Lived Experiences of Novice Male Nurses in Taiwan

Reliability and validity evaluation of the Chinese version of the gender misconceptions of men in nursing (GEMINI) scale among nursing students

BACKGROUND

Misconceptions about male nurses not only exacerbate the gender imbalance in the nursing profession but also negatively impact male nurses embarking on their careers. Currently, no tool exists to measure the gender biases toward males in nursing among nursing students in China. Consequently, the primary objective of this study is to assess the validity and reliability of the Chinese translation of the Gender Misconceptions of Men in Nursing (GEMINI) scale among nursing students.

METHODS

This cross-sectional study involved 1,102 nursing students from China who participated online. We utilized the Brislin translation technique with a forward-backward approach. To determine the factor structure within the Men in Nursing Gender Misconceptions Scale's Chinese version, both exploratory (EFA) and confirmatory factor analysis (CFA) were applied. The scale's internal consistency was measured through the Cronbach's alpha coefficient, corrected item-total correlation, and a retest reliability assessment.

RESULTS

The scale showed a content validity index of 0.938 and a retest reliability of 0.844. EFA indicated a two-factor structure for the translated instrument. CFA revealed a chi-square/degree of freedom of 3.837, an incremental fit index (IFI) of 0.952, a goodness-of-fit index (GFI) of 0.910, a comparative fit index (CFI) of 0.952, and an RMSEA of 0.073, all of which were within acceptable limits. The scale's Cronbach's α was 0.953, and the corrected item-total correlations ranged between 0.539 and 0.838. Gender-based misconceptions about men in nursing among students appeared to be influenced by their gender and whether they considered a nursing program as their first choice when applying for a major. Misconceptions about male nurses are greater among men and those who do not consider nursing programs as their first choice when applying for a major.

CONCLUSIONS

The Chinese adaptation of the GEMINI scale showcased high reliability and validity. It stands as a potential instrument to gauge gender misconceptions concerning male nurses among Chinese nursing students.

Violence and aggression against nurses during the COVID-19 pandemic in Latin America. From the emerging leaders program of the Interamerican Society of Cardiology (SIAC)

INTRODUCTION

During the Coronavirus (COVID-19) pandemic, healthcare providers have overcome difficult experiences such as workplace violence. Nurses are particularly vulnerable to workplace violence. The objective of this study was to characterize violence and aggression against nurses during the COVID-19 pandemic in Latin America.

METHODS

An electronic cross-sectional survey was conducted in 19 Latin American countries to characterize the frequency and type of violent actions against front-line healthcare providers.

RESULTS

Of the original 3544 respondents, 16% were nurses (n = 567). The mean age was 39.7 ± 9.0 years and 79.6% (n = 2821) were women. In total, 69.8% (n = 2474) worked in public hospitals and 81.1% (n = 2874) reported working regularly with COVID-19 patients. Overall, about 68.6% (n = 2431) of nurses experienced at least one episode of workplace aggression during the pandemic. Nurses experienced weekly aggressions more frequently than other healthcare providers (45.5% versus 38.1%, p < .007). Nurses showed a trend of lower reporting rates against the acts of aggression suffered (p = .076). In addition, nurses were more likely to experience negative cognitive symptoms after aggressive acts (33.4% versus 27.8%, p = .028). However, nurses reported considering changing their work tasks less frequently compared to other healthcare providers after an assault event (p = .005).

CONCLUSION

Workplace violence has been a frequent problem for all healthcare providers during COVID-19 pandemic in Latin America. Nurses were a particularly vulnerable subgroup, with higher rates of aggressions and cognitive symptoms and lower rate of complaints than other healthcare providers who suffered from workplace violence. It is imperative to develop strategies to protect this vulnerable group from aggressions during their tasks.

Nurse-to-patient ratios and readiness for hospital discharge: A moderated mediation model

AIM

To explore whether and to what extent, nurse-patient assessment differences mediate the association between nurse-to-patient ratios and readiness for hospital discharge, and examine whether nurse-patient characteristics moderate the indirect and/or direct effect of mediation model.

DESIGN

A cross-sectional study was carried out from March 2021 to December 2022.

METHODS

A total of 523 pairs of gastrointestinal cancer patients with PICC and their nurses were recruited. All the participants were invited to complete the general information questionnaire and the Readiness for Hospital Discharge Scale. Outcome measure was patient-reported readiness for hospital discharge. This study was reported according to the STROBE checklist.

RESULTS

The patients reported a low level of readiness for hospital discharge. Nurse-patient assessment differences were positively associated with nurse-to-patient ratios but negatively associated with readiness for hospital discharge. Furthermore, nurse-patient assessment differences fully mediated the effect of nurse-to-patient ratios on readiness for hospital discharge, and age and gender of patients only moderated the indirect path of mediation model.

Workplace gender discrimination in the nursing workforce-An integrative review

AIM

To critically synthesise the literature that explores the experiences of workplace gender discrimination from the perspective of registered nurses.

DESIGN

Integrative review.

REVIEW METHODS

Primary research articles reporting on the experience of workplace gender discrimination towards registered nurses in any setting were eligible for inclusion. Studies were critically appraised for methodological quality using a modified Critical Appraisal Skills Program list. The six phases of thematic analysis proposed by Braun and Clarke (2006) were used to guide the analysis. Data were extracted and coded, and themes were identified according to the review aims and significant findings of each study.

