Despite the demonstrated benefits of evidence-informed management, such as enhanced patient outcomes, improved working environments and reduced staff turnover, it is reported that nurse managers often fail to incorporate evidence into their management practices. This study explored and described the understanding and experiences of nurse managers regarding the utilisation of evidence-informed management. Through an examination of their perspectives, the study aimed to identify the barriers and enablers in adopting evidence-based practices in nursing management.
A qualitative explorative–descriptive–contextual study was conducted using five focus group discussions with twenty (n = 20) purposively selected nurse managers. Thematic analysis was used to analyse the data.
Three main themes emerged from the study, namely: (1) Nurse managers communicated the resources and requirements to support using evidence-informed management practices; (2) nurse managers verbalised the need to establish a process or pathway to use evidence-informed management; and (3) evidence-informed management was found to improve organisational performance significantly.
To facilitate the uptake of evidence by nurse managers to support their management practices, it is imperative to establish structures, processes and pathways that enable the utilisation of evidence. Additionally, this utilisation of evidence has been shown to improve the quality of patient outcomes and enhance the overall performance of the organisation. Implications for nursing management practice and education include continuous education and training to increase nurse managers’ knowledge and skills in utilising evidence. Moreover, nurse managers should adopt evidence utilisation as a daily management practice. Incorporating evidence-based informed management into postgraduate education curriculum serves to better prepare prospective nurse managers.
To examine how internationally qualified nurses (IQNs) and Australian nurse managers conceptualise specialist nurse status within speciality nursing and how definitional divergence may contribute to the underutilisation of IQNs’ specialist skills.
A sequential, explanatory mixed-methods study grounded in pragmatism.
Phase 1 used a descriptive cross-sectional survey (July–September 2022) distributed via social media, professional organisations and snowball sampling. Phase 2 involved qualitative data collection (December 2022–March 2023) through three focus groups with seven IQNs and eight individual interviews with nurse managers. Participants were asked to define specialist nurse status (survey prompt: ‘specialty nurse or clinical nurse specialist’), and data were analysed using content analysis (Phase 1 open text) and reflexive thematic analysis (Phase 2).
A total of 115 participants (71 IQNs; 44 nurse managers) provided definitional statements. Both groups drew on experience, education and advanced skills, but with different emphases. IQNs were significantly more likely than nurse managers to prioritise clinical experience as central to specialist nurse status (χ2 (1, N = 115) = 7.94, p = 0.005, Cramér’s V = 0.26). No statistically significant difference was observed in references to education (p = 0.44). References to advanced skills and expanded scope were infrequent and differed in emphasis, with nurse managers more commonly highlighting leadership, mentoring and quality improvement functions, while IQNs more often emphasised clinical autonomy. These divergences indicate a recognition mismatch that may delay or limit deployment of IQNs into specialist roles.
Nurse exportation, driven by sociodemographic factors, has become a significant trend in many African countries, including Ghana. Factors such as age, gender, marital status, religion, and family responsibilities influence nurses’ willingness to migrate for better economic and professional opportunities. This study explores the sociodemographic dimensions shaping nurse exportation in Ghana, employing a mixed-methods approach with a sequential explanatory research design. A cross-sectional survey of 483 nursing students and interviews with seven nurses provided insight into migration patterns. The findings indicate that younger nurses (18–25 years) exhibit a higher willingness to migrate, driven by aspirations for career advancement and financial stability. Gender disparities also play a role, with male nurses facing fewer mobility constraints compared to their female counterparts. In addition, marital status and religion were not found to significantly influence migration decisions, while having dependents emerged as a critical factor, with nurses without children being more likely to migrate. Given these findings, this study recommended that stakeholders prioritize younger nurses for international opportunities, as they exhibit greater flexibility and willingness to relocate. In addition, policies should be developed to support nurses with dependents, such as structured relocation assistance and family reunification programs, to facilitate their participation in overseas employment opportunities.
With the intensifying global trend of population aging, the importance of geriatric nursing is becoming increasingly prominent. Understanding how nursing students develop professional identity within the context of geriatric care can help foster their interest and competence, thereby ensuring the quality of care services in an aging society.
