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At least 19 recordsLinked to original sources
PubMed1995

Managing temporary nursing staff: nurse banks in Scotland.

Nurse banks are locally organized in-house sources of temporary nursing staff. Reports on a study of policy and practice in the management of nurse banks in the National Health Service in Scotland. The study was based on a census survey of all 55 NHS units in Scotland (100 per cent response rate). Examines management rationales in establishing a nurse bank, explores costs and benefits of managing a bank, and provides recommendations on good practice in maintaining continuity of care.

Costs and Cost Analysis↗
PubMed1990

What we need to change about nursing. Staff nurses share their ideas.

New ways of structuring the delivery of nursing care, recruitment strategies, and retention programs are consistently needed if quality healthcare is to be preserved. The experience described in this article suggests that staff nurses propose creative and pragmatic solutions that enhance those of their managers. The author presents the recommendations of a task force designed to address the challenge of the nursing shortage in order to stimulate similar innovative activities in other settings.

Attitude of Health Personnel↗
PubMedDate not supplied

Ten common-sense teaching strategies for effective inservice presentation by staff nurses.

Staff nurses are currently being given the opportunity to present inservice offerings as a criterion for the professional performance evaluation. Unfortunately, staff nurses, even those with baccalaureate preparation, generally have not been prepared in strategies for effective teaching. Consequently, many staff nurses either avoid this opportunity altogether or may proceed with the "seat of the pants" approach, making learning a chance event. This article sets forth 10 common-sense teaching strategies for effective inservice education presentations with the goal of encouraging and empowering staff nurses to share their particular area of expertise with their peers.

Attitude of Health Personnel↗
PubMed1983

Networking: a method of retaining nursing staff.

Nursing administrators are well aware of the negative impact of nursing turnover on the quality of nursing care and the productivity of a nursing department. They are equally aware of the high cost of continually recruiting and orienting new nursing staff. Yet finding a solution to the problem of turnover has proved very difficult. This article proposes the use of networking as a method of retaining nursing staff. A conceptual design is offered that focuses on communication and collaboration. This networking plan relies on aspects of the nursing process--assessment, planning, implementation, and evaluation--to reach its goal: retention of high-quality nursing staff.

Career Choice↗
PubMed2004

Nursing staff and nursing students' emotions towards homosexual patients and their wish to refrain from nursing, if the option existed.

Studies have reported that homosexual patients fear they will not receive adequate care if they openly show their sexual orientation, for example, when introducing their partner. The aims of this study were to investigate the emotions of nursing staff and nursing students, and possible relations to cultural background and gender, towards homosexual patients; whether nursing staff and nursing students would choose to refrain from nursing homosexual patients, if the option existed; and, if so, how they express their wish to refrain from nursing this group of patients. All participants received verbal and written information before the study started. Returning a completed questionnaire indicated a participant's tacit consent. Approval was obtained from the heads of departments and persons in charge of nursing and nursing assistant programmes. The study had a descriptive, comparative design, and an Affect Adjective Checklist (AAC) and specially designed Nursing Behaviour Questionnaire (NBQ) were used. The participants included nurses and assistant nurses from an infectious disease clinic, and students enrolled in a university nursing programme and upper secondary assistant nurses' training, all in central Sweden. The findings showed that both professional nursing staff (response rate 67%, n = 57), and students (response rate 62%, n = 165), expressed emotions of homophobic anger, homophobic guilt and delight. Groups with a cultural background other than Swedish expressed more homophobia. No gender differences were indicated for homophobic emotions. In the professional group, 36% would refrain from nursing for homosexual patients if given the option. The corresponding figure for the students was 9%. The limitations were that the sample was small and not randomly selected, and as participation was anonymous no follow-up could be done. It was concluded that the emotional factors of homosexual anger and homosexual guilt might be of value in helping to explain and predict attitudes towards homosexuals.

Adult↗
PubMed1995

A career ladder program designed by perioperative staff nurses.

Staff members at Baylor University Medical Center, Dallas, were dissatisfied with the existing clinical ladder program, so a committee of perioperative staff nurses was appointed to create a new program. The new program was based on a literature review and RN and management survey data. Under the new program, nurses must accumulate points to quality for or maintain clinical nurse levels I, II, or III. The point system recognizes many professional contributions that were ignored by the previous program.

