Journal of Nursing Administration最新文献

Objective: The virtual nurse (VN) pilot was developed to assist bedside nurses in administrative tasks, including discharges and education, from a remote location.

Background: Bedside nurse vacancies have increased, leading to a shortage of resources for the care team and less time for nurses to provide hands-on care to patients.

Methods: A survey showed 77% of nurses spend more than 3 hours per shift on admissions, discharges, and patient education. A pilot was conducted on a 45-bed unit with the VN focusing on discharges and patient education.

Results: During the pilot, the VN completed 1375 tasks, increasing patient and nurse satisfaction while reducing turnover and adverse events.

Conclusion: With the program's early success, the VN role is expanding into additional units.

In this column, Marguerite C. Samms, chief learning officer (CLO) for Intermountain Health, shares her career journey and how nursing practice prepared her for executive leadership.

This article explores the value of nurse leader membership in professional organizations in the United States and Canada. Benefits include the sharing of scholarly information, enlarging networks, and professional development.

Nurse leaders are foundational to the success of creating an inclusive culture and climate and responding to situations of discrimination, racism, microaggressions, and bias in healthcare settings. This article describes a leadership education initiative using virtual reality to provide diversity, equity, and inclusion training for nurse leaders. Immersion in a lived experience provides a safe and effective learning environment to promote, improve, and exemplify diversity, equity, and inclusion principles and should be explored for other educational applications.

Advanced practice nurse leaders are in key positions within health systems to provide time and resources for implementation and evaluation of digital health services. As virtual monitoring programs become more embedded within nursing, nurse leaders and educators need to ensure that nurses are prepared to work within interprofessional teams to administer and evaluate them. This article discusses challenges and implementation strategy considerations for data curation and analysis using large datasets from the Medicaid population for research.

Objective: This study aimed to evaluate nurses' trust in their leader and organizational commitment, examining the relationship between these factors postpandemic and investigating if age, tenure, and specialty area predicted trust and commitment.

Background: The nursing shortage was intensified by COVID-19. Nonnursing studies have explored the relationship of employee trust with organizational commitment, illustrating sparsity in nursing literature.

Methods: This study used a cross-sectional, descriptive, correlational design. An electronic survey was sent to more than 1000 nurses, with a final sample size of 135 over 6 weeks.

Results: Results demonstrated high levels of both trust and commitment. The correlation coefficients of all study variables were significant (P < 0.001). Organizational tenure predicted employee trust.

Conclusions: Developing leadership skills in building trust with the nursing team contributes to increased organizational commitment. Interventions such as leader development in establishing trust and building relationships with their team members may improve nurse retention and organizational commitment.

Veterans Day provides the opportunity to acknowledge the service of our nurse colleagues who have served or currently serve in the US military. It is a moment to reflect on their leadership and experiences as military nurses.

Advanced practice providers (APPs), widely considered essential to the delivery of healthcare, are one of the fastest-growing workforces in the United States. However, the APP role is evolving, and professional growth and advancement programs for APPs are still emerging at many institutions. Professional mentorship has been long embraced by other healthcare disciplines and numerous organizations because of the benefits gained from helping employees increase knowledge, enhance skills, and achieve scholarly goals, such as retention. Thus, there is a dearth of evidence on building effective APP mentorship models. This article details the development of an APP mentorship model and program designed to support both the mentor and mentee across the career trajectory.

Objective: The aim of this study was to analyze medication-related nursing medical malpractice cases to gain insights regarding how malpractice risk can be reduced.

Background: The criminal prosecution and verdict of nurse RaDonda Vaught focused attention on the potential medicolegal risk for nurses related to medications.

Methods: Medication-related medical malpractice cases involving nurses were obtained from a national database. Various attributes of these cases were examined, including contributing factors, injury severity, and case outcomes.

Results: Authors identified 231 nursing medication-related medical malpractice cases closed from 2017 to 2021. The most frequent adverse events involved medication administration. Not following policies or protocols was the most common contributing factor. Opioids and epinephrine were the medications most frequently involved in the cases. Indemnity payments were made in 56.3% of the cases, with an average indemnity payment of $366 002.

Conclusions: Nursing medication-related medical malpractice cases are relatively uncommon, which may reassure nurses regarding medicolegal risk. Medications and contributing factors involved in the cases suggest patient safety interventions including education related to policies, procedures, and protocols.

Objective: The aim of this study was to explore factors related to a travel nurse completing or extending an assignment or leaving before the end of an assignment.

Background: Hospitals use various options for staffing shortages. One option is to contract with travel nurses. The recent increase in travel nurse utilization, coupled with the need to retain permanent staff and see a return on investment, requires an understanding of factors driving travel nurse decision-making.

Methods: This qualitative research used semistructured interviews and a survey with prepandemic-postpandemic participants that comprised travel nurses from 2 urban academic centers.

Results: Three themes emerged from the interview data: flexibility, support, and conditions.

Conclusions: Travel nurses report they will stay in an assignment if they feel supported and have flexibility and if the location is desirable. Matching institutional needs with travel nurse experience and assignment expectations can create a mutually beneficial experience for the institution, agency, and the travel nurse.