:00 +0000

BMJ Open. 2023 Nov 1;13(11):e074716. doi: 10.1136/bmjopen-2023-074716.

ABSTRACT

PURPOSE: Healthcare workers were recruited early in 2020 to chart effects on their health as the COVID-19 pandemic evolved. The aim was to identify modifiable workplace risk factors for infection and mental ill health.

PARTICIPANTS: Participants were recruited from four Canadian provinces, physicians (medical doctors, MDs) in Alberta, British Columbia, Ontario and Quebec, registered nurses (RNs), licensed practical nurses (LPNs) and healthcare aides (HCAs) in Alberta and personal support workers (PSWs) in Ontario. Volunteers gave blood for serology testing before and after vaccination. Cases with COVID-19 were matched with up to four referents in a nested case-referent study.

FINDINGS TO DATE: Overall, 4964/5130 (97%) of those recruited joined the longitudinal cohort: 1442 MDs, 3136 RNs, 71 LPNs, 235 PSWs, 80 HCAs. Overall, 3812 (77%) were from Alberta. Prepandemic risk factors for mental ill health and respiratory illness differed markedly by occupation. Participants completed questionnaires at recruitment, fall 2020, spring 2021, spring 2022. By 2022, 4837 remained in the cohort (127 had retired, moved away or died), for a response rate of 89% (4299/4837). 4567/4964 (92%) received at least one vaccine shot: 2752/4567 (60%) gave postvaccine blood samples. Ease of accessing blood collection sites was a strong determinant of participation. Among 533 cases and 1697 referents recruited to the nested case-referent study, risk of infection at work decreased with widespread vaccination.

FUTURE PLANS: Serology results (concentration of IgG) together with demographic data will be entered into the publicly accessible database compiled by the Canadian Immunology Task Force. Linkage with provincial administrative health databases will permit case validation, investigation of longer-term sequelae of infection and comparison with community controls. Analysis of the existing dataset will concentrate on effects on IgG of medical condition, medications and stage of pregnancy, and the role of occupational exposures and supports on mental health during the pandemic.

PMID:37914305 | PMC:PMC10626826 | DOI:10.1136/bmjopen-2023-074716

Retention of military combat lifesaving skills during six months following classroom-style and individualized-style initial training

Mon, 30 Oct 2023 00:00:00 +0000

Mil Psychol. 2023 Nov-Dec;35(6):590-602. doi: 10.1080/08995605.2022.2144034. Epub 2022 Dec 2.

ABSTRACT

The current study was performed to obtain insight into the retention of combat lifesaving (CLS) skills after initial training and to compare a more individualized-style training with a more classroom-style training. We measured performance at 0 month, 2 months, and 6 months after initial training in 40 CLSers (17 individualized, 23 classroom). Each test consisted of two 20-minute scenarios with a medical mannequin to simulate combat injuries. An instructor scored the actions, which were divided into critical and non-critical by medical experts. We also measured the speed of performing the protocol and perceived mental effort and anxiety. There were no differences between the groups in critical actions. The full sample made on average almost six critical errors per scenario at 6 months. However, on non-critical actions, the individualized group scored better at 0 month. The individualized group also performed the protocol faster at each test. The classroom group reported an increase in mental effort and anxiety at subsequent tests, while the individualized group did not. Based on the high number of critical errors at 6 months, and on the drop-off in performance at 2 months, we advise that extra refresher training is organized within 2 months after initial training to improve retention further down the line.

PMID:37903163 | PMC:PMC10617377 | DOI:10.1080/08995605.2022.2144034

An explorative study of nurses' perception of turnover and retention

Sat, 28 Oct 2023 00:00:00 +0000

Dan Med J. 2023 Sep 25;70(10):A01230018.

ABSTRACT

INTRODUCTION: High nurse turnover at hospitals is a major societal problem. Knowledge of how to decrease the turnover rate is important. The aim of this study was to explore nurses' perception of nurse turnover and retention.

METHODS: An explorative study was designed with table-top simulations involving newly graduated nurses, experienced nurses and nurse supervisors in internal medicine departments. The simulations were audio-recorded and transcribed. The participants took notes, which were transcribed. The citations were sorted into subthemes and themes by use of inductive content analysis.

