Nursing management (Harrow, London, England : 1994)最新文献

Background: Attracting and retaining newly registered nurses can be challenging for local employers. Students' placement experiences may have a strong influence on their choice of their first job after registration, including whether they will consider working in the locality of their preregistration education programme.

Aim: To understand the factors that influence final-year nursing students' decision to seek their first job in the locality of their preregistration nurse education programme.

Method: The study adopted a qualitative methodology involving the use of semi-structured interviews with 20 final-year adult and mental health nursing students. Interview data were transcribed, coded and organised into themes. Subthemes were generated based on participants' perceptions and understanding of the influencing factors discussed in the interviews.

Findings: Three main themes were identified: workplace culture and its influence on the choice of first job; role of professional development opportunities in the choice of first job; and influence of financial and other staff benefits on the choice of first job. Participants' choice of first job, and whether they consider seeking it in the locality of their preregistration education programme, is strongly influenced by their practice placement experiences, particularly the workplace culture they have encountered in these settings.

Conclusion: The study provides insights into the factors influencing final-year nursing students' decisions regarding their first job and whether they seek it in the local area. These insights can be useful for employers when developing strategies for recruitment and retention and for placement providers and universities when considering how to enhance nursing students' placement experiences.

Background: Humble leadership has been shown to foster innovative work behaviour among nurses, yet the mechanisms underlying this effect are not well understood.

Aim: To investigate the mediating role of nurses' psychological empowerment in the relationship between humble leadership and innovative work behaviour.

Method: A descriptive correlational research design was used. A convenience sample of 306 nurses working in inpatient departments and critical care units at the National Liver Institute in Egypt were recruited. Three data collection tools were used - the Expressed Humility Scale, the Innovative Behavior Inventory and the Psychological Empowerment Scale.

Results: A majority of participants (73%) perceived that their leaders had a high level of humility, 61% of participants had a moderate level of innovative work behaviour and 68% of participants felt a high level of psychological empowerment. Humble leadership and psychological empowerment were positively correlated but there was no relationship between humble leadership and innovative work behaviour. The relationship between humble leadership and innovative work behaviour was completely mediated by psychological empowerment.

Conclusion: Cultivating a humble leadership style can help nurse leaders to psychologically empower staff, which can in turn prompt staff to be innovative at work.

Healthcare workers are exposed to various factors in the workplace that may put them at an increased risk of suicide, but there is a lack of evidence reviewing interventions put in place by employers that may modify this risk. The authors undertook a systematic review to identify and assess organisational interventions aimed at preventing suicide in the healthcare workforce. Databases were systematically searched between January 2022 and August 2022. Eligibility for inclusion in the review was determined using a population, intervention, comparison, outcome framework, and 12 studies met the inclusion criteria. Studies were summarised using narrative synthesis and interventions included education, screening, modification of the workplace, referrals for support and/or therapy and peer support. Outcomes included: uptake, satisfaction, pre-training and post-training knowledge, symptoms, risk of suicide and economic costs. It was identified that various suicide prevention interventions are feasible in healthcare organisations and likely to have positive effects for staff. However, there is a lack of robust evaluation of these interventions, so further research is warranted.

Needle insertion, for example for venepuncture or intravenous (IV) cannulation, is a common intervention experienced by patients. However, up to half of venepuncture and IV cannulation procedures fail on the first attempt, resulting in further attempts. Multiple needle insertion attempts can lead to pain and other complications for patients and can take up staff time and increase equipment costs for hospitals, so it is important to ensure that needle insertion practices and outcomes are optimised. This article reports the results of a US survey that aimed to provide an insight into patients' and nurses' perspectives on and experiences of needle insertion. The results show that multiple needle insertion attempts are common and that associated complications have a detrimental effect on patients' satisfaction with the procedure. The results also suggest that patients and nurses are interested in alternatives to needle insertion, such as ultrasound guided IV cannulation or needle-free blood collection. Nurse leaders should be aware of these technologies and consider the implementation of sustainable initiatives to evolve practice.

