Journal of Nursing Administration最新文献

Objective: To determine if there is a difference in stress and anxiety before and after the use of the nature-themed recharge room.

Background: Psychological support measures have been noted to be relevant to nurses; however, the effect of the pandemic on the healthcare workers' emotional and psychological well-being led to urgent calls to implement psychological support measures more widely.

Methods: The study utilized a 1-group pretest and posttest design. One hundred sixty hospital employees utilized the recharge room, with 131 completed questionnaires counted in the data analysis. Data were collected using the demographic form, Perceived Stress Scale, and State-Trait Anxiety Inventory.

Results: Most participants were between 25 and 35 years old, female, worked the morning shift, had 3 to 5 years of experience, preferred a water feature theme, and used the room for 10 minutes. The mean stress preintervention score was 7.44, and postintervention score was 7.17, with the difference not statistically significant. The mean anxiety preintervention score was 14.17, and postintervention score was 8.48, with the difference statistically significant at a P < 0.05. Females working in the hospital for 1 to 5 years were physicians/residents, nursing support staff, and leaders with the highest mean stress (4-item Perceived Stress Scale) and anxiety (6-item State-Trait Anxiety Inventory) preintervention scores. Comparing the preintervention and postintervention anxiety levels, the highest reduction was noted among females working in the hospital for 1 to 3 years and nursing support staff who have used the room for 5 to 15 minutes with 2 or fewer people.

Conclusion: Organizational leaders should offer psychological support programs, such as the nature-themed recharge room, to help reduce the healthcare workers' stress and anxiety.

Objective: The aim of this study is to examine the mediating roles of organizational trust and structural empowerment on the speak-up behavior of oncology nurses.

Background: Organizational trust can create opportunities for a good working environment. Structural empowerment is an important factor affecting the speak-up behavior of nurses. The intermediary roles of organizational trust and structural empowerment on speak-up behavior are not specific.

Methods: A correlational descriptive research design was used, and 232 nurses from 2 different hospital levels (the Ministry of Health hospital and university hospital) responded to 4 questionnaires.

Result: The results reflect that organizational trust and structural empowerment are a factor on nurses' speak-up behavior.

Conclusion: The findings demonstrate that a work environment where organizational trust is developed and a structural empowerment framework is in place contributes to nurses' speak-up behavior among oncology nurses.

Objectives: The aim of this study was to explore risk factors for developing hospital-acquired pressure injuries (HAPIs) among critically ill adult inpatients.

Background: Hospital-acquired pressure injuries remain a priority quality focus for Magnet ® organizations. Recent studies cite medical devices as a primary cause, yet published risk assessments lack inclusion of those threats.

Methods: Nurses at a 434-bed, 4-time Magnet ® -designated hospital led a retrospective study acros 9 American Nurses Credentialing Center-designated facilities. Using a chart review tool, data were collected within 48 hours of a confirmed HAPI.

Results: Of 207 HAPIs reported, 54% (n = 113) involved deep tissue pressure injuries and 50.2% (n = 104) involved 19 medical devices. Individuals with a HAPI also used 1 or more of 7 distinct types of mobility-limiting medical equipment.

Conclusions: Study findings support the development of a critical care risk assessment with inclusion of a medical device and mobility-limiting medical equipment as risk factors. A secondary study is underway for specificity and sensitivity testing of this assessment.

This article discusses the impact of the healthcare industry's workforce crisis on the patient experience and explores how technology can alleviate the pressure on patient care teams, reestablish the human connection between nurses and patients, and create a virtuous cycle in healthcare. By working together and leveraging digital solutions, healthcare organizations can develop more effective and efficient systems of care delivery that ultimately benefit both patients and care teams.

Many DNP scholarly projects occur in healthcare organizations, often taking various forms based on specific academic requirements. Projects require site mentorship, project facilitation, and institutional review board resources. This article highlights the impact of DNP scholarly projects on healthcare organizations and provides a road map for success for healthcare leaders and site mentors.

