Research

22 pages, 2329 KiB

Open AccessArticle

Slack Is Needed to Solve the Shortage of Nurses

by Frits Van Merode, Wim Groot and Melline Somers

Healthcare 2024, 12(2), 220; https://doi.org/10.3390/healthcare12020220 - 16 Jan 2024

Viewed by 1691

Healthcare systems are facing a shortage of nurses. This article identifies some of the major causes of this and the issues that need to be solved. We take a perspective derived from queuing theory: the patient–nurse relationship is characterized by a scarcity of [...] Read more.

Healthcare systems are facing a shortage of nurses. This article identifies some of the major causes of this and the issues that need to be solved. We take a perspective derived from queuing theory: the patient–nurse relationship is characterized by a scarcity of time and resources, requiring comprehensive coordination at all levels. For coordination, we take an information-theoretic perspective. Using both perspectives, we analyze the nature of healthcare services and show that ensuring slack, meaning a less than exhaustive use of human resources, is a sine qua non to having a good, functioning healthcare system. We analyze what coordination efforts are needed to manage relatively simple office hours, wards, and home care. Next, we address the level of care where providers cannot themselves prevent the complexity of organization that possibly damages care tasks and job quality. A lack of job quality may result in nurses leaving the profession. Job quality, in this context, depends on the ability of nurses to coordinate their activities. This requires slack resources. The availability of slack that is efficient depends on a stable inflow and retention rate of nurses. The healthcare system as a whole should ensure that the required nurse workforce will be able to coordinate and execute their tasks. Above that, workforce policies need more stability. Full article

(This article belongs to the Special Issue Advances and Challenges in the Labour Markets for Healthcare Professionals)

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12 pages, 618 KiB

Open AccessArticle

Mediating Influences of the Exchange Relationship with a Preceptor on the Relationship between Burnout and Job Retention Intention among New Nurses in Korea

by Jihyun Kim and Yaki Yang

Healthcare 2023, 11(18), 2575; https://doi.org/10.3390/healthcare11182575 - 18 Sep 2023

Viewed by 924

Abstract

The main factor in the turnover of new nurses in Korea is burnout, and a high turnover rate can lead to discontinuation in the nursing profession, due to failure to adapt to the organization. This study aimed to examine the mediating influences of [...] Read more.

The main factor in the turnover of new nurses in Korea is burnout, and a high turnover rate can lead to discontinuation in the nursing profession, due to failure to adapt to the organization. This study aimed to examine the mediating influences of an exchange relationship with the preceptor on the relationship between burnout and job retention intention among new nurses in Korea. Data were collected from 210 new nurses in three general hospitals from 2 May to 30 June 2023. The following statistical analysis were conducted: t-test, ANOVA, the Scheffé test, Pearson’s correlation coefficient analysis, and Hayes Process Macro Model 4 (to test the mediating effect). Burnout was negatively associated with job retention intention (r = −0.54, p < 0.001) and the exchange relationship with the preceptor (r = −0.29, p = 0.001). The exchange relationship with the preceptor was positively associated with job retention intention (r = 0.38, p < 0.001). Furthermore, the mediation analysis indicated that the exchange relationship with the preceptor mediated the relationship between burnout and job retention intention. According to the results, the impact of burnout on the job retention intention was mediated by the exchange relationship with the preceptor. Therefore, to increase the job retention intention of new nurses, developing programs to enhance the exchange relationship with the preceptor are recommended. Full article

(This article belongs to the Special Issue Advances and Challenges in the Labour Markets for Healthcare Professionals)

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12 pages, 1575 KiB

Open AccessArticle

Pediatric Neurology Workforce in Saudi Arabia: A 5-Year Update

by Ahmed K. Bamaga, Anas S. Alyazidi, Albatool Almubarak, Mohammad N. Almohammal, Ayidh S. Alharthi and Matar A. Alsehemi

Healthcare 2023, 11(16), 2288; https://doi.org/10.3390/healthcare11162288 - 14 Aug 2023

Viewed by 987

Abstract

Background: The medical workforce plays a pivotal role in advancing human health, particularly within the healthcare system of Saudi Arabia. While government-employed healthcare providers form the central structure of the system and offer free healthcare services, the private healthcare sector is also witnessing [...] Read more.

