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Factors influencing the retention of registered nurses in the Gauteng Province of South Africa
Kgaogelo E. Mokoka,Valerie J. Ehlers,Martha J. Oosthuizen
Curationis , 2011, DOI: 10.4102/curationis.v34i1.16
Abstract: Background: South Africa is a source country for many destination countries that recruit registered nurses who emigrate for personal and/or professional reasons. A large number of South African nurses belong to the baby boomer generation (born between 1943 and 1964) who will retire within the foreseeable future. Statistics from the South African Nursing Council show a decline of 42.0% in the number of nurses who completed their training in South Africa from 1996 to 2005. These aspects combine to predict a potential dire shortage of nurses in South Africa within the foreseeable future. Objectives: Retention of registered nurses should be the focus of health-care planners to avoid crises in South Africa’s health-care services. This study attempted to identify factors that would influence registered nurses’ decisions to stay with their current employers in the Gauteng Province of South Africa. Methods: An exploratory descriptive quantitative design was adopted and questionnaires were sent to a sample of nurses, registered with the South African Nursing Council (SANC), with addresses in the Gauteng Province. A total of 108 nurses completed and returned questionnaires, of whom 77 (73.1%) had considered leaving their current employers. Results: The most important factors that would influence more than 90.0% of these nurses’ decisions to stay with their current employers related to finances, safety and security, equipment and/or supplies, management, staff and patients. Conclusions: In terms of Maslow’s Hierarchy of Needs Theory, deficiency needs (physiological, safety and social needs) should be met by improved salaries revised on an annual basis, paying long-service and outstanding-service bonuses, and improving the safety and security, as well the available equipment and supplies, at institutions. Sufficient numbers of nurses should be employed and vacancies should be filled rapidly. However, not all changes required to enhance nurses’ retention rates involve increased costs. Managers should lead by example and respect nurses, and encourage doctors as well as patients to do so, to meet nurses’ self-esteem needs. Recognising and rewarding outstanding service would meet nurses’ self-actualisation needs, as well as opportunities to further their education. How to cite this article: Ehlers, V.J. & Oosthuizen, M.J., 2011, ’Factors influencing the retention of registered nurses in the Gauteng Province of South Africa’, Curationis 34(1), Art. 16, 9 pages. http://dx.doi.org/10.4102/curationis.34i1.16
The Jobs Impact of the USA New Green Deal  [PDF]
Roger H. Bezdek
American Journal of Industrial and Business Management (AJIBM) , 2020, DOI: 10.4236/ajibm.2020.106072
Abstract: In the USA and other nations there is intense interest in the Green New Deal (GND) and its jobs implications. However, there has not been a comprehensive analysis of the potential jobs impacts of the GND. This paper remedies this deficiency and provides estimates of the jobs likely to be created by the GND in the USA, including jobs in the manufacturing sector. We first estimate the current size of the green industry in the USA and find that it totals $640 billion in industry sales and 7.8 million jobs. We estimate that the GND would generate more than 18.3 additional million jobs throughout the economy. Of these, 2.25 million would be green manufacturing jobs, and these are disaggregated by major industrial components (2 and 3 digit NAICS Code). The GND jobs are concentrated within a number of sectors, including manufacturing and professional, information, and scientific and technical services. Thus, not only is the relationship between the GND and jobs positive, but the types of jobs created are disproportionately scientific, professional, technical, high-skilled, manufacturing, and high-wage jobs—the very types of jobs highly sought after.
Public Pension Scheme Provisions and Perceived Financial Well-Being: The Case of Primary School Teachers in Wakiso District, Uganda  [PDF]
Samuel Kamusiime, Francis Kasekende, Wilson Muyinda Mande
Open Journal of Social Sciences (JSS) , 2025, DOI: 10.4236/jss.2025.1311047
Abstract: Purpose: This study investigates the contribution of public pension scheme provisions to the perceived financial well-being of retiring primary school teachers in Uganda’s Wakiso District. Design/methodology/approach: Using a mixed-methods approach that combined a survey of 226 teachers and nine qualitative interviews, the study applied correlation and regression analyses to assess five key indicators: Security, Sustainability, Expansion, Adequacy, and Commitment. Findings: The results show that adequacy and expansion of the pension scheme significantly predict perceived financial well-being, whereas security, sustainability, and commitment do not. The study recommends that policymakers enhance the adequacy and reach of pension provisions to better support financial well-being in retirement. Research limitations/implications: Given its cross-sectional design and the limited timeframe of 2018 to 2023, future research could benefit from a broader scope, such as a national study of secondary school teachers, employing a triangulation approach through interviews for greater generalizability. Practical implications: To improve the financial well-being of retiring teachers, policymakers should focus on enhancing the adequacy and expansion of pension provisions, ensuring the timely and equitable disbursement of benefits to eligible retirees. Originality/value: This is one of the few studies that focus on testing the moderating effects of readiness to change jobs on the relationship between public pension scheme provisions and perceived financial wellbeing in Uganda’s lower education system.
