Establishing Policy Foundations and Regulatory Systems to Enhance Nursing Practice in the United Arab Emirates

In 2009, the United Arab Emirates (UAE) established a Nursing and Midwifery Council with a mandate to develop standards for the registration and regulation of nursing and midwifery and to strengthen the nursing and midwifery workforce. Priorities included workforce Emiratization and the development of regulatory standards to support advanced and speciality nursing practice and new models of care—particularly for the management of noncommunicable diseases. This article provides background, context for, and best practice inputs to the effort to provide one unified framework of nursing regulation and licensure across the whole of the UAE. This article is intended for nurse leaders, policy makers, and regulators who are reviewing or developing nursing regulatory processes and advancing nursing workforce capacity building activities; and nurse educators and nurses wishing to work in the UAE

The role and value of nurses in care provision: Views and expectations of Emirati Nationals in the western region of Abu Dhabi, United Arab Emirates

Background: Reliable health user information is needed to effectively organize nursing services and deliver quality patientcentered care. Nurse leaders of Al Gharbia Health Services (AGHS) noted that although budget data and general workforce information were readily available, detailed information about patient experiences, views, and expectations was lacking. Objective: This study aimed to obtain preliminary data regarding health and nursing service expectations of Emirati nationals in the remote western region of Abu Dhabi, United Arab Emirates (UAE). Methods: This study used qualitative descriptive methodology. Semi-structured interviews were conducted with a sample of Emirati families who had recently accessed AGHS. Interviews focused on service user understanding and expectations of the role of nurses, nursing services, and the health service overall. Results: Emirati nationals’ views and expectations regarding nurses’ role and function in the healthcare team were highlighted. Participants’ expectations and the attributes they valued were distributed across two distinct areas: clinical competence and the “softer” skills of compassion, caring, and respect. Conclusions: These findings facilitate understanding of the expectations of Emirati health service users. Importantly, the results counter regional perceptions of nursing under-valued as a servant role across the UAE and broader Gulf Cooperation Council region. The findings may inform a range of activities including: a large-scale survey regarding the views and expectations of Emirati health service users; pre-service nursing education and nursing in service development; and the recruitment of Emirati nationals to the nursing profession. Further investigation regarding perceptions and valuing of nursing within the Emirati community is warranted

Evaluation of the Impact of an Education Program on Self-Reported Leadership and Management Competence Among Nurse Managers

BACKGROUND: Developing leadership and management competencies for nursing managers is critical to the effective leadership of others and driving team and organizational performance. This paper aimed to evaluate the impact of a system-wide nursing leadership quality improvement initiative in a network of four public hospitals and one specialized outpatient center in the United Arab Emirates (UAE). The initiative was designed to enhance nursing middle managers’ leadership and managerial competencies. METHODS: This is a quantitative evaluation following the Standards for Quality Improvement Reporting Excellence (SQUIRES) guidelines. Secondary Data analysis of a pre- and post-course self-assessment for 105 middle nursing managers who attended a nursing leadership quality improvement training program between December 2017 and April 2019. RESULTS: Following participation in this quality improvement initiative, the paired sample t-test analysis demonstrated a statistically significant difference between the pre- and post-assessments total and individual leadership domains mean scores. CONCLUSION: Attending well-structured nursing leadership quality improvement programs positively enhances nurse managers’ professional abilities and perception of their management and leadership competencies. Leadership development programs should equip managers with the skills and tools to achieve their professional goals effectively and support their transition to becoming expert nurse leaders. Healthcare institutions’ ethical obligation is to provide them with the necessary resources and training to achieve this goal

Self- Assessed Level of Competence of Experienced Expatriate Nurses in Rural and Remote Settings

We aimed to measure the self-assessed level of competence among nurses working in the public hospitals of Al-Gharbia Region, a remote rural region of United Arab Emirates, and to explore the factors associated with the nurses’ self-perceived competency. The Nurse Competency Scale, which measures the self-assessed level of competency of nurses, has been validated in a variety of clinical settings, in facilities of various sizes, and in small and large cohorts. However, its application among an expatriate nursing workforce working in small hospitals and health facilities in remote and rural areas has not been examined. We used the Nurse Competency Scale to survey the nursing workforce in Al-Gharbia’s public hospitals in United Arab Emirates. All 435 practicing registered nurses with more than 3 months clinical experience in the network were invited to participate. Data were collected electronically and analyzed by international collaborators. Statistical analysis included analysis of variance, Kruskal–Wallis, multiple linear regression, 2 test of independence, and Cronbach’s a. Totally, 189 responses were analyzed (43.4% response rate). Overall self-assessed levels of competence were uniformly ‘‘very good’’ across all competence categories. The overall score (84.3) was higher than those found in most other studies. Frequency of use was the most outstanding variable influencing self-assessed competence. Total years of experience were the next significant variable. Some items of the scale were not yet applicable to activities in the region, particularly those relating to supervision of students. The high scores achieved by expatriate nurses in the small hospitals of Al-Gharbia reflect well on the rigor of the recruitment process, ongoing cross-training and functional competency assessment. Policies and practices aimed at recruiting experienced expatriate nurses and providing opportunities to use competencies continue to be critical in providing a quality nursing service in a rural and remote region

Self-Assessed Competence of Experienced Expatriate Nurses in a Rural and Remote Setting

We aimed to measure the self-assessed level of competence among nurses working in the public hospitals of Al-Gharbia Region, a remote rural region of United Arab Emirates, and to explore the factors associated with the nurses’ self-perceived competency. The Nurse Competency Scale, which measures the self-assessed level of competency of nurses, has been validated in a variety of clinical settings, in facilities of various sizes, and in small and large cohorts. However, its application among an expatriate nursing workforce working in small hospitals and health facilities in remote and rural areas has not been examined. We used the Nurse Competency Scale to survey the nursing workforce in Al-Gharbia’s public hospitals in United Arab Emirates. All 435 practicing registered nurses with more than 3 months clinical experience in the network were invited to participate. Data were collected electronically and analyzed by international collaborators. Statistical analysis included analysis of variance, Kruskal–Wallis, multiple linear regression, χ 2 test of independence, and Cronbach’s α. Totally, 189 responses were analyzed (43.4% response rate). Overall self-assessed levels of competence were uniformly “very good” across all competence categories. The overall score (84.3) was higher than those found in most other studies. Frequency of use was the most outstanding variable influencing self-assessed competence. Total years of experience were the next significant variable. Some items of the scale were not yet applicable to activities in the region, particularly those relating to supervision of students. The high scores achieved by expatriate nurses in the small hospitals of Al-Gharbia reflect well on the rigor of the recruitment process, ongoing cross-training and functional competency assessment. Policies and practices aimed at recruiting experienced expatriate nurses and providing opportunities to use competencies continue to be critical in providing a quality nursing service in a rural and remote region