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Nurses' Legal Responsibilities III

Nurses' Legal Responsibilities III

Nurse-to-nurse relationships are legally required to adhere to professional standards, ensuring a respectful and positive working environment. Professional conduct demands that nurses treat all colleagues respectfully and courteously, fostering a productive, supportive workplace. Nurses must actively eliminate bullying, discrimination, and harassment to maintain a safe and inclusive environment.
Cultivating a culture of collaboration and mutual respect among nurses transcends mere enhancement...

Nurses' Legal Responsibilities I

Nurses' Legal Responsibilities I

In healthcare, informed consent is a crucial process that involves thoroughly communicating medical treatment options to patients, including benefits, risks, potential side effects, and alternatives. This process enables patients to make well-informed decisions about their care, ensuring they understand the implications of their choices before consenting to or refusing treatment.
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Nurses' Legal Responsibilities II

Nurses' Legal Responsibilities II

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Related Experiment Video

Updated: May 14, 2026

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Published on: July 1, 2015

Full-time work for nurses: employers' perspectives.

Andrea Baumann¹, Mabel Hunsberger, Mary Crea-Arsenio

¹International Health, Faculty of Health Sciences, McMaster University, Nursing Health Services Research Unit, McMaster University site, Hamilton, ON, Canada. baumanna@mcmaster.ca

Journal of Nursing Management

|February 16, 2013

Summary

This summary is machine-generated.

Many healthcare employers did not participate in the Nursing Graduate Guarantee (NGG) policy due to a lack of full-time positions and awareness. This resulted in fewer full-time nursing jobs, impacting workforce stability.

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Last Updated: May 14, 2026

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Mindfulness in Motion (MIM): An Onsite Mindfulness Based Intervention (MBI) for Chronically High Stress Work Environments to Increase Resiliency and Work Engagement

Published on: July 1, 2015

Area of Science:

Nursing workforce management
Health policy analysis
Employment studies

Background:

Healthcare organizations require a consistent nursing workforce.
Part-time employment trends among nurses pose staffing challenges.
The Nursing Graduate Guarantee (NGG) policy aimed to increase full-time employment for new nursing graduates in Ontario, Canada.

Purpose of the Study:

To evaluate employer engagement with the Nursing Graduate Guarantee (NGG) policy over two years.
To understand employer perspectives on government initiatives for nursing employment.
To identify factors influencing employer participation in the NGG.

Main Methods:

A mixed-methods approach combining online surveys and focus groups.
Surveyed 1198 healthcare providers across two consecutive years (2008-2009 and 2009-2010).
Conducted sector-specific focus groups with a sample of NGG employers annually.

Main Results:

Only 20% of eligible healthcare employers participated in the NGG initiative.
Key reasons for non-participation included low awareness and insufficient full-time job openings.
Barriers to offering full-time positions to new graduates involved a lack of vacancies and budget limitations.

Conclusions:

Employers often prioritize flexible staffing for cost containment, potentially undermining a stable full-time nursing workforce.
Findings offer insights into employer viewpoints on full-time hiring and policy engagement.
This study highlights challenges in aligning government employment policies with employer practices in the nursing sector.