Experiences of Staying Healthy in Relationally Demanding Jobs: An Interpretative Phenomenological Study of Work-Engaged Nurses in the Hospital  [PDF]
Asgerdur Bjarnadottir, Kjersti Vik
Open Journal of Nursing (OJN) , 2015, DOI: 10.4236/ojn.2015.55047
Abstract: Background: Based on the experience of hospital nurses, the aim of this study is to explore the phenomenon of how work-engaged nurses stay healthy in relationally demanding jobs involving very sick and/or dying patients. Method: In-depth interviews were conducted with ten work-engaged nurses employed at the main hospital in one region in Norway. The interviews were interpreted using the Interpretative Phenomenological Analysis method (IPA). Results: The results indicate the importance of using the personal resources: authenticity and a sense of humour for staying healthy. The nurses’ authenticity, in the sense of having a strong sense of ownership towards their personal life experiences, and a sense of having a meaningful life in line with their own values and interests, was an important element when they considered their own health to be good in spite of repetitive strain injuries and perceived stress. These personal resources seem to be positively related to their well-being and work engagement, which serves as an argument for including them among other personal resources, often conceptualized in terms of Psychological Capital (PsyCap). The results also showed that the nurses worked actively and intentionally with conditions that could contribute to safeguarding their own health. Conclusion: The results indicated the importance of stimulating the nurses’ area of knowledge about caring for themselves in order to enable them to maintain good physical and mental health. A focus on self-care should be part of the agenda as early as during nursing education.
Influencia de la insatisfacción laboral en las demandas de cambio de puesto de trabajo por motivos de salud
Mansilla Izquierdo,Fernando; García Micó,Juan Carlos; Gamero Merino,Casimiro; Congosto Gonzalo,Aurora;
Medicina y Seguridad del Trabajo , 2010, DOI: 10.4321/S0465-546X2010000200005
Abstract: introduction: the conditions of workers as a direct result of work or suffered earlier and exacerbated by it are various, including musculoskeletal diseases and mental health. without doubt this whole area of worker's disease is influenced by their level of satisfaction / job dissatisfaction. objective: to determine whether the worker's job satisfaction influences the demand for adaptation / change of job for health reasons. method: the sample of this descriptive study has been formed by municipal workers (staff and contract work) of the city of madrid, who have applied for change of job for health reasons. instruments used were: the interview, review of reports of specialists, a sociodemographic questionnaire and the general job satisfaction scale result: the profile change of job seeking on grounds of mental disease skeletal health is a woman from 31 to 50 years are married couples or separated / divorced, with educational level of bachelor / college degree or training environment, mobility and agent class group c1, c2.
Life Change Units (LCU) Rating as Stressors in Iranian Hospitals’ Nurses
Hossein Dargahi,Golsa Shaham
Acta Medica Iranica , 2012,
Abstract: Healthcare workers suffer from work-related or occupational stress. This can lead to severe distress, burnout or physical illness, and finally to decrease quality of work life and services provision. Nurses must be aware of retential stressors, because they add to the cumulative effect of other stressful events. Holmes and Rahe both found a relationship between life change unit as stressors and health changes. This research reported here aims to measure the life change units as stressors among Iranian Hospitals Nurses by LCU rating. A cross - sectional, descriptive and analytical study was conducted among 389 nurses working in 15 teaching hospitals in Tehran, Iran. The respondents were asked to select each of 54 events that cause stress ranked in order of their life change units developed by Holmes and Rahe as stress scale. Before beginning the main study, the reliability and coincidental validity was performed. All data were analyzed using SPSS for windows version 18, t-test, Anova statistical methods. Approximately, half of the nurses associated major mortgage, foreclosure of mortgage or loan. More than 50% of the Iranian nurses had 150-300 and more than 300 LCU rating which had the chance to expose to extremely serious risk to health.Iranian hospitals nurses suffer from stress that caused by Life Change Units organizational factors such as change in the financial state, change in the work environment and major mortgage. We recommend to Iranian nursing policy-makers to choose strategies to help nurses cope effectively with workplace stressors. Nursing managers and / or nursing management should develop strategies to address and improve the quality of working conditions for nurses in the hospitals. Providing educational and career prospects can contribute to decrease nurses occupational stress level, the maintaining their work ability.
