Rozprawy doktorskie: „Nurse”

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Franklin, Tammy Lea. "Educating Nurses About Nurse Residency Program". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6562.

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Educating Nurses About a Nurse Residency Program by Tammy Lea Franklin MSN, Walden University, 2012 BSN, Oklahoma City University, 2010 Project Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Nursing Practice Walden University May 2019 The problem addressed in this project was the challenges related to retention of new graduate nurses. This includes Registered Nurses (RNs), Licensed Practical Nurses (LPNs), and Bachelor of Science Nurses (BSNs) on two medical/surgical units in an acute care facility. The purpose was to work with a project team to develop an education module and accompanying resources to present to new medical/surgical BSNs, RNs, and LPNs through a 3-month nurse residency program. The framework guiding the project was Duchscher's transition shock which guides the stages of doing, being, and knowing for new graduate nurses as they move from classroom to the bedside. The project question was: Will an educative process specifically designed to implement a 3-month nurse residency program for new graduate RNs, and LPNs in the two medical/surgical units increase retention rates when compared to data 1 year pre-intervention? The educational modules included 6 2-hour concept based sessions delivered biweekly over a 3-month period by the medical/surgical specialty coordinators. Results showed positive and statistically significant results of a 17% turnover rate of new graduate medical/surgical nurses compared to a 33% turnover rate specific to the medical-surgical new graduate nurses 1 year pre-intervention. The project contributed to positive social change by providing education that increased retention, job satisfaction, and provided professional socialization.

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Reeves, Julie, i res cand@acu edu au. "Are Graduate Nurses Satisfied with Graduate Nurse Programs?" Australian Catholic University. School of Nursing (VIC), 2007. http://dlibrary.acu.edu.au/digitaltheses/public/adt-acuvp170.28072008.

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The transition from student nurse to Registered Nurse Grade 1 is a difficult journey for many graduates. New graduates experience issues related to reality shock, socialisation, confidence and the theory practice gap. It is well recognised that graduates require extensive support and development throughout this very difficult time. In Victoria graduate nurse programs are a recognised vessel to deliver this support. Quality graduate programs which meet the satisfaction of graduate nurses are required to provide effective support. The implications of minimal support are enormous and can lead to graduates leaving the profession. There is much in the literature suggesting the importance of each of the varied components of graduate programs however there is minimal comparisons made between various programs. As a result it was difficult to measure the qualities of programs. The purpose of this study was to explore and compare various graduate nurse programs and identify whether the programs were satisfying the needs of graduate nurses. An exploratory descriptive design was utilised and a written questionnaire was employed to gain data. The findings of this research indicated that the delivery of graduate nurse programs within this study were not consistent in content and quality. Overall graduates were satisfied with their graduate nurse program although they identified there were areas which required improvement. This project has suggested that the analysis of graduate nurse satisfaction is vital in identifying quality programs that retain graduates. It is essential that ongoing evaluation of programs are completed by graduate nurses to ensure they are satisfying their needs and thus retaining them within the nursing profession

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Reeves, Julie. "Are graduate nurses satisfied with graduate nurse programs?" Thesis, Australian Catholic University, 2007. https://acuresearchbank.acu.edu.au/download/2f507da1b7891f596979d99c31023b683e30bb7e311ce989b893ec465a2ddd89/826112/65063_downloaded_stream_288.pdf.

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The transition from student nurse to Registered Nurse Grade 1 is a difficult journey for many graduates. New graduates experience issues related to reality shock, socialisation, confidence and the theory practice gap. It is well recognised that graduates require extensive support and development throughout this very difficult time. In Victoria graduate nurse programs are a recognised vessel to deliver this support. Quality graduate programs which meet the satisfaction of graduate nurses are required to provide effective support. The implications of minimal support are enormous and can lead to graduates leaving the profession. There is much in the literature suggesting the importance of each of the varied components of graduate programs however there is minimal comparisons made between various programs. As a result it was difficult to measure the qualities of programs. The purpose of this study was to explore and compare various graduate nurse programs and identify whether the programs were satisfying the needs of graduate nurses. An exploratory descriptive design was utilised and a written questionnaire was employed to gain data. The findings of this research indicated that the delivery of graduate nurse programs within this study were not consistent in content and quality. Overall graduates were satisfied with their graduate nurse program although they identified there were areas which required improvement. This project has suggested that the analysis of graduate nurse satisfaction is vital in identifying quality programs that retain graduates. It is essential that ongoing evaluation of programs are completed by graduate nurses to ensure they are satisfying their needs and thus retaining them within the nursing profession.

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Davis, Geraldine. "Bioscience knowledge and the registered nurse : an exploratory study of nurses starting a Nurse Prescriber programme". Thesis, University of Leicester, 2009. http://hdl.handle.net/2381/4135.

