NURSING FORUM最新文献

Background: Approximately 40% of postpartum patients do not return for comprehensive postpartum visits. Up to 20% of postpartum patients suffer from depression or anxiety. One-third of deaths related to pregnancy occur between 7 days to 1-year postpartum. Only 27% of new moms returned for comprehensive postpartum or check-in visits during the first 3 weeks postpartum. The providers did not perform depression screening for these postpartum outpatients. This quality initiative aimed to provide effective care by increasing postpartum follow-up to 80% in 90 days.

Method: The core interventions in this project included schedule logs, telehealth check-in visits within 1-3 weeks postpartum, screening with the Edinburgh Postnatal Depression Scale (EPDS), and a team engagement plan.

Results: Sixty-eight percent (68.8%) of patients attended check-in visits, and staff screened 90.9% of patients with the EPDS. Patients who checked-in benefited from visits, making patients more than four times more likely to attend comprehensive visits. Overall attendance for the comprehensive visit increased from 27% to 57% (p < .001).

Discussion: This initiative increased attendance at postpartum visits at a statistically significant rate. Implementing a schedule log, postpartum check-in visits, and depression screening increased effective care and attendance at comprehensive postpartum visits.

Pain hygiene (PH) is a new concept that has not been well-defined. A qualitative content analysis was conducted to understand this newly developed concept. Based on the responses from 78 students, the perceptions of the meaning of the term "pain hygiene" and differences between the term "pain hygiene" and "sleep hygiene" through their participation in open-ended surveys was described. Using content analysis, four themes emerged to present students' meaning of the term "pain hygiene": prevention of worsening of pain; cleanliness or hygiene practices to manage pain; self-care to manage pain; and physical and psychological management of pain. Two themes emerged illustrating differences between PH and sleep hygiene: practices that contribute to a better quality of life and condition, and better sleep with no pain. As a newly developing concept, PH can be used to make changes in pain assessment, prevention, and pain management strategies for all people with pain, which can enrich their quality of life and bring change in pain care outcomes.

Introduction: Professional values give meaning and direction to clinical practices by providing a philosophical framework for nursing practices. The internalization of professional values is quite effective in providing professional service and is very important in terms of service quality.

Design: This descriptive study has been conducted to determine the relationship between nurses' professional values and caring behaviors.

Methods: A total of 176 nurses participated who worked in hospitals in this study. The data were collected online using the Nurse Information Form, Nurses Professional Values Scale-Revised (NPVS-R), and Caring Behaviors Assessment Tool Nursing Version-Short Form (CBAN-SF). Data analysis was performed using SPSS software, the Mann-Whitney U test, the Kruskall-Wallis test, and the Spearman correlation coefficient.

Results: Of the nurses participating in the study, 66.5% are between the ages of 21-30, 80.7% are female, and 71% are university graduates. No statistically significant difference was found regarding professional values between the mean scores from the NPVS-R and CBAN-SF in terms of the nurses' age, gender, position, working style, clinic at which they work, or their educational status. The nurses scored high on the NPVS-R and CBAN. A moderate, significant, and positive relationship was found between nurses' overall scores on the NPVS-R and CBAN-SF.

Conclusion: As nurses' perceptions of professional values increase, their perception toward assessing care behaviors also increases. In addition, a relationship exists between nurses' education levels and assessment of care behaviors and between their work experience and their perceptions of professional values. Conducting studies on the subject using different designs is recommended.

Background: Nurses are facing several ethical problems like the safety of the nurses, patients, co-workers, and families, allocation of scarce resources, and the changing nature of the relationships of nurses with patients and families during the COVID-19 pandemic. These have caused nurses to have feelings such as stigmatization, fear, anger, anxiety, uncertainty, work-related strain, and burnout. Identifying nurses' ethical sensitivities and professional values are highly important to ensure that nurses are placed in the right decision-making position. This descriptive correlational study was carried out to evaluate the professional values and ethical sensitivities of nurses during the COVID-19 pandemic.

Methods: A quantitative descriptive and correlational study was performed with 245 nurses in Turkey. The "personal information form," the "nurses professional values scale-revised (NPVS-R)," and the "moral sensitivity questionnaire (MSQ)" were employed for data collection.

Results: The nurses' 52.7% reported facing an ethical dilemma. Also, 40.3% of the nurses who had an ethical dilemma during the pandemic failed to solve it. The mean NPVS-R scores of the nurses had statistically significant negative correlations with mean scores of the overall MSQ and its autonomy, benefit, integrative approach, and orientation subscales (p < .05). The nursing staff had high levels of professional values and moral sensitivities.

Conclusion: Professional value perceptions were enhanced, and moral sensitivities were improved. Age and professional experience were identified as factors that affected the professional value perceptions and moral sensitivities of the nurses. The results will form the basis for future studies and contribute to the resolution of ethical dilemmas experienced by nurses.

Aim: To examine the concept of Leadership Presence.

Background: Presence is an essential factor in a leader's repertoire. However, the concept is not well-defined, or the significance understood on how leadership presence affects individual and organizational outcomes.

Design: Walker and Avant's modified method of concept analysis DATA SOURCE: Literature from multiple scholarly databases were searched. The search terms "leadership," "presence," "physical presence," and "leadership presence" were imputed using established inclusion criteria: full text, peer-reviewed, and printed in the English language from 2016 to 2021.

