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Article
Publication date: 1 February 1990

Lyn Martin

Although the nursing profession is a largeoccupational group and a major part of the NationalHealth Service, surprisingly little is known aboutthe demand for and supply of nurses…

Abstract

Although the nursing profession is a large occupational group and a major part of the National Health Service, surprisingly little is known about the demand for and supply of nurses. Current demographic trends, however, have ensured that a traditional “easy in/easy out” model of recruitment and retention, with high wastage rates during and after training, is being replaced by the idea that nurse education is a valuable and expensive investment and trained nurses must be encouraged to view nursing as a life‐time career. In 1988 there was considerable media interest in shortages of skilled nurses. A number of factors are examined, relevant to assessing whether there are such shortages. In particular, the demand for nurses, manpower and financial aspects of supply, recruitment and retention, and skill mix are considered. Two groups of nurses in which there are said to be shortages are briefly discussed: paediatric intensive care and community mental handicap and mental illness nurses.

Details

International Journal of Manpower, vol. 11 no. 2
Type: Research Article
ISSN: 0143-7720

Keywords

Open Access
Article
Publication date: 31 August 2022

Helge Schnack, Sarah Anna Katharina Uthoff and Lena Ansmann

Like other European countries, Germany is facing regional physician shortages, which have several consequences on patient care. This study analyzes how hospitals perceive…

2030

Abstract

Purpose

Like other European countries, Germany is facing regional physician shortages, which have several consequences on patient care. This study analyzes how hospitals perceive physician shortages and which strategies they adopt to address them. As a theoretical framework, the resource dependency theory is chosen.

Design/methodology/approach

The authors conducted 20 semi-structured expert interviews with human resource officers, human resource directors, and executive directors from hospitals in the northwest of Germany. Hospitals of different ownership types, of varying sizes and from rural and urban locations were included in the sample. The interviews were analyzed by using qualitative content analysis.

Findings

The interviewees reported that human resource departments in hospitals expand their recruiting activities and no longer rely on one single recruiting instrument. In addition, they try to adapt their retaining measures to physicians' needs and offer a broad range of employment benefits (e.g. childcare) to increase attractiveness. The study also reveals that interviewees from small and rural hospitals report more difficulties with attracting new staff and therefore focus on recruiting physicians from abroad.

Practical implications

Since the staffing situation in German hospitals will not change in the short term, the study provides suggestions for hospital managers and health policy decision-makers in dealing with physician shortages.

Originality/value

This study uses the resource dependency theory to explain hospitals' strategies for dealing with healthcare staff shortages for the first time.

Details

Journal of Health Organization and Management, vol. 36 no. 9
Type: Research Article
ISSN: 1477-7266

Keywords

Article
Publication date: 15 September 2020

Linda Lill

The purpose of this paper is to discuss how the labor shortage is described at the national level and how these problematizations correlate to gender and diversity politics. The…

Abstract

Purpose

The purpose of this paper is to discuss how the labor shortage is described at the national level and how these problematizations correlate to gender and diversity politics. The paper is overview of the governance of staff shortages in elderly care, how it is articulated and how the governmental scenario of solutions, which includes the channeling of unemployed migrants into elderly care. Politicians and public media describe the situation as desperate and the issue of the staff shortages in elderly care is described as a state of crisis. A highly profiled solution is to open up elderly care for unemployed migrants.

Design/methodology/approach

By analyzing specific management strategies for controlling a phenomenon, the paper will also be able to highlight values surrounding the phenomenon. The ambition is to understand how institutions, authorities and organizations handle practical forms of knowledge that are aimed to implement a particular policy or working method within the welfare system.

Findings

One important aspect of the findings is the ways in which these official political discourses link the issues of migration and the shortages of staff in elderly care. But also visualize factors in how the government bodies with the formal responsibilities and authorities express their concerns about these links and the quality of the elderly care more generally.

Originality/value

It is well-known that migrants are employed to take care of the growing population of elderly in Europe. In Spain and Italy, for example, immigrants are frequently employed directly by families to care for their elderly family members. This type of employment entails a series of new social risks. The most important of those risks is the global “care chain” that these arrangements incur for the sending families, who lose a family member on whom they depend. This paper is connecting the international research on the global “care chain,” but focuses on the Swedish context, where the migrants already are established and elderly care work is not linked to migration in the same way. However, the experience of migration and the importance of transnational and cultural knowledge can be influential in understanding the changing processes in Swedish elderly care, not the least as the question of staff recruitment has been linked to migration by the highest political levels.

Details

International Journal of Migration, Health and Social Care, vol. 16 no. 3
Type: Research Article
ISSN: 1747-9894

Keywords

Article
Publication date: 26 May 2023

Junjun Chen, Mehmet Şükrü Bellibaş and Sedat Gümüş

The research aimed to examine the effects of school climate (school violence and community engagement) and resources (staff shortages and resource shortages) on job satisfaction…

Abstract

Purpose

The research aimed to examine the effects of school climate (school violence and community engagement) and resources (staff shortages and resource shortages) on job satisfaction mediated by the workload stress of school principals, using pooled data from 47 jurisdictions around the world.