More than 3 decades have passed since an enterprising team of nurse researchers unearthed groundbreaking findings that led to the creation of the American Nurses Credentialing Center's Magnet Recognition Program®. Over time, the program has grown bigger and broader than anyone could predict, making a significant impact on nurses, the nursing profession, and healthcare delivery around the world. After the recent upheavals caused by the COVID-19 pandemic, is Magnet® still relevant today? This month's Magnet Perspectives column examines the program's enduring significance and proven value in supporting nurses and helping healthcare organizations navigate the financial, labor, and regulatory challenges of the post-COVID era.

In the last decade, there has been active discourse within nursing communities regarding healthcare disparities associated with racism. To address this critical problem, a multidisciplinary team at a pediatric healthcare setting identified 33 projects across 4 key drivers of health equity. The drivers of health equity include: 1) developing a diverse nursing workforce; 2) creating a nursing culture with a strong sense of belonging; 3) providing learning and growth opportunities; and 4) providing equitable nursing care. This article describes 1 organization's approach to addressing healthcare disparities associated with racism through a nursing program to address equity, diversity, inclusion, and antiracism.

Objective: This integrative review aims to synthesize literature and evaluate the relationship between formalized nursing leader orientation programs and nursing leadership engagement.

Background: The onboarding and orientation of new nursing leaders should be more supported in healthcare organizations. Research supports that dedicated leadership onboarding and orientation programs increase nursing leadership engagement and retention.

Methods: This review was based on a literature review using PubMed, CINAHL, and Web of Science using MeSH keywords and associated terms, including nursing leadership or nurse manager, engagement, and onboarding or orientation.

Results: Incorporating formalized orientation and onboarding programs for newly hired or promoted nursing leaders improves leadership engagement. Programs should include a mentorship program to pair new leaders with experienced leaders to promote interprofessional collaboration and incorporate an advanced curriculum focusing on transformational leadership practices that increase nursing leadership engagement.

Conclusions: Implementing formalized onboarding and orientation programs for nursing leaders, focusing on mentorship, interprofessional collaboration, and transformational leadership practices can enhance nursing leadership engagement and retention. Healthcare organizations should prioritize implementing these programs to enhance nursing leadership engagement and retention.

With the current global mental health crisis, hospitals have experienced an exponential increase in behavioral health patients boarding on medical and surgical units. Nursing leaders are challenged with adapting existing infrastructure to deliver safe high-quality care to this patient population. This article describes 1 medical center's nurse-led effort to improve safety and quality care experiences for pediatric behavioral health patients boarding on a medical unit and for the staff providing care.

Objectives: The aim of this study was to compare the degree of resilience and self-perceived physical and mental health in nurses before and during the COVID-19 pandemic.

Background: Work-related stress among nurses is recognized as an antecedent of burnout, which in turn impacts resiliency and well-being. The work of nursing has long been noted as stressful. Although nurse resilience and perceived well-being have been shown to decrease during a period of usual stress (constant and chronic), the impact and significance of prolonged stress on nurse resilience and well-being illuminates throughout the literature.

Methods: Replicating a cross-sectional prepandemic study, nurses were resurveyed in 2020 during the COVID-19 pandemic. In both studies, the Connor-Davidson Resilience Scale and PROMIS Global Health was used to measure respondent's: 1) resilience level; 2) physical health status; and 3) mental health status, respectively. Independent 2-sample t tests were performed to compare the pre-and-post score differences in the 3 outcomes. To identify characteristics that were associated with the pre-and-post differences, comparison analyses were also performed within each level of the respondents' characteristic variables.

Results: A higher proportion of postsurvey respondents reported working more than 8 hours of overtime per week, had thoughts of quitting their current job, and thought their workload was too much compared with the presurvey respondents. Generally, the postgroup resilience scores and self-perceived physical and mental scores were statistically significantly lower compared with the pregroup scores, but those differences were only observed in certain subgroups defined by respondents' characteristics.

Conclusions and implications: Self-perceived physical and mental health are significantly associated with the degree of resilience and worsened during the COVID-19 pandemic, especially in younger and older nurse cohorts. Engaged nurse leaders are key to implement interventions that build resilience and perceived well-being during periods of usual and prolonged stress.