Multiple jobholding and part-time work among nurses in long-term care homes compared to other healthcare sectors: Evidence from Ontario

Drost, Alyssa; Alam, M Injamam; Boamah, Sheila A.; Kralj, Boris; Costa, Andrew P; Sweetman, Arthur

doi:10.1016/j.healthpol.2023.104713

Cited by 4 publications

(4 citation statements)

References 25 publications

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“…with the majority working in LTC.” 23 The LTC sector is characterized by lower wages, irregular working hours, chronic understaffing and poor work environments compared to the hospital sector. 26 In addition, it has one of “the highest rates of workplace illness and injury” 33 among staff. The disproportionate number of IENs working in LTC highlights their underutilization and emphasizes the need for policies that will enhance and accelerate their integration into the broader Canadian health system and increase their earning potential.…”

Section: Discussionmentioning

confidence: 99%

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The changing profile of the internationally educated nurse workforce: Post-pandemic implications for health human resource planning

Crea-Arsenio,

Baumann,

Blythe

2023

Healthc Manage Forum

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As part of its post COVID-19 recovery plan, the Canadian government is increasing the number of skilled immigrants, including Internationally Educated Nurses (IENs). However, pre-pandemic data show that IENs are underutilized and underemployed despite their education and experience. Focusing on the province of Ontario, this article explores trends in the IEN workforce and policies to address the nursing shortage. Barriers to IEN integration are reviewed and changes in the demographic and employment characteristics of IENs are analyzed. The disproportionate number of IENs employed in the Ontario long-term care sector, which has low wages and poor working conditions, emphasizes the need for policies that support the integration of IENs into the broader Canadian health system and increase their earning potential. To engage in strategic workforce planning and policy development, health leaders require access to nurse demographic and employment data that is timely and reflects the international and domestic labour supply.

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Section: Discussionmentioning

confidence: 99%

“…When preferences do not coincide with actual work, nurses experience less job satisfaction and increased intention to quit. 26 According to CNO data, almost all nurses who are employed full-time prefer working in this capacity. Nurses employed part-time are less satisfied.…”

Section: Profiling the Ontario Ien Workforcementioning

confidence: 99%

The changing profile of the internationally educated nurse workforce: Post-pandemic implications for health human resource planning

Crea-Arsenio,

Baumann,

Blythe

2023

Healthc Manage Forum

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“…These surveys mainly used convenience sampling methods, and only measured the intention to leave the profession or change jobs. Drost and Sweetman (2023) examined job turnover, as distinct from occupational turnover or exits, using Ministry of Health data from Ontario and found an average annual job turnover rate of 21.3% among registered nurses (RNs) and 29.4% among RPNs from 2014 to 2019. Contrary to expectations, they observed that the job turnover rate increased only slightly, to 23.0% among RNs and 34.5% among RPNs, in 2020 when COVID-19 was most severe.…”

Section: Introductionmentioning

confidence: 99%

“…Similarly, the Canadian Broadcasting Corporation (CBC) reported agency nurses in Nova Scotia are paid at least twice the hourly wage rate, and have more flexible working arrangements, compared to non-agency nurses ( Luck, 2022 ). Besides higher wages (though not necessarily higher total remuneration) and more control over working hours (e.g., Hansen & Tuttas, 2022 ), a pandemic restriction that limited multiple jobholding across homes in the long-term care home (LTCH) and supportive housing sectors did not apply to agency nurses ( Drost et al, 2023 ). Thus, some nurses previously working multiple part-time jobs in these sectors may have transitioned to agency employment to make up for any loss in hours.…”

Section: Introductionmentioning

confidence: 99%

The Trajectory of Agency-Employed Nurses in Ontario, Canada: A Longitudinal Analysis (2011–2021)

Drost,

Ben-Ahmed,

Sweetman

2024

Policy, Politics, & Nursing Practice

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In Canada, reports of nursing staff shortages, job vacancies and the use of private agency nurses, especially in hospitals, have increased since the start of the COVID-19 pandemic. Media reports suggest the pandemic exacerbated nursing shortages among other issues, and nurses are leaving their traditional positions to work at such agencies. Public spending on agency nurses has increased appreciably. Using 2011 to 2021 regulatory college data on all registered nurses (RNs) and registered practical nurses (RPNs) in the province of Ontario, Canada, we investigated trends in the count and share of nurses working for employment agencies. We also examined the rate at which previously non-agency employed nurses transition to employment in at least one agency job. We found the prevalence of RNs and RPNs reporting agency employment was relatively stable from 2011 to 2019, and decreased slightly in 2020 and 2021. However, there was a small increase in transitions from non-agency employment to working at an agency job. We also found the mean hours of practice in all jobs reported by agency and non-agency nurses increased during the pandemic. Based on these findings, an increase in hours and/or prices for agency nurses may explain the increase in public funding for agency nurses, but it was not driven by an increasing share of nurses working for employment agencies. To fully understand employment agency activity, policymakers may need to monitor hours of work and hourly costs rather than only costs. Further research is required to investigate any long-term effects the pandemic may have had on agency-employment.

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Impacts of COVID-19 on Physician Labour Market Activities

Islam,

Sweetman

2024

Canadian Public Policy

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Le fait de comprendre les changements à la main-d’œuvre en médecine pendant la pandémie de COVID-19 éclaire la planification des effectifs médicaux. À l'aide de données représentatives canadiennes, les auteurs ont observé une réduction des heures de travail pendant la première vague. Toutefois, les heures n’étaient pas différentes des normes prépandémiques lors des vagues subséquentes. Les réductions étaient concentrées chez les médecins de famille communautaires et les spécialistes, tandis qu'en moyenne, les médecins hospitaliers ont maintenu leurs heures prépandémiques. Notamment, les hommes et les femmes ont présenté des diminutions indifférenciables sur le plan statistique, mais légèrement plus marquées chez les hommes. Sauf chez les parents monoparentaux ayant des enfants, dont les heures n'ont pas diminué, les réductions observées étaient très semblables, compte tenu de la situation conjugale et chez les femmes et les hommes ayant ou non des enfants, même si ceux-ci étaient très jeunes. La situation d'immigration n'avait pas d'incidence sur la diminution des heures. Les médecins de plus de 60 ans ont réduit leurs heures davantage que les plus jeunes. Sous réserve de certaines variations, des tendances semblables ont été observées à l’égard des absences. Aucune donnée probante n'a soutenu la susceptibilité des médecins à arrêter d'exercer pendant la pandémie.

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Multiple jobholding and part-time work among nurses in long-term care homes compared to other healthcare sectors: Evidence from Ontario

Cited by 4 publications

References 25 publications

The changing profile of the internationally educated nurse workforce: Post-pandemic implications for health human resource planning

The changing profile of the internationally educated nurse workforce: Post-pandemic implications for health human resource planning

The Trajectory of Agency-Employed Nurses in Ontario, Canada: A Longitudinal Analysis (2011–2021)

Impacts of COVID-19 on Physician Labour Market Activities

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