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Registered nurses entering a Nurse Prescriber programme participated in a mixed methods case study to explore the extent of their bioscience knowledge and the confidence with which that knowledge was held. Forty two Nurse Prescriber students, aged 26 – 55 years, from a range of job roles were recruited. Using questionnaires and interviews, both quantitative and qualitative data were obtained. An examination of the Nurse Prescribers’ views of pre-registration nursing demonstrated that the knowledge gained had been related to practice but had been both superficial and lacking in breadth. The bioscience in pre-registration programmes had not sufficiently prepared the participants for their roles as registered nurses. The importance of experiences gained as a registered nurse in the practice setting in the learning of bioscience was strongly emphasised. Participants reported greater learning of bioscience by informal methods such as work experience, use of books and the Internet and discussion with colleagues than from experiences in the classroom. Interviewees placed particularly strong emphasis on the importance of learning from medical colleagues. The role of post-registration programmes emerged as important in learning bioscience because it related to the job role. Post-registration courses also emerged as significant in giving confidence to the registered nurse. Confidence increased not just in terms of the knowledge held, but also in terms of nurses’ ability to communicate with patients, relatives, and doctors, their ability to understand nursing skills, and their willingness to admit when something was not known.

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Shea, Mary Louise. "Determined Persistence: Achieving and Sustaining Job Satisfaction among Nurse Practitioners". Fogler Library, University of Maine, 2008. http://www.library.umaine.edu/theses/pdf/SheaML2008.pdf.

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Barreca, Rebecca J. "Lived Experiences of Nurses: Nurse Characteristics by Clinical Specialty". Kent State University Honors College / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ksuhonors1303941706.

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Nzeribe, Winifred N. "Nurse-To-Nurse End of Shift Report". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4091.

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Handing over patient care at the end of a shift is a complex part of nursing practice that is commonly fraught with challenges. Ineffective communication continues to be the leading cause of sentinel events in the hospital setting. In response to this practice problem, this project involved the implementation of a standardized bedside reporting protocol in a surgical unit in line with the best available evidence. The overarching goal of this project was to determine how an end of shift reporting tool would impact communication, involvement of patient in care provision, and continuity of care at the bedside. The protocol was implemented in 2016, and involved the use of pre-test and post-test surveys to determine its effectiveness. The quasi-experimental project was guided by the Lewin's change theory concepts including unfreezing, change, and refreezing. An analysis of the findings of the survey revealed improvement in bedside reporting practices. The nurses had strong and positive perceptions of the program in improving communication, promoting patient safety, upholding nurse accountability, and promoting involvement of patient. There is a need for future projects to determine the impact of the program in improving patient satisfaction in various care settings. The positive social change of the current project results from improving bedside reporting practices to provide safe and patient-centered care in the health care agency.

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Dunaway, Linda J. "Job satisfaction among Nevada nurse practitioners". abstract, 2008. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1453535.

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Crumbie, Alison. "A nurse practitioner's tale : an autoethnographic interpretive study of the values of nurse practitioners, general practitioners and district nurses". Thesis, Swansea University, 2005. https://cronfa.swan.ac.uk/Record/cronfa42455.

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Nurse practitioners began practising in the UK in the 1980s. Since then the numbers have grown and a body of research has developed relating to the role. The criticism of nurse practitioners has been that they work as "mini doctors" and that they no longer belong to the family of nursing. If nurse practitioners have more in common with medicine than they do with nursing one might expect to find that nurse practitioners have moved away from the values of nursing and have instead moved toward the values of medicine. To date we know relatively little about the role of the nurse practitioner. The aim of this study was to determine to what extent nurse practitioners share the values of nursing or medicine. In recognition of the author's own role as a nurse practitioner an autoethnographic approach was used. Unstructured interviews were carried out with general practitioners (GPs), nurse practitioners and district nurses and their values were revealed through descriptions of meaningful practice. Significant and important differences were found between the three groups of practitioners both in the form and the content of the narratives. The form of the narratives revealed the cultural connection of the nurse practitioners to nursing. The content of the narratives revealed the pioneering nature of the role and the nurse practitioners' concern with acceptance, recognition and respect. When analysed from a Maclntyrean perspective, the nurse practitioners lacked the purpose and goals that were evident in the descriptions of meaningful practice from the GPs and district nurses. Such a finding seems to be congruent with an emerging practice and challenges the nurse practitioner community to determine for itself the nature of its contribution to patient care.

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Mhlongo, Eva Otshepeng. "Perceptions of Registered Nurses regarding nurse-nurse communication during bedside clinical handover in a private hospital in Mpumalanga Province". Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/75025.

