Journal of Nursing Administration最新文献

The COVID-19 pandemic exacerbated an existing problem plaguing hospital systems across the United States: a nursing workforce shortage. This article describes how one institution applied the American Organization for Nursing Leadership Nurse Executive Competencies to convene an immersive think tank to reimagine the nursing workforce.

Addressing the current and future nursing workforce shortage is the most pressing topic on healthcare leaders' agenda. The pandemic worsened a looming problem, driven both by supply and demand. Classic strategies deployed in past shortages are useful but are not sufficient to guide scarce resource management in the future. Emerging innovative technology solutions, carefully selected and evaluated, can supplement and enhance past strategies.

Ghosting of applicants in nursing recruitment can be considered uncivil behavior. Ghosting, or cutting off communication with another person without explanation, is a problem that can be addressed by setting organizational and industry standards for the handling of nursing applicants. This column reviews the phenomenon of ghosting in the recruitment process and offers suggestions to ensure this experience does not occur.

The ANCC Magnet Recognition Program's® mission and vision is to continually elevate patient care and transform healthcare globally through an environment where nurses and the interprofessional team flourish. Reflecting the larger shifts in the healthcare delivery system from inpatient to ambulatory care settings, the Commission on Magnet® continues to emphasize the contributions of nurses in ambulatory care settings in the 2023 Magnet Application Manual®. This Magnet® Perspectives column will discuss the valuable role of ambulatory care nurses across the continuum of care and review new requirements in the 2023 Magnet Application Manual for measurement of nurse-sensitive outcomes in the ambulatory care setting using nationally benchmarked measures. In addition, potential sources of nationally benchmarked ambulatory data and selection of ambulatory care outcome measures will be discussed.

In this column, Kay Kennedy, DNP, RN, NEA-BC, CPHQ, chief executive officer for Leadership, LLC, shares how her career journey and the relationships that she built along the way led to a contemporary nursing leadership theory called Human-Centered Leadership.

Acting on the 2022 Clinical Nurse Specialist (CNS) census results, the National Association of Clinical Nurse Specialists (NACNS) launched a robust response. In this column, the President of NACNS highlights key survey findings and strategic initiatives to modernize the CNS scope of practice and lead the next generation of CNSs to strong impact on patient and nursing care outcomes.

Safety-specific transformational leadership (SSTFL) has been examined in high-risk industries for decades with solid evidence for its effectiveness and influence on safety climates and safety outcomes. The concept has recently been introduced to healthcare, with an operational definition developed through a concept derivation process and the development of a typology of factors that influence the relationship between leadership and safety climate. This article describes the evidence-based behavioral characteristics of leaders practicing SSTFL, which serve as a basis for the development and testing of an instrument to measure the latent variable of SSTFL in interprofessional healthcare leaders.

Objective: In this study, a psychometric evaluation of the Nurse Practitioner Self-efficacy Scale (NPSES) was conducted.

Background: Self-efficacy is an important concept for optimal nurse practitioner (NP) performance and retention. The NPSES may serve as a valuable instrument to support NP practice.

Methods: This descriptive cross-sectional study evaluated the NPSES responses from 230 NPs. Confirmatory factor analysis, reliability, and t tests were used to analyze the results.

Results: Confirmatory factor analysis revealed acceptable goodness of fit for an 8-factor model (root-mean-square error of approximation = 0.05, comparative fit index = 0.97, Tucker Lewis index = 0.96). Reliability estimates resulted in acceptable internal consistency (coefficient α = 0.94). The t tests comparing more and less experienced NPs resulted in higher scores in more experienced NPs.

Conclusion: This validation study showed that the NPSES is a psychometrically-sound instrument to assess NP self-efficacy. The NPSES is a cost-effective and convenient method to measure self-efficacy, a valuable concept for NP practice.

Aim: The purpose of this article is to describe how regional community assessment survey data specific to healthcare workers' (HCWs') attitudes and actions related to workplace violence (WPV) from 1 participating urban tertiary hospital was compared with current evidence to identify evidence-based interventions to promote a safer work environment. The regional survey assessed real-time data regarding the state of WPV and its impact on HCWs, and to drive proposed interventions to prevent and reduce WPV in the healthcare community.

Background: Incidents of WPV in healthcare continue to increase, resulting in calls for action from staff, leadership, and regulatory organizations.

Methods: Data were collected from the HCWs who completed the survey. Experiences with WPV were analyzed. Qualitative data were evaluated for themes. A review of external evidence was conducted to identify best practices in preparing proposed next steps for the organization.

Results: Healthcare worker attitudes and practices related to WPV were described as unreported and not addressed. Violence was more readily perceived as a part of the job. External evidence indicated that education and training alone seemed to have minimal effect on preventing WPV. Evidence from best practices and staff feedback were recommended to be incorporated into plans for the organization.