Early nurse attrition in New Zealand and associated policy implications

Walker, Léonie; Clendon, Jill

doi:10.1111/inr.12411

Cited by 9 publications

(12 citation statements)

References 22 publications

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“…Identifying the barriers to healthy lifestyle behaviors is a critical step in developing targeted interventions that aim to remove barriers, improve lifestyle behaviors, and, consequently, improve the mental and physical health of nursing students. Such interventions may also assist in the retention of graduate nurses in the workforce, as the high attrition from nursing studies, and short tenure in the workforce after graduation, is a significant issue facing the industry (Castro Lopes, Guerra‐Arias, Buchan, Pozo‐Martin, & Nove, 2017; Roche et al, 2015; Walker & Clendon, 2018). There is currently no literature reporting barriers to healthy lifestyle behaviors for nursing students in Australia.…”

Section: Introductionmentioning

confidence: 99%

Barriers to healthy lifestyle behaviors in Australian nursing students: A qualitative study

Thwaite

Heidke

Williams

et al. 2020

Nursing & Health Sciences

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Studying at university is stressful, which can lead to unhealthy lifestyle behaviors. This study aimed to explore perceived reasons and barriers preventing Australian nursing students from engaging in a healthy lifestyle and strategies to overcome barriers. Fifty-four bachelor of nursing students participated in seven focus groups between July and November 2018. Participants defined healthy lifestyle behaviors as eating well; regular physical activity; regular water consumption; limiting alcohol, caffeine, and nicotine; good sleep quality; stress management and relaxation; and regular social interaction and support. They identified individual (lack of motivation, existing bad habits, lack of knowledge), environmental (time, finances, limited access to healthy food and physical activity resources), and psychosocial (competing priorities, increased learning cognitive load, lack of social interaction and support, compassion fatigue, and shift work) barriers preventing healthy lifestyle. Participants proposed several individual and system-related strategies to overcome barriers. Despite portraying a comprehensive understanding of healthy lifestyle behaviors, students reported finding difficulty in attaining healthy lifestyles. Strategies proposed by students may inform targeted interventions aiming to increase overall health of students, reduce attrition rates, and promote workforce retention post-graduation.

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Section: Introductionmentioning

confidence: 99%

Barriers to healthy lifestyle behaviors in Australian nursing students: A qualitative study

Thwaite

Heidke

Williams

et al. 2020

Nursing & Health Sciences

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“…Some studies show that the impact of sustained night shifts on nurses' health (21). In the literature (17,18,22) we can find the reasons the lead to the early retirement of nurses. Among them are rotating shifts and night shifts which alter their circadian rhythms, restricting their time for personal life.…”

Section: Discussionmentioning

confidence: 99%

Progressive ageing of working population in a southern Spain reference hospital

Ranchal-Sánchez¹,

Soler-García²,

Ramblado-Minero³

et al. 2019

Actual. Med.