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Aim and objectives The aim of the study was to obtain the perceptions of registered nurses regarding nurse-nurse communication during bedside clinical handover in a level three private hospital of Mpumalanga province. The objectives were to obtain the participants’ demographics, their perceptions regarding the clinical bedside handover and the communication during the clinical bedside handover. Recommendations for clinical practice and education were provided thereafter. Background Communication during bedside clinical handover is described as the transfer of the patient, information, equipment, professional responsibility and accountability from one professional person or group to another. Effective communication during bedside clinical handover is vital in providing high quality care. Failure to communicate essential patient information by the registered nurse can lead to undesirable adverse effects. Methods A quantitative descriptive design was used to obtain an answer to the research question. Total population sampling, due to the relatively small population, was used to single out registered nurses working in nine units of the selected hospital. A structured questionnaire was used to collect data and frequency distributions and descriptive statistics with graphs and Fisher’s exact test were used to analyse data. Testing was done at the 0.05 level of significance. Cronbach’s alpha was computed to assess internal reliability. Results Four major results emerged from the data: • Timing of the handover process remains a challenge to the quality of communication during bedside clinical handover. • Lack of confidence and experience of the registered nurse present a threat to the quality of communication during bedside clinical handover. • Team dynamics including the use of indigenous language during bedside clinical handover resulted in lack of teamwork and trust, posing a threat to the quality of communication during bedside clinical handover. • Task factors, environmental factors, organisational factors and nurse factors affects the quality of communication during bedside clinical handover. Conclusion The results of the study will be communicated to the management team including the nursing staff of the selected hospital under study. Challenges and threats identified related to the quality of bedside clinical handover will be used as a management tool for quality improvement. Key words: Communication, Bedside Clinical Handover, Nurses, Perception
Dissertation (MNurs)--University of Pretoria, 2020.
Nursing Science
MNurs (Nursing Management)
Unrestricted

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Moss, Rita J. "The relationship of staff nurse job satisfaction and head nurse management style". Virtual Press, 1994. http://liblink.bsu.edu/uhtbin/catkey/935941.

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America's health care industry is in a state of crisis. Nursing administrators are in the position to facilitate change in institutions. One aspect of nursing which has remained constant is high turnover rates. The high turnover rates have been linked to job dissatisfaction. One method of reducing turnover is to provide greater job satisfaction to staff nurses. Job satisfaction has been connected with management style (Lucas, 1991; Price & Mueller, 1981; Volk & Lucas, 1991).This study described the impact of head nurse management style on staff nurse job satisfaction. Likert's (1967) System 4 management theory was utilized as the framework in the study. All staff nurses and head nurses from three Central Indiana hospitals were given the opportunity to participate in the study. Participants completed two questionnaires, one from Price and Mueller's (1981) work on turnover to determine job satisfaction and one from Likert and Likert's (1976) work to determine management style.Data analysis was conducted to describe any variations between staff nurse experience of head nurse management style and staff nurse job satisfaction. Differences between head nurse and staff nurse description of management style were also examined. There were no identified risks as participation was voluntary and did not affect the employment status of any individual.Results of the study demonstrated agreement with previous research findings. When management style is closer to participative (system 4), greater job satisfaction is expressed. Recommendations are to provide management training and training in communication and self-awareness for head nurses, and to form unit based committees designed to achieve greater staff input in decisions affecting the unit functioning.Benefits of the study include identification of the management style which leads to improved staff nurse job satisfaction. Equipping nurse administrators with information regarding desirable management style to employ for staff nurses to experience greater job satisfaction, and training present managers in that management style are also possible benefits from the study.
School of Nursing

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Curtis, Elizabeth Anne. "Nurses' attitudes and nurse-patient interactions on a paediatric ward". Thesis, University of Plymouth, 1995. http://hdl.handle.net/10026.1/2336.

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Despite the potentially very significant role of nurses in mitigating against the negative effects of hospitalisation on children, the attitudes and behaviour of paediatric nurses towards patients have been largely ignored within the literature. This study, therefore, aimed to consider paediatric nurses' attitudes and their interactions with patients and, in particular, to investigate the relationship between these two variables. However, in contrast with similar studies in other specialties, nurses' attitudes and behaviour were considered at a general and individual patient level. A general attitude measure, the Paediatric Attitude Scale (PAS), was developed during the first part of the study and indicated that nurses' attitudes towards patients as a whole tended to be tolerant and patient-centred. Nurses' interactions with patients were mainly positive and, in contrast with previous research, regularly occurred outside of the normal nursing routine. In addition, almost half of all nurse-patient interactions contained a social component. As predicted, no significant association was evident between nurses' scores on the PAS and their general behaviour with patients. However, modest associations with correlation ratios of between 0.10 and 0.16 were found between nurses' attitudes towards individual patients (as measured by ranking scales) and the quality, duration and, to a lesser extent, the number of interactions with those particular patients. Indeed, the results suggested that patients who were liked more and who were considered easier to nurse tended to receive interactions which were more positive and longer than patients who were liked less and who were perceived to be more 'difficult'. However, the actual differences between interaction scores for particular patients were relatively small and their clinical significance in terms of the impact on children and the need to modify nursing practice is, therefore, debatable.