RESULTS: Fifteen workshops involving a total of 43 nurses were conducted. Four overarching themes were identified: core clinical competence, professionalism, organisation and culture. The new nurses focused on development and evaluation of core clinical competences to be able to provide safe patient care. The experienced nurses favoured influence on own work and a plan for continuous professional development. The importance of a good learning culture and of collegial and social factors was mentioned by both groups of nurses.

CONCLUSIONS: The table-top simulations with newly graduated nurses, senior nurses and nurses responsible for education provided valuable insights into the nurses´ perspectives of determinants of nurse turnover and retention in internal medicine wards.

FUNDING: None.

TRIAL REGISTRATION: Not relevant.

PMID:37897387

Factors associated with regional retention of physicians: a cross-sectional online survey of medical students and graduates in Japan

Thu, 26 Oct 2023 00:00:00 +0000

Hum Resour Health. 2023 Oct 26;21(1):85. doi: 10.1186/s12960-023-00871-z.

ABSTRACT

BACKGROUND: Physician shortage and maldistribution is an urgent health policy issue requiring resolution. Determination of factors associated with regional retention and development of effective policy interventions will help to solve this issue. The purpose of the present study was to identify factors associated with regional retention and discuss their policy implications.

METHODS: We conducted a cross-sectional online survey from February to March of 2022 for graduates from regional quotas (special quotas for medical schools to select students engaged in community medicine) and Jichi Medical University (JMU) and students at 10 medical schools including JMU. Completed surveys were obtained from 375 graduates and 1153 students. Questions included intention to continue to work in their home prefecture in the future, as well as background information and potential factors associated with regional retention. In the analyses, regional quotas and JMU were referred to as community medicine-oriented programs and schools (CMPS). We performed logistic regression analyses to identify factors associated with regional retention.

RESULTS: Among the students, scholarship-bonded obligatory service, satisfaction with current life, intention to belong to ikyoku (a traditional physician allocation/training system in Japanese medical schools), and interest in general practice/family medicine were significantly positively associated with regional retention. Among the graduates, satisfaction with training environment, intention to belong to ikyoku, and recommending their program to high school students were significantly positively associated with regional retention. For students of CMPS, satisfaction with the career development program was positively associated with future regional retention. For graduates, this association was observed only in the crude analysis.

CONCLUSIONS: In addition to known factors such as interest in general practice/family medicine, intention to belong to ikyoku had a substantial impact on regional retention. The present results suggest that the career support system represented by ikyoku as well as a career development program are of potential importance for increasing regional retention through the mechanisms of a sense of belonging and a life-long education system. These findings provide useful information for the development of further policy interventions that interweave traditional and new systems to maximize their effectiveness.

PMID:37885012 | PMC:PMC10604803 | DOI:10.1186/s12960-023-00871-z

Increasing antiretroviral therapy adherence and retention in care among adults living with HIV in Philadelphia: a study protocol for a stepped-wedge cluster-randomised type 2 hybrid effectiveness-implementation trial of managed problem-solving plus (MAPS+

Sat, 21 Oct 2023 00:00:00 +0000

BMJ Open. 2023 Oct 21;13(10):e079585. doi: 10.1136/bmjopen-2023-079585.

ABSTRACT

INTRODUCTION: To end the HIV epidemic in Philadelphia, implementation of evidence-based practices (EBP) to increase viral suppression and retention in HIV care is critical. Managed problem solving (MAPS), an EBP for antiretroviral therapy adherence, follows a problem-solving approach to empower people living with HIV (PWH) to manage their health. To overcome barriers to care experienced by PWH in Philadelphia, the EBP was adapted to include a focus on care retention and delivery by community health workers (CHWs). The adapted intervention is MAPS+. To maximise the clinical impact and reach of the intervention, evaluation of the effectiveness and implementation of MAPS+ is necessary.

METHODS AND ANALYSIS: This manuscript describes the protocol for a stepped-wedge cluster-randomised type 2 hybrid effectiveness-implementation trial in 10 clinics in Philadelphia. This research incorporates innovative approaches to accomplish three objectives: (1) to evaluate the effectiveness of the CHW-led MAPS+ intervention to improve viral suppression and retention in care 1 year after the individual implementation period (N=390 participants), (2) to examine the effect of the menu of implementation strategies on reach and implementation cost and (3) to examine processes, mechanisms, and sustainment of the implementation strategies for MAPS+ (N=56 participants). Due to various factors (eg, COVID-19), protocol modifications have occurred.