Background: The medical workforce plays a pivotal role in advancing human health, particularly within the healthcare system of Saudi Arabia. While government-employed healthcare providers form the central structure of the system and offer free healthcare services, the private healthcare sector is also witnessing significant growth. In parallel, the field of child neurology has experienced notable transformations in recent years, with continued expansion. This expansion brings forth a range of challenges for both current and future pediatric neurologists, necessitating careful consideration and proactive measures to address them. Aim of the study: To investigate and analyze the current characteristics of the workforce, with a specific focus on their employment status and related data. Methods: This is a cross-sectional analysis, using a survey to assess the distribution of pediatric neurologists in Saudi Arabia (SA). The final analytical sample included 82 subjects, working in 13 regions in SA. A descriptive analysis was used to address the study question. Results: The survey received responses from a total of 82 pediatric neurologists in Saudi Arabia (response rate 55%), with 38 (46%) being men and 44 (54%) being women. The mean age was 33 ± 1.225 years. The majority of participants practiced in major cities such as Riyadh and Jeddah. Nearly 50% of pediatric neurologists experienced some form of delay in obtaining their first job, ranging from 1 to 36 months. Conclusion: The landscape of the pediatric neurology workforce is currently witnessing noteworthy demographic shifts. With the majority of practitioners concentrated in major cities, there is an ongoing demand for qualified professionals in peripheral areas. This study describes the real-life challenges faced by pediatric neurologists, particularly the delay in securing employment after graduation, and underscores the critical importance of addressing these persistent issues along the journey of pediatric neurology. Full article

(This article belongs to the Special Issue Advances and Challenges in the Labour Markets for Healthcare Professionals)

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33 pages, 905 KiB

Open AccessArticle

Experience with the Implementation of Continuous Medical Education among Mother-and-Child Healthcare Providers in Ukraine: A Case Study Based on Two International Collaboration Initiatives

by Tetiana Chernysh, Lucas Opitz, Nataliia Riabtseva, Martin Raab and Milena Pavlova

Healthcare 2023, 11(13), 1964; https://doi.org/10.3390/healthcare11131964 - 07 Jul 2023

Viewed by 1007

Abstract

Background: Healthcare labor market shortages due to migration, inadequate investments, and lack of continuous training are essential concerns in the Eastern European region. This article aims to describe and reflect on the experience with the implementation of continuous medical education among mother-and-child healthcare [...] Read more.

Background: Healthcare labor market shortages due to migration, inadequate investments, and lack of continuous training are essential concerns in the Eastern European region. This article aims to describe and reflect on the experience with the implementation of continuous medical education among mother-and-child healthcare providers in Ukraine, including achievements, challenges, and barriers. We analyze this case based on two international collaboration initiatives: the Swiss–Ukrainian program in mother-and-child health that ran from 2000 to 2015, supplemented by the recent Ukrainian–Swiss project “Medical education development” in 2018–2023. Methods: We use a case study approach as the methodology for our study. We collected data from documents (project reports reviews) and in-depth interviews with stakeholders. We apply the method of directed qualitative content analysis. Results: As a result of the Swiss–Ukrainian collaborations, the knowledge and awareness of medical personnel were greatly improved. Modern clinical concepts not well understood at the outset became commonplace and were incorporated into clinical activities. Nevertheless, obstacles to the implementation and rapid uptake of changes were found in the lack of knowledge of the English language among medical doctors, the fear of changes, and the lack of openness and readiness for novel evidence-based clinical practices. However, primary healthcare practitioners in this new project seem to be more inclined to change. Conclusions: A modernized continuous medical education which is based on the values of openness, respect, dialogue, and professionalism can be implemented with the input of an international assistance program despite the resistance of the system towards change. Full article

(This article belongs to the Special Issue Advances and Challenges in the Labour Markets for Healthcare Professionals)

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9 pages, 587 KiB

Open AccessArticle

The Crisis in the Nursing Labour Market: Canadian Policy Perspectives

by Andrea Baumann and Mary Crea-Arsenio

Healthcare 2023, 11(13), 1954; https://doi.org/10.3390/healthcare11131954 - 06 Jul 2023

Cited by 5 | Viewed by 4745

Abstract

The labour market for care professionals has experienced significant changes, resulting in critical shortages globally. Nurses represent the largest share of health workers worldwide; nonetheless, an estimated 13 million more nurses will be needed over the next 10 years. Prior to the pandemic, [...] Read more.

The labour market for care professionals has experienced significant changes, resulting in critical shortages globally. Nurses represent the largest share of health workers worldwide; nonetheless, an estimated 13 million more nurses will be needed over the next 10 years. Prior to the pandemic, the domestic supply of nurses in Canada had not kept pace with the ever-increasing demand for services. Pre-pandemic age- and needs-based forecasting models have estimated shortages in an excess of 100,000 nurses nationwide by 2030. While COVID-19 has accelerated the demand for and complexity of service requirements, it has also resulted in losses of healthcare professionals due to an increased sick leave, unprecedented burnout and retirements. This paper examines key factors that have contributed to nursing supply issues in Canada over time and provides examples of policy responses to the present shortage facing the healthcare system. To provide adequate care, the nursing workforce must be stabilized and—more importantly—recognized as critical to the health of the population. Full article

(This article belongs to the Special Issue Advances and Challenges in the Labour Markets for Healthcare Professionals)

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20 pages, 411 KiB

Open AccessArticle

How Advanced Practice Nurses Can Be Better Managed in Hospitals: A Multi-Case Study

by Jia Wan and Haiou Xia

Healthcare 2023, 11(6), 780; https://doi.org/10.3390/healthcare11060780 - 07 Mar 2023

Cited by 3 | Viewed by 2378

Abstract

The labor markets for care professionals are a perennial topic of discussion. Advanced practice nurses (APN), as an advanced role in nursing, arose to solve the shortage of primary health care professionals. Prior research has advanced several areas of exploration for APNs’ training [...] Read more.

