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Wiley, Sarah K. "Encourage patients to roll up their sleeves for influenza vaccination!" Nursing 45, no. 11 (November 2015): 50–54. http://dx.doi.org/10.1097/01.nurse.0000472565.07858.53.
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McClay, Rebecca, and Michael Mileski. "Donʼt roll your eyes, roll out change." Nursing Made Incredibly Easy! 17, no. 6 (2019): 52–54. http://dx.doi.org/10.1097/01.nme.0000585096.42678.39.
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Ellis, Peter G., Christine Carlisle, Colleen F. Ford, Peggy Nikolajski, Carol Reidmiller, Leslie Stewart, Justin S. Rushford, Amanda Barry, and Melinda Krebs. "Developing and piloting an electronic telephone triage application." Journal of Clinical Oncology 35, no. 15_suppl (May 20, 2017): e21680-e21680. http://dx.doi.org/10.1200/jco.2017.35.15_suppl.e21680.
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e21680 Background: With the shift of cancer care to the outpatient setting, telephone triage is a vital part of today’s oncology practice. UPMC CancerCenter (UPMC) desires to streamline the current telephone triage process across its 31 outpatient clinics. UPMC and Via Oncology collaborated to develop and pilot a prototype of an electronic telephone triage application. The key components of the prototype were defined as decision support, EHR integration, reporting, and workflow management. Methods: A prototype application, Symptom Manager (SM), was developed and piloted with 4 nurses at 3 outpatient clinics. Front office staff registered inbound calls in SM, which populated a phone triage queue. The nurse was prompted to enter information about the call. Decision support materials were displayed for reference, including algorithms for symptom assessment, adjudication, and treatment. The output was a structured summary of the encounter that was copied to the patient’s chart. From the queue, the nurse was also prompted to make outbound calls for symptom reassessment. A feedback session with the nurse users and institution leadership was held following the pilot. Results: A total of 235 inbound calls were captured in the application, of which 74 (31.5%) were symptom-related. Additional data fields collected during the pilot included symptom, adjudication, time elapsed for callback, and symptom status at follow up. The ability to extract and report on data of this type was viewed as valuable for quality and process improvement. The nurse users praised SM’s ease of use, but prototype performance issues shortened the pilot. They indicated that the standardized documentation increased efficiency. Requests for future enhancements included deeper EHR integration and additional fields for data capture. Conclusions: This pilot provided the feedback necessary to develop the latest version of SM which begins roll out across UPMC in November 2016 and includes EMR integration. An update on the software and additional data captured during the pilot will be provided at presentation.
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Ellis, Peter G., Justin S. Rushford, Melinda Krebs, Christine Carlisle, Colleen F. Ford, Peggy Nikolajski, Carol Reidmiller, Leslie Stewart, and Amanda Barry. "Developing and piloting an electronic telephone triage application." Journal of Clinical Oncology 35, no. 8_suppl (March 10, 2017): 137. http://dx.doi.org/10.1200/jco.2017.35.8_suppl.137.
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137 Background: With the shift of cancer care to the outpatient setting, telephone triage is a vital part of today’s oncology practice. UPMC CancerCenter (UPMC) desires to streamline the current telephone triage process across its 31 outpatient clinics. UPMC and Via Oncology collaborated to develop and pilot a prototype of an electronic telephone triage application. The key components of the prototype were defined as decision support, EHR integration, reporting, and workflow management. Methods: A prototype application, Symptom Manager (SM), was developed and piloted with 4 nurses at 3 outpatient clinics. Front office staff registered inbound calls in SM, which populated a phone triage queue. The nurse was prompted to enter information about the call. Decision support materials were displayed for reference, including algorithms for symptom assessment, adjudication, and treatment. The output was a structured summary of the encounter that was copied to the patient’s chart. From the queue, the nurse was also prompted to make outbound calls for symptom reassessment. A feedback session with the nurse users and institution leadership was held following the pilot. Results: A total of 235 inbound calls were captured in the application, of which 74 (31.5%) were symptom-related. Additional data fields collected during the pilot included symptom, adjudication, time elapsed for callback, and symptom status at follow up. The ability to extract and report on data of this type was viewed as valuable for quality and process improvement. The nurse users praised SM’s ease of use, but prototype performance issues shortened the pilot. They indicated that the standardized documentation increased efficiency. Requests for future enhancements included deeper EHR integration and additional fields for data capture. Conclusions: This pilot provided the feedback necessary to develop the latest version of SM which begins roll out across UPMC in November 2016 and includes EMR integration. An update on the software and additional data captured during the pilot will be provided at presentation.
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Passya, Peggy, Ichsan Rizany, and Herry Setiawan. "Hubungan Peran Kepala Ruangan dan Supervisor Keperawatan dengan Motivasi Perawat dalam Melakukan Dokumentasi Keperawatan." JURNAL KEPERAWATAN RAFLESIA 1, no. 2 (November 22, 2019): 99–108. http://dx.doi.org/10.33088/jkr.v1i2.409.
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NGood nursing documentation is inseparable from nurse motivation. Motivation of nurses is influenced internally and externally, one of them through the role of the head nursee and nurse supervisor To find out the relationship between the role of head nurses and nurse supervisor with the motivation of nurses in carrying out nursing documentation at Idaman Hospital in Banjarbaru City. The research used correlational study with a cross sectional approach and probability sampling technique with a type of simple random sampling. The sample in the study were 67 nurses in the inpatient room of Idaman Hospital, Banjarbaru City. Data retrieval was done by giving a questionnaire. Test analysis used Pearson correlation. The results of the study showed an average head role of 51.10, room supervisors averaged 32.81 and nurses' motivation averaged 33.61. These results indicate the head nurse and nurse supervisor often perform their roles and motivation of nurses is high. The results of the analysis found a positive relationship between the role of the head nurse and nurses' motivation in conducting nursing documentation in Idaman Hospital in Banjarbaru City (p Value = <0001;95%CI) and there was a positive relationship between the role of room supervisor and nurse motivation in conducting nursing documentation at RSD Idaman Banjarbaru City (p Value = <0001;95%CI). The role of the head nurse and the supervisor of the room can influence the level of motivation of nurses in conducting nursing documentation so that the head nurse and nurse supervisor are expected to perform their roles well.
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McKernon, Stephen, and Sunita Azariah. "Staff views of an opportunistic chlamydia testing pilot in a primary health organisation." Journal of Primary Health Care 5, no. 4 (2013): 283. http://dx.doi.org/10.1071/hc13283.
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INTRODUCTION: The Auckland chlamydia pilot was one of three pilots funded by the Ministry of Health to trial implementation of the 2008 Chlamydia Management Guidelines prior to national roll-out. AIM: To assess what elements in the testing programme pilot worked best for staff and to determine how an opportunistic testing programme could be better configured to meet staff needs and preferences. METHODS: A staff survey listed key chlamydia testing tasks in chronological order, and service interventions supporting these tasks. Staff were asked to rate each task on its difficulty prior to the pilot, and then on the difference the pilot had made to each task. They were also asked to rate service interventions on their usefulness during the pilot implementation. RESULTS: The survey had a response rate of 94%. The testing tasks posing the greatest difficulties to staff were those involving patient interactions (41%) and management of follow-up (52%). About 70% of staff felt tasks were improved by the pilot. Staff considered the three most useful service interventions to be a chlamydia-specific template created for the practice management system, provision of printed patient resources, and regular team discussions with other staff. DISCUSSION: A significant proportion of staff reported difficulties with routine tasks required for opportunistic testing for chlamydia, highlighting the need to involve staff during programme design. Practice nurseled approaches to future opportunistic testing programmes should be considered as nurses had a more positive response to the pilot and nurse-led approaches have been shown to be successful overseas. KEYWORDS: Chlamydia trachomatis; general practitioners; health care surveys; medical receptionist; nurses; pilot projects; primary health care; staff development
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Khoiny, Farideh Esfandiary. "The roll of the nurse practitioner in developing wellness promotion programs for employees in acute care hospital settings." Nursing Administration Quarterly 11, no. 3 (1987): 67–71. http://dx.doi.org/10.1097/00006216-198701130-00008.
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., Preeti. "A Comparative Study to Assess Knowledge and Perception Regarding Dual Role among Nurses and Nurse Educators." International Journal of Nursing & Midwifery Research 06, no. 2&3 (November 13, 2019): 2–8. http://dx.doi.org/10.24321/2455.9318.201912.
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Ham, Wilma Ten, Karin C. S. Minnie, and Christa S. J. C. Van der Walt. "Health care professionals' perspectives on the requirements facilitating the roll-out of kangaroo mother care in South Africa." Health SA Gesondheid 21 (October 11, 2016): 228–37. http://dx.doi.org/10.4102/hsag.v21i0.958.
