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The purpose of this initiative was to define the development, verification, and evolution of the conceptual model for Professional Identity in Nursing. This action research design occurred over two phases, utilizing observations, a modified Norris process for model development, and focus groups. Analysis consisted of conventional content analysis and the Fawcett method for conceptual model analysis and evaluation. The model was modified, and results are presented based on the model's philosophical underpinnings, content, socialness, and evolution. The model resonates with nurses both in the United States and internationally. The interdependency shown in the model encourages collaboration, accountability, and sustainability within the profession and society. [ABSTRACT FROM AUTHOR]

In this article the author talks about the practices and policies of the recruitment industry for foreign-educated health professionals (FEHPs) which has gradually increased. It mentions that in 2006, Academy Health, a health care think tank, convened a multistake holder task force to research the international nurse recruitment industry.

Projections indicate a global workforce shortage of approximately 4.3 million across the health professions. The need to ensure an adequate supply of health workers worldwide has created a context for the increased global migration of these professionals. The global trend in the migration of health professionals has given rise to the international recruitment industry to facilitate the passage of health workers from source to destination countries. This is particularly the case in the United States, where the majority of immigrant health professionals have come by way of the recruiting industry. This industry is largely unregulated in the United States as well as in many other countries, for which voluntary codes have been used as a means to increase transparency of the recruitment process, shape professional conduct, and mitigate harm to foreign-educated health workers. The CGFNS Alliance case study presented herein describes a multi-stakeholder effort in the United States to promote ethical recruitment practices. Such codes not only complement the WHO Global Code of Practice but are necessary to maximize the impact of these global standards on local settings. This case study offers both a historical perspective and a conceptual framework for examining the multiplicity of factors affecting the migration of human resources for health. The lessons learned provide critical insights into the factors pertaining to the relevancy and effectiveness of the WHO Code from the perspectives of both source and destination countries. This study provides a conceptual model for examining the usefulness of the WHO Code as well as how best to ensure its viability, sustainability, relevancy, and effectiveness in the global environment. This case study concludes with recommendations for evolving business models that need to be in place to strengthen the effectiveness of the WHO Code in the marketplace and to ensure its impact on the international recruitment industry in advancing ethical practices. These recommendations include using effective screening mechanisms to determine health professionals' readiness for migration as well as implementing certification processes to raise the practice standards for those directly involved in recruiting skilled workers and managing the migration flow. [ABSTRACT FROM AUTHOR]

As the demand for health care consistently rises and many individuals, even within developed countries, lack access to primary care services, a better understanding of how primary care is defined, the main causes of the primary care shortage both within the United States and across the globe, and key solutions to these issues are paramount. Upon review of the US and international primary care literature, the authors first briefly discuss the fluidity of how primary care is defined and how it is applied in nations with differing levels of health care infrastructure. The main causes of the deficit both domestically and globally are then examined. Finally, upon careful review of the research produced within the past seven years, this article suggests strategies that maximize the primary care workforce: the effective use of technology, task shifting, interprofessional teams, and more consistent primary care data to build workforce strategies. [ABSTRACT FROM AUTHOR]

Abstract: A high speed particle image velocimetry (high speed PIV) system developed by the National Energy Technology Laboratory (NETL) is being applied to measure individual particle motion in flow fields of high particle concentration. Particle flow fields were measured in two risers of circulating fluidized bed (CFB) systems, one riser of 0.203m (8in.) diameter with 80μm mean diameter FCC particles flowing at velocities up to 30m/s and one riser of 0.305m (12in.) diameter with 800μm mean diameter HDPE particles at velocities up to 15m/s. Particle concentrations ranged from zero to maximum packing in particle clusters. In these risers the high speed PIV system achieves sustained data rates of 0.1 to 1.0million velocity vectors per second. This produces time series data for particle velocity that measures the full temporal range of velocity fluctuations. For comparison with CFD models that decompose particle velocity into a mean and a random fluctuating component of particle velocity in a manner similar to Reynolds Decomposition of single phase flows, the particle velocity data must be decomposed into a non-stationary mean component and a random component. The standard Reynolds decomposition method, which utilizes ensemble averaging, is inadequate for this application because particle velocity is under-sampled when particle concentration is low. We present a local window averaging method that decomposes the particle velocity time series even when particle velocity is being under-sampled due to periods of low particle concentration. This method decomposes particle velocity accurately and without loss of high frequency components of the velocity signal. Implementation of this method has led to the first measurements of the random component of particle velocity (and parameters derived from it, such as granular temperature) in a CFB riser that detects the entire temporal range of the particle velocity time series. [Copyright &y& Elsevier]

