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Aim: To examine internationally educated nurses' perceptions of the extent to which participating in bridging programmes is beneficial for preparing to practise nursing in Canada. Background: Internationally educated nurses continue to migrate from low‐income to high‐income countries. Many experience challenges when attempting to practise their profession in the destination country. Canada and other top destination countries offer educational support, such as bridging programmes, to assist internationally educated nurses' with preparing to practise nursing in the destination country. The research evidence falls short in demonstrating the usefulness of bridging programmes. Methods: A subsample of 360 internationally educated nurse participants from a Canadian cross‐sectional survey conducted in 2014. All were permanent residents, employed as regulated nurses and participants of bridging programmes. Multiple linear regression was employed to examine the influence of internationally educated nurses' human capital (academic preparation, language proficiency, professional experience) and the economic status of their source country on perceived benefits of bridging programme participation. Results: Regression model explained 11.5% of variance in perceived benefits of bridging programme participation. Two predictors were statistically significant: source country and professional experience. Conclusion: Bridging programmes help internationally educated nurses address gaps in their cultural, practical and theoretical knowledge. Source country and amount of professionally experience influences the extent to which internationally educated nurses benefit from participating in bridging programmes in Canada. Implications for nursing policy: Provides emerging evidence for decision‐makers globally when developing policies and supports to help internationally educated nurses integrate into the destination country's nursing workforce. [ABSTRACT FROM AUTHOR]

Aim: This study explored the experience of baccalaureate-prepared, internationally educated nurses who work as licensed practical nurses in Canada. Background/Introduction: Internationally educated nurses experience several barriers to workforce integration on arrival in destination countries. Given these barriers, evidence suggests that internationally educated nurses sometimes experience downward occupational mobility and deskilling in destination countries. Some baccalaureate-prepared, internationally educated nurses work as licensed practical nurses in destination countries, but there is minimal research on this population. Methods: We used an exploratory transnational feminist qualitative research design. Following ethics approval, a total of 14 baccalaureate-prepared, internationally educated nurses who currently or recently worked as practical nurses in Canada were interviewed for the study. Data were thematically analysed with the aide of NVivo 11 data software. Results: Our results revealed four key themes related to the experiences of this group of nurses: they migrate to Canada with hope for a better personal and professional life; they experience barriers to workforce integration as registered nurses and discover an easier path in the licensed practical nurse registration process; they experience deskilling and ambivalent skill recognition; and they feel dissatisfied as a licensed practical nurse in Canada. Discussion/Conclusion: There is a need for policy to support the upward mobility of baccalaureateprepared, internationally educated nurses who work as practical nurses. Implications for Nursing Policy: Implications for policymakers include the need to address the barriers to becoming registered nurses, including application processing times and lack of adequate access to educational programmes. [ABSTRACT FROM AUTHOR]

Recent decades have seen an increase in the popularity of international education. Approximately 500,000 international students were in Canada in 2018 and this number is projected to grow. While we know that many international students decide to stay in Canada, we do not fully understand the decision-making process employed by international students regarding staying in Canada or going back home after completing their education. The purpose of this study was to explore how international students make decisions about their post-graduation destination and what factors they see as pivotal in shaping their decision-making process. We utilized a symbolic interactionist approach to analyze qualitative semi-structured interviews with 60 international students enrolled in post-secondary programs in Canada. Our findings suggest that the meaning students attach to staying in Canada varies from obtaining permanent residency to working for a few months upon graduation. We also demonstrate that for most students, the decision to stay in Canada is formed gradually and is shaped by familial obligations, cultural climate they experience in Canada, employment opportunities available to them upon graduation, and the possibility of obtaining permanent residency., (© Crown 2021.)

Charlotte Covell is commercial business manager at Virbac UK, a role that gives her responsibility for the company's sales to corporate practices, some buying groups and internet pharmacies. She began her career as a veterinary nurse, but moved into industry and now has a role in senior business management., (British Veterinary Association.)