ETHICS AND DISSEMINATION: The institutional review board (IRB) at the city of Philadelphia serves as the primary IRB; initial approval was granted on 21 December 2020. The University of Pennsylvania and Northwestern University executed reliance agreements. A safety monitoring committee comprised experts in implementation science, biostatistics and infectious diseases oversee this study. This research will offer insights into achieving the goals to end the HIV epidemic in Philadelphia as well as implementation efforts of MAPS+ and other behavioural interventions aimed at increasing medication adherence and retention in care. Dissemination will include deliverables (eg, peer-reviewed manuscripts and lay publications) to reach multiple constituents.

TRIAL REGISTRATION NUMBER: NCT04560621.

PMID:37865411 | PMC:PMC10603537 | DOI:10.1136/bmjopen-2023-079585

Generation-Dependent Retention Rates and Reasons for Discontinuation of Molecular Targeted Therapies in Patients with Rheumatoid Arthritis: From FIRST Registry

Thu, 19 Oct 2023 00:00:00 +0000

Rheumatol Ther. 2023 Dec;10(6):1705-1723. doi: 10.1007/s40744-023-00603-8. Epub 2023 Oct 19.

ABSTRACT

INTRODUCTION: The study aimed to optimize medical care for elderly patients with rheumatoid arthritis (RA) by examining the 3-year continuation rate of different molecular targeted therapies across age groups in Japan, which has a significant elderly population.

METHODS: The study included patients with RA who started molecular targeted therapies between 2013 and 2019 and divided them into three age groups. The primary outcome was to assess the 3-year continuation rate of each drug and analyze reasons for treatment discontinuation using inverse probability of treatment weighting.

RESULTS: Among 2292 patients analyzed, tumor necrosis factor (TNF) inhibitors were most commonly used in those younger than 65 years of age (43.5%), while Janus kinase (JAK) inhibitors were also utilized (17.1%). In contrast, JAK inhibitors were less frequently used in patients aged 75 years and older (7.8%), with cytotoxic T lymphocyte antigen 4 immunoglobulin fusion proteins (CTLA4-Ig) being the most common (39.2%). JAK inhibitors and anti-interleukin-6 receptor (IL-6R) antibodies had higher continuation rates than other drugs in patients under 65 years (p < 0.001). For those aged 65-74 years, JAK inhibitors and CTLA4-Ig had higher continuation rates (p < 0.001), while among those aged 75 years and older, CTLA4-Ig and IL-6R antibodies had higher continuation rates (p < 0.001). Inadequate efficacy was the main reason for discontinuation in all age groups, while infection leading to discontinuation increased with age.

CONCLUSIONS: The study highlights the need to consider different age groups separately in elderly RA care. Among patients aged 75 years and older, abatacept and anti-IL-6R antibodies showed the highest continuation rates, suggesting their potential suitability and efficacy for this specific age cohort.

PMID:37856034 | PMC:PMC10654306 | DOI:10.1007/s40744-023-00603-8

Financial incentives to promote employment of persons with disabilities: a scoping review of when and how they work best.

Sun, 15 Oct 2023 04:00:00 +0000

Disability & Rehabilitation; 10/15/2023
To assess the state of evidence on the use of financial incentives to employ, retain, and promote persons with disabilities. We completed a scoping review of the peer-reviewed literature published from 1990 to 31 March 2022. Inclusion criteria were – populations with a disability; employment, retention, or promotion; and use of financial incentives targeted at employers. Articles were excluded if incentive was targeted solely at persons with disabilities. Seventeen articles met the inclusion criterion and were collated based on their study designs, type of incentive investigated, employment sector, and jurisdiction. We identified seven common themes that are relevant contextual and situational factors associated with the use of financial incentives to employ, retain, and promote persons with disabilities. While the literature identified the fact that financial incentives are widely used, the current state of the literature is modest and insufficient to make strong statements about the evidence on how and when financial incentives work well or do not work well. The themes identified allude to a subset of contextual factors requiring consideration for incentive use; however, evaluative research is still required to substantiate best practices for their use. Financial incentives for the recruitment, retention, and promotion of workers with disabilities take many different forms and can incent different behaviours based on their form and context. Workers with disabilities are as diverse as workers without disabilities, consequently the supports required will differ from situation to situation. In some cases, a worker with a disability may require several types of supports, at a point in time, or over their employment journey. Employer knowledge and experience are important considerations in the use of financial incentives, as are employer skills in recruitment, retention, and promotion of workers with disabilities.
(AN 172994887); ISSN: 09638288
CINAHL Complete

Nursing Home Staff Turnover and the Whole-of-Person Framework for Staff Retention.

