Losing the rural nursing workforce: Lessons learnt from resigning nurses

Bragg, Susan; Bonner, Ann

doi:10.1111/ajr.12251

Cited by 57 publications

(11 citation statements)

References 15 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Our findings support the feasibility and acceptability of the PFPI and indicate benefits in improving patients' BP control, dyadic relationship and psychological well‐being of the family dyads in rural area. Recent studies have demonstrated that shortage of health workforce and limited health care resources are common in rural areas in both developing and developed countries, such as China 33 and Australia, 34 respectively, which can impede the implementation of conventional evidence‐based hypertension management programs. The findings of this study suggest that a family‐oriented approach of integrating patient‐family carer partnership into current hypertension care intervention would be a more feasible and effective approach to hypertension management in the rural areas where health professionals' support is inadequate and regular visits to the needy residents with hypertension might not be possible.…”

Section: Discussionmentioning

confidence: 99%

Effects of a family dyadic partnership program for people with hypertension in a rural community: A pilot randomised controlled trial

Zeng

Yang

Chien

2021

Australian J Rural Health

View full text Add to dashboard Cite

ObjectiveTo evaluate the feasibility, acceptability and preliminary effectiveness of a theory‐based patient‐family carer partnership intervention for people with hypertension in a Chinese rural community.DesignA pilot randomised controlled trial using pretest and post‐test design.SettingRural ChinaParticipantsForty‐four hypertensive patients and their family carers (family dyads) were randomly recruited from a village clinic located in China between November 2019 and January 2020.InterventionsParticipants were randomised to either an intervention group receiving a five‐session patient‐family carer partnership intervention over 10 weeks or a control group receiving usual care.Main outcome measuresThe feasibility and acceptability of patient‐family carer partnership intervention and the changes in patients' systolic blood pressure, diastolic blood pressure and percentage of normal controlled blood pressure.ResultsThe patient‐family carer partnership intervention was a feasible and acceptable program with high recruitment (81.5%) and completion rates (95.5%) and positive feedback from participants. Greater improvement in the percentage of normal controlled blood pressure was identified in the intervention group tested by the χ2 tests, with P = .03. Two‐way ANOVA results indicated its interaction (Group × Time) effects on patients' systolic blood pressure (P < .001), diastolic blood pressure (P < .001), dyadic partnership quality (P = .002), self‐care (P < .001), self‐efficacy (P = .02), antihypertensive drug treatment rate (P = .02), prescription adjustment (P = .03), perceived anxiety (P < .001) and health‐related quality of life (EuroQol five‐dimensional five‐level: P = .02; EuroQol visual analogue scale: P < .001); family carers' dyadic partnership quality (P = .002), perceived depression (P = .04) and health‐related quality of life (P = .02) were significant.ConclusionOur findings support the feasibility and acceptability of the patient‐family carer partnership intervention and indicate benefits in improving patients' blood pressure control, dyadic relationship and psychological well‐being of family dyads in rural area. Further research to test the longer‐term effect in a large‐sized population is recommended.

show abstract

Section: Discussionmentioning

confidence: 99%

Effects of a family dyadic partnership program for people with hypertension in a rural community: A pilot randomised controlled trial

Zeng

Yang

Chien

2021

Australian J Rural Health

View full text Add to dashboard Cite

show abstract

“…In its policy analysis on nurse retention, the International Centre on Nurse Migration (Buchan et al 2018) recommended that exit interviews should be conducted and that retention strategies should be developed based on the data obtained from these interviews. However, nurses may not always express the real reasons for leaving since exit interviews are conducted by organizational managers (Bragg & Bonner 2015). Therefore, in this study, data were collected by researchers not affliated with the organization of nurses who decided to leave their job.…”