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Usishkin, Monica Gun. "Nurse-patient communication in different clinical areas : the nurses' perspective". Thesis, Anglia Ruskin University, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.440245.

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Roziers, Reinette. "Newly qualified nurses lived experience of role transition from student nurse to community service nurse a phenomenological study Reinette Roziers". Master's thesis, University of Cape Town, 2012. http://hdl.handle.net/11427/2962.

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Includes abstract.
Includes bibliographical references.
The phenomenological study explored the experience of role transition of newly qualified nurses undertaking compulsory community service in health service facilities in the Western Cape in 2011.

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MacKay, Linda Diane. "The nature of caring in nurse-to-nurse relationships". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq21263.pdf.

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Abney, Laura Ann. "Obstetrical Screening Practices of Nurse-Midwives and Nurse Practitioners". UNF Digital Commons, 2009. http://digitalcommons.unf.edu/etd/243.

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With the continued growth in the numbers of nurse practitioners and certified nurse-midwives, more and more women will receive prenatal care from advanced practice nurses. The purpose of this research was to assess the routine screening practices of advance practice nurses providing prenatal care and to compare those practices with current guidelines. The study focused on five areas of prenatal screening: bacterial vaginosis, group B streptococcus, gestational diabetes, maternal serum markers, and fetal movement monitoring. The interaction model of client health behavior by Cheryl Cox, specifically professional-technical competencies, part of the client-professional element of the model, provided the theoretical framework for this study. The sample was obtained :from two major nursing organizations involved in prenatal care: the National Association of Nurse Practitioners in Women's Health and the American College of Nurse-Midwives. A random sample of250 members from each organization was sent a postcard explaining the study and directing them to the online survey. In four out of five screening areas, there was no significant difference in the screening practices of NPs and CNMs. Bacterial vaginosis was the only screening with a significant difference. There was inconsistency with what the advanced practice nurses state they do and current guidelines with respect to screening for group B streptococcus and maternal serum markers.

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Martyn, Katharine. "Brokering : how nurse educators manage inclusion within nurse education". Thesis, University of Brighton, 2014. https://research.brighton.ac.uk/en/studentTheses/558dee98-47a4-445d-9963-df1635c5299e.

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This thesis explores how nurse educators managed inclusion of disabled students within educational programs that lead to registration as a nurse with the professional body, the Nursing and Midwifery Council, England. Nurse education within the United Kingdom is based within Higher Education Institutions and in common with other undergraduate programs, has seen an increase in the number of applications from people who disclose a disability. Most commonly applicants have a specific learning disability, but applicants may also have, amongst others, physical, sensory impairments, mental illness, physical illness, and autistic spectrum disorders. Nurse Education has traditionally had a broad entry gate, welcoming students from diverse educational backgrounds and places no restriction on disabled people from applying to become nurses. The professional guidance simply requires that a student on completion of a program is able to work effectively in clinical practice without supervision.

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Gillen, Kristin. "Understanding attitudes toward nurse/physician collaboration in practicing nurses and physicians /". abstract and full text PDF (free order & download UNR users only), 2007. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:1447815.

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Thesis (M.S.)--University of Nevada, Reno, 2007.
"May 2007." Includes bibliographical references (leaves 38-41). Online version available on the World Wide Web. Library also has microfilm. Ann Arbor, Mich. : ProQuest Information and Learning Company, [2007]. 1 microfilm reel ; 35 mm.

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Underwood, Sally Ann. "What are retired nurses' perspectives on the concept of wise nurse?" Thesis, University of Sheffield, 2016. http://etheses.whiterose.ac.uk/16003/.

