Journal of Nursing Administration最新文献

Background: The numbers of nursing school admissions and, thus, future nursing graduates are directly affected by the lack of qualified ANEs.

Methods: A consortium of diverse ANEs was formed to research these questions using the nominal group technique.

Results: Two central themes emerged from the consortium: support and collaboration. Recommendations are presented including a call for action for leaders of HCOs and academic nursing programs.

Conclusion: Findings of this research suggest that nurse leaders of HCOs and nursing programs develop solutions guided by these identified themes among other targeted interventions.

Advancing nursing practice to improve care and system outcomes requires doctoral-prepared nurses to conduct programs of research and translate science to practice. The authors describe a Doctoral support group (DSG) at one hospital designed to support nurses considering and navigating doctoral education while continuing as hospital employees. Strategies from 18 years' experience are provided for others to develop and sustain a DSG as part of an environment to support and retain nurses with doctoral degrees.

Background: Currently in the United States, the demand for RNs is stronger than is being supplied. This site-specific pediatric RN turnover rate was estimated at 15% per year, which is above the national average.

Methods: A descriptive correlational study was conducted using the Revised Casey-Fink Nurse Retention Survey tool.

Results: The top 2 areas that impacted nursing retention at this study site were workplace morale, and pay and benefits. These data are inconsistent with multiple other studies where decreased job satisfaction and burnout were top factors in nursing retention.

Conclusions: Although national data reveal reasons for leaving an institution or the profession, it is important to survey the local workforce to identify areas for focus in retention efforts.

Objective: The aim of this study was to develop a consensus model of required preceptor competencies to inform preceptor selection, development, support, and assessment.

Background: The preceptor role is complex and multifaceted, requiring knowledge and skills beyond the typical RN role; however, no nationally developed standards for preceptor competencies exist.

Methods: A mixed-method approach (national survey of preceptors, electronic Delphi, expert panel) was used to develop consensus on required preceptor competencies.

Results: This study identified and validated definitions for the preceptor role domains (role model, teacher/coach, facilitator, protector, socialization agent, leader/influencer, and evaluator), essential attributes for preceptors, core competencies spanning all role domains, and competencies in each role domain-components that together form the preceptor competency model.

Conclusion: The evidence provided from this study delineates the complexity of the preceptor role and provides a consensus model of preceptor competence that can be used to select, develop, assess, evaluate, and support preceptors.

Objective: Survey newly licensed nurses (NLNs) with respect to burnout, resilience, perception of the work environment, and intended short- and long-term job plans.

Background: NLN retention is a significant contributing factor to the nursing shortage.

Methods: A 126-item survey measuring demographics, burnout, resilience, work environment, and job plans distributed via email, using Listservs to recruit nurses licensed for 5 years or less.

Results: Participants (N = 547) reported moderate burnout, specifically emotional exhaustion, and resilience. Overall scores on perception of the work environment were positive. Multiple logistic regression suggests odds of 1-year intended job flight are positively associated with emotional exhaustion (odds ratio [OR], 1.77; P < 0.001), resilience (OR, 1.07; P = 0.003) and non-White racial identity (OR, 2.99; P < 0.001) and negatively associated with staffing and resource adequacy (OR, 0.63; P = 0.038).

Conclusions: Retaining NLNs requires mitigating burnout, addressing the experience of non-White NLNs in clinical practice, and improving support and resources for NLNs.

Nurses comprise the largest group of health professionals yet are underrepresented in health news media, depriving the public of important perspectives on health and healthcare and undermining the public's perceptions of nurses as experts. The George Washington University School of Nursing's Center for Health Policy and Media Engagement partnered with the American Organization for Nursing Leadership to invite a small group of chief nursing officers to participate in a workshop aimed at building an organization-specific strategy for sharing nurses' expertise with the public through media engagement. Participants completed a preworkshop survey, participated in two 4-hour workshops to explore the factors that contribute to nurses' invisibility as media sources, and developed a strategic plan for ensuring that their healthcare organizations are able to recognize and share their nurses' expertise with media. This article describes the initiative, its outcomes, and the implications for nurse leaders.

Objective: The aim of this study's phase 1 was to determine the current wellness levels of RNs in rural America settings, including barriers to maintain and recommendations for wellness.

Background: Nurses are experiencing more anxiety and burnout currently than prepandemic. A review of literature revealed a gap in describing nurses' wellness and strategies to maintain wellness in rural American healthcare settings.

Methods: The Integrative Health and Wellness Assessment (IHWA) V2 2022 holistically measured participants' wellness. The survey was deployed in 2023 to 6989 clinical nurses, nurse leaders, and advanced practice nurses.

Results: The IHWA V2 2022 mean was 134.72. Significant findings included age, years of experience, and role. Barriers of insufficient time, work environment, and family responsibilities were identified. Recommendations involved the work environment, stress management, and healthy boundaries with suggestions to implement in rural settings.

Conclusion: Study findings can assist leaders to implement interventions that positively impact nurse wellness in rural settings. Interventions promoting wellness are essential for nurses to meet these same needs of their patients.

Objective: The purpose of this cross-sectional descriptive study was to examine the relationship of professional governance, resilience, and empowerment among RNs in clinical practice in 1 healthcare system.

Background: Given the emotional and physical demands of nursing, especially in recent years, exploring ways that hope-inducing and resilience-building models can support professional practice is vital to the current and future nursing workforce.

Methods: An anonymous survey consisting of demographic questions, the Adult Hope Scale, Connor-Davidson Resilience Scale, and the Conditions for Work Effectiveness Questionnaire II was offered to 1450 RNs in a nonprofit community-based healthcare system for volunteer participation.

Results: Nurses who formally participated in professional governance nursing councils reported higher hope, resilience, and work effectiveness scores compared with nurses who did not participate in professional governance.

Conclusions: Based on these initial results, encouraging and creating avenues for the participation of RNs in professional governance are paramount to build a resilient, hopeful, and empowered workforce.

Person-centered coaching provided by clinical nurse specialists (CNSs) is an effective, acceptable, and feasible evidence-based intervention. Psychosocial distress experienced by older adults and their families during transitions of care can contribute to adverse events. CNS coaching demonstrated increased self-reported preparedness for healthcare transitions and knowledge-of-care options. CNS coaching promoted engagement and self-efficacy. Nurse administrators can incorporate this intervention in a variety of care settings to improve outcomes related to transitions of care.