DATA SOURCES

CINAHL, MEDLINE, SCOPUS, Cochrane Library, published between January 2012 and June 2022.

RESULTS

Twenty studies met the inclusion criteria. Major themes identified were (1) career progression, (2) career interruption, (3) positioning of men in nursing and (4) positioning of women in nursing.

CONCLUSION

This review shows that both men and women in nursing experience workplace gender discrimination; however, the forms and consequences of this discrimination differ substantially by gender.

IMPLICATIONS FOR THE PROFESSION

It is important that the pursuit of greater numerical representation of men in nursing does not result in further reinforcing patriarchal advantage. Professional development for nurse leaders in managing gender issues is recommended.

IMPACT

This integrative review presents current issues on workplace gender discrimination for men and women in nursing. The findings suggest gender roles and norms have an effect on the careers of both men and women in nursing. The time has come to alter restrictive gender norms and to challenge notions of hegemonic masculinity and femininity.

REPORTING METHOD

We have adhered to relevant EQUATOR guidelines-PRISMA.

NO PATIENT OR PUBLIC CONTRIBUTION

For this literature review on workplace gender discrimination for registered nurses, we did not engage members of the patient population, nor the general public.

The Influence of Gender Equity in Nursing Education Programs on Nurse Job Satisfaction

(1) Background: One of the strategies to overcome the shortage of nurses is to minimize gender inequity in nursing culture, starting from the undergraduate education program. Although the number of men entering the nursing profession has increased over the years, the portion of male nurses remains low, particularly in Asian countries. Only a few studies have been conducted to identify gender inequity in nursing, and most of these studies used qualitative study design. Therefore, it is necessary to quantitatively identify gender equity in nursing education and the influence it has on nurse job satisfaction. (2) Methods: A total of 165 male nurses participated in this study. Validated questionnaires were used to assess gender equity in nursing education programs, nurse job satisfaction, nurse job esteem, and nursing professional pride. (3) Results: The mean score of gender equity in nursing programs was 62.6, showing a positive correlation with nurse job satisfaction, nurse job esteem, and nursing professional pride. Gender equity positively predicted nurse job esteem. (4) Conclusions: The gender equity in nursing education programs has positive predictive effects on the factors that influence male nurse job satisfaction. In order to increase nurse job retention, educators should incorporate strategies to minimize gender inequity.

Male graduates transitioning into the workplace: managing stress through the sense of coherence components

Male graduates are faced with many challenges when transitioning into work life after graduation. This transition from university to the workplace is one of the most important developmental stages in a young adult's life. It has an important impact on their careers and causes increased stress levels. Often, young men are suffering from mental health challenges and feel as though they cannot seek the appropriate help. Thus, it is necessary to determine how young male graduates cope with the changes experienced in this period, especially relating to their sense of coherence and salutogenesis. The aim of the study is to investigate the transition from university to the workplace and to understand their stress and well-being experiences in terms of activating the three sense of coherence components for coping. A qualitative approach is employed through the use of semi-structured interviews with 10 male South African university graduates. A content analysis technique was used to analyse the qualitative data. The findings indicate that most of the young male graduates understand the transition from university to the workplace and the challenges that come with it (comprehensibility). They also have the necessary personal resources to cope with the stress (manageability) while experiencing this life phase as meaningful (meaningfulness). To understand the transition into the workforce was the most important aspect to stay health during the transition. However, male graduates mainly coped by applying their personal coping strategies and mechanisms and thereby managed their transition mainly by themselves, not based on organizational structures or integrative processes. Meaning applied to the transitional process mainly derived from their personal concepts of creating a meaningful life, not as such from the meaning applied to the work or position they held. The findings provide insights which can be used by higher education institutions to prepare graduates for the transition into the workforce and for organizations to develop programmes for graduates to improve their transition into the organization.

Male Student Challenges in a Maternity Nursing Clinical Course in a Middle Eastern Country: Strategies for Improved Performance and Future Implications for Nursing Education and Practice

Introduction

As the number of males, entering nursing and midwifery increase in number, challenges faced by these males during training sessions also is on rise. Since these challenges vary from culture to culture, it is essential to understand the experiences and challenges of male nursing students during their nursing education.

Aim

To explore the challenges faced by male nursing students in learning maternal health nursing and the remedial strategies to improve their performance as identified by the students.

Design

A descriptive qualitative research design using focus group discussion method was used.

Methods

Twenty-two (22) undergraduate male nursing students enrolled in the Maternal Health Nursing Course during the Academic Years 2017 and 2018 were purposively selected to participate in the study through five (5) focus groups each comprising between four to six students.

Results

Three themes emerged from the study: (a) cultural constraints in the clinical learning process; (b) traditional gender-biased role expectations, and (c) alternative teaching strategies. In terms of “ cultural constraints,” the students felt the Arabic culture was the main barrier in direct patient care in midwifery practice. In relation to “ gender-biased role expectations,” the students reported that they felt “ not accepted and isolated” in midwifery clinical areas. Thirdly, the “ alternative teaching strategies” relate to the student's remedy to the cultural constraints and the gender bias faced that undermined their learning and overall performance in maternity nursing course . These alternative ways of learning included, “ increased involvement of nurses and midwives in teaching learning”; “ cultivating positive relationship between the clinical instructor and students,” and the “ use of high fidelity simulation to learn skills in midwifery education.”