The article presents a study on perceptions of employment-based discrimination among foreign-educated nurses (FENs) in the U.S. during recruitment from 2003 to 2007. Topics include methods used to examine workplace discrimination such as regression analyses and measurement of hourly wages and job satisfaction, practical and ethical concerns to ensure staff retention, and a literature review on negative experiences of African nurses in Great Britain.

Focuses on the cost-effectiveness of wound care in the United States. What the cost of wound care is often defined as; Background information on the cost of wound care; Definitions and tools to help professionals understand, evaluate and compare the cost-effectiveness of wound care practices and treatment modalities; What the cost-effectiveness of wound care depends on. INSETS: Costs of wound care;Measures of wound outcomes.

Background: In 2007 AcademyHealth published a landmark report on the U.S.-based international nurse recruitment industry. This article provides an update to that report, describing the current state of recruitment of foreign-educated health professionals (FEHPs), in particular foreign-educated nurses (FENs), to the United States. Areas covered include the regulatory landscape, economic issues, recruitment industry changes, and current demographic and migration trends., Purpose: To learn more, CGFNS International, Inc., formerly known as the Commission on Graduates of Foreign Nursing Schools, and its Alliance for Ethical International Recruitment Practices division conducted a study designed to elicit qualitative and quantitative data that would further illuminate the recruitment experience., Methods: Researchers conducted a survey of FEHPs, recruited from those who used VisaScreen services between 2015 and 2017, designed to assess their recruitment experiences. They also conducted interviews with a smaller sample of FENs and recruiters to elicit greater detail., Results: While there was evidence of progress relative to the ethical recruitment of FEHPs, issues such as high breach fees, inadequate orientation, and misalignment of expectations regarding work environment and location were also revealed., Conclusion: Given that FEHP migration to the United States is likely to continue its upward trajectory, better strategies to implement market-wide practices that ensure the safe, orderly, and ethical recruitment of FEHPs are needed.

Objective: To determine whether foreign-educated nurses (FENs) perceived they were treated equitably in the U.S. workplace during the last period of high international recruitment from 2003 to 2007., Background: With experts predicting that isolated nursing shortages could return as soon as 2015, it is important to examine the lessons learned during the last period of high international recruitment in order to anticipate and address problems that may be endemic to such periods. In this baseline study, we asked FENs who were recruited to work in the United States between 2003 and 2007 about their hourly wages; clinical and cultural orientation to the United States; wages, benefits, and shift or unit assignments; and job satisfaction., Methods: In 2008, we administered a survey to FENs who were issued VisaScreen certificates by the Commission on Graduates of Foreign Nursing Schools International between 2003 and 2007. We measured four outcomes of interest (hourly wages, job satisfaction, adequacy of orientation, and perceived discrimination) and conducted descriptive and regression analyses to determine if country of education and recruitment model were correlated with the outcomes., Results: We found that 51% of respondents reported receiving insufficient orientation and 40% reported at least one discriminatory practice with regard to wages, benefits, or shift or unit assignments. FENs educated in low-income countries and those recruited by staffing agencies were significantly more likely than other FENs to report that they receive inequitable treatment compared with their U.S. counterparts., Conclusions: These findings raise both practical and ethical concerns that should interest those striving to create positive health care workplace environments and to ensure staff retention. Health care leaders should take steps to ensure that FENs are, and perceive that they are, treated equitably.