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

Emotional intelligence is a crucial attribute for effective nursing leadership, particularly in fostering team collaboration in complex healthcare environments. This article explores how emotionally intelligent leadership can support the development of cohesive and high-functioning nursing teams. The author focuses on strategies based on emotional intelligence that can enhance collaborative practice. By developing their emotional intelligence, nurse leaders can create more inclusive, responsive and resilient nursing teams that contribute to improve healthcare outcomes.

Climate change poses a significant threat to human health, with wide-reaching implications for healthcare systems, which are themselves large producers of carbon emissions. Nurses and midwives are well placed to lead the transformation towards more sustainable care. By rethinking care pathways, embracing prevention, empowering patients and minimising waste, they can contribute towards mitigating the effects of climate change while enhancing patient outcomes and reducing costs. This article explores how nurses and midwives can integrate sustainability into clinical practice. It describes the SusQI (sustainable quality improvement) framework developed by the Centre for Sustainable Healthcare to support healthcare professionals to think about the 'sustainable value' of care. It gives examples of how teams across the UK have used SusQI, demonstrating that sustainable care is not only possible but often more cost-efficient and person-centred.

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.

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.

It has been identified that there is inequity in career progression and professional development for nurses and midwives of the global majority (those from black, Asian, mixed and other ethnic groups) compared with their white counterparts. This disparity is a form of racism which must be addressed to improve staff experiences, patient care quality and health outcomes. In a healthcare organisation in Wales, a project on career progression for nurses of the global majority highlighted practices that enabled racial inequities within the organisation. To further explore and address this issue, the organisation formed a working group to develop an action plan. This article describes steps taken and provides insights into the challenges of career progression for nurses and midwives of the global majority, outlining ways to work towards fairer, more equitable healthcare organisations.

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.

Ward accreditation programmes provide ward-to-board assurances of quality and safety, and have been implemented in NHS settings for a number of years. Locally implemented ward accreditation programmes aim to standardise care delivery, support clinical governance and foster continuous quality improvement, but the evidence on whether such programmes lead to improvements in patient care and safety is yet to be established. This article reports the findings of a literature review that explored whether ward accreditation programmes drive improvements in standards of patient care and safety in NHS settings. The findings suggest that ward accreditation programmes are drivers for identifying and communicating measurable improvements in patient care and safety outcomes, and can support identification of areas requiring improvement and highlight areas of excellence. However, it is vital that care standards and evaluation methods are continually reviewed, improved and updated to reflect current policy, recommendations and evidence. Further research is required to assess the clinical effectiveness and cost-effectiveness of NHS ward accreditation programmes and to inform future quality and safety initiatives.

Background: Nursing is a profession that requires high levels of attention, sound judgment and quick responses, particularly in emergency settings. Fatigue causes reduced attention, lower physical capacity, irritability, forgetfulness and communication difficulties and therefore negatively affects nursing performance.

Aim: To investigate how sleep quality and fatigue affect the performance of nurses working in intensive care units (ICUs) and critical cardiac units (CCUs) at government hospitals in the West Bank, Palestine.

Method: A descriptive cross-sectional survey study design was used. A total of 121 nurses employed in four hospitals in the West Bank responded to a self-administered questionnaire, which involved completing the Pittsburgh Sleep Quality Index (PSQI), Fatigue Severity Scale (FSS) and Nursing Performance Instrument (NPI).

Results: The results showed that 79% of participants had poor sleep quality and 50% of participants experienced fatigue. Poor sleep quality and fatigue negatively affected nursing performance. Fatigue affected mental performance more than physical performance.

Conclusion: Given the risks involved for nurses and patients when nurses working in intensive care settings experience poor sleep quality and fatigue, healthcare organisations need to take measures to address these issues.

The vital role of nurses in the delivery of safe and effective patient care is widely recognised. However, due to the significant stress associated with the role and its responsibilities, including ongoing challenges in healthcare organisations, there are high burnout rates among nurses. Burnout is defined as unmanaged workplace stress that causes physical, mental and emotional fatigue, and it has been recognised as an occupational phenomenon. It is essential to identify the early warning signs of nurse burnout so that it can be addressed in a timely manner. Resilience has an important role in supporting nurses to cope with and adapt to adverse experiences, thereby supporting them to improve their health and well-being and subsequently to provide high-quality patient care. This article outlines the support and strategies that nurse managers and organisational leaders can put in place to manage burnout and develop resilience among nurses.

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.