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Nurse-to-nurse bullying in the workforce is contributing to the current nursing shortage. The literature reveals both victims and witnesses of bullying suffer silently and are often confused as to what to do when presented with bullying behavior. This confusion frequently contributes to nurses leaving their chosen profession. Canadian lawmakers are now beginning to address workplace bulling behaviors. The purpose of this paper is to raise awareness of the challenges associated with workplace bullying among nurses by defining and describing the incidence and origin of workplace bullying; reporting the nature of and consequences of workplace bullying for both victims and witnesses; presenting the Canadian legal response, strategies to support victims, and approaches preventing workplace bullying; and considering the nurse manager's role in addressing workplace bullying.

Introduction: Padangsidimpuan General Hospital is a hospital owned by the Padangsidimpuan City government which employs Voluntary Nurses and government Employee Nurses. The purpose of this study is to determine the workload comparison of Voluntary Nurses and Government Employee Nurses. Methods: Research was conducted using quantitatif and qualitative methods using observation techniques work sampling, and interview guidelines. Partisipant has been observed were 15 Voluntary Nurses and 15 Government Employee nurses who are on duty at that time by using accidental sampling technique. Samples taken were all activities carried out by Voluntary Nurses and Government Employee Nurses, such as direct nursing activities, indirect nursing activities, personal activities, and non-productive activities. Results: The results of observations and interviews described there is difference between workload of voluntary nurses with government employee nurses. After analysed using Collaizi's Methode and The mannwhitney test on the workload of nurses Voluntary Nurses and Government Employee Nurses found a significant difference with the value of p = 0.0001 (p <0.05) which means there is a difference in workload between Voluntary Nurses and Government Employee Nurses. With the workload on Voluntary nurses amounted to 74.8%, while the Government Employee nurses amounted to 69.6%. The results of the study suggest that the management of Padangsidimpuan General Hospital to manage nursing staff optimally to achieve quality nursing services. Conclusions: There is difference in workload between Voluntary nurses and government employee nurses.

Insufficient nursing staff levels have been shown to have a negative impact on the quality of care, increasing patient morbidity and mortality. In order to address the issue of how Switzerland can avail itself of sufficient nursing staff in the medium-term and despite ageing of the population, it is necessary to have information on certain key factors.
How many people with training in nursing stay in the health sector throughout their working life and why do other nursing staff leave their original career field? The nurses at work study aimed to discover the reasons why nursing staff remain in or leave their profession or more specifically, the health sector. Its goal is to find ways of retaining more nursing staff in the profession.
Despite tremendous efforts, it proved extremely difficult to get in touch with men and women who had left the healthcare system: today we can only conclude that this group is under-represented in the study. This conclusion is backed up by data from the Federal Statistical Office's Structural Survey).
Nevertheless, the findings of nurses at work are very useful as qualitative research and should be made available to the public and in particular to authorities in charge of staff planning. The results pinpoint which aspects of the nursing profession should be taken into account when making endeavours to retain as many nurses as possible in the health sector.

• Miss Lillian White, director of the nursing bureau of the Pacific division Red Cross, advises women that the community was "absolutely up against a stone wall" regarding available nurses, who had mostly been sent to fulfill California military needs. Tells women to use the usual remedies of breaking up a bad cold: drinking water, use judgment. Tells women to please help care for families in which all members are afflicted. ; Newspaper article ; 8

Abstract
We examine whether there is any movement in the employment of native-educated nurses due to the influx of foreign-educated nurses. To avoid conflating the short- and long-term reactions to the entry of newly arrived foreign-educated nurses, we implement a multiple instrumentation procedure. We find that there is no significant effect of foreign-educated nurses on the employment of native nurses in both the short- and the long-runs. Our results suggest that relying on foreign-educated nurses to fill gaps in the US healthcare workforce does not harm the employment of native nurses.

Chapter 1. What is horizontal hostility? -- chapter 2. The impact of horizontal hostility -- chapter 3. Exploring theory -- chapter 4. A root cause analysis of horizontal hostility -- chapter 5. Enlarging the landscape -- chapter 6. Nurturing our young -- chapter 7. Awareness and prevention -- chapter 8. Managerial response -- chapter 9. Organizational opportunities -- chapter 10. Individual response.

• "Hearty" cooperation is now being provided by the State Council of Defense to the Red Cross in its efforts to provide nurses to both the military and civilian populations• At the regular meeting held at the office of Chairman of the State Council of Defense, Edward W. Hines, a resolution was adopted requiring all families in Kentucky employing trained or practical nurses, and who have no urgent need for their services to release them for work in other communities• Several nurses have been sent from here to mining communities this week ; Newspaper article ; 10