Conclusion

The study findings revealed that male student nurses face significant challenges in maternity nursing course.

Understanding the gender gap in advanced practice nursing: A qualitative study

AIMS

We aim to explore the perceptions of registered nurses undergoing the advanced practice nurse preparatory programme and of advanced practice nurses towards the recruitment of men into the advanced practice nursing workforce.

BACKGROUND

Given the need to expand and diversify the advanced practice nursing workforce, it is important to recognize the potential implications of gender disparity. It is critical to understand why few males are recruited into the advanced practice nursing preparatory programme and to determine whether gender-related bias is present in the professional development of nurses.

METHOD

We use a descriptive qualitative design. Semi-structured interviews were conducted via Zoom (April to August 2021).

RESULTS

Three themes were generated: 'The odds are eventually in the favour of men', 'The APN career-track is unpopular among men', and 'Balancing the gender gap in the APN workforce'. All themes are supported by three subthemes.

CONCLUSIONS

Although males in nursing enjoy opportunistic advantages in entering the advanced practice nursing workforce, they are not interested in the role and not staying long enough in the nursing profession to become advanced practice nurses.

IMPLICATIONS FOR NURSING MANAGEMENT

Nurse managers should be more cognizant of the different social stereotypes faced by males and females in nursing. With such awareness, they can be more supportive and less biased in career counselling and job appraisals.

'Becoming and overcoming': A qualitative meta-synthesis of the experiences of men in nursing academia

BACKGROUND

The experiences of men in nursing academia remain poorly understood globally as they remain a minority within the underrepresented male nursing populace.

PURPOSE

To develop a comparative understanding of the experiences of male nurse educators.

METHOD

We conducted a systematic review and meta-synthesis. Studies were considered eligible if they employed qualitative methodologies, contained verbatim quotes, published in a peer-reviewed journal and full-text available in English. An interpretive stance inspired by Ricoeur's hermeneutic approach was employed to undertake data analysis.

RESULTS

Five studies were retained in the study. Three themes and ten subthemes emerged. Becoming describes why male nurses enter and stay in academia. Although several factors may push them, they often experienced isolation requiring them to overcome leading to professional growth.

CONCLUSION

The space of becoming and overcoming can be a lonely and isolated journey, often with no role models to support the process. Mentorship and peer support programmes are required as male nurses' transition and remain in nursing academia.

Career Identity and Career Success among Chinese male nurses: The mediating role of Work Engagement

AIM

This study aimed to investigate the effect of career identity on career success among Chinese male nurses and to examine the mediating role of work engagement in this relationship.

BACKGROUND

Recently, with the development of the nursing career, male nurses take up a higher share and play a more important role in the nursing team. With its own particularity and advantages, this group's stability closely relates to the future of the nursing team. Therefore, promoting the career success of the male nurses is essential to the nursing team development.

METHODS

The data were collected in China. A sample of 557 male nurses completed measures of career identity, work engagement and career success scale. Structural equation model was adopted to verify the research hypotheses.

RESULTS

Career identity was significantly and positively related to male nurses' work engagement and career success (p< .01). And work engagement partially mediated the association between career identity and career success.

CONCLUSION

Career identity are critical to predicting and enhancing male nurses' career success. Work engagement plays an intervening mechanism explaining how career identity promotes career success among male nurses.

IMPLICATIONS FOR NURSING MANAGEMENT

Nursing management should minimize the impact of the traditional concept, implement the gender equality and provide moderate care for male nurses to facilitate balanced development of gender by upgrading the management system. The administrators should carry out skill training based on male nurses' features and the need of the department. Given full play to their respective advantages, male nurses will make great progress in professional development and achieve greater career identity and work engagement. Meanwhile, the further exploration of better incentive mechanism also makes sense in improving career identity and work engagement by the reform of performance appraisal mechanism and salary adjustment according to their ability.

Current Stereotypes Associated with Nursing and Nursing Professionals: An Integrative Review

Nursing and nursing professionals are associated with social stereotypes, which may hinder the profession’s development and future prospects as a scientific discipline. The aim of this study was to identify and describe the stereotypes associated with the nursing profession—students and professionals. Therefore, we carried out an integrative review. The search was conducted using PubMed, WOS, and CINAHL databases, and its search strategy was based on a combination of standardised keywords and natural vocabulary, with a temporal limit between 2016 and 2021. The data extraction and analysis was based on the conceptual framework developed by Whittemore and Knafl. Twenty-seven studies were included in the review, and their results were classified and coded. Two categories emerged, namely, stereotypes relating to the professionals’ gender and stereotypes relating to the profession itself. We concluded that the nursing profession is viewed as female with low skills, social status, salary, academic level and entry requirements, and with little autonomy. Male nurses’ professional competencies and masculinity are questioned, while the work carried out by female nurses is viewed as unprofessional. To reduce these stereotypes and bias we must present the nursing profession as a scientific discipline, developed by both men and women. Specific channels for this awareness-raising work include interventions from universities and the media, and participation in health policies.