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Appalling deficiencies in care as demonstrated in the Francis Report (2013) illustrate how nursing needs to understand, perform and ensure high quality nursing services. This strive for excellence includes better knowledge and education of students and registrants, both academically and by mentorship, coaching and supervision. However, ‘better’ educated is difficult to define. For Aristotle “the most finished form of knowledge is wisdom” or phronesis (Aristotle 1986 pg. 211), therefore the pursuit of wise nurses is a laudable endeavour. A paucity of empirical research exists around the identification of wise nurses, although previous theorists have critiqued nursing in relation to phronesis which has led to many contradictions and blurring of concepts. In an attempt at clarification this thesis enlisted retired adult nurses with the benefit of hindsight from a full career within nursing to recall former colleagues considered wise. By using constructivist grounded theory and in-depth interviewing I elicited data from which my theory, the 3 pillars of virtue, for wise nurses emerged (intellectual, personal and professional virtue). This holistic model suggests that nursing applicants should demonstrate foundation virtues then strive for ‘professional phronemos’ (on the journey to professional wisdom) over their career with the ultimate goal of reaching wise nurse status. I postulate that it takes many years to achieve excellence in all 3 virtues, hence wise nurses were shown to be rare and from the older generation. Their extensive expertise was recognised by participants as ‘something special inside’, ‘stunning’, ‘gifted’, ‘some indefinable essence’. This research offers pertinent recommendations to the field since wise nurses were identified as natural leaders, guardians of the profession, enablers and role-models for facilitating professional phronemos in others. The recent UK recession has diminished the numbers of senior nurses and thereby many wise professionals. We need to encourage mature nurses to remain in order to role-model, mentor and nurture others to become wise nurses of the future. My results also advocate ‘gatekeeping’ the profession; broadening our professional knowledge beyond competency frameworks and guidelines; facilitation of professional phronemos in all nurses; and consideration of ‘legacy mentors’ from amongst recently retired nurses.

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Taylor, Ian. "Registered mental nurses' experiences of nurse-patient relationships in acute care". Thesis, Swansea University, 2012. https://cronfa.swan.ac.uk/Record/cronfa42306.

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The changing context of mental health care provision in the United Kingdom in the last three decades has seen significant change in acute inpatient services. Service users have expressed dissatisfaction about current service provision and care. Nurses continue to represent the largest professional group providing care in these services. Comparatively little is known from nurses' perspectives about the present nature of the nurse-patient relationship in acute mental health inpatient settings. The purpose of this research study was to explore with a sample of 14 registered mental nurses, their experiences about the nature of the nurse-patient relationship. An interpretive, phenomenological approach was adopted. The principal research question asked 'What are registered mental nurses' experiences of the nature of the nurse-patient relationship in working age acute inpatient mental health care settings?' Following ethical approval, unstructured, individual interviews were used as the primary method of data collection. Transcribed interview texts were analysed hermeneutically, supplemented with the researcher's field notes and reflective journal. Key findings included the impact of poor ward environments, increased patients' acuity of illness, and multiple, competing demands placed on nursing time. Although nurses valued human interpersonal relationships with patients, they struggled to achieve their aspirations for the nurse-patient relationship, owing to a range of factors including organisational constraints, inexperience, and limited post-registration professional development. Nurses could experience stress and emotional fatigue, and their needs for support were not always met. These factors may challenge possibilities for the development of therapeutic nurse-patient relationships. Whilst nurses appear to acknowledge the benefits of therapeutic nurse-patient relationships, they may be insufficiently prepared to achieve their ideals, given the challenges of working within an area of practice which provides for short term admissions focussed on acute risk management and containment.

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Van, As Martha Maria. "Guidelines for nurse managers to promote the competence levels of professional nurses in utilising the electronic system for staffing of agency nurses, in public hospitals in the Western Cape". University of Western Cape, 2018. http://hdl.handle.net/11394/6612.

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Magister Curationis - MCur
In 2011, a structured electronic system for the staffing of agency nurses was implemented in the Western Cape as part of the Nursing Information Management System (NIMS). This electronic system was developed to ensure a fair tendering process for the procurement of agency staff, providing information on agency expenditure, maximum wage rates and adherence to principles and rules of supply chain management. Although technology is used more and more in healthcare services within the Western Cape, some professional nurses could lack the skills needed to implement the electronic system appropriately. A descriptive and quantitative design was followed to determine the competence levels of professional nurses in utilising the electronic staffing system for agency nurses in public hospitals in the Metropole, Western Cape. The aim of the study was to develop guidelines for nurse managers according to which they can train professional nurses in hospitals to utilise the electronic system for staffing of agency nurses. Assumptions were adapted from the theoretical framework of Benner (1984) on different levels of competencies and used as theoretical departure of the study. The accessible population for this study was all the professional nurses in hospitals within the Metropole of the Western Cape Government Health registered as users on the database, called the Nursing Information Management System (NIMS) (N=278). This population served as the total inclusive sample for the study. The method of data collection was a self-administered structured questionnaire. The data was analysed by using the SPSS Version 24 software program and descriptive and inferential statistics were conducted.

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Kamboj, Amritpal K. "Nurse residency| An answer to improve new graduate nurse competency". Thesis, Western University of Health Sciences, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3560103.

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The Institute of Medicine (IOM) report To err is human: Building a safer health system raised the very important concern of patient safety. The ultimate goal of this report was to provide a call-for-action that promoted patient safety at the point-of-delivery (Kohn, Corrigan, & Donaldson, 2000). Registered Nurses (RNs) represent the largest discipline providing and coordinating patient care redesign. The aim of creating safe and quality care would not be possible without the presence of competent nurses. Conversely, new graduate nurses are prone to errors due to lack of transitional support from academics to practice. With the growing shortage of experienced RNs nationally, there is a need to evaluate and promote programs to assist in the transition, retention, and recruitment of competent new nurses. Structured residency programs offer a means to increase the competency of newly graduated RNs. This study performed secondary data analysis of the Versant 18-Week Residency Program to provide evidence of the success of this approach in assisting new nurses in their transition from academia to practice.