Fri, 13 Oct 2023 04:00:00 +0000

JAMA Network Open; 10/13/2023
(AN 172990525); ISSN: 25743805
CINAHL Complete

Nursing Home Staff Turnover and the Whole-of-Person Framework for Staff Retention

Fri, 13 Oct 2023 00:00:00 +0000

JAMA Netw Open. 2023 Oct 2;6(10):e2337827. doi: 10.1001/jamanetworkopen.2023.37827.

NO ABSTRACT

PMID:37831456 | DOI:10.1001/jamanetworkopen.2023.37827

Innovative Technologies in CNS Trials: Promises and Pitfalls for Recruitment, Retention, and Representativeness

Wed, 11 Oct 2023 00:00:00 +0000

Innov Clin Neurosci. 2023 Sep 1;20(7-9):40-46. eCollection 2023 Jul-Sep.

ABSTRACT

OBJECTIVE: Recruitment of a sufficiently large and representative patient sample and its retention during central nervous system (CNS) trials presents major challenges for study sponsors. Technological advances are reshaping clinical trial operations to meet these challenges, and the COVID-19 pandemic further accelerated this development.

METHOD OF RESEARCH: The International Society for CNS Clinical Trials and Methodology (ISCTM; www.isctm.org) Innovative Technologies for CNS Trials Working Group surveyed the state of technological innovations for improved recruitment and retention and assessed their promises and pitfalls.

RESULTS: Online advertisement and electronic patient registries can enhance recruitment, but challenges with sample representativeness, conversion rates from eligible prescreening to enrolled patients, data privacy and security, and patient identification remain hurdles for optimal use of these technologies. Electronic medical records (EMR) mining with artificial intelligence (AI)/machine learning (ML) methods is promising but awaits translation into trials. During the study treatment phase, technological innovations increasingly support participant retention, including adherence with the investigational treatment. Digital tools for adherence and retention support take many forms, including patient-centric communication channels between researchers and participants, real-time study reminders, and digital behavioral interventions to increase study compliance. However, such tools add technical complexities to trials, and their impact on the generalizability of results are largely unknown.

CONCLUSION: Overall, the group found a scarcity of systematic data directly assessing the impact of technological innovations on study recruitment and retention in CNS trials, even for strategies with already high adoption, such as online recruitment. Given the added complexity and costs associated with most technological innovations, such data is needed to fully harness technologies for CNS trials and drive further adoption.

PMID:37817816 | PMC:PMC10561984

Can social care nursing find any help for the future in the NHS workforce plan?: The social care sector needs its own nursing plan to tackle recruitment and retention, but there may be some elements of the NHS Long Term Workforce Plan that it can benefit

Tue, 03 Oct 2023 04:00:00 +0000

Nursing Older People; 10/03/2023
The publication of the NHS Long Term Workforce Plan in June 2023 was heralded as a historic moment for the health service in England.
(AN 172758641); ISSN: 14720795
CINAHL Complete

Should nursing staff be able to choose their hours?: As UK healthcare employers struggle to recruit nurses, a care home has introduced flexible hours.

Tue, 03 Oct 2023 04:00:00 +0000

Nursing Older People; 10/03/2023
With almost nine out of ten care home providers sayingthey have problems attracting and retaining staff, could offering complete flexibility on working hours be a solution?
(AN 172758638); ISSN: 14720795
CINAHL Complete

Exploring the viewpoint of faculty members of medical sciences universities about effective factors on their organizational retention: a qualitative study

Tue, 03 Oct 2023 00:00:00 +0000

BMC Med Educ. 2023 Oct 3;23(1):725. doi: 10.1186/s12909-023-04707-1.

ABSTRACT

BACKGROUND AND AIM: Faculty retention in medical sciences universities is one of the most important values for the survival of the educational system. This study aimed to explore the viewpoint of faculty members of medical sciences universities in Iran about effective factors affecting their organizational retention.

