RESUMO
Eighty-two percent of practicing RNs are located in metropolitan areas in which the predominant employment setting is the hospital according to the National Sample Survey of Registered Nurses (Services, 2000). However, despite current trends toward moderate increased enrollment in nursing schools, a 2001American Hospital Survey (AHA) among 715 member hospitals revealed that 126,000 registered nurse positions across America remain unfilled. As a result, hospitals have adopted creative solutions to ease the nursing shortage. One creative solution is to import foreign nurses. According to the Commission on Graduates of Foreign Nursing Schools (CGFNS) many come from the Philippines, are single, female and between 23-27 years of age. The foreign nurse will encounter many barriers and practice problems no matter his/her level of skill. This article explores seven areas of clinical competency that nurses from the Philippines will encounter and must surmount as well as some of the implications for nursing practice that veteran and newly graduated nurses might want to be aware of when working with foreign nurses.
Assuntos
Aculturação , Atitude do Pessoal de Saúde/etnologia , Competência Clínica , Pessoal Profissional Estrangeiro , Recursos Humanos de Enfermagem Hospitalar , Adaptação Psicológica , Adulto , Competência Clínica/normas , Comunicação , Comportamento Cooperativo , Diversidade Cultural , Educação Continuada em Enfermagem , Emigrantes e Imigrantes/educação , Emigrantes e Imigrantes/psicologia , Emigrantes e Imigrantes/estatística & dados numéricos , Empatia , Feminino , Pessoal Profissional Estrangeiro/educação , Pessoal Profissional Estrangeiro/psicologia , Pessoal Profissional Estrangeiro/provisão & distribuição , Conhecimentos, Atitudes e Prática em Saúde , Necessidades e Demandas de Serviços de Saúde , Humanos , Relações Interprofissionais , Licenciamento em Enfermagem , Papel do Profissional de Enfermagem/psicologia , Recursos Humanos de Enfermagem Hospitalar/educação , Recursos Humanos de Enfermagem Hospitalar/psicologia , Recursos Humanos de Enfermagem Hospitalar/provisão & distribuição , Seleção de Pessoal/organização & administração , Filipinas/etnologia , Estados UnidosRESUMO
One viable way to increase the ranks of registered nurses employed within nursing is to offer nurse refresher courses to inactive registered nurses. Outcome measures identified in several studies suggested that more than 60% of nurse refresher course graduates retained employment within nursing for 2 years after completing the course. An extensive literature review revealed information on many nurse refresher programs, but no curricula. The purpose of this article is to offer a nurse refresher course curriculum and describe the process by which it was designed.