AIM: To describe how registered nurses (RNs) perceive delegation to unlicensed personnel (UP) in a municipal healthcare context in Sweden. BACKGROUND: Within municipal health care RNs often delegate tasks to UP. The latter have practical training, but lack formal competence. METHOD: Twelve RNs were interviewed and the material was analysed using a phenomenographic approach. RESULTS: Owing to a shortage of RNs, delegation is seen as a prerequisite for a functioning organization. This necessity also involves a number of perceived contradictions in three areas: (1) the work situation of RNs - facilitation and relief vs. lack of control, powerlessness, vagueness regarding responsibility, and resignation; (2) the relationship with unlicensed personnel - stimulation, possibility for mentoring, use of UP competence and the creation of fairness vs. questioning UP competence; and (3) The patients - increase in continuity, quicker treatment, and increased security vs. insecurity (with respect to, for example, the handling of medicine). CONCLUSION: Registered nurses perceptions of delegation within municipal healthcare involve their own work situation, the UP and the patients. IMPLICATIONS FOR NURSING MANAGEMENT: Registered nurses who delegate to UP must be given time for mentoring such that the nursing care is safe care of high quality.
AIM: To describe how registered nurses (RNs) perceive delegation to unlicensed personnel (UP) in a municipal healthcare context in Sweden. BACKGROUND: Within municipal health care RNs often delegate tasks to UP. The latter have practical training, but lack formal competence. METHOD: Twelve RNs were interviewed and the material was analysed using a phenomenographic approach. RESULTS: Owing to a shortage of RNs, delegation is seen as a prerequisite for a functioning organization. This necessity also involves a number of perceived contradictions in three areas: (1) the work situation of RNs - facilitation and relief vs. lack of control, powerlessness, vagueness regarding responsibility, and resignation; (2) the relationship with unlicensed personnel - stimulation, possibility for mentoring, use of UP competence and the creation of fairness vs. questioning UP competence; and (3) The patients - increase in continuity, quicker treatment, and increased security vs. insecurity (with respect to, for example, the handling of medicine). CONCLUSION: Registered nurses perceptions of delegation within municipal healthcare involve their own work situation, the UP and the patients. IMPLICATIONS FOR NURSING MANAGEMENT: Registered nurses who delegate to UP must be given time for mentoring such that the nursing care is safe care of high quality.