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Hartley, Mavis E. "Evaluation of an innovative nurse educational programme of nurse education". Thesis, University of Nottingham, 1996. http://eprints.nottingham.ac.uk/11869/.

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In 1984 the English National Board (the newly appointed controlling body for nurse education in England) invited schools of nursing to submit innovatory and progressive programmes for nurse education. Basis for selection was the capacity of the programmes to begin to address the demands for a new type of nursing practitioner. The programmes were to be aimed at providing an education that would enable the nurse of the future to adapt to the changing needs created by an increasingly dynamic nursing profession. It was proposed that the selected programmes would act as forerunners for new educational initiatives and facilitate the transition to a more clearly oriented nursing approach. The longitudinal study was designed to evaluate the effectiveness of one of the selected pilot educational programmes. It was premised on the assumption that traditional hierarchical nurse educational approaches may affect student self esteem and in consequence the ability of the qualified nurse to achieve the self confidence required for independent professional practice and self-growth. It rests on the argument that a positive self image and external locus of control allows nurses to become self assertive, confident and dynamic practitioners capable of embracing and initiating change in response to predicted continuing change in psycho-social health demands. The innovations introduced in the pilot scheme included the adoption of a humanistic, student centred, adult educational model of teaching/ learning approach that focuses on promoting self worth in its learners. This led to the study proposal that the effectiveness of the course can be evaluated by focusing on whether the educational changes eliminate the potentially destructive effects of earlier courses on nursing students by enhancing their self concept to the benefit of their self confidence in practice during supervised training and after qualifying. The study draws on the theories of the Self, on Attribution Theory. Social Learning Theory and in particular Adult Educational Theory with its focus on recognition of self-worth. It utilises an eclectic illuminative evaluation method that encompasses a balance between quantitative measurement and qualitative information. The results of measurements taken of students values and perceptions of themselves and their chosen profession on entry and at differing stages of the course. Are recorded together with further measurements undertaken by a sample of course graduates after a period of practice. Methods included the use of self designed and standardised instruments and individual and group interview techniques. The descriptive study also explores and compares the demographic characteristics, values, expectations and learning preferences particularly in relation to developing qualities of learner independence and student directedness. An overall participative approach takes into account the varying information needs of its diverse potential audience. The study design recognised the importance of ensuring that the evaluation had a formative component to allow it to offer an improvement function to the quality of study of the students who participated in the various evaluation measures during their own educational process. The findings demonstrated that the programme was successful in achieving its aims. But post course enquiries into the course graduates initial staff nurse experiences, revealed a marked fall in self confidence when they were first confronted with responsibility and accountability. The high anxiety levels, and fears of 'not knowing' how to carry out more complex procedures led to the recommendation that the initial period of preceptorship should include a supernumerary interval in which the newlv qualified staff nurse could be free to 'catch up' on experiences not encountered during the clinical allocations. It is envisaged that the findings will be of interest to the wider nurse educational arena at both local and national level. It will assist not only nurse education programme planners and those implementing the Project 2000 initiatives but also educationalists in compulsory, further and higher education. Finally as a direct record of the effects of the most fundamental changes in nursing history, it has the potential for becoming a source document for future nurse historians.

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Trotman, Stacey. "Educating Nurse Managers to Create a Culture of Nurse Retention". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6140.

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Nurse managers are stakeholders in creating a culture of nurse retention. The purpose of this staff education project was to identify evidence-based best practices that promote nurse retention and to educate nurse managers about these strategies. Knowles's theory of adult learning was the theoretical framework for the project. The practice-focused question addressed whether an education program for nurse managers would increase their understanding of evidence-based strategies to create a culture of nurse retention. The education program centered on 4 themes: professional development, communication and relationships, culture and work environment, and organizational structures and support. The concepts of 5 domains-- status, certainty, autonomy, relatedness and fairness (the SCARF model)--were used to educate nurse managers about the conceptual foundations of individuals' engagement within their environment. Education was delivered using a presentation software program with a follow-up question-and-answer session. A reference toolkit was included in the program. Twenty-seven nurse managers completed a 7-question post presentation survey to assess their level of understanding related to creating a culture of nurse retention; all reported excellent and good levels of understanding based on the program. The nurse manager toolkit and education program can assist nurse mangers in developing leadership strategies supporting nurse retention and positive social change in the culture of the organization.