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Background: Using best evidence to inform practice is the cornerstone of quality patient care, and requires spread, uptake, implementation and roll-out of best practices. Kangaroo mother care (KMC) was used as a best practice which has been partly rolled-out in South Africa. In order for successful roll-out of best practices, it is important to understand what health professionals perceive as requirements for the rolling-out process. However, no published research was found on requirements for rolling-out a best practice in the South African context.Purpose of the research: To explore and describe the perspectives of health professionals on the requirements for the rolling-out process of KMC as a best practice in South Africa.Methodology: Twelve semi-structured individual interviews were conducted in 2012 with health professionals from various South African healthcare levels, involved in the implementation and the rolling-out process of kangaroo mother care. Content analysis were guided in terms of the four requirements for roll-out of best practices, identified in Edwards and Grinspun's Evidence Informed Model of Care.Results: The requirements for the successful rollout of best practices mentioned by the participants in this study concur with the requirements of Edwards and Grinspun: personal alignment and protocol/policy alignment with the best practice; a roll-out plan; leadership; and supporting and reinforcing structures such as: resources, communicating, education and development regarding the best practice, and the organisational structure. The requirements were identified at four different levels: individual level (e.g. the nurse and medical specialists), management level (of the hospital), provincial level and national level.
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Markey, Kathleen, Brid O’Brien, Margaret M. Graham, and Claire O’Donnell. "Juggling to survive: Master of Science postgraduate nursing students’ experiences of studying far from home." Journal of Research in Nursing 24, no. 3-4 (June 2019): 250–62. http://dx.doi.org/10.1177/1744987118812537.
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Background Globally, government and higher education institutions are expected to increase international student numbers. Programme development, marketing international collaboration and management has been the focus of strategy roll out. Aims This study aimed to explore international student experiences while undertaking Master of Science postgraduate education far from home. Methods A qualitative descriptive design was used. Following ethical approval, 11 students studying on a Master of Science Nursing postgraduate programme in one health education institute in Ireland volunteered to participate. Students were of Asian origin and mixed gender and the average age was 27. Data were collected using face-to-face semi-structured interviews and data analysis followed Burnard’s thematic framework. Results The data provide evidence of the complexities and challenges experienced when studying on a Master of Science postgraduate nursing programme. Students described a process of juggling to survive and succeed. Three overarching categories emerged: differing realities, working through, and learning new ways. Conclusions This study adds to international debate regarding structures and processes supporting international nurse education. In meeting ethnic and culturally-diverse student learning needs, consideration of learning and teaching approaches is warranted. For globalisation in nurse education to prosper, investment needs to move from focusing on recruitment towards structures and processes to nurture intercultural learning.
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Widyasrini, Jati Uji Sekti, and Sri Lestari. "DUAL ROLE CONFLICT, COPING STRESS, AND SOCIAL SUPPORT AS NURSES’ WELL-BEING PREDICTOR." Jurnal Psikologi 19, no. 2 (June 20, 2020): 174–87. http://dx.doi.org/10.14710/jp.19.2.174-187.
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Nurses' well-being is one of the essential factors in achieving happiness. Conflict and stress experienced by the nurse can make the nurse feel the lack of well-being in her life. This study examines dual role conflict, coping stress, and social support as the predictor of nurses' well-being. The respondents of this study were 123 nurses who were obtained through random cluster sampling. The data were collected using four scales: life well-being scale, dual role conflict scale, coping stress scale, and social support scale. Data analysis was done by conducting linear regression. The results show that dual role conflict, coping with stress, and social support can predict nurses' well-being. Dual role conflict, coping with stress, and social support accounted for 27.5% of the nurses' well-being. Social support is the strongest predictor, followed by coping stress and dual role conflict. This research implies that providing adequate social support from both family and co-workers can facilitate the nurses to achieve their well-being. Besides, it is essential to improve the nurses' skills in managing stress so they can balance the coping strategies and handle the dual role conflict constructively. Receiving plenty of social support will encourage the nurse to choose appropriate coping strategies to manage the dual role conflict constructively.
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Fowler, Donna, Lincoln R. Sheets, Matthew S. Prime, Athanasios Siadimas, Yariv Z. Levy, and Richard D. Hammer. "The impact of a digital solution on tumor board preparation time for nurse navigators." Journal of Clinical Oncology 37, no. 15_suppl (May 20, 2019): e18020-e18020. http://dx.doi.org/10.1200/jco.2019.37.15_suppl.e18020.
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e18020 Background: A multidisciplinary tumor board (MTB) provides an interdisciplinary approach for decision-making in cancer care. Oncology nurse navigators (NN) have been introduced to facilitate patient access to services and resources, and to improve continuity and coordination of care. Little is known about how digital technologies support this role. Methods: A prospective IRB approved cohort study was undertaken to evaluate NN time preparation for MTBs before and after the implementation of the NAVIFY Tumor Board (NTB) solution at University of Missouri Health Care (MU). Data was collected using a digital time-tracking application. The NTB manual version was implemented via a phased roll-out (Hematology – Apr 9, 2018; Breast May 18, 2018; Gastrointestinal Jul 11, 2018). Subsequently, the integrated version was introduced (Oct 4, 2018). Results: Time preparation for 101 MTBs (828 cases) were evaluated throughout 2018 (35 Breast; 213 cases / 32 GI; 302 cases / 34 Hematology; 313 cases). Data showed NN meeting preparation time decreased for each MTB after the introduction of NTB; further time saving was achieved with NTB integrated version (Table 1). For the Breast MTB there was statistical significance between time preparation pre- & post-NTB (p-value = 0.011) but not between the manual and integrated versions (p-value = 0.118). For the Gastrointestinal MTB, there was no statistical significance between pre- & post-NTB (p-value = 0.214). For Hematology MTB there was statistical significance between the change from the NTB manual version vs. integration (p-value = 0.004). Note before NTB implementation Hematology MTB was not supported by NN. Conclusions: Introduction of the NTB reduced time spent by NNs preparing for 3 different MTBs, EMR integration delivered further time-savings. No discernable learning curve was observed suggesting user-training was sufficient and NTB was easy to learn. A reduction in variance (SD & IQR) for time preparation across all MTBs was seen. This suggests the NTB solution standardized the process for MTB preparation. Less time spent preparing for MTBs gives NNs more time to support patients.
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Armstrong-Stassen, Marjorie, Michelle Freeman, Sheila Cameron, and Dale Rajacic. "Nurse managers’ role in older nurses’ intention to stay." Journal of Health Organization and Management 29, no. 1 (March 16, 2015): 55–74. http://dx.doi.org/10.1108/jhom-02-2013-0028.
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Purpose – The purpose of this paper is to propose and test a model of the underlying mechanisms linking perceived availability of human resource (HR) practices relevant to older nurses and older nurses’ intentions to stay with their hospitals. Design/methodology/approach – Quantitative data were collected from randomly selected older registered nurses (N=660) engaged in direct patient care in hospitals in Canada. Structural equation modelling was used to test the hypothesized model. Findings – The relationship between perceptions of HR practices (performance evaluation, recognition/respect) and intentions to stay was mediated by the perceived fairness with which nurse managers managed these HR practices and nurse manager satisfaction. When nurse managers were perceived to administer the HR practices fairly (high perceived procedural justice), older nurses were more satisfied with their nurse manager and, in turn, more likely to intend to stay. Research limitations/implications – The cross-sectional research design does not allow determination of causality. Practical implications – It is important that nurse managers receive training to increase their awareness of the needs of older nurses and that nurse managers be educated on how to manage HR practices relevant to older nurses in a fair manner. Equally important is that hospital administrators and HR managers recognize the importance of providing such HR practices and supporting nurse managers in managing these practices. Originality/value – The findings increase the understanding of how HR practices tailored to older nurses are related to the intentions of these nurses to remain with their hospital, and especially the crucial role that first-line nurse managers play in this process.
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Flaherty, Stephen, Kathleen Horvath, and Patricia Jahoda Stahl. "Learning from and engaging patients/families during the implementation of a new medical record system." Journal of Clinical Oncology 34, no. 7_suppl (March 1, 2016): 66. http://dx.doi.org/10.1200/jco.2016.34.7_suppl.66.
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66 Background: Dana-Farber Cancer Institute implemented a new medical record system to improve clinical and revenue cycle services. Through the formation of a Patient Experience (PX) committee we thoughtfully and methodically revised materials and processes putting patient and family perspectives first. Methods: Formed PX committee with PFAC members, executive leadership, Patient/Family Relations (PFR), Volunteer Services, Management operations, and Quality/ Patient Safety representation. Created and vetted plan for measuring and mitigating patient experience/satisfaction during a hospital-wide EHR roll-out. Involved patient and families in every committee meeting; presented with plans and ideas for their input and approval before implementation and updated post. Deployed volunteers (composed of former/current patients and families) in increased numbers during system roll out to help patients navigate changes in hospital processes, to answer questions about the roll-out, including wait times. Staff/Ambassador rounding implemented for month 1 of roll out to gather real-time patient concerns. Manager, director or nurse leader were involved in the completion of every service recovery. Modified communication tools, volunteer and staffing patterns, and service adjustment plans. Identified and prioritized patient satisfaction questions for longitudinal analysis. These questions and associated personal comments were tracked and presented as Institutional success metrics. Results: No formal filing of patient or family complaints related to this implementation. Service Recovery costs were minimal. Volunteer Services facilitated a 33% increase in volunteer hours from same time period the previous year. Patient Satisfaction scores for the outpatient service saw one month positive impact, followed by one month negative impact followed by recovery to normal. Conclusions: Working with patients and families to ensure a seamless and smooth roll-out of a new EHR is imperative. Implementation is felt by patients as work flows for all hospital employees are impacted by initial utilization of a new system. The impact of implementation to patients was mitigated through work done by our committee.