Section: Introductionmentioning

confidence: 99%

Why do young nurses leave their organization? A qualitative descriptive study

Çamveren

Yürümezoğlu

Kocaman

2020

International Nursing Review

View full text Add to dashboard Cite

Background: Nurse turnover is a major problem all over the world. It is known that young nurses who constitute the new nurse labour force are more likely to leave their organization, especially in their first year. However, qualitative studies that approach the problem from the perspective of young nurses and focus on the reasons for their decision to leave their organization are limited. Aim: To understand the reasons for young nurses' leaving their organization and determine their experiences, focusing on their point of view. Methods: The study had a descriptive qualitative design and was conducted between January and February 2019. Purposeful sampling was used, and the sample included 15 nurses that voluntarily decided to leave a university hospital in Turkey and agreed to participate in the study. Data were collected with semi-structured interviews, and the interviews were audio-recorded. The data obtained from the interviews were evaluated by content analysis. Findings: The young nurses' reasons for leaving their organization were found to be in three categories: the Negative work environment, Nursing shortage, and Unsatisfied individual expectations. The Negative work environment category included the subcategories of lack of professional solidarity, lack of support from managers, inadequacy of preceptorship process, and horizontal violence. The Nursing shortage category consisted of the subcategories of excessive workload and overtime. The category of Unsatisfied individual expectations comprised the subcategories of work-social life imbalance, availability of alternative options, and family-related reasons. Conclusion and implications for nursing policy: It was determined that the young nurses left their organization because they did not receive sufficient support from their managers and colleagues during the transition period. This finding shows that nurse executives must have the managerial skills and understanding to regulate the work environment, increase peer support, and carefully plan each stage of the transition process for the retention of young nurses in their organization. In addition, nurse executives should encourage and be involved with policy making and policymakers and other managers in their organizations to develop institutional and national strategies to ensure that young nurses remain in nursing.

show abstract

“…• The results of this research highlight a lack of organisational commitment to employees, which has a negative impact on the well-being of nurses and patient safety in rural and remote communities. low staff morale and possible negative impacts on patient care and satisfaction (Bragg & Bonner, 2015;Buykx et al, 2010). Research has identified several key issues causing nurses to leave, including a lack of professional development opportunities, lack of support, high workloads, minimal infrastructure, isolation, working beyond their scope of practice and community reasons (Barrett et al, 2016;Fitzgerald & Townsend, 2012;Francis et al, 2016;Hegney et al, 2015;Stewart et al, 2020).…”

Section: What Does This Paper Contribute To the Wider Global Clinical...mentioning

confidence: 99%

The practice of rural and remote nurses in Australia: A case study

Whiteing

Barr

Rossi

2021

Journal of Clinical Nursing

View full text Add to dashboard Cite

Aim and Objective To delineate contemporary practice of registered nurses working in rural and remote areas of Australia. Background Despite the implementation of strategies to address challenges reported by rural and remote nurses, concern remains over safety and quality of care, the well‐being of nurses and retention of the nursing workforce. Twenty years on, geographically dispersed nurses still experience scarce human and material resources. Design A multiple case study design was implemented. Methods Nurses were recruited from 240 sites. The study comprised three phases of data collection. First, a content analysis of 42 documents relating to the context of nursing, specifically rural and remote nursing; second, a content analysis of an online questionnaire (n = 75); and third, a thematic analysis of semi‐structured interviews (n = 20). COREQ reporting guidelines were used. Results Each phase of data collection informed subsequent data collection and analysis within the study. Following triangulation of data from each phase of the study, the major themes reported are “a medley of preparation for rural and remote work”; “being held accountable”; “alone, with or without someone”; and “spiralling well‐being.” Conclusions Regardless of strategies, challenges of nursing in rural and remote areas persist. Issues of isolation, stress, burnout and a lack of organisational commitment to employees affect the retention of rural and remote nurses. While useful, professional development courses and graduate certificates are yet to make an impact on reducing these issues. Relevance to clinical practice Registered nurses argue for more experience rather than more education to facilitate transition into this nursing area. The finding that experience is perceived as more valuable than education suggests the need for innovative ways to gain experience to practice in rural and remote nursing. Lack of organisational commitment requires attention to promote the well‐being of nurses and patient safety.

show abstract

Losing the rural nursing workforce: Lessons learnt from resigning nurses

Abstract: To facilitate nurse retention, it is important that rural hospitals manage nurse resignations more effectively. This includes re-examining resignation procedures, how nurses are treated and collecting meaningful data to inform retention strategies.

Cited by 57 publications

References 15 publications

Effects of a family dyadic partnership program for people with hypertension in a rural community: A pilot randomised controlled trial

Effects of a family dyadic partnership program for people with hypertension in a rural community: A pilot randomised controlled trial

Why do young nurses leave their organization? A qualitative descriptive study

The practice of rural and remote nurses in Australia: A case study

Contact Info

Product

Resources

About