In this article, we report the results of two studies aimed at validating the concept of nurse dose. The first study examined the relevance of the critical attributes and empirical indicators in accurately reflecting the concept of nurse dose. Ten experts in staffing research rated the relevance of the attributes and indicators. The second study explored the factorial structure of the nurse dose concept. Data on the nurse dose indicators were obtained from 26 inpatient units. The operationalization of nurse dose was refined based on the two studies' results. Nurse dose is posited as a structural variable capturing nurses' capacity to deliver high quality care in acute care hospitals. It is defined as the level (i.e., number and type) of nursing staff required to provide care that produces intended patient outcomes. Nurse dose is reflected in two attributes: (1) active ingredients representing the essential elements that distinguish nurses from other health care professionals and operationalized in nurses' theoretical and practical knowledge, and skill mix; and (2) intensity representing the potential for nurse-patient interactions and operationalized in terms of amount (indicated by full-time equivalent) and frequency (indicated by nurse-patient ratio and hours per patient day). The concept of nurse dose has the potential for guiding future staffing research.

The continuous quality improvement process reminds us how recognizing opportunity for growth enhances the provision of quality patient care.

Background: Health researchers and provider groups have recommended that women in labor should receive continuous professional support. The objective of our study was to compare the risks and benefits of one-to-one nurse labor support with usual intrapartum nursing care., Methods: A randomized, controlled trial was conducted in a 637-bed university hospital in Montreal, Quebec, with 413 nulliparous women who were at more than 37 weeks' gestation, carrying singletons, and in labor. Women with scheduled cesarean section, scheduled induction, breech presentation, presence of paid labor support, or cervical dilatation over 4 cm were excluded. One-to-one care consisted of the presence of a nurse during labor and birth who provided emotional support, physical comfort, and instruction for relaxation and coping techniques. Usual care consisted of care for two or three laboring women with various types of supportive activities., Results: A beneficial trend due to one-to-one nurse support was found with a 17 percent reduction in risk of oxytocin stimulation (relative risk of experimental vs control = 0.83; 95% confidence interval = 0.67, 1.04). No significant differences were found in overall labor durations and overall rates of total cesarean section, cesarean section for cephalopelvic disproportion, epidural analgesia, admission to the neonatal intensive care unit, instrumental vaginal delivery, and perineal trauma., Conclusions: The beneficial trend attributed to one-to-one nursing in reduction of oxytocin stimulation suggests that implementation of recommendations for continuous professional support by intrapartum nursing staff may be appropriate in North America.

A study was done of the supplies used in cataract surgery by the 13 highest-volume surgeons at our hospital. A task force of administration, operating room management, business management, and cataract surgeons, over a 4-week period, developed a standardized list of surgical supplies for all cataract surgeons to use in the operating room. By standardizing the supplies and educating the surgeons about the changes we were able to control costs, to maintain high-quality care, and to position ourselves for the managed-care market through cost-competitive strategies.

1. The patient under i.v. conscious sedation retains the ability to independently maintain a patent airway and respond appropriately to verbal commands and physical stimulation. He or she also has a depressed level of consciousness, and decreased pain and anxiety. 2. For a nurse to administer conscious sedation, conscious sedation policies, procedures and protocols must be in place within the institution. 3. Patients receiving conscious sedation must be monitored for physical changes in blood pressure, cardiac rate and rhythm, oxygen saturation, skin condition, pain, emotional status, and cognitive ability.

Thirteen patients with severe reactions to sweat bee stings were evaluated. Eleven patients had had systemic reactions and two, large local reactions. Skin testing and RAST with venom of other Hymenoptera and whole body extract of sweat bees disclosed negative reactions to both skin tests and RAST of all other insects tested in eight, while three showed sensitivity to honey bee. Only one patient had a positive RAST reaction to whole body extract of sweat bee. Whole body extract of sweat bee causes some irritant reaction when skin testing controls and is not a reliable diagnostic agent even though patients were more reactive than controls. Hypersensitivity reactions to sweat bee stings are distinct and not associated with reactions to other stinging insects. Currently, no reliable antigen is commercially available for diagnosing or treating this condition. Sweat bee venom or other venom antigens might be beneficial.

1. This program was established to teach non-physicians to first assist in cataract surgery, since third party payors would no longer pay for physicians to first assist. 2. Among the advantages to utilizing non-physician first assistants are: availability, reliability, familiarity with instruments and equipment, and quality of service. 3. The questionnaire results confirm that the advantages of having non-physician first assistants far outweigh the disadvantages.

Based on the data collection, a recommendation was made to the OR committee to develop a new full-time position of equipment coordinator. Committee members supported the recommendation, and further recommended that a backup person be trained as an assistant equipment coordinator to cover when the equipment coordinator was not available.