Academic Medical Centers↗
PubMed2004

[Transition from student nurse to staff nurse].

When new staff nurses leave school and enter the working world they experience a shock that is all the greater because of their limited clinical experience. Difficulty in adjustment and a high attrition rate have been noted among new staff nurses as they navigate this challenging and stressful transition. New staff nurses experience excessive workloads, a shortage of practical and managerial skills, great differences between their educational priorities and the reality of clinical practice, and the feeling of a lack of support. Setting up a preceptorship system to support and guide the professional development, psychological adjustment and career planning of individual nurses would help to foster positive socialization, reduce levels of anxiety and increase job satisfaction among nurses. In turn, if this is accomplished, it will lower work-related stress, reduce attrition rates and stabilize levels of nursing manpower.

Adaptation, Psychological↗
PubMed2006

Considering the employee point of view: perceptions of job satisfaction and stress among nursing staff in nursing homes.

OBJECTIVE: To document job satisfaction and sources of stress among nursing staff working in nursing homes and to evaluate the extent to which the reasons of stress differ by type of nursing staff. DESIGN: Cross-sectional study. SETTING: Twenty-five nursing homes in North Carolina participating in a demonstration project of a new model of long-term care pharmacy. PARTICIPANTS: Nurses and nursing assistants employed at the time of the survey in the spring and summer of 2002 (n = 1283). MEASUREMENTS: Health Professional Stress Inventory modified for use in the nursing home setting and ratings of job satisfaction. RESULTS: The situations most stressful for nurses were not having enough staff, having too much work to do, interruptions, having non-health professionals determine how to do their job, poor pay, and ultimately being responsible for patient outcomes. The top most stressful situations for nursing assistants included poor pay, not enough staff, and too much work to do. Nursing assistants were more likely than nurses to report stress because they do not have adequate information regarding a patient's condition. Nurses were more likely than nursing assistants to report stress because non-health professionals (eg, surveyors) determine how they must do their job. CONCLUSIONS: The findings of this study support the need to improve recognition for nursing, improve staffing, and provide competitive compensation in nursing homes.

Attitude of Health Personnel↗
PubMed1994

Retrospective analysis of healing in wounds cared for by ET nurses versus staff nurses in a home setting.

The continually growing home car market is seeing a higher percentage of patients with wounds. The findings of this investigation may assist the industry in determining whether the higher cost of employing ET nurses is justified. This study compared the outcome of wound care in the home setting provided by ET nurses with outcomes of wound care provided by staff nurses in the same setting. The investigation was a retrospective study of the total population of patients with wounds (n = 519) admitted to five home care agencies in central and south Florida over an 18-month period. The sample consisted of 344 wounds cared for by ET nurses and 464 wounds cared for by staff nurses. The following data were collected through retrospective review of the records: stage of wounds, descriptions of the wounds, types of wounds, number of nursing visits, number of healed wounds, and time to heal each wound. Only 36.3% of the wounds not cared for by ET nurses healed in the time the patients were seen for skilled-nursing services by the home health care agencies. Of the ET-nursed wounds, 78.5% healed. The average number of skilled-nursing visits for patients not nursed by ET nurses was less than 17. ET-nursed patients were seen an average of 31.6 visits.

Aged↗
PubMedDate not supplied

[Educational proposal focused on ergonomics as prevention tool against musculoskeletal injuries for the nursing staff].

Nursing staff is subject to lesions in the back due to ergonomic factors and inadequate posture. A specific educational proposal for nursing personnel was elaborated with the objective of helping to reduce these lesions. This study presents the development and topics of this educational strategy that was constructed from an analysis of the work environment and of the activities engaged in by this personnel. Themes relative to the anatomy and biomechanics of the vertebral column were presented, as well as general posture orientations, specific ergonomic aspects of nursing tasks and considerations about the movement and transportation of patients.

Back Pain↗
PubMedDate not supplied

[Validity of a job stressors measurement scale in nursing staff: the nursing stress scale].