The role of nursing science in global climate ghange
Theodosios Stavrianopoulos,Eleftheria Gevreki,Ourania Gourvelou
To Vima tou Asklipiou , 2010,
Abstract: Global climate change has had and will have considerable effects on human health. Nursing must become more centrally involved in mitigation, reducing the acidity and response efforts of the problem. Aim: The review of contemporary literature available data regarding the role it can play in nursing science to global climate change. Material and Method: The method used to search electronic databases (MEDLINE, CINAHL, SCOPUS) for review of foreign language literature in 2009. The search took place in December 2009. As eligible for the literature review, the studies found that developing a framework for modern professional nursing action to address and reduce the acidity of global climate change. Results: The main modes of action can be taken by nursing to reduce the acidity of the problem is a) common tactics, which may be followed by all nurses, leading by example, giving advice and taking political action, b) to determine the specificity and the contribution of nursing in specific areas of general health systems, c) right priority of sites, namely the geographical environment is critical and determines the nature of the professional response and d) public surveys and studies on which nurses need to base their decisions because the nursing needs a dedicated area for research to support environmentally activity. Conclusions: The nursing should be linked closely with other professions and sectors in order to maximize national and international efforts to mitigate and combat climate change. The profession's response to climate change should be as varied as the sector itself, and from all countries.
Τhe attitude of nurses on global climate change
Stavrianopoulos Τ.,Gourvelou Ο.,Papadimitriou Μ.
Interscientific Health Care , 2010,
Abstract: Global climate change has had and will have considerable effects on human health.Νursing must become more centrally involved in mitigation, reducing the acidity and response efforts of the problem. Aim The presentation based on international literature review, of a framework for nursing action on climate change. Material and Methods Method was used is to search electronic databases (MEDLINE, CINAHL) for a review of international literature to 2009 and became selection of books, articles and studies from libraries. Results Given the climate change, developed a working framework for serious professional thinking and action on community nursing. Like many other professions, so the nursing world should now raise the question of how it could contribute, and that could perhaps be better focused individual and collective efforts. The four main components of the framework for action are: the usual tactics, to maximize the skills, the right of priority sites and public grants. Conclusions The nursing should be linked closely with other professions and sectors in order to maximize national and international efforts to mitigate and combat climate change. The profession's response to climate change should be as varied and as the sector itself, and from all countries.
Avaliando as inten？？es do empregado mudar de empresa, antes e após a implanta？？o do TQM
Guimaraes, Tor;
Gest？o & Produ？？o , 1998, DOI: 10.1590/S0104-530X1998000300003
Abstract: total quality management programs have produced an impressive list of claimed benefits and continue to accumulate converts to this philosophy. many of the basic requirements for successful tqm implementation deal with changes in company personnel, including: the need for teamwork and participative management, employee creativity and innovativeness, an appropriate reward structure, a nurturing organizational climate with management commitment at all levels, customer feedback, employee/management trust, employee involvement and empowerment for improved communications and quicker decision making. what is the impact of these requirements on employee turnover intentions? the major purpose of this study was to empirically test several hypotheses which compare employee turnover intentions and its antecedents before and after the implementation of a tqm program. a one-company field test using 113 employees before tqm and a subset of 73 employees after tqm implementation was used to study the differences. the results indicate significant improvements in role ambiguity, job satisfaction, job involvement, organizational commitment, and employee turnover intentions, but no significant changes in role conflict, task characteristics, and career satisfaction.
The effect of implementation intentions on use of dental chewing gum
Angeliki Bogosian,Katy Tapper,Mary K George
- , 2019, DOI: 10.1177/2055102919857176
Abstract: This study examined the effect of implementation intentions on use of dental chewing gum. A total of 80 participants reported intentions to chew gum, read information about the benefits of dental gum, reported intentions again, and formed implementation intentions relating to gum use (experimental group) or solved word puzzles (control group). Seven days later, they reported the amount chewed. Results showed that among those motivated to chew gum, implementation intentions significantly increased the total amount chewed. Time 1 intentions were more highly correlated with behaviour than time 2 intentions. Further research is needed to establish the effectiveness of implementation intentions in dental settings
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