The labor markets for care professionals are a perennial topic of discussion. Advanced practice nurses (APN), as an advanced role in nursing, arose to solve the shortage of primary health care professionals. Prior research has advanced several areas of exploration for APNs’ training or employing methods in Chinese hospitals. However, this leaves a key imperative unexplored: the management strategy of APNs in hospitals. The present study seeks to explore the management strategy of APNs in Chinese hospitals. The resource orchestration theory served as the guide as the multi-case study method investigated 18 case hospitals, gathered information from a variety of case data sources, and summarized the management strategies for hospitals’ advanced practice nurses. Four types of APN management strategies—expert customized type, hierarchical linkage type, multidisciplinary benefit type, and professional penetration type—have been identified through resource orchestration. Hospitals can utilize the APN management strategy model as a guide to manage APNs in accordance with the unique characteristics of APN resources. Full article

(This article belongs to the Special Issue Advances and Challenges in the Labour Markets for Healthcare Professionals)

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11 pages, 584 KiB

Open AccessArticle

Determining the Role of Employee Engagement in Nurse Retention along with the Mediation of Organizational Culture

by Ridhya Goyal and Gurvinder Kaur

Healthcare 2023, 11(5), 760; https://doi.org/10.3390/healthcare11050760 - 05 Mar 2023

Cited by 1 | Viewed by 3071

Abstract

In today’s unpredictable environment, the rapid emergence of the COVID-19 pandemic has shaken the world and its healthcare infrastructure immensely. As nurses are the building blocks of the healthcare personnel labor market, organizations should develop tactics that aid in their retention. With a [...] Read more.

In today’s unpredictable environment, the rapid emergence of the COVID-19 pandemic has shaken the world and its healthcare infrastructure immensely. As nurses are the building blocks of the healthcare personnel labor market, organizations should develop tactics that aid in their retention. With a solid theoretical foundation in self-determination theory, this study aims to understand the role of employee engagement in keeping nurses in 51 hospitals in the Northern Indian region, along with the mediation of organizational culture through smart PLS. In a complementary mediation relationship with organizational culture, nurse retention is positively correlated with employee engagement. Full article

(This article belongs to the Special Issue Advances and Challenges in the Labour Markets for Healthcare Professionals)

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18 pages, 1479 KiB

Open AccessArticle

Foreign Healthcare Professionals in Germany: A Questionnaire Survey Evaluating Discrimination Experiences and Equal Treatment at Two Large University Hospitals

by Elif Can, Clara Milena Konrad, Sidra Khan-Gökkaya, Isabel Molwitz, Jawed Nawabi, Jin Yamamura, Bernd Hamm and Sarah Keller

Healthcare 2022, 10(12), 2339; https://doi.org/10.3390/healthcare10122339 - 22 Nov 2022

Cited by 1 | Viewed by 2159

Abstract

Objective: To identify facilitators and barriers and derive concrete measures towards better workplace integration of migrants working in the German healthcare sector. Design: Two-centre cross-sectional quantitative online survey of experiences of discrimination among healthcare professionals with a migration history in two large German [...] Read more.

Objective: To identify facilitators and barriers and derive concrete measures towards better workplace integration of migrants working in the German healthcare sector. Design: Two-centre cross-sectional quantitative online survey of experiences of discrimination among healthcare professionals with a migration history in two large German university hospitals. Participants: 251 participants fully completed the questionnaires. Main outcome measures: Experiences of discrimination and perception of inequality. Results: Fifty-five percent of migrant health workers had had at least some command of German before arriving in Germany. Members of all professional groups surveyed expressed experiences of discrimination related to language, nationality, race/ethnicity, and sex/gender. The proportions of staff with experiences of discrimination by peers differed significantly among occupational roles, with nurses and technologists having the most experiences of discrimination. The perception of inequality was reported more frequently than experiences of discrimination and had a negative impact on workplace satisfaction. Specifically, the compulsion to compete was a frequent feeling stated by participants. Conclusion: The mechanisms of discrimination and structural inequality revealed by our survey could inform specific measures, for example at the management level, to increase workplace satisfaction and attract migrant health workers in the long term. Full article

(This article belongs to the Special Issue Advances and Challenges in the Labour Markets for Healthcare Professionals)

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