Strategies for talent engagement and retention of Brazilian Nursing professionals.

OBJECTIVE: To reflect on how human resource health managers and talent managers may engage and retain experienced nursing professionals in Brazil. METHODS: Reflection based on studies on global and Brazilian-specific nursing professionals and retention, before and during the COVID-19 pandemic. RESULTS: The pandemic worsened working conditions for all health professionals. Nursing professionals were particularly affected. Nurses have been viewed as "heroes" and "essential" frontline workers during the COVID-19 pandemic. However, despite the universal praise for their efforts, it seems uncertain if they were actually considered and managed like talent. FINAL CONSIDERATIONS: In order to develop a sustainable healthcare system supported by sufficient experienced nursing talent, healthcare human resource managers and talent managers must develop and implement impactful nursing talent retention and engagement strategies. We highlight possible strategies targeting experienced nursing talent that will help to sustain the Brazilian healthcare system, post-pandemic.

Strategies for talent engagement and retention of Brazilian Nursing professionals

ABSTRACT Objective: To reflect on how human resource health managers and talent managers may engage and retain experienced nursing professionals in Brazil. Methods: Reflection based on studies on global and Brazilian-specific nursing professionals and retention, before and during the COVID-19 pandemic. Results: The pandemic worsened working conditions for all health professionals. Nursing professionals were particularly affected. Nurses have been viewed as "heroes" and "essential" frontline workers during the COVID-19 pandemic. However, despite the universal praise for their efforts, it seems uncertain if they were actually considered and managed like talent. Final considerations: In order to develop a sustainable healthcare system supported by sufficient experienced nursing talent, healthcare human resource managers and talent managers must develop and implement impactful nursing talent retention and engagement strategies. We highlight possible strategies targeting experienced nursing talent that will help to sustain the Brazilian healthcare system, post-pandemic.

Organisational and individual resources as antecedents of older nursing professionals' organisational commitment: Investigating the mediating effect of the use of selection, optimisation and compensation strategies.

AIM AND OBJECTIVES: To investigate how organisational and individual resources are linked to older (50+) nursing professionals' organisational commitment, and to examine the possible mediating role of the active use of selection, optimisation and compensation (SOC) strategies. BACKGROUND: Many healthcare organisations need to find ways to retain their older nursing professionals due to nursing shortage. DESIGN: To test a set of hypotheses, cross-sectional survey data (n = 396) were used. Data were analysed using correlation analysis and partial least-squares structural equation modelling. STROBE Statement for cross-sectional studies has been followed in this study. RESULTS: The results exhibited that both individual and organisational resources and the active use of SOC strategies were positively associated with older nursing professionals' organisational commitment. The active use of SOC strategies had a partially mediating role in the relationship between individual resource (career management self-efficacy) and organisational commitment. Similarly, career management self-efficacy partially mediated the association between organisational resources (perceived high-involvement work practices) and organisational commitment. CONCLUSIONS: Regarding the retention of older nursing professionals, attention should be paid to both individual and organisational resources and the active use of SOC strategies. RELEVANCE FOR CLINICAL PRACTICE: By providing opportunities to actively use SOC strategies and by paying attention to career management self-efficacy among older nursing professionals, nursing managers may influence the retention of the older nursing workforce. Similarly, supportive organisational practices can support older nursing professionals' career management self-efficacy and their organisational commitment.

Independent and joint effects of personality on intentions to become an active participant in local union activities in Canada.

Drawing on the theory of planned behavior (TPB), this field study (N = 282) investigates the impact of two focal personality traits, extraversion and conscientiousness, on employees' attitudes and intentions to actively participate in their local union. Consistent with the TPB, subjective norms, perceived behavioral control, and attitudes toward participation each explained unique variance in union participation intentions. Furthermore, results revealed that extraversion was positively related, and conscientiousness was negatively related to participation intentions, with attitudes toward participation mediating these effects. A significant interaction between extraversion and conscientiousness was also observed, such that introverted workers higher in conscientiousness were less inclined to express positive attitudes toward union participation. Overall, these results provide support for the utility of the TPB in predicting union participation intentions and highlight the vital role that personality traits may play in determining union participation attitudes and intentions.