Journal of Nursing Administration最新文献

Nursing leaders increasingly recognize that, in today's complex healthcare environment, nurses are a crucial revenue-generating human capital asset, not just a costly labor input. In this article, the authors discuss nursing leadership strategies to amplify nursing's economic value to healthcare organizations.

Objective: The aim of this study was to psychometrically test the Casey-Fink Graduate Nurse Experience Survey (CFGNES) 2023.

Background: Graduate nurse transition into professional practice is challenging and can lead to turnover. Measurement of role transition experiences, relevant to concerns of today's graduate nurses, is needed.

Methods: A panel of experts assessed content validity. Psychometric properties were tested with responses of 426 graduate nurses. Evaluation included exploratory factor analysis to determine construct validity and internal consistency reliability.

Results: The final analysis identified 7 factors consisting of 41 items accounting for 42% of the variance. An additional subscale evaluates the preceptorship aspect of role transition. The final instrument includes a 25-item skills assessment.

Conclusions: The CFGNES 2023 is a valid and reliable instrument to measure graduate nurse role transition experiences.

To advance nursing leadership science, the Association for Leadership Science in Nursing and American Organization for Nursing Leadership formed a strategic partnership. This resulting joint council successfully influenced national research priorities, advocated for the inclusion of nursing leadership as an advanced practice specialty in accreditation standards, and investigated innovative care delivery models. These collaborative efforts will serve to drive healthcare transformation.

Objective: The purpose of this article was to compare nurse outcomes between high-performing and low-performing nurse managers (NMs) across clinical settings and discuss financial savings associated with high-performing NMs.

Background: When NMs are provided with an environment that allows them to perform at a high level, their impact can be measured in terms of their nursing unit outcomes. Understanding the differences achieved between high-performing and low-performing NMs may provide insights on the return on investment in redesigning the NM role.

Methods: Data from the 2022 National Database of Nursing Quality Indicators annual RN survey were used to examine the relationships among variables across care settings.

Results: High-performing NMs across clinical settings achieved significantly higher RN intent to stay, higher quality of care, and lower missed nursing care, compared with low-performing NMs.

Conclusions: High-performing NMs achieved superior nurse outcomes with implications for the quality of nursing care and patient outcomes. Although coaching underperforming NMs is intuitive, mentoring high-performing NMs may yield greater benefit.

Nurse managers are the critical link between strategy and care delivery, yet they are often excluded from decisions about technology design and implementation. Exclusion contributes to resistance and burnout, driven by systemic challenges such as the introduction of new technologies without adequate input on their impact on workflow. This misalignment can result in an increased operational burden rather than improved efficiency. Grounded in the Digital Transformation Guiding Principles from the American Organization for Nurse Leaders and Maslow's hierarchy of needs, this article examines how engaging nurse managers in the co-design and implementation of technologies can strengthen operational leadership, reduce burnout, and advance digital transformation through empowerment, trust, and alignment.

An evidence-based practice (EBP) course, designed by the Veterans Health Administration (VHA) Office of Nursing Services, was implemented in 17 facilities. The course focused on EBP processes and project implementation. A digital platform supported project oversight. The course description and evaluation findings may help nurse leaders implement essential elements at their facilities.

Objective: This study examines the multidimensionality of Nurse Practitioner Primary Care Organizational Climate Questionnaire (NP-PCOCQ), tests the relationship of climates with quality of care, and determines if distinct climates arise based on organizationally defined groups.

Background: The 29-item NP-PCOCQ applicability to assessing advanced practice nurse prescriber (APNP) climates in rural settings is unknown.

Methods: A cross-sectional, correlational survey design and mixed-mode data collection were used with 942 APNPs from rural areas in 1 state. A total of 179 questionnaires (19% response rate) were analyzed with confirmatory factor analysis, multivariate analysis of variance/analysis of variance tests, and hierarchical regression analysis.

Results: A 12-item NP-PCOCQ's 3-factor structure was confirmed: NP-administration relations, NP-physician relations, and independent practice and support. The NP-physician climate had the strongest association with quality of care. Statistically significant differences were found between organizational climate types by work roles, facility types, and tenure.

Conclusions: The abridged survey will empower nurse leaders to track and improve APNPs' climates.

An innovative approach to prelicensure nursing student clinical experiences was developed to maximize nursing student engagement as members of the care team in the clinical setting. A standardized communication tool identifying student assignments and skill capabilities and enhanced communication had positive impacts on student, clinical instructor, and unit perception of clinical experiences and student involvement on the clinical unit.