Journal of Nursing Administration最新文献

Objective: This study aimed to investigate the mediating role of psychological distress in the relationship between work-family conflict and nurse managers' (NMs') professional and organizational turnover intentions.

Background: Work-family conflict is prevalent among NMs. It can have a significant impact on their intent to leave their organization and the profession. However, the role of psychological distress as a potential mediator in the relationship between work-family conflict and turnover intentions has not been studied in the context of NMs.

Methods: A cross-sectional design was used, and data were collected from a sample of 260 NMs using self-report questionnaires.

Results: NMs experienced a moderate level of work-family conflict and psychological distress. Organizational turnover intention was moderate, whereas professional turnover intention was low. Higher levels of work-family conflict among NMs contributed to increased psychological distress, which, in effect, influenced their desire to leave the organization.

Conclusion: To support NMs and mitigate turnover intentions, healthcare organizations need to prioritize the creation of a work environment that promotes work-life balance and reduces psychological distress.

Objective: Relationships among coworker and patient visibility, reactions to physical work environment, and work stress in ICU nurses are explored.

Background: Millions of dollars are invested annually in the building or remodeling of ICUs, yet there is a gap in understanding relationships between the physical layout of nursing units and work stress.

Methods: Using a cross-sectional, correlational, exploratory, predictive design, relationships among variables were studied in a diverse sample of ICU nurses.

Results: Visibility had a direct effect on work stress (P < 0.01). The ViPES (Visibility, Physical Environment and Stress) model can help explain relationships among study variables. The findings from this study support the notion that high visibility is a job resource and low visibility is a job demand.

Conclusions: Design features supporting a sense of connection may be especially important to less experienced ICU nurses. Elements of the built environment that allow nurses to see not only patients, but also their coworkers, may help mitigate work stress.

Disseminating research or evidence-based practice is not straightforward. As more clinical nurses, executive nurse leaders, nurse scientists, and faculty contribute to new knowledge, there is an increasing need to support the processes to publish and disseminate manuscripts to advance healthcare. Nurse administrators and leaders are key influencers and supporters to bolster expertise and resources to publish. This article provides nurse leaders and administrators clear, actionable steps to enable successful publication outcomes.

The Chairperson of the Commission on Magnet®, Dr Sharon Pappas, discusses her history in leadership and the role of Magnet designation on her trajectory. Dr Pappas presents her thoughts about the direction of the Commission on Magnet for the future, based on the successes of the past.

Objective: To describe practicum experiences as perceived by nurse leader preceptors of graduate students in a nursing administration practicum.

Background: Practicum experiences in graduate nursing administration programs provide students with exposure to the real-life experiences of nurse leaders, bridging the gap between academic knowledge gained and the application of that information to the workplace. The literature lacks best practices for graduate nursing administration practicum experiences.

Methods: Eight nurse leaders were interviewed using a semistructured format. Data were transcribed and subjected to selective thematic analysis.

Results: Five themes were identified: professional and personal growth, transition of education into practice, academic partner engagement and support, time, and contributions to the organization.

Conclusion: Leadership practicum experiences provide a real-world perspective and are an essential part of growing future nurse leaders. This study yielded invaluable insight from nurse leader preceptors, recommendations for structuring graduate nursing administration practicums, and implications for sustaining resilient academic-practice partnerships.

Objectives: The aim of this study was to estimate the national incidence of nurse suicide.

Background: Nurses are at a higher risk of suicide than nonnurses; however, data have been limited since 2018.

Methods: This study used a retrospective cohort design using 2017-2021 National Violent Death Reporting System suicides.

Results: Female nurses had higher suicide rates than female nonnurses in 2018 (incidence rate ratio, 1.21 [95% confidence interval (CI), 1.05-1.39]), 2019 (1.41 [95% CI, 1.23-1.60]), 2020 (1.26 [95% CI, 1.08-1.45]), and 2021 (1.35 [95% CI, 1.17-1.55]), whereas male nurses were comparable with male nonnurses. Nurses had higher odds of mental health problems (adjusted odds ratio, 1.28 [95% CI, 1.13-1.46], P < .001), job problems (1.60 [95% CI, 1.33-1.92], P < .001), and use of poisoning (1.54 [95% CI, 1.37-1.74], P < .001). Nurses had higher odds of using opioids, cardiovascular/diabetic agents, and drugs not prescribed for home use.

Conclusion: Female nurses are at a higher risk of suicide than other females. Multimodal nurse suicide prevention strategies remain indicated.

In 2024, Mary Beth Kingston, PhD, RN, FAAN, received the American Organization for Nursing Leadership (AONL) prestigious Lifetime Achievement Award. This award honors an AONL member recognized by the nursing community as a significant leader in the nursing profession and who has served AONL in an important leadership capacity. Kingston retires in December 2024 from her position as executive vice president and chief nursing officer at Advocate Health, Charlotte, North Carolina, the nation's 3rd largest nonprofit integrated health system. As AONL Board President in 2019, she played an instrumental role in the rebranding of the organization. Kingston spoke at a thought leader session at the AONL annual conference in April 2024. The following column is based on her remarks.

Objective: The aim of this study was to explore the lived experiences of presenteeism among Taiwanese nursing staffs.

Background: Presenteeism is a subjective and multifaceted experience, but nurses have rarely been invited to provide their own views of presenteeism.

Methods: A qualitative study based on content analysis was conducted. Fifteen participants were recruited. Data were collected through face-to-face interviews and analyzed using the constant comparative method.

Results: Four key categories and their subcategories were identified: 1) burden of being forced to attend work; 2) physical or mental discomfort; 3) predisposing factors; and 4) binding duty.

Conclusion: This preliminary study provides guidance for administrators to establish a healthy workplace and maintain quality patient care. Managers should understand the predisposing factors that lead to absenteeism, such as insufficient staffing, and propose effective measures. This study contributes to the development of research and measurement tools, adds preliminary data, and explores nursing staff presenteeism.

Objective: This study explored nurse leaders' perspectives and experiences in supporting nurses following a serious medical error.

Background: Appropriate support is crucial for nurses following an error. Authentic leadership provides an environment of psychological safety and establishes a patient safety culture.

Methods: A cross-sectional survey research design was conducted to determine nurse leader's (NLs') perspectives on supporting nurses following a medical error.

Results: NL training on handling serious medical errors varied. NLs indicated experiencing a variety of formal support programs: peer support, education, error examination, employee assistance, and just culture. Following an error, NLs reported these interventions were helpful, including education/retraining, psychological safety, time off the unit, identifying system failures, nurse involvement in disclosure, and peer support.

Conclusion: This study illuminates how NLs support nurses following an error. It provides insight into the education of NLs on assisting nurses and the need to implement formal caregiver support programs.

A commitment to community involvement is a fundamental component of the American Nurses Credentialing Center's Magnet Recognition Program®. It reflects the nursing profession's spirit of service to society, as well as the personal ethos of those who pursue a nursing career. As we enter the season of gratitude and giving, we explore the role volunteerism plays in an organization's Magnet® culture, how it contributes to a greater sense of purpose, and how nurses far and wide make an impact when they give back to their local, national, and global communities.