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Professional self-improvement measures of selected graduate nursesPeterson, Mary Ann January 1964 (has links)
Thesis (M.S.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-01
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Rehabilitation nursing needs of public health staff nursesMartineau, Claire January 1963 (has links)
Thesis (M.S.)--Boston University
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Opinions of public health staff nurses about the role of the faculty member in the agencyDeCristofaro, Eleanor S. January 1966 (has links)
Thesis (M.S.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-01
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An exploratory study to determine the attitudes of professional nurses in a state school for the retarded toward Down's Syndrome (mongolism)Carter, Georgia Bratcher January 1966 (has links)
Thesis (M.S.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-01
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Members and nonmembers of Future Nurses Clubs: a comparison of knowledge about nursingWood, Jane Coffey January 1964 (has links)
Thesis (M.S.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-01
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Men nurses: job opportunities in nursingLevesque, Richard E. January 1962 (has links)
Thesis (M.S.)--Boston University
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Identification by public health nurses of rehabilitative needs of patients with hemiplegiaHasagawa, Naoko January 1962 (has links)
Thesis (M.S.)--Boston University.
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The Experiences of Older Women Participating in the WorkforceSquire, Marjorie Olwyn January 2008 (has links)
The purpose of this study was to explore the experiences of older working nurses and the reason they were still in the workforce while the majority of their cohort had exited from active nursing. New Zealand's legislative changes in the Human Rights Act, 1993 and the Employment Relations Act, 2000 makes it unlawful to discriminate on the grounds of age. In effect, this means the abolishment of mandatory retirement as the individual is now able to exit from the workforce by choice. For nurses the choice for exiting the workforce occurs noticeably in the 50-54 age group with further declines in subsequent years. This research study revealed a group of older nurses who valued autonomy in their nursing practice and valued the contribution they made as experienced practitioners in a variety of health sectors in the Waikato. As the demographic shift in New Zealand's population is towards older age groups and likely to require future nursing care, it becomes essential to retain experienced nurses in the workforce. This small scale qualitative study interviewed ten registered nurses over the age of 60 to discover how social life was constructed as they aged.
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Fighting falls with action research: a practice development project.Dempsey, Jennifer January 2005 (has links)
Nurses espouse a caring ethic and demonstrate effectiveness in prevention of patient falls but are often observed taking risks with patients’ safety. These actions reflect poor congruence between espoused values and behaviours. Attitudes, values and involvement in decision- making are factors that influence work behaviours. Nurses’ attitudes are held to be a definitive factor in prevention work; however, few studies have focused on adherence with best practice principles of fall prevention. Yet nurses claim no authority to change their work. It was assumed that increased adherence would be achieved by improving nurses’ attitudes through participation in decision- making surrounding fall prevention practice. This study aimed to tes t this assumption by empowering nurses working in two medical wards with high numbers of patient falls to improve their ownership of practice by utilising critical social theory and action research. Nurses’ attitudes, including self-esteem, professional values and work satisfaction were established before and after a practice development project using action research. Mixed methods were employed by praxis groups meeting fortnightly for a year reflecting on, and re-engineering practice. Action research occurred in cycles focusing on assessment, communication, everyday work, and performance. Nurses’ work was re-organised to gain time to spend in prevention work. Patients’ environments were made safer and more patient-centred. New and effective ways of assessing risk to fall, communication of risk and monitoring nurses’ performance of prevention work were created and evaluated. Analysis demonstrated that nurses had good self-esteem and professional values but were not satisfied with their work. Self-esteem and professional values were unaffected by participation in work-related decisions however, nurses expressed increased sense of ownership, more satisfaction and were observed to engage in more prevention work. In conclusion, manipulation of attitudes and values is not warranted if attitudes and values are good. However, participation in work-related decision- making engages practitioners and leads to greater congruence between values and behaviour. The “unspoken rules” constraining practice that were exposed in the action research oblige nurses to assume authority, confronting and dispelling these constraints to enable more therapeutic care to emerge. Recommendations include promoting practice development as the preferred means for cultural change and improving person-centred care whilst recognising its fragile nature and dependence on clinical leadership.
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Reentry and retention: a study of the relationship between characteristics of reentry nurses and reemployment in nursingFoley, Elizabeth, n/a January 1990 (has links)
The purpose of this study was to examine the relationship
between characteristics of refreshed registered nurses and
reemployment in the nursing workforce post Refresher
programme. The application forms completed by the
participants of the six programmes conducted by the ACT
Health Authority (ACTHA, now Department of Community Services
and Health ACT) provided data for a profile analysis.
Employment data was derived mostly from statistics compiled
by the Research Officer, Nursing, ACTHA.
The findings of this study demonstrated that inactive
registered nurses do return to nursing from periods of
non-participation as nurses, following completion of
Refresher programmes. Moreover, significant numbers of these
returning nurses remain in nursing employment. In relation
to that aspect of workforce planning which considers sources
of supply for the registered nurse labour market an area for
further study would be to explore the area of patient care in
which the greater concentration of refreshed nurses were to
be found post programme: acute care settings or extended care
facilities.
The study found that predictions of the successful reentry to
nursing of the individual refreshed nurse and of retention in
the nursing workforce could not be based on the
characteristics of that person, alone. These findings
supported the study's hypothesis that there would be no
statistically significant difference between the
characteristics of refreshed registered nurses who returned
to, and remain in, the nursing workforce and those refreshers
who either did not reenter nursing post programme or who left
during the following twelve months. The characteristics
examined were age, family status, post registration nursing
experience, post registration nursing courses, worked as a
nurse in the ACT prior to the programme, previous employment
status, and time inactive from nursing pre-Refresher
programme.
Trends were identified which indicated that with some
characteristics there was a greater likelihood of post
programme reemployability in nursing. Refreshed nurses who
reentered and remained in the nursing workforce tended to be
younger.than those not working as nurses. There was a trend
for post programme participators in the nursing workforce to
have had fewer years of post registration nursing experience
and to be more likely not to have obtained post registration
nursing qualifications than their counterparts not working in
nursing positions.
Perhaps not surprisingly the study found that a higher
proportion of the refreshers employed as nurses had
previously worked at some stage in ACT health care facilities
as registered nurses. A somewhat unexpected finding was that
amongst the group of refreshed nurses working in nursing the
largest contingent had been inactive from nursing for more
years than was the case for those not working as nurses.
The majority of refreshed registered nurses, whether they
were working as nurses post programme or not had a family
status of partner/husband and child(ren) and were unemployed
before undertaking the Refresher programme.
Refreshed registered nurses have provided a source of supply
to the nursing workforce during a period of shortage of
qualified nurses in the health care system. In the latter
part of the 1980's there have been indications that shortage
is largely confined to nurses with specialised skills. The
findings from this study should assist the nursing profession
in deciding the future role of programmes of reentry for
inactive registered nurses who require reskilling for current
clinical competence for general patient care areas.
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