If They Do Call You a Nurse, It Is Always a Male Nurse : Experiences of Men in the Nursing Profession

Background and Purpose.: Men are underrepresented in nursing, accounting for less than 6% of Canadian nurses. This research explores issues surrounding recruitment, retention, and work life satisfaction for men who are nurses working in acute care settings Method and Findings.: Purposive and snowball sampling was used in this descriptive, qualitative study. Sixteen men participated in four focus groups conducted in three communities in southwestern Ontario. The participants revealed that work stress, lack of full-time opportunities, and gender-based stereotypes contributed to job dissatisfaction. Providing care to patients and making a difference were personal rewards that influenced their desire to stay in the profession. To promote nursing as a viable profession, unrestricted by gender, the participants recommended that recruitment strategies begin at an earlier age. Discussion and Conclusion.: Findings are discussed in relation to recruitment and retention issues with implications for education, practice, and management. © 2013 Wiley Periodicals, Inc

Working in Canada or the United States: perceptions of canadian nurses living in a border community

Recruitment and retention of registered nurses is a critical issue facing nursing leaders. Global shortages of nurses have been projected over the next decade. This study used the theoretical framework of push and pull factors to identify influences on nurses\u27 decision to select work in either their home community or a cross-border community, when that opportunity was available to them. Registered nurses living along the southwest border of Ontario were identified with the assistance of the College of Nurses of Ontario (CNO) and surveyed to determine the factors that influenced their decision to work in Canada or the United States, as well as their intent to remain in their current workplace. Measures included demographic information, reasons for selection of employment, and work environment factors relating to nurses\u27 jobs, work relationships, scheduling/staffing, workload and attachment to their current place of employment. MANCOVA was used to examine differences between the two groups controlling for age, organizational tenure and employment status. Full-time employment was the greatest push factor identified by RNs, and nurses working in the United States were also more satisfied with the pull factors of development opportunities, relationships with physicians and supervisors, and scheduling congruence. Recommendations for recruitment and retention are discussed

Using functional health patterns to predict outcome with seniors.

Two powerful forces in Canada\u27s health care system today are the rapidly growing seniors population and the trend toward community care. Recently, five hospitals in southwestern Ontario initiated a program designed to avert the admission of seniors to hospital and provide them with supports at home to maintain their health. Simultaneous research was conducted to assess the impact and effectiveness of the program

Nurse managers’ role in older nurses’ intention to stay

Purpose – The purpose of this paper is to propose and test a model of the underlying mechanisms linking perceived availability of human resource (HR) practices relevant to older nurses and older nurses’ intentions to stay with their hospitals. Design/methodology/approach – Quantitative data were collected from randomly selected older registered nurses (N=660) engaged in direct patient care in hospitals in Canada. Structural equation modelling was used to test the hypothesized model. Findings – The relationship between perceptions of HR practices (performance evaluation, recognition/respect) and intentions to stay was mediated by the perceived fairness with which nurse managers managed these HR practices and nurse manager satisfaction. When nurse managers were perceived to administer the HR practices fairly (high perceived procedural justice), older nurses were more satisfied with their nurse manager and, in turn, more likely to intend to stay. Research limitations/implications – The cross-sectional research design does not allow determination of causality. Practical implications – It is important that nurse managers receive training to increase their awareness of the needs of older nurses and that nurse managers be educated on how to manage HR practices relevant to older nurses in a fair manner. Equally important is that hospital administrators and HR managers recognize the importance of providing such HR practices and supporting nurse managers in managing these practices. Originality/value – The findings increase the understanding of how HR practices tailored to older nurses are related to the intentions of these nurses to remain with their hospital, and especially the crucial role that first-line nurse managers play in this process. © 2015 Emerald Group Publishing Limited

A Comparison of Health Practices of Canadian and Jordanian Nursing Students

The purpose of this study was to compare health-promoting practices of Canadian (n = 49) and Jordanian (n = 44) first-year nursing students using the revised Health-Promoting Lifestyle Profile II. Results indicated significant differences between the groups on three subscales: health responsibility, physical activity, and interpersonal relations; however, both groups had similarly low scores. Implications for nurse educators are discussed from both curricular and cross-cultural perspective that focuses on health-promotion activities and programs

Development of human resources in nursing: a collaborative initiative in CPR.

BACKGROUND: An international collaborative project between Jordanian and Canadian University nursing faculty was developed to enhance staff development for practicing nurses in Jordan. A needs assessment indicated a lack of knowledge and performance among staff nurses in emergency situations. METHOD: Using the train-the-trainer concept, cardiopulmonary resuscitation (CPR) workshops were organized and implemented in three government and one military hospital. University faculty developed and conducted the first workshops when local trainers were prepared to provide the program in their institutions. RESULTS: Local trainers currently provide CPR workshops on an ongoing basis in their institutions. To date, 10 hospitals and one health center have requested CPR workshops for nursing staff. CONCLUSION: The CPR workshops met the needs of the hospital nursing community and strengthened the partnership between the university faculty and local community staff nurses

Commuter migration: work environment factors influencing nurses\u27 decisions regarding choice of employment

Nurse migration is of global concern for every country, and study of migration can provide critical information for managers concerned with nurse recruitment and retention. This mixed-methods research examined factors influencing registered nurses\u27 (RNs\u27) decisions to work in their home country, Canada, or to commute daily to a nursing position in the United States. Measures included nurses\u27 feelings about their work environment conditions, work status congruence (the goodness of fit between employer expectations and their own regarding hours and times worked), professional development opportunities, and their perceptions of organizational support and autonomy (freedom and independence) in the workplace. All work environment variables were significantly higher for nurses working in Michigan. Qualitative results supported these survey findings, providing additional information about nurses\u27 satisfaction. Nurses in our sample were more satisfied with all the work environment factors examined, even when stress from commuting out of country was experienced. The environmental issues examined in this study should be considered by nurse managers concerned with recruitment and retention of nurses. Copyright © 2014 Longwoods Publishing

Advancing the development of human resources in nursing in Jordan.

BACKGROUND: This article describes a collaborative international health and development program between a Jordanian and a Canadian university. It presents a human resource development model in Jordan that has been the basis for a variety of developmental activities for practicing nurses and nurse educators in academic and clinical settings. METHOD: Reciprocal visits by leaders of the project, as well as continued collaboration between key members of the two universities were instrumental in ensuring success of this venture. RESULTS: The activities implemented in this project culminated in the development of a pragmatic human resource development model that is sensitive to issues particularly relevant to the Jordanian culture. CONCLUSION: The collaborative venture discussed in this article has enabled nurses and nurse educators to increase their academic and clinical skills and raised the profile of the nursing profession in Jordan

Developing a programme-review process for a baccalaureate nursing programme in Jordan

Programme review is one way of monitoring the quality of a programme of study and promoting the growth of nursing education. The Faculty of Nursing at the Jordan University of Science and Technology (JUST) demonstrated its professional maturity by participating in an international collaborative project with the University of Windsor in Canada, to review its baccalaureate programmes. This article outlines the rationale for undertaking a programme review and discusses key principles for inclusion in the development of such a process. It highlights some strategies for success, and suggests ways in which programmes can benefit from reviews and evaluations. This process has the potential to be used as a prototype for future reviews