A qualitative systematic review on the lived experience of men in nursing

Aim

This qualitative systematic review was conducted to describe the lived experience of men in nursing.

Design

A systematic review of qualitative studies.

Methods

Five databases (Scopus, CINAHL, MEDLINE, PsycINFO and Embase) were systematically searched. The PRISMA guideline was used for reporting the literature search in different phases, and the Critical Appraisal Skills Program, a qualitative research checklist, was used to evaluate the studies that met the inclusion criteria. Thomas and Harden's thematic analysis approach for qualitative research was used for data synthesis.

Results

Six qualitative studies were included. Five analytical themes related to lived experiences of men in nursing emerged: value in nursing, the double‐edged sword of gender, being accepted in the nursing profession, attractions of nursing and coping strategies.

A cross‐sectional study of the interaction between night shift frequency and age on hypertension prevalence among female nurses

Night shift is a common work schedule. This study aimed to analyze the interaction between age and frequency of night shift on the hypertension prevalence. A census questionnaire was conducted in 512 medical institutions in 11 cities of Hebei Province. One lakh twenty‐one thousand nine hundred three female nurses were included in this study. Binary Logistic regression analysis was done by SPSS Version 26.0. The youngest age group without night shift was used as the reference group. The odds ratio was calculated by different combinations of interaction items. Interaction coefficients were calculated by an Excel table designed by Andersson. Compared with the 18–25 year old ones without night shift, there existed an additive interaction between the age of 36–45 and more than 5–10 night shifts per month on hypertension prevalence. Odds ratio, the relative excess risk of interaction, the attributable proportion of interaction, and the synergy index and their 95% confidence intervals were 2.923(2.292‐3.727), 0.631(0.309‐0.954), 0.216(0.109‐0.323), 1.488(1.158‐1.913). Additive interaction was also found between the age of 36–45 and more than 10 night shifts per month. OR, RERI, API, SI, and their 95% confidence intervals were 3.430(2.273‐5.175) 1.037(0.061‐2.013), 0.303(0.089‐0.516), and 1.746(1.093‐2.788). There also existed an additive interaction between the age of 46–65 and more than 5–10 night shifts per month on hypertension prevalence. OR, RERI, API, SI, and their 95% confidence intervals were 7.398(5.595‐9.781) 1.809(0.880‐2.739), 0.245(0.148‐0.341), and 1.394(1.199‐1.622).There existed interaction between specific age groups and night shift frequency on the prevalence of hypertension among female nurses.

Experiences and Characteristics of Men Working in Dental Hygiene

OBJECTIVE/PURPOSE

There is limited research available about men working in the profession of dental hygiene. The purpose of this study was to explore the characteristics and experiences of men in dental hygiene.

METHODS

Cross-sectional survey research was conducted with a purposive sample of male dental hygienists (n=288). Participants were recruited via social media and snowball sampling. The survey was developed based on nursing literature and validated with a panel of experts with a final S-CVI of 98.5%. Descriptive statistics and correlations were used for data analysis.

RESULTS

The completion rate was 80.9% (n=233). Results revealed participants were more likely to be White (59.7%), hold an associate's entry-level dental hygiene degree (60.9%), and work in a private practice dental setting (73.4%). Sixty-one percent reported full-time employment, and 50% were satisfied or very satisfied with benefits offered by their place of employment. All three sources of gender discrimination (patients, co-workers, and employers) were related to experiencing a desire to leave the field. Experiencing gender discrimination from patients indicated a higher likelihood of desire to leave the field (49%) comparatively (33%), χ² =5.94, p=0.02. Half of respondents reported (56.7%) patients had refused to see them based on their gender.

CONCLUSION

This research provides a snapshot of demographics and professional characteristics of male dental hygienists. Gender discrimination from patients emerged as an area that needs to be addressed in practice settings. It will be important to identify ways to make the profession more inviting to encourage men to join the profession.

Male nurses' experiences of workplace gender discrimination and sexual harassment in South Korea: A qualitative study

PURPOSE

The purpose of this study was to explore male nurses' experiences of workplace gender discrimination and sexual harassment in South Korea.

METHODS

Phenomenological qualitative methodology exploring male nurses' experiences was employed to collect data, and thematic analysis of the data was conducted. Research subjects were recruited by convenience and snowball sampling. Ten male nurses participated in individual in-depth interviews via mobile phone. Data were collected from June 15 to July 24, 2020.

FINDINGS

Two themes were extracted that described male nurses' experiences of workplace gender discrimination and sexual harassment. In the first theme, "facing gender discrimination from various dimensions," nurses' thoughts and feelings regarding gender discrimination from various sources were expressed. The second theme, "experiencing sexual harassment at work as a man," presented experiences of sexual harassment as a male nurse and difficulties in being recognized as a victim.

CONCLUSIONS

Gender discrimination and sexual harassment experienced by male nurses stem from a wide range of socio-cultural factors, ranging from individuals to organizations, and institutions. Therefore, this problem requires a correspondingly broad approach for improvement, such as making efforts to avoid classifying certain roles according to gender, developing new standards considering the specific experiences of men as victims of sexual discrimination and sexual harassment, and continuing training to increase social sensitivity and interest in the harm suffered by minorities in society.

