Talent management of international nurses in healthcare settings: A systematic review.

AIM: To identify and systematically review current scholarship on talent management of international nurses in healthcare organizations. BACKGROUND: As nurse shortages persistently pose challenges for healthcare organizations globally, one of the primary strategies employed to address these shortages is employment of international nurses. To date little has been done to systematically review and collate contemporary research on talent management of this strategically important cohort. Talent management is a holistic construct that can support healthcare organizations to attract, develop, motivate, and retain talented employees to drive organizational performance. This systematic review isolates, appraises and collates available evidence on talent management practices for international nurses. STUDY DESIGN: Systematic literature review. DATA SOURCES: Searches of PubMed, EBSCO and Scopus were made covering literature from 2012-2022. REVIEW METHODS: This study followed Cochrane protocol for Systematic Reviews and key search terms were developed in consultation with University of Limerick library. As a key aim of the review was to provide evidence for the development of effective talent management practices, only peer-reviewed academic papers and empirical studies were included. Initial articles screening was conducted by two reviewers and full articles review was conducted by the entire research team. Findings were combined in a data extraction template for further analysis. RESULTS: This review includes 62 articles thematically analysed under the headings recruitment and selection, retention and turnover, career progression, professional development, discrimination and racism, culture and communication. CONCLUSION: No articles were found that directly address talent management for international nurses. Although there are studies that address aspects of talent management independently, more research is required on talent management as a holistic process for international nurses to inform evidence-based practice. IMPACT: This research emphasizes the importance of talent management for retention of international nurses in healthcare settings. It provides a knowledge base for healthcare organisations to enhance employee retention and ensure quality care for patients, as well as setting the foundation for future studies in this area.

Developing a talent management framework for domestically and internationally trained nurses and midwives in healthcare organizations: A mixed-methods research protocol.

AIM: The aim of this study is to gather evidence on talent management practices for nurses and midwives in an Irish hospital group, to identify any shortcomings in the current practices and to develop an evidence-based talent management framework for the hospital group. DESIGN: This paper details a protocol for a mixed methods research study that will be used to (1) identify, critically evaluate and summarize academic scholarship on talent management strategies for both domestically and internationally trained nurses and midwives, leading to the development of a model of talent management for this study, (2) gather evidence from both domestic and internationally trained nurses and midwives, via questionnaires and focus groups within the hospital group on current talent management practices and (3) use the model previously developed to organize our findings and develop a talent management framework for the hospital group. METHODS: The study will adapt a mixed methods approach. Quantitative data will be analysed using SPSS, and qualitative data will be analysed using NVivo. RESULTS: Our findings will support a stakeholder approach to the development of talent management practices for both domestic and internationally trained nurses and midwives in healthcare organizations. Doing so should improve the pipeline of suitably qualified nurses and midwives for future roles, by assisting nurses and midwives to identify career paths and future educational opportunities. From an organizational perspective, this research will allow healthcare organizations to adapt their current workforce planning strategies, tailoring them to the needs of the current workforce, which should reduce turnover, ensuring a highly skilled workforce, with the appropriate numbers to provide the care required within that healthcare setting. NO PATIENT OF PUBLIC CONTRIBUTION: Contributions will be sought from nursing and midwifery staff and management within the hospital group.

An evidenced-based approach to understanding and informing talent management practices for internationally trained nurses in healthcare: A systematic review protocol.

This paper details a protocol for a systematic review that will be used to identify, critically appraise, and synthesize current academic evidence relating talent management practices for internationally trained nurses in healthcare organizations. Databases used in the search will include CINAHL with full text (EBSCOhost), PubMED, PsycINFO, Embase, Business Source Complete, Academic Source Complete, Web of Science, and Medline. Searches are limited to studies in English. Based on receiving funding approval in May this review will systematically search all materials in databases up until 2022, with predetermined search terms. All studies will be screened based on specific criteria and predetermined search terms using the Boolean terminology. Risk of any bias will be considered and assessed using the checklist provided by the National Institute of Health and Clinical excellence. Two assessors will review the findings using convergence and any disagreement will be settled by a third-party reviewer. The systematic review will produce a synthesis of the data related to talent management practices for internationally trained nurses in healthcare settings, as well as outlining areas for further research. The study will be the first of its type to systematically review and synthesize talent management practices for internationally trained nurses. In particular, the findings will provide the latest, validated evidence to narrate the development talent management practices specifically in relation to the strategically important cohort of internationally trained nurses in healthcare organizations. It will also help create a pipeline of suitably qualified candidates for future roles, as well as helping internationally trained nurses identify career trajectories. By systematically gathering and analyzing the relevant research, a stakeholder informed evidence-based approach to talent management for this cohort can be informed as a way of improving the quality and safety of care to the patient.

The relationship between gender role stereotypes and requisite managerial characteristics: the case of nursing and midwifery professionals.

AIM: To examine the relationship between gender role stereotypes and requisite managerial characteristics within the nursing and midwifery profession. BACKGROUND: Studies have been carried out to determine gender role stereotypes and requisite managerial characteristics across a number of industries and among student samples. No study has been carried out within the nursing and midwifery profession. METHOD: In order to allow for direct comparisons with previous research Schein's Descriptive Index (SDI) was used. A total 239 undergraduate and 171 postexperience responses were collected. RESULTS: Female nurses and midwives did not gender type the managerial role, whereas males gender typed the managerial role in favour of men. Student nurses and midwives recorded a stronger correlation between women and management than their qualified counterparts. IMPLICATIONS FOR NURSING MANAGEMENT: Males gender typed the managerial role in favour of men. With an increase in numbers of men joining the profession and increased representation of males at the Clinical Nurse Manager (CMN) level there is a possibility that the profession will become two tiered. Health care organisations should pay careful consideration to career development and implement career structures which ensure equal access to managerial roles for both genders.