ORCID Profile
0000-0003-2328-685X
Current Organisation
University of the Sunshine Coast, Queensland
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Publisher: Elsevier BV
Date: 10-2022
Publisher: Wiley
Date: 02-11-2006
DOI: 10.1111/J.1466-7657.2006.00497.X
Abstract: To gain a better understanding of some of the factors that may be contributing to the shortage of national nurses in the United Arab Emirates (UAE). Approximately 3% of the UAE nursing workforce are currently nationals, which explains the UAE dependency on transient expatriate nurses. Even though Emirati women have been recently empowered to join the national workforce, not many have joined the nursing profession. Several factors may be contributing, in varying degrees, to this predicament. The socio-economic factors as well as the cultural and religious customs that have shaped the country and its people are examined. Hence, the historical background to the establishment of the UAE, women in Islam, the first nurse in Islam, the development of nursing in the UAE and the Emirates Nursing Association are considered. Factors contributing to the limited number of UAE nationals in the nursing profession include, but are not limited to: the low status of nursing in the UAE the variations in basic nursing programmes in the country the lack of Arabic educational resources the affluent life style of UAE nationals as well as the strict cultural norms and religious values by which they live. As the need to nationalize the nursing workforce in the UAE is paramount, these issues and other perceived barriers from the perspective of Emirati nurses need to be explored and addressed.
Publisher: Hindawi Limited
Date: 28-10-2019
DOI: 10.1111/JONM.12860
Abstract: To evaluate the impacts of introducing administrative support for nurse unit managers. Increased administrative load for nurse unit managers causes role stress and reduced opportunities for clinical leadership (state-wide review, Queensland, Australia). In response, a health organisation implemented a clerical 'Nurse Unit Manager Support Officer' position. Qualitative descriptive evaluation, convenience s le (37 nurse unit managers and NUM Support Officers) and focus groups (13) provided data that were thematically analysed. Six impacts were identified: (a) improved nurse unit manager well-being (b) more time to undertake clinical leadership (c) greater efficiencies in finance, payroll and HR processes (d) improved capacity for strategic leadership (e) increased staff satisfaction and improved unit culture and (f) improved succession planning. Findings reveal significant gains and benefits from the introduction of administrative support for the nurse unit manager role for the nurse unit manager and the units they manage. Nurse unit manager role stress can negatively impact organisational climate, performance outcomes, staff satisfaction and retention. Health organisations need to implement strategies to reduce the administrative burden for nurse unit managers. The introduction of administrative support frees up time for nurse unit managers to engage in clinical leadership, positively impacting organisational climate, performance outcomes, and staff satisfaction and retention.
Publisher: Elsevier BV
Date: 08-2017
Publisher: Elsevier BV
Date: 07-2020
Publisher: Elsevier BV
Date: 12-2013
DOI: 10.1016/J.COLEGN.2012.09.003
Abstract: An ageing Australian population coupled with declining nursing numbers is predicted to have a significant impact on the Australian Healthcare industry, with numbers of nurses expected to be in greater demand at a time when the need for nursing care is on the rise. The report released recently by Health Workforce Australia predicted a potential shortage of approximately 110,000 nurses by 2025. In Queensland alone, the Queensland Nursing Union estimates the shortage of nurses to be closer to 10,000 positions by 2016 and 14,000 positions by 2020 based on the anticipated Queensland Health hospital expansions. The Commonwealth Government has responded by increasing funding to train more registered nurses across Australia. Hence a significant number of graduate registered nurses are expected and required to join the workforce. However, an analysis of the literature reveals that opinions differ between clinicians and education providers as to whether recently graduated registered nurses are adequately prepared for the challenges of the current healthcare system. Even though much research has been done in Australia on the issue of transition support programmes, graduate registered nurses' transition to practice remains problematic and is perceived to pose a significant challenge to healthcare industry. This paper contributes to the contemporary discourse on graduate registered nurses' practice readiness at a time when a forecasted nursing shortage, the difficulties in accessing sufficient quality clinical placements and the need for fiscal responsibility pose added challenges to education providers and the healthcare industry.
Location: United Arab Emirates
No related grants have been discovered for May El Haddad.