The Mediating Effects of Nursing Professional Commitment on the Relationship between Social Support, Resilience, and Intention to Stay among Newly Graduated Male Nurses: A Cross-Sectional Questionnaire Survey

The current shortage of nurses is an important global issue. Most male nurses leave nursing within four years of starting their nursing career. It is crucial to understand the influencing factors on newly graduated male nurses staying in nursing. Previous studies on intentions to stay as nurses were seldom based on theory and failed to consider the differences between genders. Based on the Job Demands-Resources (JD-R) model, this study tested the model that social support, resilience, and nursing professional commitment influence the intention to stay and the mediating effect of nursing professional commitment in the above relationship. This cross-sectional study adopted purposive and snowball sampling methods. Data were collected using online questionnaire, and 272 newly graduated male nurses completed it. The hypothetical model had a good fit with the data. Nursing professional commitment had a complete mediating effect between social support and intention to stay and between resilience and intention to stay. Nursing professional commitment was highly positively correlated to intention to stay. It is suggested that future research and practice should enhance male nurses’ professional commitment to increase their intention to stay. The findings can serve as reference for developing newly graduated male nurse retention programs.

Approaches of male nurses for degendering nursing and becoming visible: A metasynthesis

INTRODUCTION

Patient, nurse and public discrimination against male nurses is well-documented. Male nurses encounter challenges in degendering nursing and becoming more visible nursing professionals. However, little is known about male nurses' decisions and strategies to address issues concerning gender-based discrimination and professional visibility.

AIMS

To develop a comprehensive understanding of the approaches of male nurses to degender nursing and become more visible in the profession.

METHODS

A metasynthesis using the PRISMA guidelines. A comprehensive literature search was performed PubMed, CINAHL, Web of Science and Scopus databases. The search terms included 'lived experiences', 'male nurses', 'clinical practice', 'male educators' and 'male nurse managers'. In total, 16 qualitative studies published from January 2005 to November 2020 were critically appraised and synthesised. Two authors independently extracted data using summary tables. Data were synthesised using thematic synthesis which entails generation of codes and development of descriptive and analytical themes.

RESULTS

Male nurses used intrapersonal, interpersonal and strategic adaptation to degender nursing and becoming visible as a nursing professional. These approaches entailed goal-directed behaviours, relationship-building strategies and positive and negative manipulation of resources.

DISCUSSION

The approaches to degender nursing enabled men to prove their worth as competent nursing professionals, lessen the gendered stigmatisation and receive autonomy and respect.

CONCLUSIONS

Degendering the gendered stigmatisation of nursing and becoming a visible nursing professional is essential for male nurses to promote diversity in the profession. Male nurses used both negative and positive approaches to gain recognition, respect and autonomy. They continued their struggles to promote the role of men as nurses.

RELEVANCE TO CLINICAL PRACTICE

Nursing institutions and regulatory bodies could use the findings to develop conducive environments to degender nursing and increase male nurses' visibility. Future male nurses could use the identified positive approaches and tailor them to meet their needs to become more visible and competent nursing professionals.

Emotion management and stereotypes about emotions among male nurses: a qualitative study

BACKGROUND

Nursing requires a high load of emotional labour. The link between nursing, emotional labour and the female sex, complicates the figure of the male nurse, because masculinity is associated with physical or technical (rather than emotional) and moreover is defined in contrast to femininity. Our objective was to understand how emotion management is described by male nurses who work in the paediatrics department of a Spanish tertiary hospital.

METHODS

Qualitative descriptive study. The participants were selected through intentional sampling in the paediatrics department of a Spanish tertiary hospital. We conducted semi-structured interviews until reaching data saturation. We carried out a content analysis, using Lincoln and Guba's definition of scientific rigour.

RESULTS

We identified two key themes in the data: 1) Stereotypes related to the emotional aspects of care: Participants took for granted some gender stereotypes while questioning others and defended alternative ways of managing emotions related to care. 2) Emotion management strategies: Participants described keeping an emotional distance, setting boundaries, relativising problems and using distraction and humour.

DISCUSSION

Nursing care is conditioned by gender roles and stereotypes that present men as less capable than women of feeling and managing emotions. However, emotion management is necessary in nursing care-especially in paediatrics-and our participants reported using strategies for it. Although participants continued to interpret care in terms of traditional roles, they contradicted them in adapting to the emotional labour that their job requires.

CONCLUSIONS

New behaviours are emerging among male nurses, in which care and emotion management are not exclusively the purview of women. Our participants reproduced some gender stereotypes while disrupting others, and they tended to cling to the stereotypes that were favourable to them as male nurses. As we work towards a gender-neutral profession, these results represent a first step: male participants reported that they provide care and manage their emotions as well as (or better than) women. However, because they substantiated their claims by drawing on negative stereotypes of women, further progress must be made.

Potential for misinterpretation: An everyday problem male nurses encounter in inpatient rehabilitation

AIMS

This study aims to report on the everyday concern of the 'potential for misinterpretation', which was the basic social problem revealed in a grounded theory study exploring male nurse practice in inpatient rehabilitation in Australia.

BACKGROUND

Male nurses account for approximately 10% of nursing workforce across western countries and they practice in a range of clinical areas; however, how they practice in inpatient rehabilitation remains unexplored.

