Barriers, benefits, and unmet needs in full-time, off-the-job training among oncology nurses: a qualitative descriptive study.
5 affiliations
- 1Department of Breast Surgery, The First Affiliated Hospital of Xi'an Jiaotong University, Xi'an, Shaanxi, China.
- 2School of Nursing, Sun Yat-sen University, Guangzhou, Guangdong, China.
- 3The Nethersole School of Nursing, Faculty of Medicine, The Chinese University of Hong Kong, Hong Kong, Hong Kong SAR, China.
- 4School of Nursing, Health Science Center, Xi'an Jiaotong University, Xi'an, Shaanxi, China.
- 5Department of Nursing, The First Affiliated Hospital of Xi'an Jiaotong University, Xi'an, Shaanxi, China.
Abstract
Background
Full-time, off-the-job training is widely used to enhance clinical competency and support the continuing professional development of nursing staff. In oncology settings, however, there remains a paucity of evidence regarding how nurses experience this training and what barriers and unmet needs influence its impact upon their return to clinical practice. Hence, this study explores the perceived benefits, barriers, and unmet needs associated with full-time, off-the-job training among oncology nurses.Methods
A qualitative descriptive design was employed. Semistructured, in-depth interviews were conducted with 15 nurses from oncology-related departments at a large tertiary hospital. Participants had attended full-time, off-the-job training within the previous 5 years. Interviews were audio-recorded, transcribed verbatim, and analyzed using conventional qualitative content analysis. Data were collected between December 2023 and May 2024.Results
Our study revealed that participants viewed off-the-job training as essential to maintaining specialty competence in oncology nursing practice. Importantly, the training generated significant professional and interpersonal benefits, including the acquisition of specialized knowledge, the expansion of professional networks, and increased career motivation. Moreover, participation was shaped by systemic barriers, including limited departmental support, work-family conflict, and a lack of institutional recognition or role adjustment following training. Finally, nurses reported unmet needs in training design and post-training integration, including stronger alignment with clinical practice, more flexible delivery, better feedback, opportunities to apply newly acquired competencies, and clearer career pathways.Conclusions
The efficacy of off-the-job training depends not only on the availability of educational opportunities but also on robust organizational support, training relevance, and clear pathways for role integration and career advancement.
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BibTeX
@article{shi2026barriers,
title = {{Barriers, benefits, and unmet needs in full-time, off-the-job training among oncology nurses: a qualitative descriptive study.}},
author = {Bohui Shi and Yanqing Kang and Wenqian Zhao and Ya Zhang and Bin Wang and Ziling Chang and Huifang Zhang and Xiaona Liu and Jing Wang and Jieqiong Li},
journal = {Frontiers in medicine},
year = {2026},
month = oct,
doi = {10.3389/fmed.2026.1979432},
url = {https://europepmc.org/article/MED/42923133},
note = {CC BY},
}
RIS
TY - JOUR
TI - Barriers, benefits, and unmet needs in full-time, off-the-job training among oncology nurses: a qualitative descriptive study.
AU - Bohui Shi
AU - Yanqing Kang
AU - Wenqian Zhao
AU - Ya Zhang
AU - Bin Wang
AU - Ziling Chang
AU - Huifang Zhang
AU - Xiaona Liu
AU - Jing Wang
AU - Jieqiong Li
PY - 2026
DA - 2026/10/08
JO - Frontiers in medicine
DO - 10.3389/fmed.2026.1979432
UR - https://europepmc.org/article/MED/42923133
AB - Background Full-time, off-the-job training is widely used to enhance clinical competency and support the continuing professional development of nursing staff. In oncology settings, however, there remains a paucity of evidence regarding how nurses experience this training and what barriers and unmet needs influence its impact upon their return to clinical practice. Hence, this study explores the perceived benefits, barriers, and unmet needs associated with full-time, off-the-job training among oncology nurses.Methods A qualitative descriptive design was employed. Semistructured, in-depth interviews were conducted with 15 nurses from oncology-related departments at a large tertiary hospital. Participants had attended full-time, off-the-job training within the previous 5 years. Interviews were audio-recorded, transcribed verbatim, and analyzed using conventional qualitative content analysis. Data were collected between December 2023 and May 2024.Results Our study revealed that participants viewed off-the-job training as essential to maintaining specialty competence in oncology nursing practice. Importantly, the training generated significant professional and interpersonal benefits, including the acquisition of specialized knowledge, the expansion of professional networks, and increased career motivation. Moreover, participation was shaped by systemic barriers, including limited departmental support, work-family conflict, and a lack of institutional recognition or role adjustment following training. Finally, nurses reported unmet needs in training design and post-training integration, including stronger alignment with clinical practice, more flexible delivery, better feedback, opportunities to apply newly acquired competencies, and clearer career pathways.Conclusions The efficacy of off-the-job training depends not only on the availability of educational opportunities but also on robust organizational support, training relevance, and clear pathways for role integration and career advancement.
SN - 2296-858X
ER -