Evaluation of staff cultural awareness before and after attending cultural awareness training in an Australian emergency department

Chapman, Rose; Martin, Catherine; Smith, Tammy

doi:10.1016/j.ienj.2013.11.001

Cited by 39 publications

(73 citation statements)

References 26 publications

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“…Generally, enterprises determine the appropriate content for training programmes (or training activities) to enhance the professional development of staff. For instance, training programmes for new employees, training programmes for senior managers, multicultural or cross-cultural education and training, security training, and occupational health training [62,63]. To understand the current status of training activities, we will analyse them from four aspects: training content, training managers, training staff and training format.…”

Section: Identification Of Employee Training Activities and Abstractmentioning

confidence: 99%

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Social Network Analysis of Sustainable Human Resource Management from the Employee Training’s Perspective

Guo

Lei

et al. 2019

Sustainability

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Employee training is not only important for the continuous growth of human resources but also guarantees sustainable human resource management in enterprises. It is very important to understand corporate behaviour related to employee training not only from the perspective of a single enterprise but also from that of multiple enterprises. The purpose of this study is to explore multiple enterprises' employee training behaviours by conducting a content analysis of corporate social responsibility (sustainability) reports and a social network analysis. This study also seeks to find a way to achieve sustainable employee training by analysing the similarities in the different types of corporate training behaviours. Our analysis shows that, in 2017, 108 types of training activities were implemented by 53 enterprises; the key employee trainings (e.g., security training and skills training) and enterprises (e.g., bank of communication) are identified. The training behaviours of some of the enterprises are similar to some extent, and eight groups of firms that are very similar are identified. The results of this study show that social network analysis performs well for studying corporate employee training behaviours. Some suggestions to minimize the investment costs of training and to improve the sustainability of human resource management from the employee training perspective are provided.Sustainability 2019, 11, 380 2 of 20 organizational sustainability has been highlighted by some scholars [16][17][18]. We therefore explore corporate sustainable resource management from the perspective of sustainable human resource management in this study.Corporate sustainable human resource management is a new area of research and practice [14]. There are still significant research gaps regarding sustainable human resource management, in particular, how human resource management addresses the sustainability of human resources [19]. Only a few studies have examined this issue; for instance, the work by Ehnert [20] explores the meaning of and reasoning for sustainability in human resource management as well as applications of the concept for human resource management through an analysis of 50 European multinational enterprises. Kramar [19] examines the major features of sustainable human resource management and highlights a relationship between sustainability and human resource management. Tooranloo et al. [21] identify the factors that have an impact on the successful implementation of human resource management sustainability in organizations. Human resource management is a series of work practices involving people, among which employee training has a very important part. Some managers and scholars have realized that employee training is not only an important incentive for the continuous growth of employees but also guarantees the sustainable development of the enterprise (e.g., [22][23][24][25][26]). Therefore, it is very interesting and important to analyse the sustainability of human resources from the perspective of employee trai...

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Section: Identification Of Employee Training Activities and Abstractmentioning

confidence: 99%

“…Core-periphery structure analysis is an important part of social network analysis. The measure used to examine the core-periphery network structure is given as the following formulas [63]:…”

Section: Core-periphery Measuresmentioning

confidence: 99%

Social Network Analysis of Sustainable Human Resource Management from the Employee Training’s Perspective

Guo

Lei

et al. 2019

Sustainability

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“…[39][40][41] Client values, beliefs, and customs have a direct impact on health and health behaviors 42,43 ; therefore, culture sensitivity and competence is essential to effective nursing practice, improved patient compliance, respect, and increased understanding and knowledge of cultures. 9,[44][45][46] However, cultural insensitivity is a major barrier to treatment. 42 This points to the necessity of nurse educators developing effective orientation and educational programs that incorporate cultural-and religious-specific information for overseas nurses.…”