METHODS

Constructivist grounded theory was used in this study and was conducted in two phases: (i) involved semi-structured interviews with 11 male nurses from October 2013 to June 2014 and (ii) observation of practice of 12 male nurses and semi-structured interviews with male nurses and 15 patients from February to April 2015.

RESULTS

Nurse participants encountered the intersection of two pervasive patient ideologies about male nurses. Patients perceived nursing to be women's work and that male nurses are sexual threats. These two intersecting ideologies created a concern for male nurses working in inpatient rehabilitation and that concern was labelled 'potential for misinterpretation'.

CONCLUSION

Gender stereotypes impacted on the ability of male nurses to practise nursing in inpatient rehabilitation. Male nurses were mindful on a daily basis that misinterpretation could, and did, happen in inpatient rehabilitation.

Investigating patients' attitudes toward receiving care from an opposite-gender nurse

BACKGROUND

The imbalance in nurse-to-patient ratio and limited physical space may lead to care provision by a nurse of the opposite gender. On the other hand, the relationship with the opposite gender in Iran is limited due to cultural and religious beliefs. The aim of this study was to investigate patients' attitudes toward receiving care from the opposite gender nurse.

MATERIAL AND METHOD

This descriptive cross-sectional study was carried out on 200 patients admitted to different hospital wards. The patients were recruited using convenience sampling. Data collection tools comprised of a demographic questionnaire and a researcher-made questionnaire. Data were analyzed using SPSS (version 16) and running descriptive statistics (i.e., χ² , independent t test, and linear regression analysis).

RESULTS

Male and female patients had 31.8% and 42.6% negative attitudes toward receiving care from the opposite gender, respectively, indicating a statistically significant difference (p = .05). Patients' attitudes had a significant and positive relationship with age, level of education, and experience of receiving care from a nurse of the opposite gender.

CONCLUSION

A significant percentage of patients had a negative attitude toward receiving care from the opposite-gender nurse. Since people's attitudes affect their relationships, it is necessary to provide conditions for assigning the same gender nurse for patients and improving patients' attitudes toward nurses of the opposite gender.

Gender difference in the perceptions of the patient safety culture: a case from a medical center in Taiwan

Purpose

Gender difference exists in the perception of the patient safety culture in healthcare organizations. A case from a medical center in Taiwan is presented to examine how different genders perceive the patient safety culture in practice from 2014 to 2017.

Design/methodology/approach

A longitudinal study using the data from 2014 to 2017 is conducted quantitatively. Mann–Whitney U test and one-way analysis of variance are employed for analyses.

Findings

The results showed that female nurses had significantly higher emotional exhaustion than male nurses in 2015 and 2016 indicating male nurses had better fatigue recovery than their female counterparts. In addition, male nurses felt a higher degree of fatigue in 2016 and 2017 than those in 2015 statistically. In contrast, female nurses felt more stressful in 2016 and 2017 than those in 2014 statistically. Female nurses had higher emotional exhaustion in 2016 and 2017 than those in 2014 and 2015 statistically.

Practical implications

To sum up, female nurses were more stressful than before, and their recovery was also relatively poor particularly in 2016 and 2017. There is a need to reduce the degree of fatigue for female nurses in this medical center through employee assistance programs, mindfulness-based stress reduction programs, building up female nurses' positive currency and setting up their appreciative inquiry. In contrast to female nurses, male nurses recovered better from fatigue. This might encourage hospital management to deploy male nurses more effectively in this medical center.

Originality/value

The results enable the hospital management to know there is a gender difference in this case hospital. More attention on female nurses is required.

Experiences and Motivations of Male Nurses in a Tertiary Hospital in Ghana

INTRODUCTION

Nurses make up the largest portion of the health care system throughout the world, hence, making the profession the backbone of health care. The nursing workforce is made up of both males and females. However, the majority of nurses are predominately females with the number of male nurses reported to be unappreciable.

OBJECTIVE

The study therefore aimed to explore the experiences and motivation of male nurses in a tertiary hospital in Ghana.

METHODS

A qualitative descriptive research design was employed to explore the lived experiences of male nurses. A total of 20 male nurses were purposively selected, and in-depth interviews were conducted with a semi-structured interview guide. The interviews were tape-recorded, transcribed verbatim, and analyzed using content analysis.

RESULTS

The findings revealed 2 major themes: motivation and experiences of male nurses. The subthemes were individual motivations, external influence, intersecting social reactions and public perceptions, mixed encounters with patients, and satisfaction with the profession.

CONCLUSION

Male nurses are motivated to a large extent to be part of the nursing profession but will be deeply involved in the profession if some factors affecting them are addressed. Future studies may address the roles of nurse managers in mentoring more males to be involved in the nursing profession.

Factors influencing recruitment and retention of male nurses in Macau and mainland China: a collaborative, qualitative study

BACKGROUND

Macau and the Mainland China have different political and socio-economic policies but are both influenced by Chinese culture. By comparing the professional development experiences of male nurses from Macau and the Mainland, this study aims to explore factors influencing the recruitment and retention of male nurses.

