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Aim: To investigate the impact of organisational values on nurse resilience. Background: Nurses encounter significant occupational adversity, which can result in negative psychological consequences. Investigating the role of resilience as a protective factor focuses on what enables some nurses to positively adapt in challenging work environments. Comparatively, little attention has been paid to organisational factors and nurse resilience. Method: A two‐phase mixed‐methods design comprising a cross‐sectional survey and focus groups. Results: Three hundred and ninety‐four nurses responded to the survey with 25 participating in four follow‐up focus groups. Significant associations were found between resilience levels and agreement with organisational values (p =.022) and agreement about the importance of values (p =.018). Three themes relating to organisational values were identified: pressures and challenges; supports and strategies; and impact of organisational values. Conclusions: Organisational values may positively impact resilience if nurses concur with those values and believe they are shared by their employer. Implications for Nursing Management: To promote nurse resilience, organisations and nurse leaders should consider developing, implementing and operating with a set of employee‐adopted values, which need to be demonstrably upheld across the organisation. [ABSTRACT FROM AUTHOR]

Background: Patients with complex chronic conditions experience fragmentation of care, unnecessary hospitalization and reduced quality of life, with an increased incidence of poor health outcomes. Aim(s): The aim of this paper was to explore how nurse navigators manage client care. This was achieved through an examination of narratives provided by the nurse navigator that evaluated their scope of practice. Method(s): All nurse navigators employed by Queensland Health were invited to participate in a study evaluating the effectiveness of the service. Eighty‐four self‐reported vignettes were thematically analysed to understand the work from the nurses' perspectives. Results: Two themes emerged from the vignettes. Theme 1, the layers of complexity, is comprised of three sub‐themes: the complex patient, the complex system and patient outcomes. Theme 2, professional attributes, has two sub‐themes: person‐centred care and clinical excellence. Conclusion: Navigators innovatively integrate services and address the fragmented nature of the health system. They apply expert clinical and social skills, through consistent and robust communication, to meet the needs of those with multiple chronic conditions. Implications for nursing management: Results provide insight into the new role, illuminating the work they achieve, despite system complexities. [ABSTRACT FROM AUTHOR]

hutchinson d., brown j. & longworth k. (2012) Journal of Nursing Management 20, 444-450 Attracting and maintaining the Y Generation in nursing: a literature review Objective This paper explores the literature related to attracting the Y Generation (Y Gen: people born between 1980 and 2000) to the nursing profession and retaining them in our current workforce. Design A comprehensive review of the literature supported the need for further research. Three searches were conducted and all relevant literature was reviewed by each researcher. Literature included in the review was chosen based on specific search-term inclusion. Data sources Structured searches were conducted with no limitations on publication type, date or language. Search engines used included: Australian Family and Society, CINAHL, Expanded Academic, Google Scholar, Medline, ProQuest and PubMed. Results A critical review of the literature, particularly empirical work on the subject has informed decision making regarding the research questions that remain to be explored. Conclusions The literature revealed that the Y Gen is currently contributing to the nursing workforce demographics. Much discussion exists surrounding the integration of the Y Gen into the workplace along with the other three generations of nurses. There is also an abundance of descriptions of the Y Gen characteristics and values. There is, however, limited reference relating to what attracted this generation to nursing or what might retain them in the nursing workforce. Implications for nursing management The Y Gen is the largest generation to enter our workforce since the Baby Boomers. Health services need to recognize the needs of the Y Gen nurses and develop strategies to move the profession forward by preparing the current workforce and environment for a generation that is already here. The focus should be on their strengths with development made to structure a workforce that will support the Y Gen in their professional nursing role. Understanding what attracts the Y Gen to nursing, what managers can do to retain the Y Gen in nursing and how the nursing profession can support the Y Gen to assume a role in nursing and nursing governance will ensure that the retiring generation has left the nursing profession in capable hands. [ABSTRACT FROM AUTHOR]

bennett p., barlow v., brown j. & jones d. (2012) Journal of Nursing Management 20, 485-490 What do graduate registered nurses want from jobs in rural/remote Australian communities? Aim To explore and describe the needs of new graduate registered nurses in a rural and remote (R&R) setting within Australia. Background Rural practice has distinctive challenges for nurses. Nurses make up the largest and most widely distributed health workforce in Australia, outnumbering doctors 8 : 1 in R&R areas. Evaluation Literature was used to evaluate the graduate registered nurses' needs in R&R communities. Key issues Three main themes emerged: expectations, support and workloads. Themes reflected enablers and disablers of retention of nurses as they transition from student role to new graduate practice. Conclusion New graduates are aware of their limitations as new practitioners. There is an expectation that their employers will provide a supportive learning environment for them to gain the skills necessary to become proficient and valuable employees. Implications for nursing management This commentary paper identifies the need for a structured, supported new graduate programme that recognizes and meets the needs, both clinical and social, of new graduate registered nurses in the R&R context. [ABSTRACT FROM AUTHOR]