Human resource development in nursing: views of nurse managers and nursing staff

Aim  This study describes the views of nurse managers and staff members on human resource development (HRD) in health care. Our interest here is whether there are any differences between these two groups.
Background  The need for HRD in order to cope with an ageing workforce and a diminishing number of younger nurses.
Methods  A postal questionnaire was sent to a random sample of nursing staff ( n  =   653) and all nurse managers ( n  =   302) in six Finnish hospital districts in spring 2005. The data were analysed by statistical methods.
Results  The nurse managers placed more emphasis on human resource development than did staff members. In general, both the nurse managers and nursing staff held positive views on human resource development, but they reported that HRD practices were quite under-developed. Some differences emerged between the groups.
Conclusions and implications for nursing management  These findings underline the importance of human resource development and its practices in health care. Nurse managers need to implement strategically steered HRD in order to maintain high quality of care in the future.     

心血管科护士职业认同水平现状调查与分析

目的了解心血管科护士职业认同水平现状。方法采用护士职业认同量表,对北京市116名心血管科护士进行调查。结果心血管科护士职业认同得分为(115.05±17.33)分;7个维度得分中自我效力感得分最高,为(6.21±0.79)分,组织影响感得分最低,为(4.20±1.36)分。不同年龄、护龄、科室和职称的护士之间,职业认同感得分差异具有统计学意义(P<0.01或P<0.05)。结论心血管科护士职业认同水平相对较高,护理管理者应注重监护室的人员配置,重视对年轻护士、护龄短及职称低的护士的培养。     

From ‘part of ’ to ‘partnership’: the changing relationship between nurse education and the National Health Service

GILLETT K . Nursing Inquiry 2010; 17 : 197–207
From ‘part of ’ to ‘partnership’: the changing relationship between nurse education and the National Health Service Worldwide, many countries have moved towards incorporating nurse education into the higher education sector and this inevitably has implications for the relationship between nurse education providers and local health service providers. This study explores the changes to the relationship in the UK between nurse education providers and the UK National Health Service over the past 20 years and demonstrates how two political ideologies have been central to those changes. The two ideologies of interest are the introduction of internal markets to the National Health Service by the Conservative government at the end of the 1980s and the New Labour response to the fragmentation of public services caused by Conservative neoliberal policy, which was to introduce the notion of ‘partnership working’. This study reviews the wider debate around partnership policy and applies that debate to evaluate the way that nurse education providers and the National Health Service are working in partnership to provide clinical practice placements for nursing students.     

综合医院不同专科护士人力测算分析

为了解部分专科护士人力配置情况 ,针对 3所三级综合性医院中具有代表性的心内科、神经外科、骨科、普通外科病区的护理所需时间及护士人力 ,根据该科目前护士人力及临床护理质量进行测算。结果 :4个专科护士人力测算结果与目前护士人力配置情况只有心内科相符 ,其他均低于测算结果 ,分别为神经外科1∶0 .3 2 ( 1∶0 .46)、骨科 1∶0 .3 4( 1∶ 0 .40 )、普外科 1∶0 .3 2 ( 1∶0 .42 )。提出护士人力应根据护理需求量、病床使用率及周转率等来核定 ,单纯按床护比的传统方法应改变     

The first evaluation of the advanced practice nurse role in Finland - the perspective of nurse leaders

fagerström l. & glasberg a.-l. (2011) Journal of Nursing Management 19, 925–932 The first evaluation of the advanced practice nurse role in Finland – the perspective of nurse leaders Aims The aim of this study is to explore and describe nurse leaders’ (NLs) experiences of the role of advanced practice nurses (APNs). Background The first group of advanced practice nurses (17) in Finland graduated in 2006 and were thereafter employed by seven different organizations in more or less clearly defined advanced practice nurses roles. Methods Seven nurse leaders at the relevant organizations were interviewed a year after the introduction of the advanced practice nurses role. Content analysis was used to analyze the data. Results All of the nurse leaders emphasized the importance of the advanced practice nurses role in their organization. The advanced practice nurses’ scope of practice comprised a more autonomous and independent role than registered nurses. Advanced practice nurses are an important resource in the care of patients with chronic diseases and acute health problems. An important aspect regarding support for the advanced practice nurses role is the provision of information to all health-care personnel and patients about the role and clearly defined areas of responsibility. Conclusions Advanced practice nurses are an important resource in the development of evidence-based nursing and improve the availability of health-care services for patients. Implications for nursing management Nurse leaders are responsible for creating sustainable structures and the prerequisites needed for advanced practice nursing through the formation of supportive organizational systems.     