METHODS

A collaborative, qualitative approach was adopted in which researchers from Macau and the Mainland were jointly involved in carrying out interviews and analyzing data. A total of 24 clinical male nurses were invited, with 12 each from Macau the Mainland. Recruitment was based on purposive sampling from various health institutions in the two regions. Semi-structured interviews were conducted in 2017-2018 with similar interview guidelines for both Macau and the Mainland sites. Thematic analysis was used for data analysis, and Nvivo11 Plus software was used to facilitate the analysis.

RESULTS

Key facilitators/barriers to recruitment and retention of male nurses were clustered under the two research questions: 1) What are the factors influencing the recruitment of male nurses? 2) What are the factors influencing the retention of male nurses? Males in Macau and the Mainland experienced pressure while entering nursing because of the stereotype that nursing is a feminine occupation. However, males in Macau chose nursing as a college major under their own volition while males in the Mainland were mostly forced into nursing. The males in Macau hardly thought of leaving nursing while their Mainland counterparts constantly felt uncertain about their professional future. The males on both sides hoped to thrive in career development. While the Macanese tended to pursue advanced programs in specialty nursing for better health care in the frontline, the Mainlanders wanted to get promoted to leave the frontline.

CONCLUSION

Male nurses in Macau and Mainland share some common experiences in professional development but have different views and values regarding nursing.

Exploring occupational gender-role stereotypes of male nurses: A South African study

AIM

The aim of the study was to investigate stereotypes of occupational gender roles about male nurses, as viewed from both emic and etic perspectives.

BACKGROUND

Male nurses are a minority group in health institutions. Stereotypes have been questioned regarding these males' occupational role and presence in the nursing profession.

DESIGN

A qualitative description design was used.

METHODS

During 2016, semi-structured interviews (N = 30) were conducted with male nurses (n = 10) (emic group), female nurses (n = 10) and discharged patients (n = 10) (etic groups) from four public hospitals.

RESULTS

Seven categories with respective themes and subthemes emerged. Three categories were captured for emic groups, namely, existing stereotypes, experiences of stereotyping and the influences of stereotypes on work performance. Four categories emerged for etic groups, namely, treatment preferences, types of stereotyping towards male nurses, origin of stereotypes and effects of stereotypes.

CONCLUSION

Positive and negative stereotypes were reported by both emic and etic groups, with etic groups revealing more stereotypes. Effort should be made by both management in the practice environment and the media to counter the stereotyping of male nurses.

The challenges of male nurses in the care of female patients in Iran

BACKGROUND

Nurses professional duty mean that nurses must care for patients without gender discrimination. Meanwhile, the intrinsic differences between men and women and the need for personal contact with the patients during care procedures can create challenges for male nurses in the process of caring for a female patient.

AIMS

The present study aims to understand the challenges of male nurses in the care of female patients in Iran.

METHODS

A descriptive qualitative study was conducted with 20 male nurses selected by purposive sampling. Data were collected through unstructured and semi-structured interviews as well as observations and were analysed using conventional content analysis, based on the Graneheim and Lundman model.

FINDINGS

The findings revealed two main themes, including 'religious-cultural restrictions' and 'inappropriate organizational context'.

DISCUSSION/CONCLUSION

Male nurses are faced with a combination of religious-cultural and organizational challenges in providing patient care without discrimination in clinical settings. In addition to negatively affecting the quality of nursing care and satisfaction for female patients, these problems also create a stressful work environment for male nurses.

IMPLICATIONS FOR HEALTH PRACTICE AND POLICY

These problems can be alleviated in clinical settings by trying to ensure same-gender nurses and patients, especially when performing personal care. In addition to the efforts made by nurses to present a positive and real image of themselves in caring for female patients, health policy-makers should also attempt to improve society's attitude towards male nurses caring for female patients through the media.

Facilitators of Professional Communication Between Nurse and Opposite Gender Patient: A Content Analysis

Introduction: Caring for a patient of the opposite gender is followed by many challenges. Hence, making an appropriate professional communication between the patient and the nurse is of great importance in order to provide a high-quality care to the patient and reduce tensions. Identifying positive factors in the formation of an appropriate professional communication can play an important role in preventing such challenges. Materials and methodology: The current study aimed to identify the facilitators of professional communication between nurse and opposite gender patient in Iran. A qualitative method and a conventional content analysis approach were used. A total of 25 nurses were included in the study by purposive sampling. Data were collected through unstructured and semi-structured interviews in hospitals of three provinces of Northwestern Iran, and were analyzed by Graneheim and Lundman method. Results: The results included seven categories and three main themes: prevention of misunderstanding, non-violation of therapeutic relationship boundaries, and observance of the socio-individual context. Discussion: Despite accepting the difficulties of nursing care for an opposite gender patient, the results of the present study showed that paying more attention to, and carefully watching, the mentioned factors could enhance the chance to establish a proper professional communication between a nurse and an opposite gender patient, which is crucial in providing a high quality care, also improving nurses' comfort in their work environment. Therefore, it is recommended to consider these factors in academic and in-service training of nurses.

The working experiences of male nurses in China: Implications for male nurse recruitment and retention

AIMS

To understand the working experiences and career trajectories of male nurses in China.

BACKGROUND

Compared with developed countries, men were far more under-represented in the nursing profession in China. Little is known about the working experiences of Chinese male nurses and the contextual factors that contribute to their low participation rate in the nursing profession.