Section: Nurse Shortage and Globalizationmentioning

confidence: 99%

“…Over 3 decades, there has been a growing recognition of the need for nursing schools to prepare faculty and to educate students to provide culturally competent care to diverse populations. 9,44,53,54 The ability to provide transcultural care and sound cultural competence as key to effective health care delivery is gaining increasing recognition and is valued by many nurses and more recently by colleagues from other health professions. Educational programs, research projects, and clinical practices in transcultural nursing continue to be established and implemented to provide culturally sensitive, safe, competent, and meaningful care to people of diverse and similar cultures.…”

Section: Transcultural Educationmentioning

confidence: 99%

Cultural and Religious Educational Needs of Overseas Nurses Working in the Kingdom of Saudi Arabia and the United Arab Emirates

Al‐Yateem

AlYateem

Rossiter

2015

Holistic Nursing Practice

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A competent transcultural health care service has been identified as essential for the delivery of safe health care in the United Arab Emirates (UAE) and the Kingdom of Saudi Arabia (KSA) and indeed internationally. Delivery of contextually informed educational programs to new employees forms an important component of achieving this requirement. Nurse educators have an essential role in identifying the cultural and religious knowledge needed by new employees and in designing programs to address these needs. The objective of this article was to explore the cultural and religious educational needs of overseas nurses working with Muslim patients in the KSA and the UAE as derived from the experience of nurses themselves. Written narratives from nurses employed to work primarily with Muslim nurses were analyzed using a qualitative descriptive methodology. In the UAE and the KSA context, and perhaps for nurses working with Muslim-Arabic patients worldwide, the culturally and religiously specific topics that need to be a component of preemployment education include the basic Islamic principles (5 daily prayers, Ramadan fasting, Zamzam water, and time management skills to accommodate religious practices within care); Kinship and Social Factors (family structure, gender-related issues, and social support system); and Basic Arabic language skills.

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“…1 Some approaches have sought to use clinical outcomes as a direct measure of training effectiveness. 2,3 Others have sought to distinguish between perceptions, attitudes and practices among health service staff as indirect measures of training effectiveness. [2][3][4] Yet others have explored 'hospital culture,' using a continuous quality improvement framework to identify structural factors influencing training efficacy and patient outcomes.…”

Section: Introductionmentioning

confidence: 99%

Practitioner perceptions of the health of Australian First Nations' Peoples: Preliminary findings

Crouch

Chew²,

Freeman

2020

Australian J Rural Health

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Objective To probe health practitioner perceptions of Australian First Nations' Peoples' health and to compare these with reported burden of disease, social determinants and culturally safe health systems data. Design An online survey tool was used to collect self‐reported responses from health practitioners to answer literature‐derived questions regarding underlying issues in Australian First Nations' Peoples' health. Setting Responses to the survey were sought from rural and urban health service locations across all Australian states and territories. Participants Allied health, nursing, pharmacy, psychology, social work and related discipline students and practitioners currently working or studying in Australia. Main outcome measure(s) Degrees of correspondence between health discipline student and practitioner perceptions on ‘major health issues’ and ‘health systems issues’ and published population health and health systems data. Metrics for ‘connectedness to’ and ‘preparedness to engage with’ Australian First Nations' Peoples were also reported. Results Significant differences between practitioner perceptions of ‘major health issues’ and the disease burden/social determinants published evidence, and with the ‘culturally safe health systems’ published evidence, were noted. Positive impacts of social and professional relationships (connectedness) between practitioners and First Nations' Peoples were demonstrated. Conclusions The inclusion of basic population health and culturally safe health systems training in curricula for all genres of health practitioners appears to be indicated by these findings. Further, a meaningful role for the intentional nurture of social and professional relationships with Australian First Nations' Peoples across all health disciplines is suggested as part of efforts to address health systems and equity issues.

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Evaluation of staff cultural awareness before and after attending cultural awareness training in an Australian emergency department

Cited by 39 publications

References 26 publications

Social Network Analysis of Sustainable Human Resource Management from the Employee Training’s Perspective

Social Network Analysis of Sustainable Human Resource Management from the Employee Training’s Perspective

Cultural and Religious Educational Needs of Overseas Nurses Working in the Kingdom of Saudi Arabia and the United Arab Emirates

Practitioner perceptions of the health of Australian First Nations' Peoples: Preliminary findings

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