Primary nursing: job satisfaction and staff retention

A survey to compare the levels of intrinsic job satisfaction of primary and non-primary nurses was conducted. Within the survey, the relationship between intrinsic job satisfaction and staff retention was addressed. Wards which met a criteria for primary nursing, designed by Davies (1989) were included in the study. Thirty-two primary nurses were identified. A comparative group of non-primary nurses was identified by 'pairing' nurses on certain variables. Data was gained by questionnaire using a Likert Scale. Open questions were also asked to gain qualitative data. Non-parametric statistical tests were used to analyse quantitative data. Content analysis was used to analyse qualitative data. No significant difference was demonstrated between primary and non-primary nurses levels of intrinsic job satisfaction or intentions to stay in nursing. Qualitative data yielded interesting results. Primary and non-primary nurses gained job satisfaction in different areas of work. Primary nurses gave intrinsic reasons, non-primary nurses gave extrinsic reasons for job satisfaction. Research concerning primary nursing and job satisfaction is often based on the assumption that all nurses as professionals find job satisfaction in intrinsic factors. This assumption must be questioned.     

Project to develop an autonomous practitioner programme

The early 1990s has seen a rapid expansion in the nature of clinical roles in health care in response to a number of changes. Throughout 1996, The Oxford Radcliffe Hospital National Health Service (NHS) Trust, in partnership with Oxford Brookes University, School of Health Care, and the Royal College of Nursing (UK) have been collaborating to develop an educational programme at degree and masters level, to support new and evolving clinical roles in acute and primary care, across most professional health registration areas and clinical specialities. To ensure the proposed programme was 'fit for purpose'the Trust commissioned a Training Needs Analysis by the University of Birmingham and a Role Analysis by The Royal College of Nursing. Nurses and Midwives with expertise in practice, management, education and research, have collaborated to develop an innovative educational programme which enables a wide range of public and private health care professionals across acute and community settings to develop their autonomous practice. The programme is fully supported by development of policies which are appropriate to service delivery, support professional practice, multi- professional relationships, risk management and patient safety. The issue of contractual and professional responsibilities related to career development have been debated and a proactive strategy agreed. To ensure there is thorough evaluation of the area of practice, research projects to evaluate outcomes for patients as well as practitioners have been designed. This will additionally promote a culture of evidence-based practice.     

Nurses' perceptions of staff appraisal

The aim of this study was to explore the perspectives of qualified nurses on the implementation of staff appraisal. The sample consisted of eight nurses, varying in age, professional status and experience, within the clinical area in a hospital located in the South of England. Each participant was interviewed in depth. The unstructured interviews were then transcribed, coded and analysed in line with the strategies of grounded theory. The data yielded several important factors which require consideration by senior nurses and managers if they are to execute appraisals effectively. Contrary to expectations, the majority of participants expected, and even eagerly anticipated, the implementation of appraisals. However, several informants expressed concern that appraisals may be used against them. 'Gaining direction and purpose' was seen by staff as the main benefit of the appraisal from a personal and organizational point of view. Recommendations were made which might facilitate the implementation of future appraisal schemes throughout the organization.     

Breaking bad news – whose responsibility is it?

This module considers different aspects of communicating a cancer diagnosis to the patient. Using a UK study, it looks at who breaks bad news in cancer care, frameworks for breaking bad news and the role of nurses.     

Access to cancer services – do culture and ethnicity make a difference?

This module discusses the diverse cultural needs of people affected by cancer and how those needs can be assessed and met. The UK experience with Black or Minority Ethnic (BME) communities will be used to explore the issues of awareness of and detection of cancer.