Integrative review of studies about nurses who have been disciplined by their professional regulatory bodies

Papinaho, Oili; Häggman‐Laitila, Arja; Liedenpohja, Anna‐Maija; Kangasniemi, Mari

doi:10.1111/jonm.12883

Cited by 12 publications

(17 citation statements)

References 53 publications

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“…22,25 Based on previous research, nurses ' unprofessional conduct has been rarely studied at a national regulatory level. 26 Regardless of the number of nurses a country has, the percentage of nurses that face disciplinary cases is quite similar. For example, in the United States, 0.2% of nurses from 1996 to 2006 were investigated at the highest level, 27 in one Canadian province, less than 0.5% of nurses were disciplined from 2007 to 2017 28 and the percentage was similar in Israel (0.24%) from 2002 to 2012.…”

Section: Introductionmentioning

confidence: 99%

Unprofessional conduct by nurses: A document analysis of disciplinary decisions

2021

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Background: A small minority of nurses are investigated when they fail to meet the required professional standards. Unprofessional conduct does not just affect the nurse but also patients, colleagues and managers. However, it has not been clearly defined. Objective: The objective was to identify unprofessional conduct by registered nurses by examining disciplinary decisions by a national regulator. Design: A retrospective document analysis. Data and research context: Disciplinary decisions delivered to 204 registered nurses by the Finnish national regulatory authority from 2007 to 2016. The data were analysed with quantitative statistics. Ethical consideration: The study received permission from the Finnish National Supervisory Authority for Welfare and Health and used confidential documents that were supplied on the basis of complete anonymity and confidentiality. Findings: The mean age of the registered nurses who were disciplined was 44 years and 81% were female. Two-thirds had worked for their employer for 5 years or less, 53% had two or more employers and 18% had a criminal history. All the decisions included a primary reason for why the nurses were investigated, but there were also 479 coexisting reasons. In most cases, unprofessional conduct was connected to substance abuse (96%). In addition, stealing of medicine, a decreased ability to work and neglect of nursing guidelines were reported. Discussion: We found that the nurses were investigated for unprofessional conduct for complex combinations of primary and coexisting reasons. Our study highlighted that more attention needs to be paid to the key markers for unprofessional conduct. Conclusion: Unprofessional conduct is a complex phenomenon that is connected to nurses’ individual and working backgrounds and has an impact on their work performance. More research is needed to identify how nursing communities can detect, manage and limit the serious effects and consequences of unprofessional conduct.

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Section: Introductionmentioning

confidence: 99%

Unprofessional conduct by nurses: A document analysis of disciplinary decisions

2021

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“…42,43,45,46,103 Two studies assessed effectiveness of penalties on rates of reoffending. 27,65 Most papers studied penalties as a whole, commenting on the most and least commonly applied penalties in the sample, [13][14][15][16][17][18][19]24,28,29,31,32,34,36,37,40,41,[47][48][49][50]57,[61][62][63]65,69,70,72,74,[76][77][78]80,82,84,88,93,98,[101][102][103]106,108,…”

Section: Common Reasons For Disciplinary Actionmentioning

confidence: 99%

“…One study reported an average of 12 years in practice before rst discipline, 61 another study reported that 60% of nurses were disciplined within the rst 10 years of practice, 111 and a review article also found an average of 12-14 years before rst discipline. 88 One study reported that nurses usually had more than six years' experience but had also recently changed employment or practice area within a year of the incident leading to disciplinary action. 48 Practice specialty Forty-two of 108 papers (39%) included practice specialty as a risk for disciplinary action.…”

Section: Common Reasons For Disciplinary Actionmentioning

confidence: 99%

“…22,26,87,101,103 Some studies from nursing found that more women were disciplined overall, 58 but that more men were disciplined when compared to the proportion of males in the workforce. 48,54,88 One study in the United Kingdom found that more cases relating to social media involved female dentists than male dentists, 84 and another study found that while women were less likely to be disciplined overall, women were more likely to be disciplined severely. 80 Age Twenty-nine of 108 studies (27%) considered age as a predictor of discipline.…”

Section: Common Reasons For Disciplinary Actionmentioning

confidence: 99%

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Characteristics, Predictors and Reasons for Regulatory Body Disciplinary Action in Health Care: A Scoping Review

Foong-Reichert¹,

Fung²,

Carter³

et al. 2021

Journal of Medical Regulation

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What research has been done to characterize the outcomes of disciplinary action or fitness-to-practice cases for regulated health professionals? To answer this research question, relevant publications were identified in PubMed, Ovid EMBASE, CINAHL via EBSCOhost, and Scopus. Included papers focused on reviews of regulatory body disciplinary action for regulated health professionals. Of 108 papers that were included, 84 studied reasons for discipline, 68 studied penalties applied, and 89 studied characteristics/predictors of discipline. Most were observational studies that used administrative data such as regulatory body discipline cases. Studies were published between 1990–2020, with two-thirds published from 2010–2020. Most research has focused on physicians (64%), nurses (10%), multiple health professionals (8.3%), dentists (6.5%) and pharmacists (5.5%). Most research has originated from the United States (53%), United Kingdom (16%), Australia (9.2%), and Canada (6.5%). Characteristics that were reviewed included: gender, age, years in practice, practice specialty, license type/profession, previous disciplinary action, board certification, and performance on licensing examinations. As most research has focused on physicians and has originated from the United States, more research on other professions and jurisdictions is needed. Lack of standardization in disciplinary processes and definitions used to categorize reasons for discipline is a barrier to comparison across jurisdictions and professions. Future research on characteristics and predictors should be used to improve equity, support practitioners, and decrease disciplinary action.

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“…First is the need to link the business results of enterprises with the personal income of rural professional managers. This kind of behavior has short-term incentive effect [13]. This kind of mechanism is mainly to directly link the personal income of rural professional managers with their work performance, which can strengthen the work enthusiasm and management effect of rural managers.…”

Section: Incentive and Restraint Mechanismmentioning

confidence: 99%

On the Development of Agricultural Professional Managers

Li¹,

Zheng²

2020

JHRM

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As an important team of rural talents, agricultural professional managers love agriculture, understand technology, manage well and manage well. They have higher comprehensive quality and professional accomplishment. However, the cultivation of agricultural professional managers is heavy task and great significance. All localities need to base their efforts on the overall situation and long-term perspective, and effectively integrate the cultivation of new-type professional farmers into the overall arrangement of agricultural rural economic work. As a key work in the current and future periods, the cultivation should be systematically planned and carried out in an orderly way. In particular, top-level design should be carried out as soon as possible to actively explore effective measures and methods to ensure good service. The agricultural professional managers are an important force in the strategy of rural revitalization. The development of agricultural professional managers is a systematic project. The development of agricultural professional managers involves entry mechanism, training mechanism, incentive and restraint mechanism, examination and withdrawal mechanism, service mechanism, etc.

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Integrative review of studies about nurses who have been disciplined by their professional regulatory bodies

Cited by 12 publications

References 53 publications

Unprofessional conduct by nurses: A document analysis of disciplinary decisions

Unprofessional conduct by nurses: A document analysis of disciplinary decisions

Characteristics, Predictors and Reasons for Regulatory Body Disciplinary Action in Health Care: A Scoping Review

On the Development of Agricultural Professional Managers

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