METHODS: Qualitative study using deep interviews collected by maximum variation sampling. A purposively selected sample of 15 faculty members was recruited throughout two Iranian medical sciences universities (Tehran University of Medical Sciences and Kerman University of Medical Sciences) during 2021-22.

RESULTS: Qualitative data analysis provided 3 main categories and 10 sub-categories. Three main categories were identified that affected the faculty's organizational retention included individual factors, institutional factors, and socio-political factors.

CONCLUSION: Factors that contribute to the improvement of faculty retention encompass various aspects. These include consideration given to the personal and social requirements of faculty members, support provided by the organization along with effective resource management, a fair and transparent organizational structure, and the maintenance of political stability both within the university and the nation.

PMID:37789317 | PMC:PMC10548578 | DOI:10.1186/s12909-023-04707-1

Strategies to Stay: Role Enrichment Models for Retaining Millennial Nurses...Reprinted with permission from Nursing Administration Quarterly, 2023; 47(1): 64-71

Mon, 02 Oct 2023 04:00:00 +0000

JONA: The Journal of Nursing Administration; 10/02/2023
Nurse retention strategies are top of mind for nurse leaders as they face an unprecedented staffing crisis. A strategic approach that includes innovative models to enhance nurse satisfaction and nurse retention may include role enrichment strategies such as blended roles, alternative work arrangements, and shared staffing. Effective implementation requires authentic, transformational leadership, as well as structures and processes for replication, sustainability, and improved outcomes. This case study illustrates the potential of this strategy to positively influence key factors contributing to nurse retention, especially for millennial nurses. Nurse leaders in one critical care unit shared their experience with cross-training for blended roles, skill expansion for professional development for unit staff as well as float team members, leadership development opportunities, and shared staffing. Creating a staffing strategy that includes the leadership and infrastructure to support blended or dual roles is one promising element in a nurse leader tool kit for millennial nurse retention.
(AN 172997642); ISSN: 00020443
CINAHL Complete

How exceptional leadership can improve retention and ignite better nursing and midwifery care.

Sun, 01 Oct 2023 04:00:00 +0000

Australian Nursing & Midwifery Journal; 10/01/2023
The article discusses the importance of exceptional leadership in improving staff retention and inspiring better care by nurses and midwives in the healthcare sector. According to Optimism Co. founder Simon Sinek, better leaders are the key to better organisations and societies and happier employees. Also cited are Sinek's tips on how to address difficult leadership issues like reading books and other resources and practicing empathy.
(AN 172028633); ISSN: 22027114
CINAHL Complete

Retention of newly graduated registered nurses in the hospital setting: A systematic review.

Sun, 01 Oct 2023 04:00:00 +0000

Journal of Clinical Nursing (John Wiley & Sons, Inc.); 10/01/2023
Background: There is a gap in the literature on identifying and describing effective interventions for the retention of newly graduated registered nurses in hospital settings. To the best of our knowledge, no systematic review has been conducted on this issue. Aim: To identify effective interventions that promote the retention of newly graduated registered nurses in the hospital setting and their components. Design: A systematic review was conducted according to PRISMA 2020 Statement. Methods: Information derived from the PubMed, CINAHL, Scopus, PsycINFO and Cochrane Library databases was reviewed, for the period January 2012–October 2022. Screening, data extraction and quality appraisal were conducted independently by two reviewers. The Joanna Briggs Institute Critical Appraisal tools were used for descriptive, quasi‐experimental and cohort studies. Disagreements between the two reviewers were resolved through discussion. Results: Following the critical appraisal, nine studies were included. The evidence reveals the heterogeneity of programmes developed in the hospital context to promote the retention of newly graduated registered nurses, clarifies the three competencies to be addressed (core, cross‐cutting and specific), their components (programme development framework, duration, content and support components), and shows significant improvements after their implementation. Conclusions: This systematic review identifies that either nurse residency or individualised mentoring programmes, lasting 1 year, and multi‐component, addressing core and specific competencies and including preceptor or mentor components seem to be the most comprehensive and effective in promoting the retention of new nurses in the hospital setting. Relevance to Clinical Practice: The knowledge provided by this review will contribute to developing and implementing more effective and context‐specific strategies directed at retaining newly graduated registered nurses and subsequently enhancing patient safety and healthcare costs. No Patient or Public Contribution: Given the study design and focus.
(AN 172046223); ISSN: 09621067
CINAHL Complete

How local, first‐line nurse leaders can positively influence nurse intent to stay and retention: A realist review.

