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Current Trends in Nursing I

Current Trends in Nursing I

Current trends in nursing include:

Documentation in Long-Term and Home Healthcare Setting

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Current Trends in Nursing II

Current Trends in Nursing II

Trends in nursing are multifactorial and associated with changes in society, within the nursing profession, and in other professions. Notably, telehealth and remote nursing contribute to successful healthcare delivery for numerous patients and help reduce stress for nurses due to nursing shortages. Nurses can reach patients, monitor their conditions, and interact with them using computers, audio, visual accessories, and telephones—for example, remote patient monitoring systems. Likewise,...

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Related Experiment Video

Updated: Jun 30, 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

Sustaining the Long-Term Care Workforce: An Appreciative Inquiry into the Relational and Generative Factors Driving

Joey Oi Yee Wong¹, Karen Lok Yi Wong², Yong Zhao¹

¹University of British Columbia, Vancouver, Canada.

Sage Open Aging

|June 29, 2026

Summary

Staff retention in long-term care (LTC) is driven by feeling valued, belonging, and supportive environments, not just pay. The C.A.R.E. model offers a framework for sustainable LTC workforces.

Keywords:

diversity inclusion nursing homes relationality strength-based

Related Experiment Videos

Last Updated: Jun 30, 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:

Gerontology
Healthcare Management
Organizational Psychology

Background:

High turnover and burnout plague long-term care (LTC) workforces, impacting care quality.
Existing research on staff retention in LTC lacks multidisciplinary perspectives on positive retention drivers.

Purpose of the Study:

To explore positive drivers of staff retention within an urban Canadian long-term care (LTC) home.
To identify key elements that foster staff belonging and commitment in the LTC sector.

Main Methods:

Employed an appreciative inquiry approach with multidisciplinary LTC staff.
Utilized reflexive thematic analysis to identify patterns in staff experiences.

Main Results:

Three core retention drivers emerged: feeling valued as a whole person, experiencing relational belonging (team cohesion, resident/colleague connections), and working in a supportive environment (flexibility, autonomy, career development).
Workforce sustainability encompasses relational, cultural, and identity-affirming aspects beyond wages and workload.

Conclusions:

Proposed the C.A.R.E. model (Cultivate community, Amplify positive core, Resources for growth and Inclusivity, Empower workforce) for sustainable LTC.
Emphasized nurturing supportive environments to improve staff retention and build a sustainable LTC system.