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Jacob, Elisabeth R., Lisa McKenna, and Angelo D'Amore. "Senior nurse role expectations of graduate registered and enrolled nurses on commencement to practice." Australian Health Review 38, no. 4 (2014): 432. http://dx.doi.org/10.1071/ah13216.
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Objective This paper reports on a project to examine the expectations of senior nurses regarding graduate roles of registered and enrolled nurses educated in Victoria, Australia. Methods Participants completed an online survey to indicate whether predetermined competencies were in the roles of graduate enrolled or registered nurses or not in the role of either nurse. Chi-squared analysis was used to identify differences between participant groups. Results Participants expressed variations in role expectations for the different level of graduate nurse. Although basic nursing care was undertaken by both graduate enrolled and registered nurses, no specific role was identified for enrolled nurses. Differences were found in the opinions of senior nurses over the roles of graduate nurses, demonstrating considerable variation in expectations. Management, education and research roles were not identified as the role of either nurse on graduation. Differences were found in the expectations of the different senior nurse groups regarding the roles of the enrolled nurse, particularly in the new skills taught in the enrolled nurse diploma program. Conclusions Confusion exists regarding the roles of both types of nurse on graduation. Further research across Australia is required to clarify the roles of the different level of nurse in different practice contexts. What is known about the topic? Australia, like many other countries, prepares two levels of nurse for entry to practice: the degree-prepared registered nurse and the diploma-prepared enrolled nurse. Role confusion and ambiguity have been reported in the literature by many countries, including Australia, that employ two levels of nurse. What does this paper add? Great variation exists between expectations of senior nursing staff as to the role of both levels of graduate nurse. Role confusion and ambiguity exists for nurses in Australia. Role confusion and ambiguity around the scope of practice for enrolled nurses is seen as both limiting their practice and encouraging them to work at levels for which they have not been prepared. Graduate registered nurses were seen as more prepared for required graduate attributes than enrolled nurses. Care of acute, complex or deteriorating patients remains the role of registered nurses. What are the implications for practitioners? Practising nurses need to be educated as to the skills and knowledge that diploma enrolled nurses are graduating with in order to enable them to use their full range of abilities. To provide safe, quality care, registered nurses must fully understand the roles and abilities of the enrolled nurses to whom they delegate care. Organisational health policies and procedures need to be reviewed to accommodate the increased skills and knowledge of diploma-prepared enrolled nurses and enable best utilisation of their skills. Practising nurses need to be aware that enrolled nurses are not educationally prepared to care for complex or deteriorating patients. Although they are able to undertake basic nursing care, the role of caring for complex, highly acute and deteriorating patients remains in the domain of registered nurses. The increasing acuity of patients admitted to health services requires a higher skill mix of registered nurses to safely care for them.
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Hoskins, R., J. Tobin, K. McMaster, and T. Quinn. "Roll-out of a nurse-led welfare benefits screening service throughout the largest Local Health Care Co-operative in Glasgow: An evaluation study." Public Health 119, no. 10 (October 2005): 853–61. http://dx.doi.org/10.1016/j.puhe.2005.03.012.
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Marshall, EdD, MSN, PMHNP-BC, Brenda. "The role of the psychiatric nurse practitioner in disaster response." Journal of Emergency Management 7, no. 4 (July 1, 2009): 39. http://dx.doi.org/10.5055/jem.2009.0028.
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Nurses have responded to, and prepared for disasters from the time of Florence Nightingale and Harriet Werley. Nurses are the largest group of professional healthcare providers in America with more than 2.4 million registered nurses, a quarter of a million of whom are Nurse Practitioners capable of diagnosing, prescribing, and treating patients. Psychiatric Nurse Practitioners are in a position to understand the unique cultural nuances and needs of a community in all phases of the disaster life cycle.
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Patarru', Fitriyanti, Basilius Yosepfus Weu, Febrina Secsaria Handini, and Heryyanoor Heryyanoor. "The Role of the Nurse Unit Manager Function on Nursing Work Performance: A Systematic Review." Jurnal Ners 14, no. 3 (January 5, 2020): 231. http://dx.doi.org/10.20473/jn.v14i3.17108.
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Introduction: The role of Nurse Unit Manager is to improve the nurses’ performance in the context of their professional services. This role consists of planning, organizing, actuating and controlling. The aim of this systematic review was to determine the influence of the nurse unit manager’s management functions related to the nurses’ performance.Methods: The literature search was conducted in the PubMed, Scopus, ProQuest, Science Direct and SAGE databases with the keywords ‘head nurses’, ‘management function’ and ‘nurse performance’. The articles were reviewed using the inclusion criteria, which was that the title and abstract was in accordance with the desired topic, that the article aimed to analyze the influence of the nurse unit manager’s management functions related to the nurses’ performance and that it was explained in English. The exclusion criteria were that the title, abstract and purpose of the article was not in accordance with the topic of focus. The search identified 15 relevant journals from the 276.303 articles published between 2014 and 2019.Results: The results indicate a significant relationship exists between the role of the nurse unit manager and nursing work performance.Conclusion: To improve the management function of the nurse unit manager, it is necessary to conduct training for the nurse unit manager to allow them to better understand the functions and role of the nurse unit manager.
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Arifah, Marro, Helmi Buyung Aulia Safrizal, and A. S. Fathor. "Disiplin kerja dalam meningkatkan kinerja perawat melalui motivasi sebagai variabel intervening." Management and Business Review 4, no. 2 (December 28, 2020): 88–98. http://dx.doi.org/10.21067/mbr.v4i2.5177.
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This study aims to examine the effect of work discipline in improving nurse performance and to examine the mediating role of motivation. The study used a quantitative approach at the Syarifah Ambami Rato Ebu Bangkalan Regional Hospital. Data collection using a questionnaire to 72 nurses as respondents. The research variables consisted of work discipline, nurse performance and motivation as mediating variables. Data analysis using Path Analysis. The results showed that work discipline has a positive and significant effect on nurses' performance; Work discipline has a positive and significant effect on nurses' motivation, then nurses' motivation has a positive and significant effect on nurses' performance. So motivation plays a role in mediating the effect of work discipline on nurse performance.
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Berge, Hege, and Grethe Eilertsen. "Beholde og rekruttere sykepleiere til sykehjem, en kvalitativ studie av avdelingssykepleieres erfaringer." Nordisk tidsskrift for helseforskning 16, no. 1 (January 28, 2020): 21. http://dx.doi.org/10.7557/14.4648.
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Retaining and recruiting nurses in nursing homes, - a qualitative study of nurse managers' experiences
The purpose of the study was to explore nurse managers in Norwegian nursing homes experiences with retaining and recruiting of nurses. The study has a qualitative exploratory design. Ten nurse managers in nursing homes were interviewed. Two main themes emerged from the analysis: “Retaining nurses - a difficult line to balance” and “Recruiting – a field of excellence with ideals and reality”. Retaining and recruiting nurses challenged nurse managers in finding a balance between facilitating professional development, supporting the nurses in independent prioritization of tasks as well as economic and organizational work that were occasionally perceived as an obstacle. Nurse managers play an important role in the nursing homes and influence nurses’ retaining rate through active leadership. Good leadership may lead to a good reputation, which in turn is vital in retaining and recruiting nurses.
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Coventry, Tracey H., and Kylie P. Russell. "The clinical nurse educator as a congruent leader: A mixed method study." Journal of Nursing Education and Practice 11, no. 1 (September 11, 2020): 8. http://dx.doi.org/10.5430/jnep.v11n1p8.
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Educational leadership in the clinical setting has an influence on the promotion and achievement of competent and confident nurses. In Australia, the newly qualified registered nurse entering the workforce is exposed to a variety of experiential learning opportunities and engages with the nurse who is responsible for the clinical learning and development (clinical nurse educator) in the first-year graduate program. There is limited research examining the clinical nurse educator role and actual and potential leadership in the workforce. This study aimed to articulate the extent to which the clinical nurse educator is perceived as a clinical leader in the acute hospital setting. And specifically, the relationship of the role to the congruent leadership style. A mixed method convergent design (QUANT + QUAL) approach used (1) an online questionnaire with open and closed ended questions for the graduate nurses and (2) semi-structured individual interviews with graduate nurses, their clinical nurse educators and their nurse managers. Findings confirmed the clinical nurse educator leadership was visible, approachable, and relational with clearly identified values and passionate patient-centred principles. Challenges to the clinical nurse educator identity and confidence exist and impact the clinical role and leadership value. The clinical nurse educator did not need to be in a management position to lead and influence graduates’ successful transition to practice and integration into the clinical environment. The clinical nurse educator exhibits a congruent leadership style through engagement and promotion of the graduate nurses in their first year of nursing. The education role is of significance to meet contemporary health care expectations and promote quality patient care and new nurse retention in the healthcare organisation.