Sun, 01 Oct 2023 04:00:00 +0000

Journal of Clinical Nursing (John Wiley & Sons, Inc.); 10/01/2023
Aims and Objectives: To explore evidence on how local nurse leaders can positively influence nurse retention. Background: Nurse turnover and retention is a wicked problem with multiple interrelated factors and no one solution. Local nurse leadership has the potential to positively influence nurse intent to stay directly or via various factors. Design: A realist review. Methods: Having designed a search strategy based on a tentive programme theory, 1386 initial hits in three databases were screened and reduced to 48 research articles published between 2010–2021. The articles' content were coded for findings that supported, refined or contradicted four ContextMechanismOutcome configurations. Results: Sufficient evidence was found to support four guiding lights encouraging local nurse leaders to: (1) foster relational connectedness; (2) enable professional practice autonomy; (3) cultivate healthful workplace cultures; (4) support professional growth and development. Mutuality and reciprocity is also key if leaders themselves are to experience wellbeing and growth. Conclusions: Person‐centred, transformational and resonant local nurse leaders can positively influence nurse intent to stay within the workplace or organisation. Reporting Method: Conform JCN guideline 'What to cover in the main tekst by article type' for reviews. Patient or Public Contribution: No Patient or Public Contribution.
(AN 172046254); ISSN: 09621067
CINAHL Complete

Critical care nursing workforce in crisis: A discussion paper examining contributing factors, the impact of the COVID‐19 pandemic and potential solutions.

Sun, 01 Oct 2023 04:00:00 +0000

Journal of Clinical Nursing (John Wiley & Sons, Inc.); 10/01/2023
Aims and Objectives: The critical care nursing workforce is in crisis, with one‐third of critical care nurses worldwide intending to leave their roles. This paper aimed to examine the problem from a wellbeing perspective, offering implications for research, and potential solutions for organisations. Design: Discursive/Position paper. Method: The discussion is based on the nursing and wellbeing literature. It is guided by the authors' collaborative expertise as both clinicians and researchers. Data were drawn from nursing and wellbeing peer‐reviewed literature, such as reviews and empirical studies, national surveys and government and thinktank publications/reports. Results: Critical care nurses have been disproportionately affected by the COVID‐19 pandemic with studies consistently showing critical care nurses to have the worst psychological outcomes on wellbeing measures, including depression, burnout and post‐traumatic stress disorder (PTSD). These findings are not only concerning for the mental wellbeing of critical care nurses, they also raise significant issues for healthcare systems/organisations: poor wellbeing, increased burnout and PTSD are directly linked with critical care nurses intending to leave the profession. Thus, the wellbeing of critical care nurses must urgently be supported. Resilience has been identified as a protective mechanism against the development of PTSD and burnout, thus offering evidence‐based interventions that address resilience and turnover have much to offer in tackling the workforce crisis. However, turnover data must be collected by studies evaluating resilience interventions, to further support their evidence base. Organisations cannot solely rely on the efficacy of these interventions to address their workforce crisis but must concomitantly engage in organisational change. Conclusions: We conclude that critical care nurses are in urgent need of preventative, evidence‐based wellbeing interventions, and make suggestions for research and practice.
(AN 172046213); ISSN: 09621067
CINAHL Complete

Understanding the Experiences of American Indian and Alaska Native Students Enrolled in Allopathic and Osteopathic Medical Degree Programs.

Sun, 01 Oct 2023 04:00:00 +0000

Journal of Racial & Ethnic Health Disparities; 10/01/2023
Purpose: Despite a growing population, American Indian and Alaska Native (AI/AN) students have seen no meaningful increase in representation in allopathic and osteopathic medical degree programs. While AI/AN medical students are more likely to practice in underserved areas, they face financial and sociocultural obstacles towards doing so. This underscores the need to understand the experiences of these trainees, and identify barriers and facilitators to the successful recruitment, retention, and advancement of AI/AN trainees. Methods: A survey was administered to members of the Association of Native American Medical Students (ANAMS), an organization representing self-identified Native medical students. This survey elicited demographic information, opinions of institutional climate, and aspects of academic and social experiences during medical school. Results: There were n = 39 complete responses. Over fifty percent of respondents (n = 21) identified as AI/AN alone and not in combination with another racial or ethnic group. Overall, respondents were: Generally, not satisfied with their school's engagement with Native communities and AI/AN health curricula. Likely to report barriers towards their timely advancement in training, namely being a first-generation or low income student, and feelings of imposter syndrome. Likely to report an interest to work in primary care fields and serve AI/AN communities in the future. Conclusions: This survey identified several barriers to successful AI/AN medical trainee advancement, highlighting opportunities for institutions to foster inclusion of AI/AN trainees and grow the number of Native physicians.
(AN 171580901); ISSN: 21973792
CINAHL Complete