Design/methodology/approach

This study employed a rigorous secondary analysis of principal job satisfaction using the Teaching and Learning International Survey (TALIS) 2018 dataset. The mediation analysis of structural equation modeling (SEM) performed using STATA software established a structured model by controlling region-fixed effect, principal demographic and school contextual characteristics.

Findings

This study established a model detailing the associations between school climate and resources and principal job satisfaction mediated by workload stress.

Originality/value

Given the crucial role of a school principal in leading school survival and success, this study may provide one timely method to enhance job satisfaction and performance of principals during a period of constant change marked by increasing job demands.

Details

Journal of Educational Administration, vol. 61 no. 5
Type: Research Article
ISSN: 0957-8234

Keywords

Article
Publication date: 1 April 2002

Karin Newman and Uvanney Maylor

The statistics and associated literature reveal a chronic shortage of nurses and midwives and difficulties in recruiting and retaining D and E grades, the main providers of…

3480

Abstract

The statistics and associated literature reveal a chronic shortage of nurses and midwives and difficulties in recruiting and retaining D and E grades, the main providers of hands‐on patient care. This qualitative exploratory study of nurse satisfaction, dissatisfaction and reasons for staying provides empirical support for a conceptual model “the nurse satisfaction, quality of care and patient satisfaction chain”. The in‐depth interviews reveal a spontaneous and explicit linking of organisational resources to nurses’ ability to provide the level of patient care commensurate with their desire and patients’ needs. Nurse job satisfaction derives from knowing that they have provided good care as well as the attributes of the job such as a career, skill acquisition and the “people I work with”. Job dissatisfaction stems primarily from staff shortages, the behaviour of patients and negative media comment. The interviews demonstrate the critical role of the “ability to give quality care” and the satisfaction derived from patients’ demonstration of their appreciation and the influence of this on nurse retention.

Details

International Journal of Health Care Quality Assurance, vol. 15 no. 2
Type: Research Article
ISSN: 0952-6862

Keywords

Article
Publication date: 23 December 2022

Heather Louise Jeffrey and Martin Sposato

The purpose of this viewpoint is to discuss and provide solutions for the current staffing crisis facing tourism-related industries. Considering that staff shortages are prominent…

951

Abstract

Purpose

The purpose of this viewpoint is to discuss and provide solutions for the current staffing crisis facing tourism-related industries. Considering that staff shortages are prominent in most industries this article suggests organizational changes that are needed to address these problems

Design/methodology/approach

This viewpoint unpacks the reason behind the shortage in staff and suggests potential solutions, based on organizational development

Findings

The strategies offered here as potential solutions for human resources center on changing the image of the roles that are suffering shortages. This includes developing organizational practices to provide changes in the areas of recruitment, reward, and work-life balance. These strategies are contextualized with the transformation of other jobs due to the global pandemic and the feminized nature of the tourism-related industries.

Originality/value

This viewpoint is particularly topical as it speaks to the current well-publicized crises in the staffing of airports and wider shortages of hospitality staff in developed nations. It is well positioned to spark discussion and future research on areas such as dignity at work in tourism-related industries, gendered work, and post-pandemic employment practices in services.

Details

Development and Learning in Organizations: An International Journal, vol. 37 no. 5
Type: Research Article
ISSN: 1477-7282

Keywords

Article
Publication date: 28 June 2022

Cristian Morosan and John T. Bowen

The purpose of this research is to provide a critical discussion illustrating how novel business models can be developed using advanced information technology (IT) to overcome the…

4468

Abstract

Purpose

The purpose of this research is to provide a critical discussion illustrating how novel business models can be developed using advanced information technology (IT) to overcome the effects of the labor shortage crisis and bring the industry back to the pre-pandemic performance benchmarks.

Design/methodology/approach

The methodology of this research is based on a thorough literature review of academic and trade publications, guided by an analytic approach that comprehensively discusses the multiple facets of digitizing the human-intensive legacy hospitality business models.

Findings

While broad in terms of multiple metrics, the hospitality industry has demonstrated an ability to incorporate IT-based business models within its legacy processes. The current hospitality context, corroborated with the lingering effects of the pandemic, requires the hospitality industry to address two important issues: chronic shortage of staff and unpredictable levels of performance of existing staff.

Originality/value

This research discusses a human–resource crisis from an IT point of view and articulates several IT-based strategic solutions that should help hospitality organizations mitigate the effects of this crisis.

Details

International Journal of Contemporary Hospitality Management, vol. 34 no. 12
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 1 August 2002

Karin Newman, Uvanney Maylor and Bal Chansarkar

This paper presents the findings of a qualitative study, based on interviews with over 130 nurses and midwives in four London Trust hospitals on: the main factors influencing…

10589

Abstract

This paper presents the findings of a qualitative study, based on interviews with over 130 nurses and midwives in four London Trust hospitals on: the main factors influencing nurse satisfaction and retention; empirical support for the robustness of a conceptual framework or model “the nurse satisfaction, service quality and nurse retention chain”; and some managerial considerations for recruitment and retention. The three main factors influencing job satisfaction were patients, the inherent characteristics of nursing and the nursing team; the two main sources of job dissatisfaction were staff shortages and poor management and amongst nurse retention strategies improving working conditions was more important than increased pay. For recruitment, as well as retention, improving the image and reputation of nursing along with improvements in work‐life balance were pre‐requisites for meeting the challenging target of an additional 20,000 nurses on the wards by 2004.