Various styles and models of leadership can be used in nursing practice, with transformational leadership generally considered to be the most effective style. This article explores the application of Kouzes and Posner's Five Practices of Exemplary Leadership framework to the safeguarding of residents from abuse in residential care settings in the Republic of Ireland. The authors outline and critically evaluate Kouzes and Posner's five fundamental leadership practices in this context. While this transformational leadership framework offers a comprehensive approach, emphasising emotional connection and empowerment, the authors consider its practical applicability in a highly regulated healthcare environment. The authors' analysis highlights the strengths and limitations of the model in this context, particularly in fostering a culture of safety and accountability among nursing teams. They conclude that while Kouzes and Posner's model provides valuable insights, its idealistic nature may require adaptation to effectively address the complex realities of safeguarding older adults living in residential care settings.

Feedback is essential for promoting nurses' professional development and enhancing the quality of patient care. Effective feedback, in terms of delivery, content and receipt, can support nurses to identify their strengths and areas for improvement, enhance patient care and strengthen teamwork and communication. Despite its importance, however, delivering feedback can be challenging, notably due to concerns about how it will be received. Creating a supportive environment, using a structured framework and fostering self-reflection among staff can support nurse managers to deliver feedback effectively. This article explores the importance of feedback in nursing practice, examines some of the barriers to providing feedback and suggests strategies for delivering effective feedback.

There is a wealth of evidence that demonstrates a link between inadequate nurse staffing levels and suboptimal patient care. Over the last decade, policies and legislation on safe nurse staffing levels have been developed for specific settings and countries in the UK, all of which emphasise employers' responsibility in responding to staff's concerns about unsafe staffing. However, the effectiveness of mechanisms for monitoring and responding to such concerns is unclear. This article provides an overview of some of the results of a union-led pilot survey of acute hospital staff that aimed to explore the prevalence of unsafe staffing levels and employers' responses to concerns raised by staff about staffing levels. Overall, the results demonstrate that hospital staff working in clinical roles often regarded staffing levels as unsafe and that the delivery of nursing interventions was often disrupted on shifts reported as unsafe. In addition, most staff who had raised concerns about staffing levels perceived their employer's response as unsatisfactory. Employers appeared to rely on staff redeployment or temporary staff to address staffing shortfalls, but these are not always effective or viable options. Employers need to explore alternative means of alleviating staffing shortfalls and of supporting their staff.

The shortfall of nurses in the UK has led to concerns that there are insufficient staff to ensure safe and high-quality care. To address this shortfall, one group to focus on for recruiting nursing students is school-leavers. This article reports on an integrative literature review that was conducted to explore the educational strategies used to attract school-leavers to undergraduate nurse education programmes. The review identified that a variety of educational strategies were used, and all of the included studies reported positive effects on school pupils' intention to undertake nursing studies. These strategies often included interactions with nursing staff and/or nursing students, as well as observing and practising clinical skills, for example via simulation. However, most participants likely had a pre-existing interest in healthcare or nursing, the interventions were delivered predominantly to young women, and the included studies lacked longer-term follow-up. This highlights a need to conduct further research to assess the longitudinal impact of recruitment strategies aimed at broader audiences.

Nurses frequently experience multiple challenges and face numerous demands in their professional role, which may lead to adverse effects such as stress, depression, anxiety and burnout. Therefore, it is important to identify effective and accessible strategies that can support them. This article explores how nurses can use journalling as a tool for navigating the challenges they experience in their practice. It offers a step-by-step guide that provides nurses with an accessible and effective approach to journalling, which they can use to support their mental well-being and self-care.

Rationale and key points: Bullying has existed in health and social care organisations for many years. Although researchers have examined the effects of bullying on nurses and nursing students, there has been too little focus on bullying behaviours inflicted directly or indirectly on nurse leaders and managers. This article provides concise and practical guidance for nurses in leadership or management roles on how to identify and manage bullying behaviours directed at themselves. • Overt or covert bullying in nursing can happen at every level of the organisation. • Bullying negatively affects practice, teamwork, staff morale and patient care. • Identifying bullying is the first step in addressing unacceptable behaviours. • Admitting that you may be being bullied and seeking support to manage bullying is a hallmark of an effective nurse leader. REFLECTIVE ACTIVITY: 'How to' articles can help to update your practice and ensure it remains evidence-based. Apply this article to your practice. Reflect on and write a short account of: • How this article might improve your practice when managing being bullied as a nurse leader. • How you could use this information to educate your peers about managing being bullied as a nurse leader.