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The purpose of this study is to empirically investigate the mediating effect of work-life balance (WLB) in the relationship between three significant job resources (namely, job autonomy, supervisor support and co-worker support) and job satisfaction experienced by frontline nursing professionals during the COVID-19 pandemic in an Indian setting using the theoretical foundation of job demands-resources theory.

Structured questionnaire survey has been used to get the responses from 452 nursing professionals in India during the COVID-19 pandemic. To carry out data analysis structural equation modeling has been used.

The results reveal the relationship between the framed hypotheses. Surprisingly, the relationship between all three job resources and WLB was found to be positive, and also WLB was positively associated with nursing professionals’ job satisfaction during pandemic situations. However, WLB partially mediated the relationship only between two job resources (namely, job autonomy and supervisor support) and job satisfaction.

The research paper addresses Indian nursing professionals’ perceptions of job resources, WLB and job satisfaction during the COVID-19 pandemic. This paper seeks to examine such a relationship when nursing professionals’ worked round the clock with intuitive expertise and cautiousness to provide quality care and responded more efficiently to scarce resource situations.

The “baby-boom” generation is poised for retirement. Yet the American states exhibit sharp inequalities in the public support they provide for nursing facility long-term care for the elderly, a form of health care that few Americans can afford to purchase privately. Further, remarkable disparities exist, both within and among states, in the quality of nursing facility care. We describe cross-state variation in Medicaid support for and the quality of nursing facility care, offer regression models that provisionally explain the sources of these inequalities, comment on the social implications of these disparities and recommend a solution.

The purpose of this article is to describe a creative library orientation program utilizing Blackboard to help nursing students develop information literacy and successfully complete a cultural research paper.

Information literacy components and course‐specific library resources are integrated seamlessly into NRS 110 Blackboard course. The students attend a one‐hour library orientation and continue to receive research assistance from the librarian via Blackboard. Surveys are conducted to help evaluate the program's effectiveness.

Results suggest that librarian‐faculty collaboration in integrating information literacy and course‐specific library resources into Blackboard courses is an effective way to improve library instruction and student learning.

The article offers a model for incorporating information literacy and course‐specific library resources into faculty Blackboard courses.

The study will be of particular value to librarians looking to use LMS such as Blackboard to enhance traditional library instruction.

The purpose of this paper is to explore the literature regarding work intensification that is being experienced by nurses, to examine the effects this is having on their capacity to complete care. The authors contend that nurses’ inability to provide all the care patients require, has negative implications on their professional responsibility.

The authors used institutional ethnography to review the discourse in the literature. This approach supports inquiry through the review of text in order to uncover activities that remain institutionally accepted but unquestioned and hidden.

What the authors found was that the quality and risk management forms an important part of lean thinking, with the organisational culture influencing outcomes; however, the professional cost to nurses has not been fully explored.

The text uncovered inconsistency between what organisations accepted as successful cost savings, and what nurses were experiencing in their attempts to achieve the care in the face of reduced time and human resources. Nurses’ attempts at completing care were done at the risk of their own professional accountability.

Nurses are working in lean and stressful environments and are struggling to complete care within reduced resource allocations. This leads to care rationing, which negatively impacts on nurses’ professional practice, and quality of care provision.

This approach is a departure from the standard qualitative review because the focus is on the textual relationships between what is being advocated by organisations directing cost reduction and what is actioned by the nurses working at the coalface. The discordant standpoints between these two juxtapositions are identified.

States Canadian governments have, after a decade of health care downsizing, started to focus on issues of health human resources. Posits that nurses in particular experience higher rates of absenteeism and injury than other types of Canadian workers. Advocates that this study’s findings offers numerous ideas to managers of the system, unions, nurses, government and other parties on how to manage the system better for all involved and the improvement of the health care system.

Recent New Zealand reports have identified the nursing workforce for its potential to make a significant contribution to increased productivity in health services. The purpose of this paper is to review critically the recent and current labour approaches to improve nursing productivity in New Zealand, in a context of international research and experience.

An examination of government documents regarding productivity, and a review of New Zealand and international literature and research on nursing productivity and its measurement form the basis of the paper.

It is found that productivity improvement strategies are influenced by theories of labour economics and scientific management that conceptualise a nurse as a labour unit and a cost to the organisation. Nursing productivity rose significantly with the health reforms of the 1990s that reduced nursing input costs but impacts on patient safety and nurses were negative. Current approaches to increasing nursing productivity, including the “productive ward” and reconfiguration of nursing teams, also draw on manufacturing innovations. Emerging thinking considers productivity in the context of the work environment and changing professional roles, and proposes reconceptualising the nurse as an intellectual asset to knowledge‐intensive health organisations.

Strategies that take a systems approach to nursing productivity, that view nursing as a capital asset, that focus on the interface between nurse and working environment and measure patient and nurse outcomes are advocated.

The paper shows that reframing nursing productivity brings into focus management strategies to raise productivity while protecting nursing and patient outcomes.

Focuses on nursing in the context of a broader analysis of flexible labour markets, with a focus on part‐time and casual work, which thousands of nurses in Canada have been forced into through health care restructure. Discusses the subject in great detail and concludes employers lost control of their own strategy with regard to the restructure of employment for their staff.

The literature suggests that improvements in nurses' work environments may improve the quality of patient care. Furthermore, monitoring the work environment through staff surveys may be a feasible method of identifying opportunities for quality improvement. This study aimed to confirm five proposed sub‐scales from the Nursing Work Index – Revised (NWI‐R) to assess the nursing work environment and the performance of these sub‐scales across different units in a hospital. Data were derived from a cross‐sectional survey of 243 nurses from 13 units of a 300‐bed university‐affiliated hospital in Quebec, Canada, during 2001. Using confirmatory factor analysis, the five sub‐scales were confirmed; three of the sub‐scales had greater ability to discriminate between units. Using hierarchical regression models, “resource adequacy” was the sub‐scale most strongly associated with the perceived quality of care at the last shift. The NWI‐R sub‐scales are potentially useful for comparison of work environments of different nursing units at the same hospital.

Private equity has acquired multiple large nursing home chains within the past few years; by 2007, it owned 6 of the 10 largest chains. Despite widespread public and policy interest, evidence on the purported impact of private equity on nursing home performance is limited. In our review, we begin by briefly reviewing the organizational and environmental changes in the nursing home industry that facilitated private equity investments. We offer a conceptual framework to hypothesize the relationship between private equity ownership and nursing home performance. Finally, we offer a research agenda focused on the important parameters of nursing home performance: financial performance, and quality of care.

The purpose of this paper is to examine the mediating role of work engagement (vigor and dedication) between personal resources (self-efficacy and Big Five model) and job performance (task and contextual) rated by supervisor.

A sample of 364 nurses and their supervisors was used. Structural equation modeling with Amos-17 was used to obtain model fit with path significance of work engagement as mediator between personal resources and job performance.

The results found support for the proposed conceptual claim and confirm that work engagement with the two-factor model (vigor and dedication) mediates the relationship between personal resources (self-efficacy and Big five model) and with multidimensional construct of job performance (task and contextual performance) rated by the supervisor.

Past researches have never tested the two-factor model of work engagement (vigor and dedication) as mediating variable between personal resources (self-efficacy and big five model) and job performance rated by the supervisor.