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Istomina, Natalja, Tarja Suominen, Artūras Razbadauskas, Arvydas Martinkėnas, Riitta Meretoja, and Helena Leino-Kilpi. "Competence of Nurses and Factors Associated With It." Medicina 47, no. 4 (April 19, 2011): 33. http://dx.doi.org/10.3390/medicina47040033.
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Objective. Nurse competence became a relevant topic for discussion among nurse practitioners and nurse researchers. However, the factors connected with nurse competence need deeper exploring. The aim of this study was to explore nurse competence and factors associated with it from the perspective of nurses for predicting the possible ways for upgrading the nursing practice. Materials and Methods. A multicenter, descriptive study was performed in 11 surgical wards of 7 Lithuanian hospitals. Data were collected from November 2007 to January 2008. Lithuanian nurses (n=218) who were working with patients after abdominal surgery participated in this study. The response rate was 91%. Two instruments, both originally developed in Finland, were used: the Nurse Competence Scale and the Good Nursing Care Scale for Nurses. Results. The overall level of nurse competence and the frequency of using the competencies in practice as perceived by nurses were high. Nurses assessed the competencies in managing situations and work role the highest and in teaching-coaching and ensuring quality the lowest. Sociodemographic factors such as nurse education, experience, professional development, independence, and work satisfaction as well as the evaluation of quality of nursing care were identified as factors associated with nurse competence. Conclusions. The findings of study allow us to make the assumption that nurse education, nurse experience, and nurse professional development play a significant role in the evaluation of nurse competence as well as the evaluation of quality of nursing care. It is necessary to upgrade nursing education programs at all levels of nursing education in Lithuania: university, non-university, and professional development courses. The qualities of preconditions for nursing care, cooperation with relatives, caring and supporting initiative are related to nurse competence.
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Singh, Harbir, Ajoy K. Dey, and Arunaditya Sahay. "Communication Themes of Patient Engagement for Multi-speciality Hospitals: Nurses’ Perspective." Journal of Health Management 21, no. 4 (November 25, 2019): 525–46. http://dx.doi.org/10.1177/0972063419884414.
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Introduction: Patient engagement is engaging patients in their own medical care to heal them faster and take their valuable inputs to improve the health of population. Nurses contribute significantly in treatment, interact and spend most of their time with inpatients. Therefore, exploring the perspectives of nurses on patient engagement-communication is of vital importance. Objective: This article focuses on exploring the communication themes of patient engagement from the perspective of nurses in a multi-speciality hospital in Delhi. Methodology: The exploratory qualitative case study was carried out with semi-structured interviews of 12 nurses, observation at receptions of ICUs and emergency department and analysis of documents from the hospital’s official website. Grounded theory—three-level coding—was performed to identify the themes of patient engagement-communication. Results: A total of nine themes have been identified: ‘attendant’s role’, ‘communicating with patients of different categories’, ‘doctor’s support to nurses’, ‘nurse action’, ‘nurse behaviour’, ‘nurse challenges’, ‘patient actions’, ‘patient emotions’ and ‘wider role of nurses’. Conclusion: Nurses play a critical role in engaging patients through communication. They should change their approach of communication with different types of patients, understand, respect and give due weightage to patient’s emotions and actions and, play a wider role of teacher and guardian than just being the nurse.
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Procter, Susan, Lauren Griffiths, Agnes Fanning, Lizzie Wallman, and Heather P. Loveday. "Scoping the role and education needs of practice nurses in London." Primary Health Care Research & Development 18, no. 04 (March 27, 2017): 316–32. http://dx.doi.org/10.1017/s1463423617000093.
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Aims To identify education priorities for practice nursing across eight London Clinical Commissioning Groups (CCGs); to identify the education, training, development and support needs of practice nurses in undertaking current and future roles. Background The education needs of practice nurses have long been recognised but their employment status means that accessing education requires the support of their GP employer. This study scopes the educational requirements of the practice nurse workforce and working with educational providers and commissioners describes a coherent educational pathway for practice nurses. Method A survey of practice nurses to scope their educational attainment needs was undertaken. Focus groups were carried out which identified the education, training, development and support needs of practice nurses to fulfil current and future roles. Findings A total of 272 respondents completed the survey. Practice nurses took part in three focus groups (n=34) and one workshop (n=39). Findings from this research indicate a practice nurse workforce which lacked career progression, role autonomy or a coherent educational framework. Practice nurses recognised the strength of their role in building relationship-centred care with patients over an extended period of time. They valued this aspect of their role and would welcome opportunities to develop this to benefit patients. Conclusion This paper demonstrates an appetite for more advanced education among practice nurses, a leadership role by the CCGs in working across the whole system to address the education needs of practice nurses, and a willingness on the part of National Health Service education commissioners to commission education which meets the education needs of the practice nurse workforce. Evidence is still required, however, to inform the scope of the practice nurse role within an integrated system of care and to identify the impact of practice nursing on improving health outcomes and care of local populations.
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Chen, Shu-Yueh, and Hui-Chen Hsu. "Nurses’ reflections on good nurse traits." Nursing Ethics 22, no. 7 (September 22, 2014): 790–802. http://dx.doi.org/10.1177/0969733014547973.
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Background: Good nurses show concern for patients by caring for them effectively and attentively to foster their well-being. However, nurses cannot be taught didactically to be “good” or any trait that characterizes a good nurse. Nurses’ self-awareness of their role traits warrants further study. Objectives: This study aimed (a) to develop a strategy to elicit nurses’ self-exploration of the importance of good nurse traits and (b) to explore any discrepancies between such role traits perceived by nurses as ideally and actually important. Research design: For this mixed-method study, we used good nurse trait card play to trigger nurses’ reflections based on clinical practice. Nurse participants appraised the ideal and actual importance of each trait using a Q-sort grid. The gap between the perceived ideal and actual importance of each trait was examined quantitatively, while trait-related clinical experiences were analyzed qualitatively. Participants and research context: Participants were 35 in-service nurses (mean age = 31.6 years (range = 23–49 years); 10.1 years of nursing experience (range = 1.5–20 years)) recruited from a teaching hospital in Taiwan. Ethical considerations: The study was approved by the Institutional Review Board of the study site. Findings: Good nurse trait card play with a Q-sort grid served as an icebreaker to help nurse participants talk about their experiences as embodied in good quality nursing care. Nurses’ perceived role–trait discrepancies were divided into three categories: over-performed, least discrepant, and under-performed. The top over-performed trait was “obedience.” Discussion: Patients’ most valued traits (“patient,” “responsible,” “cautious,” and “considerate”) were perceived by participants as ideally important but were under-performed, perhaps due to experienced nurses’ loss of idealism. Conclusion: Good nurse trait card play with Q-sort grid elicited nurses’ self-dialogue and revealed evidence of the incongruity between nurses’ perceived ideal and actual importance of traits. The top over-performed trait, “obedience,” deserves more study.
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Moss, Eileen, Martha Dewey Bergren, and Erin D. Maughan. "School Nurse Websites: What Do They Tell Us About School Nurses?" Journal of School Nursing 35, no. 6 (April 14, 2019): 395–400. http://dx.doi.org/10.1177/1059840519843315.
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Problem: Stakeholders often misunderstand the role of the school nurse resulting in underutilization or elimination of school nurse positions. Social media and school nurse websites are recommended to increase school nurse visibility and change the public narrative of school nursing. Objective: The objective of this needs assessment is to determine whether school nurses are using web presence to increase their visibility to affect the narrative of school nursing. Method: An evaluation was conducted to determine the presence and content of school nurse websites in 50 schools and their school districts across the nation. Results: Fewer than one third of school nurses have websites, three fourths of districts have a school district health websites, and there was no evidence of a nurse in 10% of the school websites assessed. Anticipated Contribution to Practice: The needs assessment determined that nurses are not maximizing school websites to communicate their role to stakeholders.
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Hebra, Jennifer D. "The Nurse’s Role in Continuous Dysrhythmia Monitoring." AACN Advanced Critical Care 5, no. 2 (May 1, 1994): 178–85. http://dx.doi.org/10.4037/15597768-1994-2010.
