Nursing Economics最新文献

Internationally educated nurses migrating for work in other countries help address short and long-term staffing shortage issues. A transitional educational program was designed and implemented to prepare Mexican nurses with the competencies needed to work in any clinical setting in the United States. Through an intensive, full-time, 6-month transitional education program that included a living stipend during program participation, 30 out of 67 Mexican nurse candidates passed the NCLEX-RN, an English-language competency test, and were successfully placed in a hospital setting. Several salient lessons emerged from program implementation that have implications for transitions and capacity building among internationally educated nurses.

The High-Level Commission on Health Employment and Economic Growth was created by the United Nations to tackle the projected global shortfall of health care workers. The Commission developed recommendations addressing job creation, gender and women's rights, education, training and skills, health service delivery and organization, technology, and crises and humanitarian settings. The Commission report is an opportunity for nurse leaders, key stakeholders, and advocates in our nation to continue to champion heath workforce issues. The timing is right as we anticipate a new presidential administration and state, federal, and local leadership in 2017.

Improving the efficiency of health care is a national priority. The purpose of this study was to estimate trends in the efficiency of nursing care. Specifically, the baseline and rate of change in efficiency in the association between select hospital and nursing unit characteristics (e.g., nurse staffing levels) and indicators of patient safety (e.g., fall rates and hospital-acquired pressure ulcer rates) was investigated. A small but significant improvement in efficiency for non-Magnet® hospitals and units with increased RN hours per patient day was found. Trends in efficiency varied by unit type, with medical units showing the greatest improvement. In general, efficiency improved most in health care settings having the greatest opportunity for improvement.

The literature is rich with evidence that a nurse's work environment impacts his or her experience of factors related to turnover intent. However, one area of inquiry that has received little attention is the work environment of nursing faculty. The aim of this study was to gain an understanding of participants' lived experiences related to work environment quality and it's link with retention; use the knowledge gained to construct a definition of quality work environments from a nursing faculty perspective; and formulate grassroots recommendations that can serve as a stimulant for change within organizations. To achieve these aims, a participatory action research method, photovoice, was employed. Using this framework, nursing faculty were empowered to collect data using photography and construct meaning and recommendations for change.

Creating an environment that allows for ease of communication is imperative to meet the demands of health care that is focused on quality, safety, and outcomes. As a way to improve the communication between and identification of nursing staff by the interprofessional team, a process was created to aide in timely identification and communication between health care members. Enhanced communication can result in an increase in Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) scores for patient satisfaction in responsiveness, communication with nurses, and bathroom help.

Ambulatory care registered nurses (RNs) have a pivotal role in educating, encouraging, motivating, and supporting patients to be engaged in their care and achieve their health care goals. To improve health outcomes, patients need to be engaged in attaining these goals. RNs are instrumental in this process and well-controlled studies will demonstrate their impact on helping patient's engage in their care.

This study draws on psychological contract theory, according to which organizational members reciprocate detrimental treatment they perceive with negative work-related attitudes and behaviors. Organizational attitudes were predicted by both breach and violation. This study demonstrates the importance of psychological contract breach and violation to nurses. Nursing administrators and leaders are advised to monitor and balance the expectations of nurses. They should recognize the importance of the interpretive process leading to feelings of betrayal and anger, thus providing the opportunity to manage perceptions of breach.

Patient throughput allows for the efficient flow of patients through the hospital, ensuring timely and appropriate level of care. Evidence supports the implementation of hospital-wide patient throughput initiatives. Hospitals who have prioritized patient throughput have realized improvements in quality patient care, patient satisfaction, as well as a positive financial impact. Hospitals have implemented various patient throughput strategies; however, a standard process or methodology has not been identified. Evidence-based research is needed to create a framework to guide hospitals in implementing patient throughput strategies.

Research has shown male registered nurses (RNs) outearn their female colleagues by approximately $5,000 annually. The aim of this study was to explore differences in characteristics of female and male fulltime employed RNs, and to examine whether these differences help account for the female-male earnings gap in nursing. Specifically, the researchers tested whether the gender earnings gap could be explained by differences in career aspiration, workplace experience, time taken out of the labor force for child-rearing, and physical strength. While some evidence suggested motivational differences in career aspirations between female and male RNs exist, evidence supporting other hypotheses was not found. Given the expansion of nurses' roles in health care delivery, serious deliberations of how to respond to the earnings gap in nursing is warranted.