Nurse Leader最新文献

The nursing workforce is in a crisis, and workforce flexibility for nurses is a promising solution to alleviating the crisis. Despite alignment on the importance of flexibility, frontline nurses and health care executives define workforce flexibility differently. A survey of 500 nurses was completed to understand how frontline nurses define and perceive flexibility through a variety of flexible work arrangements. Recommendations for improving nursing workforce flexibility include increasing flexible work practices and offerings such as self-scheduling, part-time work, per-diem, and internal gig work.

Workplace incivility and bullying occur at staggering rates and affect the nurse's safety, well-being, work environment, and relationship with their coworker. The alarming impact can immobilize the healthcare industry since nursing is the largest group in the healthcare profession. According to the 2019 to 2020 Healthy Nurse Survey, 18% to 26% of perioperative nurses experienced incivility/bullying. With repeated exposure, nurses may accept uncivil behaviors, view them as normal, and display these discourteous acts themselves. This work aims to provide leaders with comprehensive strategies to identify and mitigate these behaviors and promote a healthy work environment.

Children’s Health, a 2-campus pediatric health care system with locations across North Texas, is this year’s American Organization for Nursing Leadership’s Prism Award recipient. The Prism Award recognizes a health care system for its leadership in advancing diversity and inclusion within the nursing profession, organization, or community. This article details the system’s efforts to establish diversity, equity, inclusion, and belonging as a priority and the many ways diversity, equity, inclusion, and belonging are imbued in workforce development and operations.

Nurse leaders are charged with building effective teams to provide safe, compassionate, quality care to their patients and families. How we communicate with these teams is an important element of team building. Examining generational differences to foster effective communication and team building has gained increased attention, with many studies and articles published on this topic. This article is intended to provide insight into team building without taking generational differences into consideration, based on one leader’s extensive experience leading teams in a variety of settings.

This descriptive research used an evidence-based spirituality intervention as an innovative approach for nurse leaders to support nurse’s use of spirituality in clinical care to promote resilience in acute care settings. The intervention used the Auctioning Spirituality and Spiritual care Education Training (ASSET) model as a framework to enhance spiritual practices. Two valid and reliable tools measured participant’s attitudes toward spiritual practices and resilience. The sample included participants (N = 185) working in acute care settings. Participants’ attitudes on spirituality-integrated practice are strongly correlated with resilience composite scores (r = 0.562, p < 0.04). Spirituality training enhances self-awareness and increases spiritual dimensions of clinical practice.

The global pandemic has highlighted the indispensable role of effective leadership in navigating the complexities of health care. In response, the New York-Presbyterian Nursing Leadership Academy (NYP NLA) emerges as a transformative initiative, designed to fortify nurse leaders with the necessary competencies to thrive in a dynamic health care environment. This manuscript provides an in-depth analysis of the NYP NLA, elucidating its targeted objectives, the adoption of pioneering educational methodologies, and the profound impact it has had on participants. Through a blend of structured mentoring, innovative teaching strategies, and comprehensive leadership development, the NYP NLA has not only positively influenced the professional trajectories of nurse leaders but has also made a notable contribution to enhancing the quality of health care delivery. By fostering a cadre of empowered, skilled, and visionary leaders, the NYP NLA is setting a new standard for leadership excellence in health care, ensuring readiness for current and future challenges.

Unit-level nursing leaders’ behaviors may foster the organization’s implementation climate for evidence-based practice. This study used a quantitative, pretest, posttest comparative design to determine whether acute and critical care nursing leaders’ participation in an evidence-based practice (EBP) Leadership Behavior Program made a difference in nursing leaders’ self-reported and clinical nurses’ perceptions of nursing leaders’ EBP leadership behaviors and competencies. The program was designed for nursing leaders that included synchronous and asynchronous activities. Findings indicated that nursing leaders’ EBP competencies and EBP leadership behaviors significantly improved following participation in the program. However, clinical nurses’ perceptions did not statistically significant change.