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The aim of this study was to describe the work population evolution of a southern Spain hospital along a decade (2006-2016), focusing in the predominant staff. Methodology. A descriptive cross-sectional epidemiological study was undertaken to build up a population pyramid. The cutoff point was January 2017. The scope was the work force of a regional hospital with 5450 members, 1408 of which were nurses. One index was calculated to relate youth with the older population; and another one to look at femininity. The results revealed an inverted pyramid-shaped, narrow-based and feminized asymmetric, demographic structure, and a progressive ageing after a decade. The femininity index was even higher for the nursing population. The working population over 50 years was greater than that below this age. There was a striking narrowing in the 51-55 age stretch, but only in female nurses. We conclude that there is an ageing working population and a predominance of women in almost all age groups, especially in nurses. There is an imbalance that makes it necessary to plan health monitoring. In such a way that demographic studies would facilitate collective health monitoring by prioritising actions according to age and sex variables. The low percentages of young nurses, together with the fact the age of the retirement in the studied population is lower than the legal one, are facts which must draw the attention of Spanish managers to put in place realistic and efficient measures that promote the "active ageing" so often spoken of as well as others that facilitate the entry into the labour market of young workers. Resumen El objetivo del estudio fue describir la evolución de la población laboral en un hospital de referencia del sur de España durante una década (2006-2016,) centrándose en la categoría laboral predominante: las enfermeras. Para ello se realizó un estudio epidemiológico descriptivo de tipo trasversal, en forma de pirámide poblacional, cuyo punto de corte fue enero de 2017. El ámbito de estudio fue la población laboral de un hospital regional del sur de España con 5450 profesionales, de las que 1408 eran enfermeras. Se calcularon índices, uno para relacionar la población joven con la madura y otro de feminidad, comparándose con un informe previo de 2006. Los resultados mostraron una estructura demográfica en forma de pirámide invertida, de base estrecha, y asimétrica. Con una población laboral envejecida y feminizada en casi todos los tramos de edad, siendo el índice de feminidad aún mayor para la población de enfermeras. La población laboral mayor de 50 años, superaba a la menor de dicha edad. Existía un estrechamiento llamativo en el tramo de 51 a 55 años, solo en las mujeres enfermeras, que interrumpía el incremento progresivo de la población laboral que le antecedía. Concluimos que la población laboral estudiada ha envejecido progresivamente, con un predominio femenino mayoritario, especialmente en las enfermeras, apreciándose desajustes que obligan a analizar las causas y a planificar actuaciones. Los estudios ...

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“…Because RDNs have a finite amount of time, the more time spent at work results in less time for personal or family responsibilities [53]. Others have found that WFC is related to higher turnover and decreased quality of care [54][55][56]. In nursing, WFC has been identified as a potential barrier to professional entrance and retention [55].…”

Section: Conflictmentioning

confidence: 99%

“…Interestingly, few RDNs (14.8%) reported experiencing FWC and there may be several potential explanations for this. Possibilities include individuals who experienced higher WFC may have self-selected out of the workforce, those who have persisted may have established a workable work/family balance, and/or FWC scores may not be accurately reported due to the family first mentality which can distort the perception of the actual time and resources used to meet family responsibilities [56,57].…”

Section: Conflictmentioning

confidence: 99%

How work and family caregiving responsibilities interplay and affect registered dietitian nutritionists and their work: A national survey

2021

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Healthcare professionals provide paid care at work and potentially have caregiving responsibilities outside of work; work responsibilities in addition to child and/or elder care is considered double- or triple-duty care. Employees may experience conflict and/or enrichment as their work and family responsibilities interface. This study’s purpose is to explore the work and family interface of Registered Dietitian Nutritionists (RDNs), determine the prevalence of work-family conflict and enrichment, and identify characteristics associated with higher work-family conflict and enrichment scores. A survey instrument assessing caregiving responsibilities and work-family conflict and enrichment was distributed electronically to 4,900 RDNs throughout the United States. Frequencies, means, correlative relationships, and ANCOVA were calculated using SAS software 9.04. Of 1,233 usable responses, nearly two-thirds of RDNs (65.5%) reported providing either double-duty or triple-duty care. About half of RDNs (47.2%) reported work-family conflict and fewer (14.8%) reported family-work conflict. Additionally, most RDNs (79.4%) reported work-family enrichment and even more (85.2%) reported family-work enrichment. Higher work-family conflict scores had correlative relationships with higher levels of burnout, lower life satisfaction, and higher intent to quit. Higher work-family enrichment scores had correlative relationships with lower burnout, higher job satisfaction, higher career satisfaction, higher life satisfaction, and lower intent to quit. Understanding the unpaid caregiving responsibilities of RDNs and the interface of work/family responsibilities may provide insight into career planning for RDNs and guide managers of RDNs in efforts to amplify the contribution of RDNs.

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Early nurse attrition in New Zealand and associated policy implications

Cited by 9 publications

References 22 publications

Barriers to healthy lifestyle behaviors in Australian nursing students: A qualitative study

Barriers to healthy lifestyle behaviors in Australian nursing students: A qualitative study

Progressive ageing of working population in a southern Spain reference hospital

How work and family caregiving responsibilities interplay and affect registered dietitian nutritionists and their work: A national survey

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