International perspectives on rural nursing: Australia, Canada, USA

Bushy, Angeline

doi:10.1046/j.1440-1584.2002.00457.x

Cited by 47 publications

(54 citation statements)

References 3 publications

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“…In both studies the respondents were nurses working in community hospitals. In a review of the rural nursing workforce in Canada, Australia and the United States, Bushy et al [37] noted that ‘rural lifestyle’ affected nurses in all three countries. In a study of public health nurses in rural Canada a measure of community satisfaction was found to relate to job satisfaction [38] .…”

Section: Review Of Literature On Factors Relating To Job Satisfactionmentioning

confidence: 99%

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea

Jayasuriya

Whittaker

Halim

et al. 2012

BMC Health Serv Res

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Background Job satisfaction is an important focal attitude towards work. Understanding factors that relate to job satisfaction allows interventions to be developed to enhance work performance. Most research on job satisfaction among nurses has been conducted in acute care settings in industrialized countries. Factors that relate to rural nurses are different. This study examined inter-personal, intra-personal and extra-personal factors that influence job satisfaction among rural primary care nurses in a Low and Middle Income country (LMIC), Papua New Guinea. Methods Data was collected using self administered questionnaire from rural nurses attending a training program from 15 of the 20 provinces. Results of a total of 344 nurses were available for analysis. A measure of overall job satisfaction and measures for facets of job satisfaction was developed in the study based on literature and a qualitative study. Multi-variate analysis was used to test prediction models. Results There was significant difference in the level of job satisfaction by age and years in the profession. Higher levels of overall job satisfaction and intrinsic satisfaction were seen in nurses employed by Church facilities compared to government facilities (P <0.01). Ownership of facility, work climate, supervisory support and community support predicted 35% (R2 =0.35) of the variation in job satisfaction. The factors contributing most were work climate (17%) and supervisory support (10%). None of these factors were predictive of an intention to leave. Conclusions This study provides empirical evidence that inter-personal relationships: work climate and supportive supervision are the most important influences of job satisfaction for rural nurses in a LMIC. These findings highlight that the provision of a conducive environment requires attention to human relations aspects. For PNG this is very important as this critical cadre provide the frontline of primary health care for more than 70% of the population of the country. Many LMIC are focusing on rural health, with most of the attention given to aspects of workforce numbers and distribution. Much less attention is given to improving the aspects of the working environment that enhances intrinsic satisfaction and work climate for rural health workers who are currently in place if they are to be satisfied in their job and productive.

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Section: Review Of Literature On Factors Relating To Job Satisfactionmentioning

confidence: 99%

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea

Jayasuriya

Whittaker

Halim

et al. 2012

BMC Health Serv Res

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“…High public visibility may affect retention because of the impacts on anonymity and confidentiality. 27 …”

Section: Rural Nursingmentioning

confidence: 99%

Nurse retention in rural United States: A cluster analytic approach

Dotson

Davé

Cazier

et al. 2013

International Journal of Healthcare Management

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This study explores the factors that influence a nurse's choice to continue working in a rural area as compared to those working or commuting to urban areas. The current and predicted nursing shortage tends to have disproportionate effects in rural areas. An understanding of how nurses make the choice of which type of environment to work in is critical to addressing this shortage. A comprehensive literature review suggested a number of factors worthy of investigation, and these were assessed through six focus groups and 1046 usable surveys. Results produced four distinct clusters: those who wish to keep their current job and stay in the nursing profession (52%), those who wish to leave their current job but stay in the profession (30%), those who are ambivalent about their current job and the profession (13%), and those who wish to leave their current job and the profession (5%). Findings from this study suggest that the decision to continue working in a rural area is dependent on the altruistic nature of the nurse and job, job satisfaction, stress, and value congruence. This illustrates that rural health providers can increase retention by further aiding their employees and increasing job satisfaction while reducing stress.

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“…Thus, they do not follow the usual route of nurses taking on certain relinquished invasive medical tasks because of their specialist knowledge in a narrow subdisciplinary branch of medicine. For all the interviewees (as Bushy 2002 also describes for rural nurses in Canada, the United States, and Australia), their specialty is in how to be a generalist, which helps explain the substitution anxieties and controversies that their new roles promote. Acquiring such generalized skills could be exciting but was also daunting.…”

Section: Paradoxes and Pressures To Retaining The Nursing Habitusmentioning

confidence: 99%

Rural Nurse Specialists: Clinical Practice and the Politics of Care

Fitzgerald

2008

Medical Anthropology

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Doctor flight from rural areas is an international phenomenon that places great pressure on primary health care delivery. In New Zealand, the response to these empty doctors' surgeries has been the introduction of nurse-led rural health clinics that have attracted controversy both in the media and from urban-based doctors over whether such nurse-led care is a direct substitution of medical care. This article analyzes the reflections of nurses working in some of these clinics who suggest that their situation is more complex than a direct substitution of labor. Although the nurses indicate some significant pressures moving them closer to the work of doctoring, they actively police this cross-boundary work and labor simultaneously to shore up their nursing identities. My own conclusions support their assertions. I argue that it is the maintenance of a holistic professional habitus that best secures their professional identity as nurses while they undertake the cross-boundary tasks of primary rural health care. There are clear professional benefits and disadvantages for the nurses in these situations, which make the positions highly politicized. These recurring divisions of labor within medical care giving and the elaboration of new types of care worker form an appropriate although neglected topic of study for anthropologists. The study of the social organization of clinical medicine is much enriched by paying closer attention to its interaction with allied health professions and their associated understandings of "good" care.

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International perspectives on rural nursing: Australia, Canada, USA

Cited by 47 publications

References 3 publications

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea

Rural health workers and their work environment: the role of inter-personal factors on job satisfaction of nurses in rural Papua New Guinea

Nurse retention in rural United States: A cluster analytic approach

Rural Nurse Specialists: Clinical Practice and the Politics of Care

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