METHODS

In-depth interviews with twenty-five male nurses and two hospital administrators were conducted. All interviews were analysed using thematic analysis.

RESULTS

Chinese male nurses had better career prospects and promotion chances compared with female nurses. The extremely low participation rate of men in nursing was related to the prejudice among the general public as well as the low professional status and salary. Two unique contextual factors influenced the career trajectories of male nurses in China: (1) the major assignment mechanism in the college entrance examination and (2) the implementation of the two-child policy.

CONCLUSION

Although Chinese male nurses enjoyed many advantages compared with female nurses, they also encountered many difficulties related to working in a female-dominated profession.

IMPLICATIONS FOR NURSING MANAGEMENT

Appropriate measures should be taken to shift public attitudes towards male nurses, improve the professionalization of nursing and promote gender diversity and equity.

Commonly missed nursing cares in the obstetrics and gynecologic wards of Tigray general hospitals; Northern Ethiopia

Background

Missed nursing care is considered an error of omission and is defined as any aspect of required patient care that is omitted (either in part or whole) or significantly delayed. Nursing care missed in the perinatal setting can cause negative outcomes and repercussions for the quality and safety of care. This has been reported in multiple settings and countries and is tied to negative maternal outcomes. Preventing missed nursing care requires in-depth research considering the clinical setting.

Objective

The main aim of the study was to assess commonly missed nursing care elements, reasons, and factors for the omission in the obstetric and gynecologic units of general hospitals in Tigray 2017/18.

Methods and materials

A cross-sectional study was conducted in eight randomly selected general hospitals in Tigray, Ethiopia. A total of 422 nurses and midwives were selected through simple random sampling using the staff list as a sampling frame. To identify the commonly missed nursing care and related factors, the MISSCARE survey tool was used. Descriptive, bivariate, and multivariate logistic regression analysis was performed to assess potential risk factors of nursing cares omission.

Result

The study results showed that 299 (74.6%) participants commonly missed at least one nursing care in the perinatal setting. Labor resources 386(96.3%), teamwork 365(91%), material resources 361 (90%) and communication 342 (85.3%) were the reasons identified for commonly missing care. In the multivariate analyses, sex (p-value <0.001), educational level (p-value 0.034), working shift (p-value <0.001) and having an intention to leave the institution (p-value <0.001) showed a significant association with commonly missing care.

Conclusion

The proportion of commonly missed nursing care was high. After adjusting for demographic variables, labor resources, material resources, and communication were reasons for commonly missed nursing care. Increasing male professional proportion, investing in nurses/midwives training, and harmonizing nursing service administration through appropriate working shift arrangement and timely assessment of professionals’ stability and satisfaction could minimize frequent omission of nursing care.

A Mixed Methods Review of Male Nursing Students' Challenges during Nursing Education and Strategies to Tackle these Challenges

BACKGROUND

Calls to action have been placed for recruitment of more men to address nursing shortage and to achieve a better balance and diversity in workforce. Studies also indicated patients' demand for male nurses. Despite this, male nursing students experience challenges during their education resulting in their attrition. No reviews have explored this research area. This review explored the challenges of male nursing students during their education and identified strategies used to tackle these challenges.

METHODS

Literature was searched within three databases using indexed search phrases and 1 mixed-methods, six quantitative, and 36 qualitative studies (n = 43), published from December 1990 to May 2018, were reviewed. The qualitative and quantitative data were separately extracted and analyzed using thematic synthesis and narrative summaries, and then compared using joint displays.

FINDINGS

"Call me a nurse" and "Male nurses understand us better: Need more men in nursing" were the prominent themes. An array of educational and clinical challenges was identified. Students used appraisal-focused, problem-focused, and social support strategies to tackle these challenges.

CONCLUSION

Considering the identified challenges, the lack of support and efforts from educators and institutions, we reiterate calls to action for strategic policies to help male nursing students adapt to educational and clinical learning environments and to increase their recruitment and retention in nursing.

Subjectivity about Turnover Intention among Male Nurses in South Korea: A Q-Methodological Study

PURPOSE

Around the world, male nurses face a variety of difficulties within clinical settings; accordingly, a large number of male nurses consider changing their occupation. In particular, male nurses in a number of Asian countries with a Confucian heritage experience difficulties. Thus, the purpose of this study was to explore individual differences in turnover intention among male nurses in one such country, South Korea, and on that basis to suggest concrete strategies for reducing turnover among male nurses in Confucian cultures.

METHODS

Q methodology, which is used to analyze human subjectivity, was applied. Q statements were derived from 207 candidate statements gathered from various documents and interviews; 40 statements were finalized. A purposive sample of 41 male nurses were selected as likely to have diverse opinions on turnover intention of male nurses. The collected data were analyzed using PQMethod software.

RESULTS

Four distinct types of subjectivity about turnover intention among male nurses were identified: (1) "Pursuing occupational values," (2) "Dissatisfaction with treatment," (3) "Seeking a relaxed and stable life," and (4) "Conflict related to organizational culture."

CONCLUSIONS

This study suggests various ways of reducing turnover and increasing retention among male nurses based on the four identified perspectives, especially in Confucian-heritage regions.