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One of the areas of clinical management where nurses have the most diagnostic influence is cardiac rhythm monitoring and dysrhythmia detection. The critical care nurse must recognize that continuous monitoring is a nursing responsibility, and competence in this skill must be assured. It is essential that nurses understand the significance of accurate electrode placement in obtaining a specific monitoring lead. In addition, the nurse must use current research in determining which monitoring lead is most appropriate for the patient requiring cardiac monitoring in the critical care environment. The author reviews the current research on continuous bedside monitoring and lead selection, examines why nurses continue to make less than optimal lead selection decisions, and offers recommendations to improve the consistency with which patients are accurately monitored
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Mueller, Mary-Rose, and Laura Mamo. "The Nurse Clinical Trial Coordinator: Benefits and Drawbacks of the Role." Research and Theory for Nursing Practice 16, no. 1 (March 2002): 33–42. http://dx.doi.org/10.1891/rtnp.16.1.33.52992.
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It has become common for nurses to be recruited into and/or seek careers outside of the traditional domain of hospital-based work. This article draws on interview data to consider a position nurses are occupying within biomedicine, that of the nurse clinical trial coordinator. It examines and analyzes the value attributed to such positions by nurse trial coordinators. The analysis reveals that nurses identify three aspects of the position—social relations, the acquisition of skills and knowledge, and work and control—as having both advantages and disadvantages over other work roles within nursing. It concludes with suggestions for further research on the role and involvement of nurses in clinical research. cope.
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Alleyne, Jergen, Ann Bonner, and Patricia B. Strasser. "Occupational Health Nurses' Roles, Credentials, and Continuing Education in Ontario, Canada." AAOHN Journal 57, no. 9 (September 2009): 389–95. http://dx.doi.org/10.1177/216507990905700906.
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The role of the occupational health nurse is broad and includes health care provider, manager/coordinator, educator/advisor, and case manager and consultant, depending on the type of industry and the country in which the nurse practices. Regardless of the type of role, the occupational health nurse must participate in continuing nursing education (CNE) activities. This study describes the roles, credentials, and number of CNE activities undertaken by occupational health nurses working in Ontario, Canada. Using a nonexperimental descriptive design, a questionnaire was mailed to all practicing occupational health nurses who are members ( n = 900) of a local nursing association. Three hundred fifty-four questionnaires were returned. Nurses reported a variety of roles in the following categories: case management, health promotion, policy development, infection control/travel health, ergonomics, education, research, health and safety, direct care, consultation, disaster preparedness, and industrial hygiene. Sixty-five percent of nurses held an occupational health nurse credential, and 19% of nurses attended more than 100 hours of CNE annually. Occupational health nurses have multiple workplace roles. Many attend CNE activities and they often prepare for credentialing.
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Keogh, A. M., and D. Farrell. "N16 Inflammatory bowel disease (IBD) Nurses’ role and level of practice in Ireland: a National online survey." Journal of Crohn's and Colitis 14, Supplement_1 (January 2020): S665. http://dx.doi.org/10.1093/ecco-jcc/jjz203.999.
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Abstract Background The role of the IBD nurse is evolving in Ireland. While Ireland has a sound base of expertise and infrastructure for providing IBD services, the lack of a dedicated specialist nurse was found to be the most significant barrier to delivering best care (ISG, 2016). There is currently no data on the role and level of practice of IBD nurse nationally. Methods A cross-sectional, descriptive online survey was undertaken. The 72-item survey was adapted from the tool used in the National UK IBD standards survey (Mason et al 2012) and underpinned by the Standards and Requirements for Clinical Nurse Specialists (NMBI, 2008). The survey was distributed to all members (n = 50) of the inflammatory bowel disease Nurses Association of Ireland (IBDNAI) and members were also invited to share the survey with colleagues not on the database. Results A total of 35 nurses working in IBD services across 22 hospitals nationally completed the survey, including IBD Clinical Nurse Specialists (CNS) (24%), IBD Clinical Nurse Managers II (CNM) (18%), IBD Nurses (12%), IBD Research Nurses (12%), Staff Nurses (9%); Infusion Nurses (6%), and IBD Advanced Nurse Practitioners (6%). The majority of respondents worked in adult IBD services (94%), with most working in their IBD role between 3 to 6 years and within gastroenterology up to 10 years. Only 44% of respondents work exclusively in IBD. The highest level of education reported was masters (40%), degree (40%); however, 75% of respondents have not completed a postgraduate diploma in gastroenterology. Services provided by nurses included patient education (94%), telephone advice line (81%), coordinating biologic service (69%), screening patients prior to administrating biologics (66%), email service for patients (59%), development of initiative for the IBD service (56%), coordinating care of inpatients (53%), follow-up (53%) and rapid access clinics (53%). Over half of respondents (61%) reported working unpaid overtime (typically 1–2 hours per week), with service suspended in their absence (45%). 36% of participants conducted original research and 48% conduct audits on their service. Conclusion IBD nurse’s role and level of practice varies greatly in Ireland. Many nurses are working in diverse roles with a wide variety of titles providing an extensive service to patients, often at a higher level than is recognised within their role title. IBD nurses are highly educated and well experienced; however the lack of specialist education has resulted in nearly as many IBD CNM’s as CNS’s which is causing variation in the title of the IBD nurse. There is a need for the development of a postgraduate programme in gastroenterology to include IBD and more IBD nurse specialists to deliver a quality, evidence-based service.
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Cohen, Sharon Saunderson, Nancy Crego, Richard G. Cuming, and Melinda Smyth. "The Synergy Model and the Role of Clinical Nurse Specialists in a Multihospital System." American Journal of Critical Care 11, no. 5 (September 1, 2002): 436–46. http://dx.doi.org/10.4037/ajcc2002.11.5.436.
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The role of clinical nurse specialists was formalized in the 1950s; the goal was to prepare inpatient, bedside nurses who would serve acutely ill patients via consultation and direct care. Clinical nurse specialists were to be expert clinicians, consultants, educators, and researchers. In the early stages of practice development, the focus was the specific needs of the assigned unit or floor. Organizational restructuring led to the elimination of many positions for clinical nurse specialists, with a shift of some of the nurses’ responsibilities to others (ie, managers) or the abandonment of some of the traditional roles. Recently, a reversal occurred in this trend, evidenced by a steady growth in the demand for these advanced practice nurses by organizations seeking to improve patients’ outcomes while remaining fiscally responsible. This demand led to changes in role expectations and expanded the responsibilities of clinical nurse specialists to a system-wide or organization-wide level. Contemporary practice of clinical nurse specialists is not well reflected in traditional role definitions or commonly accepted practice models. The Synergy Model, developed by the AACN Certification Corporation, was introduced as a way of linking certified practice to patients’ outcomes. The model describes 8 nurse characteristics and 3 spheres of influence. This article describes how a group of clinical nurse specialists applied the model to successfully change from a unit-based to a multisystem practice.
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Mackinson, Lynn G., Juliann Corey, Veronica Kelly, Kristin P. O’Reilly, Jennifer P. Stevens, Susan Desanto-Madeya, Donna Williams, Sharon C. O’Donoghue, and Jane Foley. "Nurse Project Consultant: Critical Care Nurses Move Beyond the Bedside to Affect Quality and Safety." Critical Care Nurse 38, no. 3 (June 1, 2018): 54–66. http://dx.doi.org/10.4037/ccn2018838.
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A nurse project consultant role empowered 3 critical care nurses to expand their scope of practice beyond the bedside and engage within complex health care delivery systems to reduce harms in the intensive care unit. As members of an interdisciplinary team, the nurse project consultants contributed their clinical expertise and systems knowledge to develop innovations that optimize care provided in the intensive care unit. This article discusses the formal development of and institutional support for the nurse project consultant role. The nurse project consultants’ responsibilities within a group of quality improvement initiatives are described and their challenges and lessons learned discussed. The nurse project consultant role is a new model of engaging critical care nurses as leaders in health care redesign.
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Crossman, Sue, Michael Pfeil, Jennifer Moore, and Amanda Howe. "A case study exploring employment factors affecting general practice nurse role development." Primary Health Care Research & Development 17, no. 01 (June 29, 2015): 87–97. http://dx.doi.org/10.1017/s1463423615000304.
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AimThe aim of this study was to explore the factors affecting role development in practice nursing in the United Kingdom.BackgroundGeneral practice is currently central to National Health Service reform, producing favourable conditions for the practice nurse role to be further strengthened and developed. However, the literature has continued to describe evidence that practice nurses are a disempowered, isolated group with many constraints reducing their ability to respond to opportunities to develop their role. The rationale for conducting the study was therefore to provide a greater understanding about the constraining factors and their influence on practice nurses wishing to develop their role.MethodThe method used to conduct the research followed a case approach, as the subject being investigated was complex with multiple inter-related factors and the approach was exploratory. The cases comprised six UK general practices and the participants within each case were a practice nurse, a GP and a practice manager.FindingsA combination of factors was found to contribute to the way the practice nurse role evolves. These are education, practice culture, practice nurse personal characteristics and empowerment. Empowerment holds the key to maximising the conditions favourable to practice nurse role evolution. This is not, however, a ‘single’ factor; it represents the combined synergistic effects of practice culture and practice nurse personal characteristics on creating an empowering environment. The inter-relationship between these was captured in a framework and given the title ‘empowering employment principles’.ConclusionThe ‘empowering employment principles’ illustrate the features most conducive to role evolution, thus providing a tool for practice nurses and their employers to enhance opportunities for nurses to develop their role.
