Journal of Nursing Administration最新文献

Objective: The aim of this study was to discern managerial approaches linked to low nurse turnover and positive workplace well-being in a large academic health system in the Southeastern United States.

Background: Nurse managers influence nurse job satisfaction and retention; however, little qualitative research elucidates managerial techniques to foster positive work environments.

Methods: High-performing units were identified. Fifteen nurse managers participated in semistructured interviews to discuss their managerial style and approach to retention. Inductive codes were generated to discern themes.

Results: Managers reported striving to build cultures of appreciation, be involved leaders, promote team cohesion, prioritize work-life balance, and embrace diversity, equity, and inclusivity. In addition, managers worked to build systems to transparently handle safety concerns, equitably distribute workloads, implement timely conflict resolution approaches, and motivate staff retention.

Conclusions: Findings provided insight into factors contributing to a positive work environment and staff well-being. These leaders demonstrated a strong commitment to fostering healthy workplace culture.

Clinical research nurses (CRNs) advance evidence-based care and biomedical science. Despite their primacy within research teams, integration of this newly recognized specialty is an opportunity not fully realized. This article describes practical pathways based on structural empowerment models (SEMs) to optimize the integration of CRN expertise within the research and nursing ecosystem. The components of SEM were applied to describe, analyze, and compare the models, yielding examples that can be translated to other practice settings.

Objective: The aims of this study were to estimate how intent to leave (ITL) differs between those with at least a baccalaureate preparation compared with those with less education and to determine how reasons for leaving differ between the 2 groups.

Background: Many baccalaureate-prepared nurses leave bedside roles early in their careers to take advantage of enhanced career options. An understudied area of inquiry in nursing turnover research relates to retention of nurses who wish to remain in nursing while pursuing advanced nursing roles.

Methods: Researchers analyzed career plans of 12 191 new graduate nurses to determine differences in ITL by level of initial nursing education.

Results: A higher percentage of baccalaureate- and master's-prepared new graduate nurses reported ITL within 3 years (P < 0.001), and their reasons for leaving were more focused on career enhancement.

Conclusions: Nurse executives may improve baccalaureate nurse retention by enhancing and communicating career pathways for new graduate nurses during nurse residency.

The purpose of the Magnet® site visit phase is to verify, validate, and amplify adherence to the Magnet component examples, while also determining enculturation throughout the organization. Organizations preparing for Magnet site visit must prepare and support clinical nurses to amplify exemplary nursing practices through dialogue with the Magnet Appraiser team. This column reviews frequently encountered myths regarding the preparation and conduct of the Magnet site visit and guides CNOs, Magnet Program Directors, and nurse leaders to actions that will best prepare nursing staff for this celebratory event.

Objective: This study explores the relationship between nurse managers' self-awareness and their perceptions of a healthy work environment and clinical nurses' perceptions of a healthy work environment.

Background: Nurse managers are pivotal in leading nurses in healthcare institutions. Understanding nurse managers' self-awareness is important in creating a healthy work environment for the staff they serve.

Methods: This was a descriptive, correlational, cross-sectional design with 46 nurse managers and 62 clinical nurses in an academic health system.

Results: There was a positive relationship between nurse managers' level of self-awareness and clinical nurses' perceptions of a healthy work environment, and a strong positive relationship between the perceptions of a healthy work environment between the 2 groups.

Conclusion: These results can be used to tailor a leadership development program for nurse managers and could be duplicated in other environments.

Burnout in nursing continues to negatively impact the healthcare system, nursing supply, patient care quality, and organizational success. New perspectives and strategies for effective solutions to address this persistent problem and increase nurse satisfaction and retention are needed. This article proposes a novel intervention for decreasing nursing burnout: emotional intelligence. This intervention decreases burnout and exhaustion and increases personal well-being, self-control, self-awareness, emotionality, sociability, and personal boundary setting. Results from the initial study are presented, and continuing questions for future studies are proposed.