Details

Journal of Management in Medicine, vol. 16 no. 4
Type: Research Article
ISSN: 0268-9235

Keywords

Article
Publication date: 17 December 2019

Andrew K. Weyman, Deborah Roy and Peter Nolan

Staff shortage in the UK National Health Service has a long history, but is widely predicted to become acute over the next decade. Falling enrolment rates in health professional…

Abstract

Purpose

Staff shortage in the UK National Health Service has a long history, but is widely predicted to become acute over the next decade. Falling enrolment rates in health professional training and restrictions to migrant labour recruitment have brought the, traditionally neglected, issue of staff retention into sharp relief. The purpose of this paper is to represent the first large scale systematic appraisal of the relative salience of recognised headline drivers of employee exodus from the NHS.

Design/methodology/approach

The data were collected from an opportunity sample of 1,594 health professionals, managers and administrators employed by the NHS. Participants completed a paired ranking task (Case V method of paired comparisons, Thurston, 1927) to determine the relative importance of eight widely cited reasons for exit. The item set was derived from focus groups conducted as a component of the wider study.

Findings

Findings revealed almost universal consensus regarding the primacy of shortage of resources, job demands and time pressure. Pay was ranked lower than predicted. Flexible working arrangements do not presented as a key solution, and there is no support for claims of generational differences.

Research limitations/implications

Survivor population effects could constitute a source of sample bias, i.e. all participants were current NHS employees. It is possible that those who remain may be more resilient or hold different dispositions to leavers. Thus, comparisons by age and grade may not be comparing like with like. Tapping respondent beliefs about the actions of peers can embody some degree of inaccuracy and attribution bias. However, effects can be considered to operate as a source of common, rather than systematic, error across the demographics compared. The medical and dental sample was too small to give confidence in detected differences.

Practical implications

Findings challenge the claim that wider availability of flexible working hours will significantly reduce exit rates. Pay, being a source of dissatisfaction, does not constitute a key push variable in itself, rather its salience reflects the effort reward-imbalance produced by rises in job demands.

Social implications

Staff shortages in the NHS represent a threat to: public well-being – waiting lists and demand for care; the well-being of who continue to work in the NHS – job demands and resources; the employment prospects of staff who leave involuntarily, e.g. on grounds of incapacity and threats to health and well-being – extending to impacts on their dependents.

Originality/value

Issues of staff retention within the NHS are topical and under researched. The findings provide an up to date picture of the relative influence of headline drivers of early exit from the NHS. The study draws upon a more diverse and comprehensive sample of NHS employees that any other known previous studies of early exit. Findings are of potential international relevance to other State health systems. The authors believe this to be the largest (sample) known application of the method of paired comparisons.

Details

International Journal of Workplace Health Management, vol. 13 no. 1
Type: Research Article
ISSN: 1753-8351

Keywords

Article
Publication date: 3 March 2020

Sana Rabab, Jack Tomlin, Nick Huband and Birgit Völlm

Patients detained in high-security psychiatric hospitals are particularly vulnerable to excessive restrictions and exploitation. In the UK, the care quality commission (CQC…

Abstract

Purpose

Patients detained in high-security psychiatric hospitals are particularly vulnerable to excessive restrictions and exploitation. In the UK, the care quality commission (CQC) monitors and regulates forensic healthcare provision. The purpose of this study is to identify key concerns highlighted in CQC inspection reports of the three high-secure hospitals in England between 2010 and 2018.

Design/methodology/approach

In this qualitative study, 49 CQC inspection reports from three high-secure hospitals were subjected to thematic analysis.

Findings

Five central themes emerged: staffing and management; restrictive practice; physical environment and ward atmosphere; patients’ needs and involvement in their care; and legal and statutory matters. There was some variation in the overall quality of care between the hospitals. Positive staff–patient interactions and good practice in assessing and delivering care were consistently observed. However, enduring staff shortages within each hospital were experienced negatively and sometimes co-occurred with concerns over restrictive practices, poor care-plan procedure and inadequate legal documentation. Over time, Rampton and Broadmoor Hospitals appeared to worsen with regard to staffing levels, staff morale and management involvement. While services progressed over time in providing patients with access to advocacy and information concerning their rights, in some recent inspections it remained unclear whether patients were adequately involved in the care-plan process.

Practical implications

These findings provide preliminary indicators for areas requiring further attention from policymakers, clinicians and advocates.

Originality/value

This study appears to be the first systematic analysis of key concerns expressed in CQC reports of English high-security hospitals.

Details

The Journal of Forensic Practice, vol. 22 no. 2
Type: Research Article
ISSN: 2050-8794

Keywords

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