This study aims to explore, from a life course perspective, the multiple factors that influence the formation of professional identity in geriatric nursing among nursing students.
An exploratory descriptive qualitative design was employed. Semistructured interviews were conducted with 16 undergraduate nursing students. Thematic analysis was used to identify key themes related to the formation of professional identity.
Four main themes emerged from the data: (1) Early life experiences shaping emotional connection and basic impressions of older adults, (2) cognitive construction and challenges in geriatric nursing during education, (3) professional identity development and obstacles during clinical and volunteer experiences, and (4) realistic considerations and societal influences in career planning.
Nursing students’ professional identity is dynamically constructed through the interplay of multidimensional experiences over the life course. Enhancing early exposure, enriching educational content, strengthening clinical support, and optimizing the broader social environment are crucial to promoting positive identification with geriatric nursing and advancing the development of a specialized workforce in this field.
Clinical practice guideline (CPG) is essential for improving the quality and consistency of care. However, gaps between guideline recommendations and nursing practice remain, contributing to adverse patient outcomes. A theory-based tool is needed to systematically assess factors that influence nurses’ implementation of CPG.
To develop and validate the Clinical Practice Guideline Implementation Influencing Factors for Nurses (CPGIF-N) scale for identifying factors affecting CPG implementation among nurses.
Items were generated through a scoping review and refined via two-round Delphi reviews. A pilot survey with 40 nurses and a cross-sectional survey with 1005 nurses from eight tertiary hospitals were conducted. Both classical test theory (CTT) and item response theory (IRT) analyses were performed.
A total of 637 valid responses were analyzed. Content validity indices were high (I-CVI: 0.93–1.00; S-CVI/Ave: 0.99). The IRT analysis indicated that the final items demonstrated good discrimination (a = 1.278–4.579), ordered threshold parameters (b1 to b4), and acceptable to excellent average information (range: 0.700–2.161). Confirmatory factor analysis revealed acceptable-fit indices (χ2 /df = 1.956, RMSEA = 0.055, CFI = 0.935, TLI = 0.929). Average variance extracted values (0.818, 0.632, and 0.815) and composite reliability values (0.973, 0.941, and 0.982) confirmed convergent validity. The scale demonstrated excellent internal consistency (Cronbach’s α = 0.972; McDonald’s Omega = 0.982).
The CPGIF-N scale is a reliable and valid instrument, with strong psychometric properties, offering a practical tool to evaluate factors influencing CPG implementation among nurses in China.
Growing demand for resident care has made it increasingly challenging for care workers (registered nurses and nursing assistants) to provide person-centered and high-quality care in nursing homes. Demanding working conditions, high workloads, and job-related stress increase burnout risk among care workers. Positive work environments have been associated with reduced risk of emotional exhaustion and improved quality of care.
This study assessed the nursing home work environment, risk of burnout in care workers, and explored their association. Additionally, the study examined whether professional role moderates this association.
A cross-sectional, multicenter study included survey data from 819 care workers across 54 Belgian nursing homes. Linear mixed models examined associations between the work environment and burnout risk in care workers, with additional analyses exploring the moderating role of profession.
A substantial proportion of care workers reported positive collegial relationships (86.3%) and foundations for quality care (86.8%), while 65.5% reported insufficient staffing and resources. Additionally, 23.4% were at high risk of emotional exhaustion, 19.9% of depersonalization, and 32.2% of reduced personal accomplishment. All work environment measures were negatively associated with emotional exhaustion and depersonalization and positively associated with reduced personal accomplishment. Significant findings were obtained regarding the moderating role of profession.
This study underscores the importance of improving the nursing home work environment. Implementing targeted interventions to enhance these elements could reduce burnout risk among care workers. While achieving adequate staffing levels is essential, the impact on care worker well-being may be limited without additional improvements in the work environment. Granting care workers decision latitude and involving them in nursing home affairs could foster a more supportive and participative nursing management.
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