Review methods: Articles examined to determine the context of leadership presence and to understand and identify the antecedents, attributes, and consequences of leadership presence.

Results: Eighteen articles met inclusion criteria and were examined. Antecedents consisted of elements that represented the internal complexity of the organization and the presence of external threats. Attributes included a leader's emotional intelligence, a vision for improvement, and a commitment to successful caring and patient outcomes. Consequences evolved from organizational and individual elements of leadership presence.

Conclusion: By understanding the concept of leadership presence, nurse leaders can appreciate the meaning, implications, and contributions of this concept and employ leadership factors that influence nurse, patient, and organizational outcomes.

Background: COVID-19 vaccination started in Greece in the last days of December 2020. Health care workers (HCWs) of the public national health system (NHS) were on the frontline and they would be role models for all the citizens.

Aim: Investigation of the intention and hesitation of HCWs (doctors, nurses, and nursing assistants) of the NHS of Greece, regarding the vaccine against SARS COV-2 virus and the factors that affect them, during the first trimester of the availability of vaccines, in the country.

Methods: A multicenter cross-sectional study was conducted in Greece among health professionals (n = 2484) of the NHS. Data were collected with the use of an online questionnaire through snowballing sampling.

Results: Acceptance of a safe and effective COVID- 19 vaccines was higher among doctors (85.6%), followed by nurses (66.3%), and nursing assistants (64.1%). This study confirms pre-existing research on the interaction of gender, age, quality of personal information, educational level, training by the employer, and cognitive background regarding viruses and vaccines.

Conclusion: In conclusion, our study showed that once a vaccine was available, most HCWs were willing to be vaccinated. These findings could be used in the future to tailor communication and promotion campaigns, using anthropocentric strategies.

Objective: We examine the gap between the current and desired state of Doctor of Nursing Practice (DNP) education from the perspective of postdoctoral (DNP) teaching and education fellows.

Observations: In the assessment of the DNP Essentials framework, command of scholarly and scientific writing, ability to demonstrate critical thought, and significant variation in clinical experience among DNP graduates are top concerns.

Discussion: These inconsistencies are problematic to the professional and public value of this terminal degree in nursing.

Background: An estimated 98,000 deaths annually result from medical errors. Preventing these deaths must be a US healthcare goal. Surveillance decreases adverse events. Surveillance is essential for patient safety. Creating a unit culture that supports surveillance requires attention to its antecedents (nurse education, nurse expertise, nurse staffing, as well as organizational culture).

Method: The current literature on topics salient to creating a culture of nursing surveillance including its antecedents and its attributes were reviewed. The findings are summarized and presented.

Discussion: Suggestions and tools enhancing a culture of safety allow the transition from one set of behaviors to another. An organizational culture that strives for excellence promotes surveillance which results in improved patient outcomes and better qualified nurses.

Conclusion: Unit change resulting in support for surveillance can minimize failure to rescue and promote interruption of adverse events. The patient outcomes include decreased morbidity and mortality.

Background: Frontline nursing managers must possess sufficient political skills to successfully navigate organizational structures and relationships and produce positive results in complex healthcare systems.

Aim: This study explores the relationship between the political skills and negotiation behaviors of frontline nursing managers.

Method: The researchers adopted a quantitative correlational methodology to conduct the study in two selected hospitals with 100 frontline nursing managers determined through convenience sampling. Political Skill Inventory and Negotiation Self-Assessment Inventory were used to assess the political skills of nurse managers and measure the behaviors that they rely on most readily during negotiations, respectively.

Results: The study sample had an average level of political skill and relied moderately on compromise during negotiations. There was a strong positive correlation between political skills, accommodation, and collaboration behaviors. Moreover, there was a strong negative correlation between political skills, avoidance, and competition. Further, there was a negative correlation between political skills and compromise behavior of negotiation.

Conclusion: Although nursing managers used different negotiation behaviors at different degrees in different situations, they mostly relied on compromise during negotiation. Therefore, hospital administrators should work on improving frontline nursing managers' political skills to improve their negotiation behaviors.

Objective: Decision-making styles form the backbone of effective decision-making and show promise as an important construct that warrants further attention. We investigated what is known about decision-making styles among patients and the general population in a health care setting.

Methods: We used Arksey and O'Malley's framework and searched PubMed and CINAHL databases using relevant combinations of keywords and subject headings. Articles were limited to those published in English up to February 2020.

Results: Sixteen articles met the inclusion criteria. We found that decision-making styles were described as role preferences or personality, psychological, and cognitive factors that influence decision-making. In the identified studies, the evidence was scarce regarding decision-making styles as the foundation for effective decision-making. Moreover, most studies were vague in the description of decision-making styles, offered little explanation of the concept, and varied substantially in the terminology, numbers, and types of decision-making styles and measurement methods.

Conclusions: Decision-making styles, as a dynamic process, have received little attention in health care and are rarely addressed in health communication research or investigations of decision-making support. Other frameworks that are not directly related to decision-making styles were used in most analyzed studies.

Practice implications: Decision-making styles in health care should be reinterpreted as a dynamic process that can be developed or changed.