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Leier, Janice L., Virginia Young Cureton, and Daryl L. Canham. "Special Day Class Teachers’ Perceptions of the Role of the School Nurse." Journal of School Nursing 19, no. 5 (October 2003): 294–300. http://dx.doi.org/10.1177/10598405030190050801.
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School nurses are on the front lines of health care in public schools. The integration of students’ health care needs as components of educational programs has become increasingly important as medically fragile children rely on school nurses to deliver or coordinate their health care services. The purpose of this descriptive study was to determine which school nurse services special day class teachers perceive as very important, important, somewhat important, or not important. Perceptions were surveyed via the School Nurse Services Data Collection Tool. The data were analyzed using percentages, mean values, and frequencies. The data were then aligned to match the role concepts set forth in the California Commission on Teacher Credentialing (CTC) standards for school nurse preparation. The findings of this survey suggested that most of the services provided by school nurses were rated as important or somewhat important.
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Bautista, John Robert, Trisha T. C. Lin, and Yin-Leng Theng. "Influence of Organizational Issues on Nurse Administrators’ Support to Staff Nurses’ Use of Smartphones for Work Purposes in the Philippines: Focus Group Study." JMIR Nursing 3, no. 1 (January 10, 2020): e17040. http://dx.doi.org/10.2196/17040.
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Background Studies show that nurses use their own smartphones for work purposes, and there are several organizational issues related to this. However, it is unclear what these organizational issues are in the Philippines and the influence they have on nurse administrators’ (ie, superiors) support to staff nurses’ (ie, subordinates) use of smartphones for work purposes. Objective Drawing from the Organizational Support Theory (OST), this study aimed to identify organizational issues that influence nurse administrators’ support to staff nurses’ use of smartphones for work purposes. Methods Between June and July 2017, 9 focus groups with 43 nurse administrators (ie, head nurses, nurse supervisors, and nurse managers) were conducted in 9 tertiary-level general hospitals in Metro Manila, the Philippines. Drawing from OST, issues were classified as those that encouraged or inhibited nurse administrators to support nurses’ use of smartphones for work purposes. Results Nurse administrators were encouraged to support nurses’ use of smartphones for work purposes when (1) personal smartphones are superior to workplace technologies, (2) personal smartphones resolve unit phone problems, and (3) policy is unrealistic to implement. Conversely, issues that inhibited nurse administrators to support nurses’ use of smartphones for work purposes include (1) smartphone use for nonwork purposes and (2) misinterpretation by patients. Conclusions Nurse administrators in the Philippines faced several organizational issues that encouraged or inhibited support to staff nurses’ use of smartphones for work purposes. Following OST, the extent of their support can influence staff nurses’ perceived organizational support on the use of smartphones for work purposes, Overall, the findings highlight the role and implication of organizational support in the context of smartphone consumerization in hospital settings, especially in developing countries.
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Simone, Shari, Carmel A. McComiskey, and Brooke Andersen. "Integrating Nurse Practitioners Into Intensive Care Units." Critical Care Nurse 36, no. 6 (December 1, 2016): 59–69. http://dx.doi.org/10.4037/ccn2016360.
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As demand for nurse practitioners in all types of intensive care units continues to increase, ensuring successful integration of these nurses into adult and pediatric general and specialty intensive care units poses several challenges. Adding nurse practitioners requires strategic planning to define critical aspects of the care delivery model before the practitioners are hired, develop a comprehensive program for integrating and training these nurses, and create a plan for implementing the program. Key strategies to ensure successful integration include defining and implementing the role of nurse practitioners, providing options for orientation, and supporting and training novice nurse practitioners. Understanding the importance of appropriate role utilization, the depth of knowledge and skill expected of nurse practitioners working in intensive care units, the need for a comprehensive training program, and a commitment to continued professional development beyond orientation are necessary to fully realize the contributions of these nurses in critical care.
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Hartung, Hans-Peter, Vicki Matthews, Amy Perrin Ross, Dorothea Pitschnau-Michel, Christoph Thalheim, and Nicki Ward-Abel. "Disparities in Nursing of Multiple Sclerosis Patients - Results of a European Nurse Survey." European Neurological Review 6, no. 2 (2011): 106. http://dx.doi.org/10.17925/enr.2011.06.02.106.
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Nurses play a critical role in caring for patients with multiple sclerosis (MS). The Multiple Sclerosis-Nurse Empowering Education (MS-NEED): European Survey was conducted to understand the role of nurses in MS and the provision of care across Europe. The survey focused on four key areas: clinical practice, advocacy, research and publication, and training and education. A total of 280 nurses were included from the UK, Germany, Italy, Poland, Finland and the Czech Republic. All participants were nurses actively working with MS patients. The role of the nurse in MS is diverse and varies substantially across Europe, leading to inequalities in patient care. A European consensus to define the roles and responsibilities of the MS nurse would facilitate consistency of care across all countries and help to achieve the best possible outcome for patients with MS in Europe.
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Ladd, Elissa, and Madrean Schober. "Nurse Prescribing From the Global Vantage Point: The Intersection Between Role and Policy." Policy, Politics, & Nursing Practice 19, no. 1-2 (February 2018): 40–49. http://dx.doi.org/10.1177/1527154418797726.
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Nurses around the world are increasingly prescribing and managing pharmaceutical agents. Prescribing by nurses is currently based on varying nursing roles, depending on national and regional norms and practices. Prescribing occurs within the advance practice, advanced level, and task-sharing roles, depending on the country. It is evolving both within and outside of traditional regulatory frameworks. Therefore, the purpose of this article is to describe the nurse prescribing globally among various nursing roles that support and facilitate the practice. We gathered practice, statutory, and regulatory information from gray and peer-reviewed literature, Google search and Google scholar, government websites, PubMed, and CINAHL electronic databases. In contrast to previous global policy reviews that focus primarily on high-income nations, our findings suggest that nurse prescribing occurs extensively in all six continents. Nurse prescribing within the context of advanced practice nursing occurs mostly in high-income countries. However, the predominant model of nurse prescribing from the global context occurs within the advanced level role by postbasic or postprofessional nurses. Additional nurse prescribing occurs through less formal task-sharing arrangements, primarily in low- to middle-income countries. In general, nurse prescribing is evolving rapidly around the world but within highly variable roles and regulatory frameworks. Codifying these roles by strengthening of educational and regulatory standards may serve to enhance the health system capacity, especially in low- to middle-income countries.
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Swain, Sharon. "The Role of Clinical Nurse Educators in Organ Procurement Organizations." Progress in Transplantation 21, no. 4 (December 2011): 284–87. http://dx.doi.org/10.1177/152692481102100405.
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Clinical nurse educators are advanced practice nurses with preparation at the master's level or higher. Such nurses play an important role in organ procurement organizations. As leaders and members of the team, they provide structure and design to the training process. These educators oversee orientation of new employees, serve as mentors to preceptors, assess the learning needs of the organization, and provide ongoing training to veteran staff. Clinical nurse educators also contribute to continuous quality improvement for the organization and help to comply with regulatory standards.
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Yuliano, Aldo, Okta Argaen, and Ida Suryati. "HUBUNGAN PENGETAHUAN DAN SIKAP DENGAN PERAN PERAWAT DALAM PENATALAKSANAAN LANJUTAN PASIEN STROKE ISKEMIK AKUT PASCA PEMBERIAN TERAPI rTPA DI RUANGAN ICU DAN HCU RSSN BUKITTINGGI TAHUN 2018." JURNAL KESEHATAN PERINTIS (Perintis's Health Journal) 5, no. 2 (December 31, 2018): 176–81. http://dx.doi.org/10.33653/jkp.v5i2.152.
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Acute ischemic stroke assosiated with disability has an event incidence 10 times higher than hemoragic. rTPA trombolysis therapy is the special management of acute ischemic stroke that intends to reperfusing the brain blood vessels to prevent the serious neurological damage if it do on the window time. The nurses leave mayor role in the stroke team, so the nurses that have duty in the stroke unit specially in IGD, ICU, and HCU should have knowledge and skills to care for stroke patients, especially for acute ischemic stroke patients after rTPA therapy. This study aims to determine the relation between nurse knowledge and attitude with nurse role in advanced management of acute ischemic stroke patients after rTPA therapy in ICU and HCU room RSSN Bukittinggi in 2018. This research used cross sectional descriptive correlation design. The sample of this research were 42 nurses in ICU and HCU RSSN Bukittinggi. This research used non probality sampling method of sampling. nurse knowledge obtained p value = 0,040, nurse attitude obtained p value = 0,002 with OR = 12,600. It was concluded that nurse knowledge and nurse attitudes were statistically related to the role of nurses in the continued management of acute ischemic stroke patients post-rTPA therapy. It is recommended to RSSN Bukittinggi to provide training on the management of rTPA therapy.