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Kubichka, Madonna M. "The influence of perceived same-status nurse-to-nurse coworker exchange relationships, quality of care provided, overall nurse job satisfaction, and organizational commitment on intent to stay and job search behavior of nurses in the acute care nurse work environment". Thesis, The University of Wisconsin - Milwaukee, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10123784.

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The nurse turnover rate continues to rise; currently 17.2%. The challenges of the acute care environment are multifaceted and contribute to nurse turnover. Stressful working conditions may contribute to negative relationships among colleagues; subsequently quality of care can suffer, as well as, job satisfaction and nurse intent to stay. A cross-sectional, correlational study, guided by the Coworker Exchange Theory (Sherony & Green, 2002), used data obtained through a printed survey from a sample of 427 registered nurses.

The purpose of this dissertation was to investigate the influence of perceived same-status nurse-to-nurse coworker exchange relationships, quality of care provided, overall nurse job satisfaction, and organizational commitment on intent to stay and job search behavior of nurses in the acute care nurse work environment. Study variables were made operational using six instruments.

Results from path analysis showed that same-status nurse-to-nurse coworker exchange relationships explained 43% of variance in nurse perceived quality of care provided, 21% of variance in overall nurse job satisfaction, and 8% of variance in nurse intent to stay. Overall nurse job satisfaction accounted for 25% of the effect of same-status nurse-to-nurse coworker exchange relationships on nurse perceived quality of care provided and 68% of same-status nurse-to-nurse coworker exchange relationships on nurse intent to stay. Nurse perceived quality of care provided accounted for 71% of same-status nurse-to-nurse coworker exchange relationships on nurse intent to stay.

Findings provide beginning evidence that coworker exchange relationships influence the nurse work environment and nurse turnover. Strategies to address same-status nurse-to-nurse coworker exchange relationships warrant being identified. Organizational leaders may wish to consider allocating resources to build, develop, and maintain improved coworker exchange relationships within the nurse work environment to aid in discouraging nurse job search behavior.

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Hollis, Kimberly M. "Improving Retention Strategies for Experienced Nurses". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7448.

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Experienced nurses depart the workforce in significant numbers; therefore, it is critical to understand how those departures affect patient care and safety. The focus of this systematic review included appraisal of recent research to provide an understanding of strategies used in acute care settings to retain experienced nurses. Guided by Benner's model of skill acquisition, the purpose of this systematic review was to identify factors that influence the decision of nurses with experience to leave or remain working in acute care work settings. The 19 articles selected for this review were limited to those pertaining to experienced registered nurses who have worked in the acute care setting for 2 years and longer. The review excluded articles pertaining to registered nurses with fewer than 2 years of experience, who were considered at the novice or proficient level of nursing. The results of this literature review showed that management conflicts, lack of support, work environments, work schedules, and disproportionate staffing levels were among the factors leading to morale distress and burnout in experienced nurses. These findings have the potential to contribute to positive social change by guiding administrative efforts to retain experienced nurses and improve mentoring of newer nurses and, ultimately, improve patient outcomes.

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Finlay, Noeleen Ruth. "Student nurse attrition". Thesis, University of Strathclyde, 2000. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=21629.

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This is an exploratory study which seeks to clarify the reasons why student nurses either leave or consider leaving Higher Diploma Courses in Nursing. The study sought to eliminate and dispel some of the confusion which currently surrounds the subject of student nurse attrition. A mainly qualitative approach was employed using self report questionnaires, semi structured interviews, focus groups and evidence derived from past documentation and records. Methodological triangulation was employed in order to use different methods and sources to corroborate each other. The findings from the study were further supported by the use of some quantitative methods. The overall findings suggest there are 5 main reasons why student nurses leave or consider leaving nursing courses. These reasons are practice, theory related, personal/social, financial hardship and recruitment selection. This study enabled some previous findings (from past research) to be confirmed whereas new findings were highlighted. Having discussed these areas of concern with lecturers and students during the semi- structured interviews and focus groups and having gathered information via the questionnaires the researcher has proposed a plan of action. This plan should facilitate the University and related National Health Service Trusts to overcome the identified problems and confidently in collaboration take nurse education through the twentieth century and beyond.

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Chase, Linda Kay. "Nurse manager competencies". Diss., University of Iowa, 2010. https://ir.uiowa.edu/etd/2681.

