Nurse Migration: A Canadian Case Study

Objective. To synthesize information about nurse migration in and out of Canada and analyze its role as a policy lever to address the Canadian nursing shortage.
Principal Findings. Canada is both a source and a destination country for international nurse migration with an estimated net loss of nurses. The United States is the major beneficiary of Canadian nurse emigration resulting from the reduction of full-time jobs for nurses in Canada due to health system reforms. Canada faces a significant projected shortage of nurses that is too large to be ameliorated by ethical international nurse recruitment and immigration.
Conclusions. The current and projected shortage of nurses in Canada is a product of health care cost containment policies that failed to take into account long-term consequences for nurse workforce adequacy. An aging nurse workforce, exacerbated by layoffs of younger nurses with less seniority, and increasing demand for nurses contribute to a projection of nurse shortage that is too great to be solved ethically through international nurse recruitment. National policies to increase domestic nurse production and retention are recommended in addition to international collaboration among developed countries to move toward greater national nurse workforce self sufficiency.     

Simply not there: the impact of international migration of nurses and midwives--perspectives from Guyana

The shortage of nurses and midwives across the world and the migratory trends of these scarce professionals--primarily from low-income countries to fill staffing needs in high-income countries--are critical international health care issues. This article reviews some of the demographic, educational, and socioeconomic factors driving this global trend, the impact on health care delivery in low-income countries, and the effect on the implementation of global public health initiatives. Nurses and midwives migrate from low-income nations while concurrently qualified applicants are rejected from educational programs in high-income countries. The impact of migration on the viability of the health care delivery system in Guyana, South America, is presented as an exemplar nation within the broader global context of ethical dilemmas, pressures on educational systems, and the anti- and pro-migration arguments.     

The new radiology workforce: Changing expectations

The zeitgeist of the new radiology workforce can best be described by a Bob Dylan song title: “The Times They Are A-Changin’.” The new generation of physicians, although embracing the same foundations of medical practice as previous generations, places greater emphasis on personal satisfaction than its predecessors. Gone are the days when physicians operated as sole practitioners; today’s workforce member is content to function in the role of “employee” in a trade-off for more lifestyle flexibility. This change has occurred not because of one specific factor but because of a change in the profession of medicine coupled with a combination of factors; familial responsibilities, avocational activities, and personal satisfaction have surfaced as motivating factors in choosing a profession. Today’s workforce has a personal perception of success that may not be fulfilled solely by the contemporary practice of medicine. With the radiologist shortages that are now occurring and anticipated increased demand for staff radiologists, today’s radiology workforce has helped shape the specialty into one that is altering its structure to attract and retain its workforce.     

浅谈县级医院资金紧张的原因及对策

随着医疗卫生改革不断深化,医疗市场竞争日趋激烈。县级医院在财政补助不足的情况下,资金问题已成为制约当前医院发展的"瓶颈"。该文对县级医院资金紧张的原因进行分析,提出解决医院资金紧张的对策,选择最佳的筹资方式,降低运营成本,为医院生存和发展提供强有力的资金保证。     

全球护士缺乏的原因及对策

概述全球护士短缺状况,分析短缺原因以及解决办法,为我国解决护士短缺问题提供新的思路。     

Elderly people,discrimination and some implications for interprofessional work

This paper is concerned with the place of elderly people in society and how they might be involved in discrimination in the light of interprofessional issues. After a short discussion of the positive and negative elements of discrimination the question of the extent of discrimination in services and other ways is addressed. Reasons for discrimination are examined and then suggestions made about how any problems can be overcome and, specifically, how far an interprofessional approach can help. The paper concludes by asking what the implications are of the evidence presented both for professionals and for society.     

Nursing profession in Iran: An overview of opportunities and challenges

Aim:  Iran's health-care system has witnessed profound changes in the last decades. Despite its progress, the system has currently faced many challenges in one of the important subsystems, nursing. The present review article aimed to present an overview of the opportunities and challenges of the Iranian nursing system, based on recent literature.
Methods:  A broad search of the English and Persian-language literature was carried out, incorporating both electronic and manual components from 1999 to 2009. The results of the investigations among the searched literature are summarized.
Results:  The major challenges are nursing shortages, job dissatisfaction, poor social position of nurses, the gap between theory and practice, lack of community-based nursing care, lack of an appropriate student recruiting system, and shortages in the nursing educational curriculums.
Conclusion:  The authors believe that media, political and public support play a pivotal role in improving the image of nursing in society, increasing motivation among Iranian nurses, and promoting the sociocultural climate and the welfare of nurses, which will result in higher levels of quality of care as well as greater patient satisfaction.     

氨氯地平联合美托洛尔治疗冠心病的临床研究

为保障新型冠状病毒肺炎（COVID-19）突发公共卫生事件中药品供应稳定,2020年4月欧盟发布了“COVID-19持续期间的最优和合理药品供应以避免药品短缺的指导原则”。该指导原则提供了公共卫生事件期间,欧盟成员国维持药品供应稳定应遵循的工作建议;并针对COVID-19治疗用药品和因疫情影响而具有短缺风险的药品,提出维持药品供应、流通和使用的最优措施。介绍该指导原则的主要内容,以期为完善中国公共卫生体系建设提供参考。