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Chong, Elizabeth G. M., Roslawati Ramli, Fadhilah Ramli, Weng Keong Yau, and Che Ku Mohd Fairuz Che Ku Abdullah. "99 What is the Attitude and Knowledge of Malaysian Nurses Towards Falls in the Hospital?" Age and Ageing 48, Supplement_4 (December 2019): iv18—iv27. http://dx.doi.org/10.1093/ageing/afz164.99.
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Abstract Background Fall prevention programs are multidisciplinary, but nursing care plays a central and important role. However, management of falls are not addressed in the nursing clinical training curriculum in Malaysia. Methodology This study was conducted in Hospital Kuala Lumpur in the month of April and May 2019. A structured questionnaire with 10 questions on attitudes of a nurse in the management of falls and 10 questions on knowledge of falls in the hospital were distributed randomly to nurses of the Medical and Oncology departments. Results There were 260 participants: Medical (73%) and Oncology (27%). Among all the subjects, 84% were female. 17% of the subjects were junior nurses (less than 1 year of service) and 15.2% were seniors (>10 years of service). Majority only had a basic diploma in nursing (97%). The average score of the nurses’ attitude towards falls was 9 points, where 85.4% had a score of 8 or more, representing a good attitude towards the understanding of their role as a nurse in the management of falls. In view to knowledge, the average score was 8 and 19% scored full marks. Those who had worked for longer for the organisation and nurses from the medical department had more respondents scoring full marks. The nurses with poorer attitude are reflected by their lower average knowledge score of 6, 2 marks lower than those with a good attitude. Conclusion The study showed that the Malaysian nurses have a very good attitude towards the management and prevention of falls. This study showed that attitude of the nurse in the prevention of falls is correlated to their knowledge about falls. Therefore, nursing management of falls should be routinely introduced into the nursing curriculum. References 1. MH Kim, HW Jeon, MY Chon, Study on the Knowledge and Attitudes of Falls and Awareness of Fall Risk Factors Among Nursing Students, Indian Journal of Science and Technology, Vol 8(S1), 74-80, 2015 2. M Ganabathi. Knowledge, Attitude and Practices (KAP) on fall prevention among nurses at King Abdulaziz Hospital, Saudi Arabia, J Nurs Care 2017, 6:5 (Suppl)
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Whitman, Stacey, Cristina Zaganelli, and Sharleen Luzny. "iOAT in the ED – Lessons Learned." Canadian Journal of Emergency Nursing 43, no. 2 (May 25, 2020): 22. http://dx.doi.org/10.29173/cjen51.
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Emergency Strategic Clinical NetworkTM
Quality and Innovation Forum Presentation Proposal
Name: xx
Position (e.g. patient care manager, professor): Manager
Primary Affiliation: (AHS) Other: AHS
Project Title: iOAT in the ED – Lessons Learned
Hospital: All adult sites in Calgary
Location: Calgary
Team Members: xx & xx
Background
Deaths related to opioid poisoning have continued to climb over the last few years. The Injectable Opioid Agonist Treatment program (iOAT) provides injectable hydromorphone to those individuals with moderate to severe opioid use disorder and a history of injection drug use who have been unsuccessful with oral OAT and continue to be at high risk for opioid poisoning. Working with the emergency departments (ED) was identified as a critical step in the initial roll out of iOAT.
Implementation
The iOAT program began operating in October 2018. The clinic provides prescribed hydromorphone to clients within the program. Additionally, the team is comprised of physicians, nurse practitioners, nurses, social worker, peer support workers and administrative support to provide comprehensive wrap around care to every client that is registered to the program. It was recognized early on that the clients that were being served by iOAT were also high users of the ED and UCCs. Being part of iOAT became a factor that needed to be considered when these clients presented to the ED due to their prescription of hydromorphone. Working with management, medical leadership, and nurse educators, support and education were provided to ensure that iOAT clients were provided with optimal care when in the ED. Ongoing communication has been the primary strategy that has been used.
Evaluation Methods
The evaluation for this project has been informal and ongoing. The medical team at iOAT has worked with the medical team for the Calgary EDs to develop a detailed treatment plan that is visible on SCM. Telephone and emails have been the primary mode of feedback for both parties, and the plan is adjusted as necessary along the way.
Results
Improving the knowledge and understanding for all staff involved to understand iOAT and the role of the ED has been demonstrated to be effective when clients stay in the ED and don’t leave against medical advice, which likely occurred before. Additionally, the trust that is built within the iOAT clinic is maintained when the ED is a partner in care and as appropriate, provides them with the dosing that they would normally receive at iOAT.
Advice and Lessons Learned
1) Involve the emergency department management in planning or initial implementation
2) Communicate, Communicate, Communicate
3) Use continuous feedback to adjust to find the best strategies to provide patient care
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Barlow, Ruth. "Role of the Occupational Health Nurse in the Year 2000." AAOHN Journal 40, no. 10 (October 1992): 463–67. http://dx.doi.org/10.1177/216507999204001001.
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In the last 100 years, the occupational health nurse has been instrumental in providing direct care, promoting safety, and offering disease prevention and health promotion programs to America's work force. With a clear vision of how, where, and why occupational health nurses are an invaluable resource in the public health arena, occupational health nurses can continue to make significant contributions. The demand for the knowledge, skills, and contributions of the occupational health nurse at the worksite in research and in policy making will continue well beyond the year 2000.
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Gualano, Maria R., Fabrizio Bert, Valeria Adige, Robin Thomas, Gitana Scozzari, and Roberta Siliquini. "Attitudes of medical doctors and nurses towards the role of the nurses in the primary care unit in Italy." Primary Health Care Research & Development 19, no. 04 (December 22, 2017): 407–15. http://dx.doi.org/10.1017/s1463423617000846.
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AimAim of the present study was to assess the knowledge of the potential role of nurses in the primary care setting and to analyse the attitudes towards their utilization by nurses and General Practitioners (GPs) in a region of Italy.BackgroundNowadays, in Italy, the role of the nurse in primary care is still under-recognized and most primary care medical offices are managed individually by a physician.MethodsThe study consists of a questionnaire-based cross-sectional survey carried out in Piedmont, Italy, between February and September 2015.FindingsWe included 105 participants, 57 nurses and 48 physicians. The presence of a nurse working together with the GP was defined as ‘useful’ by 54.4% of nurses (versus 60.4% of physicians), as ‘essential’ by 45.6% of nurses (versus 25.0% of physicians), as ‘marginal’ by no nurses (versus 14.6% of physicians) and as ‘unimportant’ by none (P=0.002). Thus, physicians seemed to be less favorable towards a full collaboration and power-sharing with nurses. Furthermore, GPs and nurses showed a different attitude towards the role of nurses in primary care: while nurses highlighted their clinical value, physicians tended rather to recognize them a ‘supportive’ role. Moreover, only 20.8% of the physicians interviewed stated that they worked with a nurse. At the multivariate analysis, the age class resulted to be a significant predictor of the perception that the presence of a nurse working with the GP is essential: participants >50 years had an OR of 0.03 (P=0.028). Although the primary care organization appears still largely based on a traditional physician-centric care model, the positive attitude of nurses and young GPs towards a more collaborative model of primary care might represent a promising starting point.
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Wahyuningsih, Sri, Armanu Thoyib, Rofiaty, and Ananda Sabil. "THE EFFECT OF TEAM WORK, LEADERSHIP STYLE, AND ORGANIZATIONAL CULTURE ON NURSE PERFORMANCE WITH ORGANIZATIONAL COMMITMENTS AS MEDIATION VARIABLES IN HOSPITAL TYPE B IN JAKARTA." International Journal of Accounting and Business Society 27, no. 3 (December 1, 2019): 106–36. http://dx.doi.org/10.21776/ub.ijabs.2019.27.3.6.
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This study aims to analyze the influence of team work, leadership style and organizational culture on nurse performance with organizational commitment as a mediating variable. The research unit is nurses at Type B hospitals in Jakarta. The population is 1362 nurses. Methods of collecting data using surveys. The research instrument used a questionnaire. Questionnaires were distributed to 523 respondents. Data analysis method uses Structural Equation Modeling-Partial Least Square SEM-PLS). The results of the study prove that teamwork has a positive effect on nurse performance. Teamwork does not affect organizational commitment. Organizational culture has a positive effect on nurse performance. Organizational culture has a positive effect on organizational commitment. Leadership style does not affect nurse performance. Leadership style does not affect organizational commitment. Organizational commitment has a positive effect on nurse performance. Organizational commitment cannot play a role in mediating the influence of teamwork on nurse performance. Organizational commitment can play a role in mediating the influence of organizational culture on nurse performance. Organizational commitment cannot play a role in mediating the influence of leadership style on nurse performance.
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Lineberry, Michelle, Elizabeth Whitney, and Melody Noland. "The Role of School Nurses, Challenges, and Reactions to Delegation Legislation: A Qualitative Approach." Journal of School Nursing 34, no. 3 (November 20, 2017): 222–31. http://dx.doi.org/10.1177/1059840517741526.
