The presentation of this quantitative research looks at the relationship between nurses' and midwives' individual responses and organisational factors concerning stress and burnout in the workplace. This research aims to understand and assess the associations and relationships between nurses' and midwives' individual responses and factors causing stress and burnout in the workplace. This might enable nurses and midwives to reduce the impact of negative consequences of stress and burnout in conjunction with ethical and professional changes within nursing work practices. A questionnaire was developed and administered to nurses and midwives working in healthcare organisations in Australia to document their awareness of their individual responses to workplace issues and factors leading to stress and burnout. The majority of this study's respondents were dealing with moderate levels of stress and burnout and showed moderate levels of self-imposed work pressure and motivation which related to work behaviours. The three factors linked with stress for this study; being the work environment, psychosocial effects, and job dissatisfaction were all positively associated with exhaustion, the factor linked with burnout. Important factors linked with stress and burnout included time-related issues, excessive workloads, low morale as well as powerlessness. According to this research, organisational support could be improved so that nurses and midwives can support their colleagues.

This thesis explores the interface between professional knowledge and evidence-based medicine research for Australian naturopathic and Western herbal medicine practitioners. The focus is the boundary between practice philosophies, concepts of illness causality, reasoning of knowledge and the ways participants negotiate epistemological pluralism in relation to these. The aim is to clarify reasoning underlying action and to understand how this intersects with current concepts of knowing in healthcare.

A number of different models have been developed to integrate both Vocational Education and Training (VET) and university study with a view to producing work-ready graduates. This paper describes one joint initiative which allows students to integrate their theoretical study and WIL experience by supporting a sequential, embedded accomplishment of qualifications across both VET and university with a single higher education enrolment. Students in the dual-sector degrees have welcomed the skill-based practical work involved with VET education while learning the theoretical concepts of their university education. The need for a more seamless engagement with VET and university study is becoming more urgent and there are a large number of possibilities to explore, particularly relating to the differences in processes and philosophies between the VET and university sectors. This paper identifies some of the key issues and proposes some solutions

The University of New England (UNE) and TAFE New England (TNE) commenced delivery of an innovative integrated degrees program in community health in trimester 1, 2014. The degrees will allow students to engage in simultaneous, integrated Vocational Education and Training (VET) and university study leading to both VET and degree qualifications. The outcome of the study program allows students to integrate their study and WIL experience by supporting a sequential, embedded accomplishment of qualifications. The differences in processes and philosophies between VET and Higher Education institutions in relation to WIL have kept the delivery of this kind of study separated, but integration has now become more achievable due to the extension of AQF compliance to the higher education sector. Students in the dual-sector degrees have welcomed the skill-based practical work involved with VET education while learning the theoretical concepts of their university education with a single enrolment. The need for a more seamless engagement with VET and university study is becoming more urgent and there are a large number of possibilities to explore. This paper identifies some of the key issues and proposes some solutions.

In the last twenty years at least one million Nepalese men have travelled to the Gulf States in a government process of regulated labour migration. This involves men being away from home for decades and impacts on at least five million family members in Nepal. Although Nepal relies on remittances from this migration for 23 percent of its Gross Domestic Product, the literature has not explored the health and welfare of the wives who are left behind in this process. This research addresses the other side of regulated Nepalese labour migration because: 1) it focuses on the left-behind wives; and 2) it is concerned with their health using the social determinants of health approach. Capitalism and globalisation have combined to produce a labour supply chain of unskilled and semi-skilled workers from developing countries to increase the wealth in developed countries. Because of poverty, lack of employment opportunities and intra-national conflict in Nepal, migration for work has been taken up by desperate rural men. Nepal is a patriarchal society and the left-behind wives are often subordinate, ill-prepared, and vulnerable in the migration process and its consequences. This research seeks to understand the subjective experience of being left behind from the perspective of the wives. This research explores: the lived experiences of the left-behind wives of the Nepalese migrants to the Gulf States; the impacts of this migration from the perspective of the wives using a social determinants of health framework; and the social support services available and useful to the left-behind wives.

Objective: To assess factors linked with job satisfaction of Australian nurses and midwives. Design: Descriptive survey. Setting Public hospital, aged care facility and community health centres. Subjects A total of 562 enrolled and registered nurses and midwives were selected by convenience sampling when they attended professional conferences. The return rate was 41.4 per cent. A sample size of 550 was used to calculate overall results for job satisfaction. Main outcome measure Factors contributing to nurses' and midwives' job satisfaction. Results: The majority (96%) of this sample of nurses and midwives were moderately or highly satisfied with their work and this was not diminished by experiencing moderate amounts of work-related stress. Factors positively related to high levels of job satisfaction were 1) enjoying their current area of practice; 2) feeling well-suited to the particular type of work; 3) wanting to stay in their current area of practice; and 4) having no intention of leaving the profession. Conclusion: For this group of professionally engaged nurses and midwives, enjoying their work and perceiving themselves as well-suited to it were the major contributory factors for job satisfaction. The finding that nurses and midwives are dealing with moderate effects of stress does not reflect as job dissatisfaction. This finding is important because it challenges existing belief that stress may be a cause of job dissatisfaction.

This study aims to investigate the differences in the determinants of turnover intentions between Saudi and non-Saudi physicians, and to identifying the key determinants of turnover intentions for Saudi and non-Saudi physicians working in the Ministry of Health (MOH) hospitals in the city of Riyadh. Determinants of turnover intention and a proposed turnover intention model were adopted from Price Causal Model of Turnover (2001). A cross-sectional survey was conducted of 507 randomly selected physicians. With 62% response rate, significant findings were presented and discussed. Managerial and research implications were highlighted with recommendations for future research.

Physician turnover is a critical issue facing Ministry of Health (MOH) hospitals in Saudi Arabia. In the literature on employee turnover, there has been no agreement on the determinants of employee turnover or their measurement. This may be because the factors that determine turnover vary according to the research discipline, the employee profession and/or the organizational context. Therefore, the general purpose of this study is to comprehensively investigate physicians' turnover intentions in MOH hospitals in the city of Riyadh. Turnover Intention was the main dependent variable in this study because of the difficulty of studying the actual physician turnover and the importance of this variable for the employers. A specific turnover intention model was proposed based on the Price (2001) Model of Employee Turnover. Following the estimation of prevalence rate of physicians' turnover intention in the target population, the proposed model along with demographic information was utilized to first determine if there were relationships between the physicians' demographic characteristics and their turnover intentions, and second to identify the key determinants of physicians' turnover intentions in MOH hospitals in the city of Riyadh. Finally, the study sought to identify any differences in the determinants of turnover intention between Saudi and non-Saudi physicians in the targeted population.