Ethics able is a hot topic these days. Home health care providers need not be ethicists, however they do need to be today able to identify problems quickly, and know how to address them. This paper explores the ethical issues arising from a decisions narrative analysis involving an advanced cancer patient receiving Total Parenteral Nutrition (TPN) at home. It shows how complicated it is they today to make nutrition support decisions that would have been customary less than 30 years ago. For and against arguments are of TPN for advanced cancer patients are reviewed. Ethical positions adopted by the medical and nursing professions are explored and an contrasted. The importance of patient autonomy, within a holistic notion of care, including decisions incorporating quality of life, are affirmed,these providing a challenge to monitoring the status quo in approaches to decision making.

Aim.Background. This paper is a report of a study to explore the way in which Registered Nurses relate to and interact and with each other in the workplace, and to identify factors that influence nurses' interactions with each other. Background. Intraprofessional relations place are an important topic both for nurses and nursing as we face the ongoing challenges of nurse shortages. Poor colleague identify relationships, together with workplace conflict, cause job dissatisfaction. As a consequence, some nurses leave the profession while others continue working of but remain chronically unhappy. Method. An explanatory multiple case study design was adopted. Data were collected from multiple sources on but three different wards within one hospital in Australia between July 2005 and January 2006. Findings. The workplace can be a to difficult place for both very experienced and less experienced nurses, regardless of the clinical environment. Nurses navigate their way in one the workplace through a series of complex negotiations with each other and develop skills to assess the potential success of profession an interaction before approaching another nurse. Some also develop a resilience to conflict in their workplace, accepting it as part more of working life. Conclusion. Creation of a more positive work environment requires increased understanding of the way nurses relate to the each other and appreciation of the factors in the environment that contribute to conflict and a negative atmosphere. This appreciation design is a necessary prerequisite to developing a more satisfying and productive workplace enhancing the recruitment of new nurses and the in retention of experienced nurses.

Aim.satisfaction. This paper is a report of a study to (1) ascertain the relationship among self-nurturance, perceived Magnet features and life Methods. satisfaction and (2) evaluate the predictive effects of self-nurturance and Magnet features on life satisfaction. Background. Promoting health is a sample global priority for nurses and for the public who depend upon them to provide quality care. Health gains can be effects realized by modifying the work environment and by modifying lifestyle choices (self-nurturance). A study of nurses that examined perceptions of degree workplace features that enable nurses' professional practice (Magnet features), self-nurturance and healthy outcomes (life satisfaction) was not found in the study literature. Methods. Survey data collected in May 2003 from a convenience sample of 310 Registered Nurses were used for this to descriptive, correlational study. Findings. Self-nurturing nurses were more satisfied with life and perceived that more Magnet features were present in was the workplace. Nurses with a master's degree were more self-nurturing than nurses without a baccalaureate degree. The synergistic effect of lifestyle both self-nurturance and workplace factors predicted 29% of variance in nurses' life satisfaction. Conclusion. Higher levels of perceived Magnet features life and frequent self-nurturance choices are important health influences on nurses' life satisfaction. Greater life satisfaction is known to reduce job modifying dissatisfaction while improving retention. Approaches that incorporate both self-nurturance and workplace Magnet features are suggested to improve the health and enable retention of experienced nurses.

Limited in research exists on the workplace and personal factors that might be associated with the physical and mental health of nurses and working in China. Therefore, the purposes of this study were to examine, in Chinese hospital nurses, the most frequently occurring from workplace stressor, the most often used coping strategy, and the relationships that exist among workplace stressors, coping strategies, psychological hardiness,mental demographic characteristics, and physical and mental health. Four-hundred-and-eighty hospital nurses from five hospitals in three major Chinese cities were administered workload, five self-report questionnaires. The findings indicated the most frequently cited workplace stressor was workload, while the most commonly used coping coping strategy was positive reappraisal. Numerous positive and negative correlations were found, suggesting the importance that workplace stress, coping strategies, psychological workplace hardiness, and demographic characteristics play in relationship to each other, as well as to both the physical and mental health demographic of Chinese nurses.

Concerns level about pending retirement of nurses working in the operating room (OR) are undeniable. The nurses' work environment and level of work perceived support is part of the equation of why a nurse may choose to retire or stay in the workforce.and This study compares nurses' perceptions of the work environment between OR nurses and nurses who work in other type units;nurses' and compares the work environment perceptions of OR nurses between institutions of two sizes (<300 beds and >300 beds). Findings Findings include: OR nurses have better perceptions of their work environment than nurses in other type units and OR nurses in workforce. smaller hospitals are more satisfied with their work environment, workload and perceptions of organisational support. Implications for OR work environments of are discussed.

TITLE:was Hospital workplace experiences of registered nurses that have contributed to their resignation in the Durban Metropolitan Area. AIM: The purpose respective of this research was to explore and describe the hospital workplace experiences that had contributed to the resignations of Registered unsupportive Nurses in the Durban Metropolitan Area. METHODOLOGY: The broad perspective governing this research is qualitative in nature. The researcher employed this a phenomenological approach specifically because the researcher was interested in identifying, describing and understanding the subjective experiences of individual nurses professional at the two Private and two Provincial health care institutions selected to participate in the study - in respect of thirty their decision (s) to resign from their employment, and/or to leave the nursing profession. Two semistructured interviews were conducted with Area. each participant by the researcher. The researcher applied the principle of theoretical saturation and a total of fifteen participants were in interviewed and thirty interviews were conducted. Experiential themes and subthemes in the data were identified by a process of meaning a condensation, and the data were managed by means of a qualitative software package - NVIVO (QSR - NUD*IST). FINDINGS: The terms resignations of registered nurses in the Durban Metropolitan Area were found to be linked to their respective hospital workplace experiences.saturation These experiences related to their physical working conditions and environment and included the following: unsupportive management structures, autocratic and dehumanizing and management styles, negative stereotypy of nurses and the nursing profession, lack of autonomy in the workplace, professional jealousies and fractures Reports, within the profession, sub-optimal physical working conditions and shortage of staff, equipment and lack of appropriate surgical supplies, concerns regarding included occupational safety e.g. the increasing exposure of health care personnel to HIV and AIDS; lack of opportunities for promotion or occupational continuing one's professional education, the experience of workplace violence--predominantly in the form of verbal and psychological abuse, inaccurate systems of nurses performance assessment (Joint Performance Management, Reports, Personal Profile systems)--compounded by favouritism and racism; and inadequate remuneration. CONCLUSION: In terms of their the findings of this study, the participants' lived experiences in terms of their respective hospital workplace experiences indicated that neither Private the maintenance factors nor the motivator factors were optimally represented, experienced or enjoyed in their respective workplaces. In terms of means Herzberg's Motivator-Maintenance theory, the registered nurses who participated in this study may be described as being 'not satisfied' and 'dissatisfied'of with their hospital workplace experiences, physical conditions and environment. A number of recommendations pertaining to strategies for the retention of Durban registered nurses were made for the consideration of both Provincial and Private health care authorities, hospital management structures and the of nursing profession respectively. Recommendations for further nursing research were also made.