BACKGROUND: The aim of this work was to determine the reliability and construct validity of a scale intended to measure job stressors to which hospital nursing staff may be exposed. SUBJECTS AND METHODS: The nursing stress scale contains 34 stressors. The scale's trans-cultural adaptation was carried out by means of the translation-back translation method. Validation was conducted on a random sample of 201 health professionals in a public hospital in Valencia. The reliability of the scale was assessed after its readministration on a sub-sample of 30 nursing professionals, with a 15 day interval. The construct validity was obtained through the correlation of the scale with another two scales: The 28 item version of Goldberg's General Health Questionnaire and 7 dimensions of the Health questionnaire SF-36. RESULTS: The scale in Spanish language contains 34 items after eliminating the first item from the original scale (N1: computer failure) and including a new item (E1: Frequent job interruptions). The distribution of scores obtained in the initial administration of the scale and fifteen days later do not differ statistically. The Cronbach's alfa coefficient is 0.92 for the total scale and in each of the sub-scales ranges between 0. 83 and 0.49. The correlation between the scale and the GHQ-28 items questionnaire is 0.34. For each one of the seven dimensions of the SF-36 questionnaire the correlations range between -0.21 and -0.31. CONCLUSION: The nursing stress scale is a useful instrument for measuring possible stressors in this collective. It has high internal consistency and construct validity, as does the original American version, however reliability is moderate.

Data Interpretation, Statistical↗
PubMed2003

Nursing staff and nursing students' attitudes towards HIV-infected and homosexual HIV-infected patients in Sweden and the wish to refrain from nursing.

BACKGROUND: Two decades after the emergence of human immunodeficiency virus (HIV)/acquired immune deficiency syndrome (AIDS), the infection remains enigmatic and shameful. In Sweden, many HIV-infected persons still encounter attitudes of avoidance. AIMS: The aims were to investigate differences between attitudes of nurses, assistant nurses, nursing students and assistant nursing students towards HIV-infected and homosexual HIV-infected patients; to measure their fear of contracting HIV; and to investigate whether nurses, assistant nurses, nursing students and assistant nursing students wanted to refrain from caring for HIV-infected patients. ETHICAL ISSUES: The participants were informed of the study orally and in writing. Completing and returning the anonymous questionnaires indicated the participants' tacit consent. RESEARCH METHOD: The study had a descriptive, comparative quantitative design. The AIDS Attitude Scale was used, along with a questionnaire specially designed for the study. The participants were nurses and assistant nurses from one infectious disease clinic in central Sweden [response rate was 67% (n = 57)]. Students enrolled in a university nursing programme and students of upper secondary assistant nurses' training [response rate was 62% (n = 165)] were also included. FINDINGS: In general, both the nursing staff and the nursing students expressed empathic attitudes towards HIV-infected and homosexual HIV-infected patients, as well as a low degree of fear of HIV contagion. The findings also showed, in the professional groups, that 36% would refrain from caring for HIV-infected patients if that possibility existed. The corresponding figure for the student groups was 26%. LIMITATIONS: The chosen sample was small and not randomly selected therefore precludes a generalization in a wider context. Furthermore, the questionnaire was untested for reliability and validity, and may have influenced the findings with respect to the wish to refrain from nursing HIV-infected patients. CONCLUSION: Suggested guidelines for nursing, mentor-ship by AIDS-dedicated nurses, and educational interventions, are given in 'Implications for nursing and nursing education'.

Adolescent↗
PubMed1995

Profiling "flexible" nursing staff: bank nurses in Scotland.

Nurse banks are locally organised "in house" sources of temporary nursing staff. This paper reports on a survey of nurses working on three nurse banks in the National Health Service in Scotland. A total of 203 nurses responded to the survey, which revealed marked differences in the profile of the nurses working on each of the banks, in terms of age, biographical details, career plans and work commitments. Main issues for management revealed by the survey were the need for good communication with temporary staff and high levels of reported dissatisfaction with access to training opportunities. The paper concludes that there is no "standard" model of a nurse bank in the NHS in Scotland and no standard profile of bank nurses.

Adult↗