Investigating Correlates of Home Visitor Burnout, Compassion Fatigue, and Compassion Satisfaction in New York State: Implications for Home Visiting Workforce Development and Sustainability.

Sun, 01 Oct 2023 04:00:00 +0000

Maternal & Child Health Journal; 10/01/2023
Introduction: Home visitor well-being is integral to delivering effective home visiting services and a core component of successful home visiting program implementation. While burnout (BO), compassion fatigue (CF), and compassion satisfaction (CS) have been studied extensively in physicians, nurses, and other health providers, little is known about the correlates of these phenomena in home visitors. Methods: This cross-sectional study examined demographic characteristics (age, race, gender), health and personal experiences (anxiety, physical health, and adverse childhood experiences), and job-related factors (caseload, role certainty, job satisfaction) as correlates of BO, CF and CS among a sample of 75 home visitors employed across six MIECHV-funded agencies in New York State. Descriptive statistics were used to characterize our sample; linear regressions were employed to investigate correlates with outcomes of interest. Results: Anxiety was significantly and positively associated with BO (β = 2.5, p < 0.01) and CF (β = 3.08, p < 0.01). Overall job satisfaction was significantly and inversely associated with BO only (β = -0.11, p < 0.001). Participants who identified as white were less likely to report higher levels of CS relative to non-white counterparts (β = -4.65, p = 0.014). Examinations of specific aspects of job satisfaction revealed significant associations between satisfaction with workplace operating conditions, nature of the work, and contingent rewards and select outcomes of interest. Discussion: Prioritizing preventive measures that target correlates of BO and CF, such as higher levels of anxiety and lower levels of job satisfaction – particularly operating conditions – may improve workforce well-being, continuity of service delivery, and ultimately quality of care provided to clients. Significance: What is known about this subject? Burnout (BO) and compassion fatigue (CF) pose serious threats to the home visiting workforce and quality of service delivery. Little is known about the relationships between demographic characteristics, health, child adversity, and job-related factors and outcomes of BO, CF, and compassion satisfaction (CS). What this study adds? Anxiety was significantly and positively associated with BO and CF. Job satisfaction was inversely associated with CF. Satisfaction with operating conditions was inversely correlated with BO and CF, suggesting that interventions that address organizational-level operating procedures may reduce risk of BO and CF in home visitors.
(AN 172312472); ISSN: 10927875
CINAHL Complete

THE BUSINESS OF HEALTH CARE: STRATEGIES FOR A SUSTAINABLE NURSING WORKFORCE.

Sun, 01 Oct 2023 04:00:00 +0000

Nursing Administration Quarterly; 10/01/2023
(AN 171581705); ISSN: 03639568
CINAHL Complete

Wake-up Call: Night Shifts Adversely Affect Nurse Health and Retention, Patient and Public Safety, and Costs.

Sun, 01 Oct 2023 04:00:00 +0000

Nursing Administration Quarterly; 10/01/2023
The purpose of this mini review is to (1) summarize the findings on the impact of night shift on nurses' health and wellness, patient and public safety, and implications on organizational costs and (2) provide strategies to promote night shift nurses' health and improve organizational costs. The night shift, compared with day shift, results in poorer physical and mental health through its adverse effects on sleep, circadian rhythms, and dietary and beverage consumption, along with impaired cognitive function that increases nurse errors. Nurse administrators and health care organizations have opportunities to improve nurse and patient safety on night shifts. Low-, moderate-, and higher-cost measures that promote night nurses' health and well-being can help mitigate these negative outcomes. The provided individual and organizational recommendations and innovations support night shift nurses' health, patient and public safety, and organizational success.
(AN 171581716); ISSN: 03639568
CINAHL Complete