ORCID Profile
0000-0003-3896-3323
Current Organisations
University of Pennsylvania
,
University of Tasmania
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Publisher: Wiley
Date: 25-01-2011
DOI: 10.1111/J.1440-1584.2010.01174.X
Abstract: To describe the nursing workforce in very remote Australia, characteristics and key issues. Data were collected from four main sources: the refined CRANAplus database of remote health facilities the 2006 census which provided population and percentage of Indigenous people in communities in very remote Australia a national survey on occupational stress among nurses and an earlier study into violence and remote area nurses conducted in 1995. A descriptive analysis of the data was conducted. Health facilities in very remote Australia. The registered nursing workforce in very remote Australia is mostly female (89%) and ageing, with 40.2% 50 years or over, compared to 33% nationally. Many (43%) are in remote Indigenous communities. Over the last decade, there has been a significant decrease in registered nurses with midwifery qualifications (55%) and in child health nurses (39%) in very remote Australia. Only 5% have postgraduate qualifications in remote health practice. The nursing workforce in very remote areas of Australia is in trouble. The workforce is ageing, the numbers of nurses per population has fallen and the numbers of midwives and child health nurses have dropped significantly over the last 15 years. As many of these nurses work in Indigenous communities, if these trends continue it is likely to have a negative effect on 'closing the gap' in Indigenous health outcomes.
Publisher: Queensland University of Technology
Date: 30-11-2018
DOI: 10.5204/SSJ.V9I4.653
Abstract: As the cohort of students in Australian universities become increasingly erse, attention to ensuring their success is an emerging issue of social justice in tertiary education. Navigating transitions through the student journey is crucial to their success. Exploring and responding to the needs of a cohort of first-year students is the focus of this research. Using a participatory action approach, this project aimed to discover what is meaningful for first-year students, by exploring how students experienced the processes of admission, enrolment, commencement, and learning and teaching in two fast-track and one online health degrees. Nine students were partnered with nine academics for a six-month period. The analysis offers insights into equity issues in relation to the institution’s admission processes, the quality of support and engagement from academics to students when transitioning to university life, and how students find their ‘place’. Strategies to support the transition process for first-year students are identified and discussed.
Publisher: Informa UK Limited
Date: 10-2012
Publisher: Wiley
Date: 14-01-2013
DOI: 10.1111/J.1466-7657.2012.01032.X
Abstract: Despite some progress in meeting the Millennium Development Goals, there are still major discrepancies in health service provision between developed and developing countries. Nurses are key players to improving the quality of health services. Increasingly, partnerships are being initiated between nurses of different countries to enable those working in developing countries to improve standards of clinical care. This paper describes a partnership between two major teaching hospitals: one in Indonesia and one in Australia, designed to assist in improving standards of clinical care within the Indonesian hospital. The nature of the partnership, conceptualized as a Sister Hospital Program, is described. The processes and outcomes of the pilot programme conducted in 2011 are outlined. A brief description of the methods used to gain financial support from the Northern Territory Government is provided. The programme offered a skills development programme for selected staff from Sanglah General Hospital in Bali at Royal Darwin Hospital in northern Australia. The paper uses Green's PROCEED-PRECEDE framework both to describe and evaluate the pilot programme. The skills development programme was enthusiastically evaluated by staff from both hospitals and has led to major changes in the management of patients within the Emergency Department of Sanglah General Hospital. The success of the pilot has resulted in longer-term funding by the Australian government. WIDER POLICY OUTCOMES: The partnership model described in the paper is submitted as a possible framework for others wishing to build long-term and collaborative relationships between nurses of different nations.
Publisher: Elsevier BV
Date: 12-2012
DOI: 10.1016/J.COLEGN.2012.07.001
Abstract: To evaluate the impact of an organisational intervention aimed to reduce occupational stress and turnover rates of 55% in hospital nurses. The evaluation used a pre- and post-intervention design, triangulating data from surveys and archival information. Two public hospitals (H1 and H2) in the Northern Territory (NT) Australia participated in the intervention. 484 nurses from the two NT hospitals (H1, Wave 1, N = 103, Wave 2, N = 173 H2, Wave 1, N = 75, Wave 2, N = 133) responded to questionnaires administered in 2008 and in 2010. The intervention included strategies such as the development and implementation of a nursing workload tool to assess nurse workloads, roster audits, increased numbers of nursing personnel to address shortfall, increased access to clinical supervision and support for graduates, increased access to professional development including postgraduate and short courses, and a recruitment c aign for new graduates and continuing employees. We used an extended Job Demand-Resources framework to evaluate the intervention and 17 evaluation indicators canvassing psychological distress, emotional exhaustion, work engagement, job satisfaction, job demands, job resources, and system factors such as psychosocial safety climate. Turnover rates were obtained from archival data. Results demonstrated a significant reduction in psychological distress and emotional exhaustion and a significant improvement in job satisfaction, across both hospitals, and a reduction in turnover in H2 from 2008 and 2010. Evidence suggests that the intervention led to significant improvements in system capacity (adaptability, communication) in combination with a reduction in job demands in both hospitals, and an increase in resources (supervisor and coworker support, and job control) particularly in H1. The research addresses a gap in the theoretical and intervention literature regarding system/organisation level approaches to occupational stress. The approach was very successful on a range of health, work outcome, and job design indicators with results providing compelling evidence for the success of the system/organisational level intervention. The quasi-experimental design enabled us to conclude that improvements for the nurses and midwives could be attributed to the organisational intervention by the NT Department of Health (DoH). Further research should be undertaken to explore longer-term impacts, and particularly the influence on turnover. Levels of stress in hospital nurses remain high and present important implications for the psychological well-being of staff.
Start Date: 2016
End Date: 2016
Funder: University of Tasmania
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