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The Impact of Health Human Resources Policies in Primary Care Nursing: A Qualitative Study

Author

Listed:
  • María Madrazo-Pérez

    (Faculty of Nursing, University of Cantabria; Avda Valdecilla s/n. C.P., 39008 Cantabria, Spain)

  • Paula Parás-Bravo

    (Faculty of Nursing, University of Cantabria; Avda Valdecilla s/n. C.P., 39008 Cantabria, Spain
    Researh Nursing Group IDIVAL; Calle Cardenal Herrera Oria s/n. C.P., 3901 Cantabria, Spain)

  • Esperanza Rayón-Valpuesta

    (Department of Nursing, University of Complutense; Plaza de Ramón y Cajal, 3, C.P., 28040 Madrid, Spain)

  • Cristina Blanco-Fraile

    (Faculty of Nursing, University of Cantabria; Avda Valdecilla s/n. C.P., 39008 Cantabria, Spain)

  • Domingo Palacios-Ceña

    (Department of Physiotherapy, Occupational Therapy, Rehabilitation, and Physical Medicine, University Rey Juan Carlos; Avda de Atenas s/n. C.P., 28922 Madrid, Spain
    Research Group of Humanities and Qualitative Research in Health Science of Universidad Rey Juan Carlos (Hum&QRinHS), Universidad Rey Juan Carlos, 28922 Madrid, Spain)

Abstract

Background: Organizational culture plays a key role regarding organizational outcomes and determining strategies, goals, and modes of operating which is associated with higher rates of worker morale, turnover and lower adverse events related to patient quality of care issues. Aim: to describe the impact of the relocation of nurses from hospitals and other contexts to primary care from the perspective of primary care nurses. Methods: A qualitative, focused ethnographic study. Site: Cantabro Health Service, Cantabria, Spain. Purposeful sampling methods were used to include nurses who were working in primary care during the study, and who had previous experience of at least one year in primary care. Observation (385 hours, 7 months) and in-depth interviews (17) were used to collect data. A thematic analysis was applied. Results: Four themes emerged from the data: (a) staff policies applied, (b) beliefs regarding the newly incorporated nursing staff, (c) reasons for relocation to primary care, and (d) concern for the future. Conclusions: In primary care, the relocation of non-qualified nursing professionals who are at the end of their career may have a negative impact on the organizational culture. It is necessary to research the most appropriate measures for guaranteeing a satisfactory work environment based on nurses who are qualified in primary health care settings.

Suggested Citation

  • María Madrazo-Pérez & Paula Parás-Bravo & Esperanza Rayón-Valpuesta & Cristina Blanco-Fraile & Domingo Palacios-Ceña, 2019. "The Impact of Health Human Resources Policies in Primary Care Nursing: A Qualitative Study," IJERPH, MDPI, vol. 16(19), pages 1-12, September.
    • Handle: RePEc:gam:jijerp:v:16:y:2019:i:19:p:3653-:d:271834
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    References listed on IDEAS

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    1. Karen Donelan & Catherine M. DesRoches & Robert S. Dittus & Peter Buerhaus, 2013. "Perspectives of Physicians and Nurse Practitioners on Primary Care Practice," Mathematica Policy Research Reports b66c95bc1f9d4d5483168c4be, Mathematica Policy Research.
    2. repec:mpr:mprres:7786 is not listed on IDEAS
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