Journal of Nursing Administration最新文献

Objective: This study investigated the factors influencing professional identity (PI) in nurses across the career continuum and practice spectrum.

Background: A robust PI is associated with well-being, resilience, job satisfaction, role retention, and remaining in the profession. Emerging research examines the nature of PI in nurses in practice.

Methods: This was a cross-sectional survey using a convenience sample of nurses in a large US healthcare system.

Results: Nine hundred thirty-one complete responses were analyzed. Professional identity was found to be dynamic in nature, and influenced by self-concept, role, and work environment. Nurses who engaged in shared leadership, champion, or mentor roles had stronger PI. Access to leadership, team cohesion, recognition, and well-being all impacted PI.

Conclusions: Both intrinsic and external factors can shape PI. Leveraging standards of the Magnet Recognition Program® and providing recognition of nurses' value can foster nursing PI, deepening commitment to the role and profession of nursing.

Aims and objectives: Nurses face a variety of stressors and research examining nursing employee wellness programs is inconclusive with regard to cost-benefit and outcomes. This study aims to explore the impact of a self-directed short-term (2 wk) self-care activity on registered nurses (RNs) self-rated health-related quality of life.

Methodological design and justification: This was a prospective nonrandomized interventional pilot study that consented RNs working in a university hospital working day shift and night shift. Demographic data and the RAND-36-item Short Form (RAND-36) scores were obtained at baseline. Each RN then self-selected and committed to engaging in one of 30 self-care activities for a 2-week period. Follow-up RAND-36 scores were obtained after RNs completed the 2-week intervention.

Instrument: The RAND-36 is a tool that was used to collect participant responses.

Results: One hundred twenty-one nurses were enrolled in the study. Ninety-five (78.5%) out of the 121 had both baseline and follow-up SF-26 scores available. The nurses were mostly baccalaureate prepared [95 (78.5%)] and worked day shift [87 (71.9%)]. The physical health problems subscale at baseline [21.2 (6.0)] was similar to follow-up [22 (6.0); P=0.386]. There was a statistically significant improvement in RAND-36 subscale scores for: physical functioning (P=0.0096), pain (P=0.003), general health perceptions (P<0.0001), energy and fatigue (P<0.0001), social functioning (P=0.0004), emotional health problems (P=0.0422), and emotional well-being (P=0.0348).

Conclusions: This study identified a positive impact on nursing when the nurses self-selected a wellness activity. Positive changes in energy/fatigue, social functioning, and emotional well-being showed potential for healthcare workers and their well-being. Exploring short-term programs that promote autonomous motivation may provide cost-effective wellness programs. Future work should test for sustainability and long-term impact.

Objective: To examine whether adverse nurse job outcomes mediate the relationship between Magnet® designation and quality of care and patient satisfaction.

Background: While Magnet designation is linked to better care quality and patient satisfaction, the underlying mechanisms remain unclear.

Methods: This cross-sectional study linked 4 datasets: the US Clinician Well-being Study, RN4CAST-NY/IL survey, the Hospital Consumer Assessment of Healthcare Providers and Systems, and the American Hospital Association Annual Survey. The sample included 132 hospitals (60 Magnet, 72 non-Magnet). Outcomes included nurse-reported care quality, likelihood to recommend their hospital, patient safety culture, and patient satisfaction. Mediation analyses assessed the role of nurse job outcomes.

Results: Magnet status was directly associated with better quality and patient satisfaction outcomes, and indirectly through lower job dissatisfaction and work-life imbalance. Burnout did not mediate these relationships.

Conclusions: Nurse well-being plays a vital role in contributing to the relationship between Magnet designation and patient satisfaction.

Objective: To validate the Revised Self-Leadership Questionnaire and describe nurses' self-leadership.

Background: Self-leadership is a vaguely defined concept in nursing. Through better understanding of self-leadership strategies, these dimensions can be strengthened.

Methods: A cross-sectional design was conducted. A total of 230 registered nurses participated in the study. Principal component analysis and descriptive analysis were used.

Results: The validated tool has 7 components containing 31 items. The nurses assessed themselves as having moderate levels of self-leadership, with the components of natural reward strategies and self-reward as the highest and lowest scores, respectively. Job satisfaction, education, and experience were related to some of the components.

Conclusions: The Revised Self-Leadership Questionnaire is a reliable measure to use in nursing. The use of natural reward strategies at work is a resource with which to enjoy one's daily tasks, as well as a mindset that leaders should support. In the future, self-leadership training is needed.

Objective: To evaluate and compare burnout and resiliency among staff nurses during and after the COVID-19 pandemic.

Background: Evaluating burnout and resiliency levels during and after the COVID-19 pandemic offers valuable insight into how the nursing profession copes with unprecedented challenges such as the global pandemic.

Methods: A descriptive cross-sectional study was conducted among staff nurses in July 2021 (n = 390) and July 2023 (n = 303) across 3 academic hospital organizations using the Copenhagen Burnout Inventory and Brief Resilience Scale.

Results: Burnout significantly decreased from 2021 and 2023 (P = 0.002), though remained within "moderate" ranges. While personal-related burnout remained steady, work-related and patient-related burnout significantly decreased (P = 0.001). Resiliency remained unchanged throughout the study, remaining consistent at 3.6 (±0.7) out of 5.

Conclusions: Though significantly decreased following the pandemic, nursing burnout remains within "moderate" levels. Administrators should continue to prioritize nurse well-being by investing in evidence-based strategies to further reduce burnout and support resiliency.

This article provides strategic guidance for executive nurses in the event of a cyber-attack. The authors examine the effect of a cyber-attack on a healthcare institution. The types of cyber-security attacks that most commonly affect healthcare organizations are described. The need for proactive, formalized plans for responding to a cyber-attack, a recovery plan for a cyber-security disaster, procedures for system downtime, planned drills, and appropriate cyber-security education for nursing leadership and staff are discussed.

Nurse burnout is a growing and serious concern in healthcare, defined by emotional exhaustion, depersonalization, and a diminished sense of professional accomplishment. It negatively impacts patient care quality, contributes to increased staff turnover, and weakens the overall efficiency of healthcare systems. Factors such as complex clinical roles, excessive administrative duties, and inadequate work-life balance are key contributors to this issue. Emerging applications of artificial intelligence (AI) offer promising solutions to help alleviate nurse burnout. This review explores the potential and limitations of AI in addressing nurse burnout, emphasizing the importance of aligning technological advancements with the core values of nursing and maintaining a compassionate, patient-centered care environment.

Objective: The aim of this study was to validate administrative supervisor functional competencies and describe self-assessed mastery levels.

Background: Leadership development and success are anchored in role-specific competencies. Administrative supervisor functional competencies were created utilizing the American Organization for Nursing Leadership Nurse Leader Core Competencies and Nurse Manager Functional Competencies. This study focused on testing the identified core competencies for administrative supervisors with a national sample of administrative supervisors.

Methods: This was a descriptive cross-sectional study.

Results: Respondents (n = 104) rated the administrative supervisor functional competencies as relevant and assessed themselves as competent in performing these competencies.

Conclusion: These competencies can guide job descriptions, performance reviews, and leadership development for administrative supervisors, thereby enhancing the role and impact of these important nurse leaders.

This article discusses a leadership development program for nurse managers (NMs). Development of NMs is essential to increase competency and provide support. This program was composed of alternating interactive presentations and cohort coaching that occurred over 11 months. Competencies were evaluated at baseline and conclusion of the program. Participants reported an increase in multiple competency areas and rated the program as effective. Leaders should consider implementing similar programs that support the increased competency of NMs.