ABSTRACT
This article is part 2 of a descriptive integrated review of research on the use of unlicensed assistive personnel in nursing. Part 1, published last month, described the methods used to find and to critique 29 research articles; it included the conceptual model and the variables identified in the studies. Part 2 presents a synthesis of the 29 studies data conclusions, implications and recommendations.
Subject(s)
Nursing Assistants , Nursing Research/standards , Nursing Service, Hospital , Costs and Cost Analysis , Efficiency , Humans , Job Satisfaction , Nursing Assistants/organization & administration , Nursing Assistants/statistics & numerical data , Nursing Service, Hospital/statistics & numerical data , Patient Satisfaction , Quality of Health Care , United States , WorkforceABSTRACT
This descriptive integrated review of research on the use of unlicensed assistive personnel in nursing is presented in two parts. In this issue, part 1 describes the methods used to find and critique research related to unlicensed assistive personnel in nursing. It includes the conceptual model and findings related to the variables studied. Part 2 of this review, which is scheduled for publication in the next issue, will present research findings, conclusions, and recommendations.
Subject(s)
Nursing Assistants/statistics & numerical data , Nursing Service, Hospital , Humans , Licensure, Nursing/statistics & numerical data , Nursing Administration Research , Nursing Service, Hospital/statistics & numerical data , Personnel Staffing and Scheduling/statistics & numerical data , Personnel Staffing and Scheduling/trends , United States , WorkforceABSTRACT
The Fair Labor Standards Act allows exemption of professionals from overtime pay. However, this is often disregarded, and professional staff are compensated as nonexempt employees. The workweek definition then assumes increased importance as it may be a determining factor in the cost and availability of staff. This article discusses how altering the workweek may improve staffing. Various schedules are exhibited, and staffing and overtime pay implications of each are discussed.
Subject(s)
Employment/legislation & jurisprudence , Personnel Administration, Hospital/legislation & jurisprudence , Personnel Staffing and Scheduling/legislation & jurisprudence , Employment/economics , Models, Theoretical , Nursing Staff, Hospital/supply & distribution , Personnel Administration, Hospital/economics , Personnel Staffing and Scheduling/economics , Personnel Staffing and Scheduling/organization & administration , Planning Techniques , Salaries and Fringe Benefits/legislation & jurisprudence , Time and Motion Studies , United StatesABSTRACT
Clinical specialty maldistribution is a problem in the United States due, in part, to ongoing supply and demand problems created by the nursing shortage. Although the extent of difficulty is unclear, predictions of future shortages in some specialties are startling. If unresolved, maldistribution may affect quality of care or result in rationing of care in some specialties areas.
