An integrative review of Enrolled Nurse recruitment and retention |
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| Institution: | 1. Western Sydney University, Locked Bag 1797, Penrith, NSW 2751, School of Nursing & Midwifery, Australia;2. Ingham Institute & SWSLHD, 1 Campbell Street, Liverpool, NSW 2170, Centre for Applied Nursing Research, Australia;3. SWSLHD, Locked Bag 7279, Liverpool BC, NSW, 2170, Transforming Your Experience, Australia;1. Emergency Department, Mudgee Health Service, Lewis Street, Mudgee, NSW 2850, Australia;2. Emergency Department, Hornsby Hospital, Palmerston Road, Hornsby, NSW 2077, Australia;3. The MORDUN Group, P.O. Box 532, Wagga Wagga, NSW 2650, Australia;4. Emergency and Trauma Centre, The Alfred Hospital, Commercial Road, Prahran, VIC 3004, Australia;1. University of Technology Sydney, Faculty of Health, Australia;2. Western Sydney University, School of Nursing and Midwifery, Australia;1. Institute of Forensic Psychiatric Ministry of Justice, Kongju, 1-21, South Korea;2. College of Nursing, Chungnam National University, 6 Moonhwa 1-dong, Jungu, Daejeon 301-747, South Korea;3. Department of Nursing Science, Ulsan College, Ulsan, South Korea;1. Faculty of Health, University of Canberra, Australia;2. School of Clinical Sciences, Auckland University of Technology, New Zealand;3. Centre for Quality and Patient Safety Research, Deakin University, Australia;4. University of Canberra Health Research Institute, University of Canberra, Australia |
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| Abstract: | BackgroundAustralia is facing a severe shortage of Enrolled Nurses. Jurisdictions have introduced strategies in attempts to recruit and retain Enrolled Nurses in the health workforce.AimTo explore factors impacting recruitment and retention of Enrolled Nurses.MethodsA systematic search of literature published in the English language from 2000 to 2018 that addressed the recruitment or retention of aspiring and current Enrolled Nurses (or global equivalents). The search yielded 6955 publications; 20 articles were retained for full-text review and eleven articles were included in the final review.FindingsThree major themes (Nursing work and the EN role, Educational structure and support, and Personal attributes) were identified that covered enablers and barriers to the recruitment of Diploma of Nursing students and Enrolled Nurses. Evidence of the efficacy of programs designed to integrate and retain Enrolled Nurses in the health workforce is scant. Enrolled Nurses viewed participation in a Transition to Practice Program as an integral step in the pathway to becoming a registered nurse.DiscussionContinued debate around scope of practice is contributing to organisational and collegial confusion and discriminatory practices with negative consequences for the recruitment and retention of Enrolled Nurses.ConclusionThe value of Enrolled Nurse Transition to Practice Programs for recruitment and retention is questionable. Greater recognition of Enrolled Nurses’ contributions to patient care is essential and could provide Assistants in Nursing with a career opportunity. |
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| Keywords: | Enrolled Nurse Nursing staff Practical nursing Recruitment Retention Scope of practice |
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