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Passage of new laws, national standards regarding delegation, and the recommendation for at least one full-time nurse in every school have provided more visibility to the role of school nurses. Recent legislative amendments in Kentucky presented an opportunity to examine how the role of the school nurse is changing. Aims were to describe the (1) role of school nurses in Kentucky, (2) impact of school nurses, (3) challenges faced by school nurses, and (4) impact of budget cuts and legislation. Three focus groups were conducted. School nurses faced challenges of limited time and resources, communication barriers, and multiple documentation requirements. Nurses’ greatest impacts were their availability, recognition of psychosocial problems and health concerns, and connection with resources. Nurses had not yet encountered many changes due to new legislation that expanded delegation of diabetes-related tasks to unlicensed school personnel, but some had concerns about possible negative effects while others expressed support.
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Richards-Belle, Alvin, Paul R. Mouncey, Dorothy Wade, Chris R. Brewin, Lydia M. Emerson, Richard Grieve, David A. Harrison, et al. "Psychological Outcomes following a nurse-led Preventative Psychological Intervention for critically ill patients (POPPI): protocol for a cluster-randomised clinical trial of a complex intervention." BMJ Open 8, no. 2 (February 2018): e020908. http://dx.doi.org/10.1136/bmjopen-2017-020908.
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IntroductionAcute psychological stress, as well as unusual experiences including hallucinations and delusions, are common in critical care unit patients and have been linked to post-critical care psychological morbidity such as post-traumatic stress disorder (PTSD), depression and anxiety. Little high-quality research has been conducted to evaluate psychological interventions that could alleviate longer-term psychological morbidity in the critical care unit setting. Our research team developed and piloted a nurse-led psychological intervention, aimed at reducing patient-reported PTSD symptom severity and other adverse psychological outcomes at 6 months, for evaluation in the POPPI trial.Methods and analysisThis is a multicentre, parallel group, cluster-randomised clinical trial with a staggered roll-out of the intervention. The trial is being carried out at 24 (12 intervention, 12 control) NHS adult, general, critical care units in the UK and is evaluating the clinical effectiveness and cost-effectiveness of a nurse-led preventative psychological intervention in reducing patient-reported PTSD symptom severity and other psychological morbidity at 6 months. All sites deliver usual care for 5 months (baseline period). Intervention group sites are then trained to carry out the POPPI intervention, and transition to delivering the intervention for the rest of the recruitment period. Control group sites deliver usual care for the duration of the recruitment period. The trial also includes a process evaluation conducted independently of the trial team.Ethics and disseminationThis protocol was reviewed and approved by the National Research Ethics Service South Central - Oxford B Research Ethics Committee (reference: 15/SC/0287). The first patient was recruited in September 2015 and results will be disseminated in 2018. The results will be presented at national and international conferences and published in peer reviewed medical journals.Trial registration numberISRCTN53448131; Pre-results.
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Oakley, Melanie. "The Anaesthetic Nurses' Perception of Their Role." British Journal of Anaesthetic and Recovery Nursing 7, no. 1-2 (February 2006): 11–14. http://dx.doi.org/10.1017/s1742645606000052.
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ABSTRACTMuch has been written about the role of the nurse within the operating department but much less has been uncovered about the role of the anaesthetic nurse within this area. By detailing research undertaken by the author, anaesthetic nurses' perception of their role is recounted and how they interact with other disciplines within the operating department – Operating Department Practitioners (ODPs). These two groups appear to work in relative harmony but there is need for examination and change to the training of both nurses and ODPs, and maybe looking at core training for perioperative staff, which could be accessed at differing levels and can be re-entered at a higher level for further qualifications.
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Saputra, I. Gusti Ngurah Bagus Yogi, Ni Putu Emy Darma Yanti, and Ni Kadek Ayu Suarningsih. "HUBUNGAN PERAN KEPALA RUANGAN DENGAN SELF-EFFICACY PERAWAT DALAM PENCEGAHAN PASIEN JATUH." Jurnal Ilmu Keperawatan Jiwa 2, no. 2 (August 16, 2019): 71. http://dx.doi.org/10.32584/jikj.v2i2.325.
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Peran kepemimpinan kepala ruangan memiliki fungsi penting yang dapat berpengaruh pada self-efficacy perawat, self-efficacy merupakan kemampuan perawat dalam pelaksanaan tugas khususnya patient safety sehingga dapat menghasilkan layanan keperawatan yang berkualitas. Penelitian ini bertujuan mengidentifikasi hubungan peran kepala ruangan dengan self-efficacy perawat dalam pencegahan pasien jatuh. Desain yang digunakan dalam penelitian ini adalah analitik korelatif cross-sectional dengan jumlah sampel sebanyak 81 orang dari 101 populasi perawat pelaksana yang dipilih menggunakan teknik simple random sampling. Kuesioner yang digunakan yaitu kuesioner Peran Kepala Ruangan dan Scales For Assessing Self-Efficacy Of Nurse For Preventing Falls. Hasil penelitian ini menunjukan bahwa terdapat hubungan yang signifikan dengan arah korelasi positif dan kekuatan hubungan sedang antara peran kepala ruangan dengan self-efficacy perawat pelaksana (p-value<0,001, r=0,554). Hubungan korelasi positif artinya jika peran kepala ruangan baik maka, nilai self-efficacy perawat pelaksana dalam melakukan pencegahan pasien jatuh juga akan baik, begitu sebaliknya. Penelitian ini dilakukan untuk kepala ruangan agar dapat memotivasi perawat pelaksana guna meningkatkan self-efficacy perawat dalam mencegah pasien jatuh sehingga dapat meningkatkan kualitas mutu pelayanan keperawatan. Kata kunci: Peran kepala ruangan, pencegahan pasien jatuh, self-efficacy perawat THE RELATIONSHIP OF THE HEAD OF NURSE’ ROLES WITH NURSE’ SELF-EFFICACY IN PREVENTING PATIENTS FROM FALLS ABSTRACTThe head nurse’ leadership roles had an important function that could influence the nurses' self-efficacy; self-efficacy is the ability of nurses in carrying out specific task, especially patient safety in purposed producing good nursing actions. Thisa study aims to identify the relationship of the head of nurse’ roles with nurse’ self-efficacy in preventing patients from falls. This study aused a cross-sectionaloi correlative analytic designs with total sample consists of 81 people from 101 associate nurse population selected by simple random sampling technique. The questionnaire used was the role of head of nurses’ questionnaire and Scales for Assessing Self-Efficacy of Nurses for Preventing Falls. The results of this study indicated that there is a significanty relationshipo with positive correlation direction and moderate relationship strength between the role of the head nurse and the nurses' self-efficacy. (p-value = 0.001, r = 0.554). The positive relationship correlation means that if the role of the head of the nurse is good, then the value of the associate nurse's self-efficacy in preventing patients from falls will also be good, and vice versa. This research conducted for the head of the nurses in order to motivate associate nurses to improve nurses' self-efficacy in preventing patients from falls in purposed they could improve the quality of nursing services. Keywords: Associate nurse's self-efficacy, head of nurse roles, patients fall prevention
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Hoffman, Leslie A., Mary Beth Happ, Carmella Scharfenberg, Dana DiVirgilio-Thomas, and Frederick J. Tasota. "Perceptions of Physicians, Nurses, and Respiratory Therapists About the Role of Acute Care Nurse Practitioners." American Journal of Critical Care 13, no. 6 (November 1, 2004): 480–88. http://dx.doi.org/10.4037/ajcc2004.13.6.480.
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• Background Information about the contributions of acute care nurse practitioners to medical management teams in critical care settings is limited.• Objective To examine contributions of acute care nurse practitioners to medical management of critically ill patients from the perspectives of 3 disciplines: medicine, respiratory care, and nursing.• Methods Attending physicians, respiratory therapists, and nurses in 2 intensive care units were asked to list 3 advantages and 3 disadvantages of collaborative care provided by acute care nurse practitioners. Qualitative methods (coding/constant comparative analysis) were used to identify common themes and subthemes. Overall response rate was 35% (from 69% for attending physicians to 26% for nurses).• Results Responses were grouped into 4 main themes: accessibility, competence/knowledge, care coordination/communication, and system issues. Acute care nurse practitioners were valued for their accessibility, expertise in routine daily management of patients, and ability to meet patient/family needs, especially for “long-stay” patients. Also, they were respected for their commitment to providing quality care and for their communication skills, exemplified through teaching of nursing staff, patient/family involvement, and fluency in weaning protocols. Physicians valued acute care nurse practitioners’ continuity of care, patient/family focus, and commitment. Nurses valued their accessibility, commitment, and patient/family focus. Respiratory therapists valued their accessibility, commitment, and consistency in implementing weaning protocols.• Conclusion Responses reflected unique advantages of acute care nurse practitioners as members of medical management teams in critical care settings. Despite perceptions of the acute care nurse practitioner’s role as medically oriented, the themes reflect a clear nursing focus.