Journal of Continuing Education in Nursing最新文献

Background: Despite the efforts of academic nursing educators to prepare students to make sound clinical judgments, the literature suggests new graduate nurse (NGN) competence with this critical skill continues to decline. This study sought to identify how practicing nurses describe their observations of the use and outcomes of clinical judgment by NGNs in nursing practice.

Method: A multisite, cross-sectional survey using multiple-choice, Likert scale, and open response items to identify participants' observations of NGN clinical judgment was sent with snowball sampling and resulted in a sample of 314 participants from 19 U.S. states.

Results: Practice partners identified a wide discrepancy between how they expect NGNs to use clinical judgment and what they actually see NGNs do, with resultant negative effects on patients and NGNs.

Conclusion: These results provide a beginning understanding of NGNs' specific challenges with clinical judgment. Efforts to improve clinical judgment across nursing education and practice are needed. [J Contin Educ Nurs. 2024;55(8):399-406.].

Debriefing is a valuable tool to use when developing teamwork skills. The skill set can be either a specific outcome talent, such as a class on building teams, or a team skill set needed to successfully complete a team project. Professional development faculty can work to acquire and expand the skills described in this column. [J Contin Educ Nurs. 2024;55(8):375-377.].

The time for a nursing revolution is now. To ensure a bright future for generations, we must demonstrate by showing up with courage, letting go of our baggage as we know it, continuously inspiring others to join the movement, demonstrating an innovative spirit, and taking more risks to ensure a safe environment for all. [J Contin Educ Nurs. 2024;55(8):372-374.].

Designing a transition to practice program to increase foundational skill competency and interprofessional collaboration before unit orientation can produce outcomes that consistently outperform benchmarks. Established structures and processes drive the program to be easily amenable to incremental improvement, further maturing and sustaining the program's positive impacts. [J Contin Educ Nurs. 2024;55(8):369-371.].

Healing is a difficult concept to describe, quantify, or replicate. It is a complex mixture of personal contributions from the professional providing care, including competence, compassion, and empathy, that conjoins with the needs, sensitivities, and receptivity of the one who is receiving the care. Although it may be difficult to predict all the elements that come together to initiate sustained healing, as well as the long-term impact, it is important to observe the moments that make a difference. For those who study the nature of healing, a patient's reflections can surface the kinds of elements that are present when healing is sustained. [J Contin Educ Nurs. 2024;55(7):326-327.].

The knowledge domain of professional identity in nursing is the analysis and application of information derived from experiences, critical reflection, and scientific discovery from nursing and other disciplines. Knowledge guides role clarity, decision-making, and advocacy. Key concepts described in this column include mindset, innovation, clinical judgment, and reflection. [J Contin Educ Nurs. 2024;55(7):328-330].

Background: Virtual reality simulation (VRS) is an innovative modality in nursing professional development that has the potential to affect patient outcomes.

Method: An experimental cluster randomized controlled trial was performed with RNs on two inpatient units at a large academic health system. The purpose of this study was to evaluate the effect of VRS compared with traditional education on Clostridium difficile rates. Return on investment of nursing professional development activities was also measured to support decision-making and resource allocation.

Results: Rates of C. difficile infection were significantly lower for both groups for the 3-month postintervention period compared with the 10-month period preintervention. Financial analysis showed a return on investment for both modalities, with VRS having higher yields over time.

Conclusion: Findings showed that VRS was an effective instructional method. [J Contin Educ Nurs. 2024;55(7):351-358.].

Background: This study provides an analysis of the concept of nurse faculty job satisfaction.

Method: Walker and Avant's (2019) eight-step method guided this analysis. Searches of the CINAHL, PubMed, Medline, and Cochrane databases were performed with the following terms: faculty, nursing, nurs* faculty, nurs* educator, job satisfaction, work satisfaction, and employee satisfaction. Thirty-seven articles published between 2010 and 2022 in the field of nursing were included.

Results: Three defining attributes of nurse faculty job satisfaction were identified: psychological empowerment, self-efficacy, and motivational factors (achievement, recognition, responsibility, advancement, work, and growth). Antecedents included mentoring, effective leadership, structural support, and work culture and relationships. The consequences of nurse faculty job satisfaction were commitment (professional and organizational) and work efficiency, which included productivity, creativity, and innovation.

Conclusion: This concept analysis showed the attributes of nurse faculty job satisfaction are intrinsic and the antecedents are extrinsic. An operational definition was proposed, and a conceptual model was created. [J Contin Educ Nurs. 2024;55(7):331-337.].

Succession planning in leadership is a strategic process used to identify and develop future leaders to fill key organizational positions. This process ensures continuity of leadership and helps maintain the organization's performance over time. Succession planning is essential for critical roles and can be part of a broader strategic plan for talent management. Organizations that are accredited by the American Nurses Credentialing Center (ANCC) in Nursing Continuing Professional Development (NCPD) can benefit from implementing succession planning to drive the stability of its work as an Accredited Provider and confirm that the organization maintains its commitment to quality in providing NCPD. This column describes how the Accredited Provider Program Director (AP-PD) role can benefit from implementing succession planning into the structure of the Accredited Provider processes. [J Contin Educ Nurs. 2024;55(7):321-325.].