126名本科学历护士使用状况调查分析

目的:通过对扬州市本科学历护士的工作现状调查,了解他们被使用的情况,探讨充分发挥他们在护理队伍中的骨干作用的途径。方法:采用扬州市卫生局统一印制的“本科护士调查表”,对调查结果进行资料分析。结果:126名本科学历护士中70人从事临床护理,52人从事护理管理,4人从事护理教育。结论:本科学历护士虽是扬州市护理工作的骨干,但还应加强医院护士的管理,并通过本科护士自身努力,进一步提高护士的整体水平。     

Associations of nurse education level and nurse staffing with patient experiences of hospital care: A cross sectional study in China

Strengthening the nursing workforce is core to health system reform in China. Patient experiences of hospital care have been recognized as important in this endeavor. Studies exploring the relationships between nursing workforce and patient experiences of hospital care, however, are scarce. The aim of this cross-sectional study was to examine the associations between nurse education level, nurse staffing, and hospitalized patients’ experiences of hospital care. Participants were 1,582 nurses responsible for direct care and 1,305 hospitalized patients from 23 hospitals in Guangdong province, China in 2014. Education level of nurses was measured by the proportion of nurses holding a baccalaureate or higher degree. Nurse staffing was measured by the unit nurse-patient ratio. The Hospital Consumer Assessment of Health care Providers and Systems Scale was used to measure patient experiences of hospital care. Structural equation modeling demonstrated that a higher proportion of nurses holding a baccalaureate or higher degree was related directly to better patient perceptions of communication with nurses, responsiveness of nurses, pain management, and physical environment, and related indirectly to overall hospital ratings and recommendation of the hospital. A higher nurse-patient staffing ratio was associated directly with better patient perceptions of communication with nurses, education about new medications given in hospital, and physical environment, and indirectly with overall ratings and recommendation of the hospital. Our findings add new evidence in the Chinese societal context about the relationship between the nursing workforce and patient experiences of hospital care. Upgrading nurse education level and increasing nurse staffing could potentially improve patient experiences of hospital care.     

男护士对护士职业真实体验的质性研究

目的 深入了解和探索男护士对护士职业的感受和看法。方法 运用了半定式个人深度访谈法采访了来自3家市级医院的8名护士。将获得的资料进行分析,整理、归纳出主题。结果 使用Tri-anguHation的分析程序,了解到男护士在对护士这个职业的不同感受、理念、需求和建议。结论 护理工作需要男性的加入,只要社会对男护士作出精神和政策广泛的支持;社会和从业人员转变观念,吸引更多的男士加入护理队伍,使他们更好地去适应护士这个职业。     

男护士对护士职业真实体验的质性研究

目的 深入了解和探索男护士对护士职业的感受和看法.方法 运用了半定式个人深度访谈法采访了来自3家市级医院的8名护士.将获得的资料进行分析,整理、归纳出主题.结果 使用Tri-anguHation的分析程序,了解到男护士在对护士这个职业的不同感受、理念、需求和建议.结论 护理工作需要男性的加入,只要社会对男护士作出精神和政策广泛的支持;社会和从业人员转变观念,吸引更多的男士加入护理队伍,使他们更好地去适应护士这个职业.     

备班与机动护士相结合在人力资源配置中的运用

目的：肿瘤科在护理人力资源配置中实行备班和机动护士相结合的弹性排班模式的方法探讨。方法：设置备班与机动护士相结合,实行弹性排班,以就近支援的原则紧急情况下实行科内调配护理人力资源,以“化零为整”实现补休,满足临床护理工作量不同状态下的人力资源管理。结果：备班人员上班80人次,机动护士调动37人次,患者在检查中意外抢救成功率100%。年底时无人欠休。结论：备班和机动护士相结合的弹性排班模式,是根据病人需求和临床特点灵活利用人力资源的一种管理方法,较好地解决人力资源不足的短期现象,保障了护理安全。     

Experiences of the implementation of clinical practice guidelines – interviews with nurse managers and nurses in hospital care

Scand J Caring Sci; 2010; 24; 514–522
Experiences of the implementation of clinical practice guidelines – interviews with nurse managers and nurses in hospital care The implementation of clinical practice guidelines (CPGs) has become an increasingly common element of clinical care, but little qualitative research has been conducted in real‐life clinical settings. The aim was to elucidate experiences and factors of importance for the implementation of CPGs in hospital care. Twenty interviews were conducted, audio‐taped and transcribed verbatim. A manifest and latent content analysis was performed to interpret the text. A system of subcategories related to five categories and one overall theme were developed. The data reveal that the implementation of CPGs is continuous processes of creating reliable and tenable routines that involve all staff members and expect to lead to better and safer patient care as well as to increased knowledge and confidence among staff. The process is initiated by internal or external demands and represents a way to keep abreast of knowledge development. Several factors facilitate the implementation and have an influence on the use and compliance with CPGs. To increase support for and willingness to use the CPG, it appears important to involve all staffs in the implementation process as well as to follow up and give feedback continuously to staff and management. It seems necessary to evaluate the process to supervise compliance with CPGs and to balance priorities and costs. Evaluation can also demonstrate importance of the application.