This study assessed the intrapersonal and interpersonal functioning of a three-couple expedition group that included a 2 1/2-year-old child which was ice-locked on a boat in the High Arctic during a major portion of the expedition. Personality assessment indicated that team members were generally well adjusted, scoring relatively higher on well-being and achievement and relatively lower on stress reactivity. Weekly mood ratings showed that the group exhibited significantly higher positive than negative affect. Reported negative events were relatively most frequent at the beginning of the Arctic stay and toward the end of the darkness period and were lowest during the initial darkness interval. The period of darkness had both a salutary and negative impact. A highly important means of coping with stress was seeking emotional support from one's partner. Selection of couples with strong bonds with their partner appears to be one viable approach for crew selection for long-duration missions.
Canada does not have enough aboriginal nurses and aboriginal nursing faculty. Consequently, there is an inadequate number of nurses to meet both on- and off-reserve and community health care staffing needs. In 2002, Health Canada asked the Canadian Association of University Schools of Nursing to facilitate a national task force that would examine aboriginal nursing in Canada. The task force engaged in an extensive literature review, conducted a national survey of nursing programs, and explored recruitment and retention strategies. In 2007, the association prepared an update on the current status. In this article, the authors review the progress made during the intervening five years in the recruitment, retention and education of aboriginal nursing students.
BACKGROUND: This paper describes a study that explores the experiences of internationally educated nurses (IENs) in their efforts to gain entry to practice as Registered Nurses (RNs) in the province of Ontario, Canada. AIM: The aim was to uncover, in part, the issues related to professional nursing credentialling. METHODS: This study was guided by a biographical narrative (qualitative) research methodology. A convenience sample of 12 IEN students volunteered for this study representing the Philippines, Mainland China, Korea, Ukraine and India. FINDINGS: The findings were that the IENs progress through a three-phase journey in their quest for licensure in Ontario. These phases include: (1) hope - wanting the Canadian dream of becoming an RN in Ontario; (2) disillusionment - discovering that their home-country nursing qualifications do not meet Ontario RN entry to practice; and (3) navigating disillusionment - living the redefined Canadian dream by returning to nursing school to upgrade their nursing qualifications. CONCLUSIONS: Professional regulatory nursing bodies and nursing educators, as well as practising nurses, must be aware of the potentially confusing and unpleasant processes IENs go through as they qualify for the privilege of practising nursing in Ontario.
An expert evaluation of identifiability of cardiovascular diseases was carried out together with a clinical and functional examination of certain groups of miners of basic underground occupations at different ages and lengths of service, that showed a high incidence of cardiovascular diseases along with a low informative value of methodical approaches, indices and criteria used for their diagnosis in conducting preliminary and periodic health check-ups. To improve the quality of diagnosis of diseases of the circulatory system it is necessary that standardized methods of investigation should be employed together with consistent indices of high informative value as well as a purposive training of physicians.
Rural physicians in Alberta identified access to special skills training and upgrading skills as an important practice requirement.
The Rural Physician Action Plan in Alberta developed an Enrichment Program to assist physicians practising in rural Alberta communities to upgrade their existing skills or gain new skills. The Enrichment Program aimed to provide a single point of entry to skills training that was individualized and based on the needs of rural physicians.
Two experienced rural physicians were engaged as "skills brokers" to help rural physicians requesting additional skills training or upgrading to find the training they required. Physicians interested in applying for the Enrichment Program consulted one of the brokers. Each applicant was assigned a preceptor. Preceptors confirmed learning objectives with trainees, provided the required training in keeping with agreed-upon learning objectives, and ensured trainees were evaluated at the end of the training.
The program has helped rural physicians upgrade their skills and gain new skills. More Alberta rural physicians are now able to pursue additional training and return to practise new skills in their rural and remote communities than in the past.
To investigate the relationship between dimensions of the psychosocial work environment and the intent to quit among a new generation of nurses.
As a new generation of nurses enters the workforce, we know little about their perception of their current work environment and its impact on their intent to stay.
A self-administered questionnaire was distributed to 1002 nurses.
The nurses who intended to quit their positions perceived a significant effort/reward imbalance as well as a lack of social support. The nurses who intended to quit the profession perceived a significant effort/reward imbalance, high psychological demands and elevated job strain.
The balance between the level of effort expended and reward received plays an important role in young nurses' intent to leave.
Nurse Managers must offer Nexters, from the beginning of their career, a meaningful work and supportive environment. Without the efforts of the organization to improve the work environment and support nurses, this generation may not feel valued and move to another organization that will support them or another career that will offer fulfilment.
To examine the associations of maternal diabetes, overall and stratified according to treatment of diabetes, with weight-related outcomes at the time of military conscription, at age 18-20 years.
Cohort study of 277 Danish male offspring of mothers with recognized pre-gestational or gestational diabetes. As population-based controls we selected 870 men matched from the Civil Registration Office.
Data on weight-related outcomes were retrieved from the Danish military conscription registry.
Military rejection due to adiposity and body mass index (BMI) at conscription.
Army rejection rate due to adiposity was 5.8% (n= 16) among 277 diabetes mellitus-exposed men compared with 3.1% (n= 27) in 870 controls (risk difference 2.7 (95% confidence interval (CI) -0.3-5.7)) and mean BMI at conscription was 1.4 kg/m(2) (95%CI 0.8-2.0) higher among those diabetes mellitus-exposed men. In analyses adjusted for birthweight and gestational age, compared with controls, the BMI was 0.6 kg/m(2) (95%CI -0.3-1.5) higher in sons of mothers with pre-gestational and 2.7 kg/m(2) (95% (CI): 0.9-4.5) higher with gestational diabetes. The greatest BMI difference was in offspring of mothers with gestational diabetes in whom insulin was initiated during pregnancy. We found no difference in conscript height.
Compared with controls, male offspring of women with diabetes had a higher rejection rate due to adiposity and higher adult BMI. Subgroup analyses showed that the association was most pronounced in sons of mothers with gestational diabetes, whereas pre-gestational diabetes was only weakly associated with higher offspring BMI.