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Building on a previous 1994 study, this descriptive study reflects on the ever-shifting sands of the nurse manager role. This national survey is based on the Katz (1955) conceptual framework of interrelated technical, human and conceptual competencies. An instrument developed by the investigator for determining important nurse manager competencies was validated using an expert panel of AONE nurse manager Fellows. The research used a web-based survey to collect information from hospital nurse managers via a self-administered competency instrument. Eighty one completed the online survey with complete data for a response rate of thirteen percent. Findings suggest the highest self-reported nurse manager competency ratings included effective communication, retention strategies, effective discipline and decision-making. In contrast, the lowest self-reported nurse manager competencies included nursing theory, case management and the research process. The associations of nurse manager competencies with individual and organizational variables were studied. The impact of organizational variables of hospital size and span of control had a medium effect. Magnet status impact was unremarkable. Individual variables of gender, age, education, tenure as an RN, and tenure in current position also did not significantly impact competency ratings. A large and medium effect was noted between tenure in the management role on all the competency ratings within the five constructs. The Chase Nurse Manager Competency Instrument underwent psychometric testing as none had been done since the original 1994 study. The 1994 and the 2010 study data was used to determine reliability and validity assessments with positive results. A crosswalk was also completed between the Chase Instrument and the 2005 AONE Nurse Manager Leadership Collaborative Framework and due to the similarities in the five categories the Chase Instrument was revised to reflect the parallel similar headings support the consistencies between the models. Study findings reveal Nurse managers have to deal with finance and budgeting, patient safety, quality improvement, staff retention, and many other tough topics. They are expected to achieve a blend of clinical and business management with little to no training. Based on the findings the following ten recommendations are provided and include, Provide realistic expectations of the role; Provide a skill assessment and form a plan based on competency development; Provide a structured orientation and development program which includes 30/60/90 day checkpoints; Establish long term mentorship building on the key ingredients of inspiration and role modeling; CNO involvement is critical; Teach Influence; Teach implementation strategies; Create the culture; Invest in Nurse Manager support for Development of Staffing, Financial Acumen and Compliance; Enhance communication skills at every level. Among nursing leadership, the nurse manager role has been identified as critical in the provision of high-performing, effective and efficient care in the patient care delivery setting. This individual is the unit-based CEO responsible for quality, safety, satisfaction and financial performance in alignment with regulatory and accrediting body requirements. Excellence in horizontal and vertical communication is required as this role represents the voice of the direct care nurse at the leadership table as well as the voice of the board of trustees at the unit level.

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Clevenger, Pamela L. "Managerial leadership behaviors and nurse retention". Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/699.

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Miyata, Chiharu. "Characteristics and perception gap between staff nurse and nurse manager of the nurse manager's recognition behavior in Japan". 京都大学 (Kyoto University), 2014. http://hdl.handle.net/2433/188710.

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Baloga-Altieri, Bonnie L. "Comparison of staff nurse perceptions of nurse executive and nurse manager leadership in magnet and non-magnet hospitals". Click here for download, 2008. http://proquest.umi.com/pqdweb?did=1597607751&sid=1&Fmt=2&clientId=3260&RQT=309&VName=PQD.

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Farrell, Carole Denise. "An exploration of oncology specialist nurses' roles in nurse-led chemotherapy clinics". Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/an-exploration-of-oncology-specialist-nurses-roles-in-nurseled-chemotherapy-clinics(9e4907a5-92ac-4719-90f9-12dba4942b0e).html.

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The purpose of this study was to investigate nurses’ roles within nurse-led chemotherapy clinics. There has been a rapid expansion and development of nursing roles and responsibilities in oncology, but little understanding of how roles are enacted and their impact on patient experiences and outcomes. This was a two stage approach comprising a survey of UK oncology specialist nurses followed by an ethnographic study of nurses’ roles in nurse led chemotherapy clinics. Ethics approval was obtained prior to each study; research and development approval was obtained from each hospital site prior to Study 2. Study 1 used a questionnaire survey to explore the scope of nurses’ roles. A purposive sample of oncology specialist nurses perceived to be undertaking nurse-led clinics was obtained using snowball methods. Data analysis included descriptive and inferential statistics. Study 2 used ethnographic methods to explore nurses’ roles in nurse-led chemotherapy clinics, which included clinical observations, interviews with nurse participants and studying documentation (protocols) for nurse-led chemotherapy clinics. Findings were coded and thematic analysis undertaken. In study 1, 103 completed questionnaires were received with a response rate of 64%, however analysis identified 79 (76.7%) nurses undertaking nurse-led clinics, therefore statistical analysis was limited to this sample of 79 nurses. An additional 12 (11.7%) nurses wanted to undertake nurse-led clinics, therefore findings from this group were analysed separately. There was little congruence between nurses’ titles and clinical roles, with significant differences in practice between different groups of nurses, in relation to history-taking (p=.036), assessing response to treatment (p=.033). Although there was no difference in the number of nurses undertaking clinical examinations (p=.065), there were differences in the nature of examinations undertaken, including respiratory (p= .002). There were also significant differences between groups of nurses in relation to nurse prescribing (p<.0001). Study 2 included observations (61 consultations by 13 nurses) and interviews (n=11). There was variability in patient numbers within nurse-led clinics, identifying implications for service delivery and sustainability. Disparities in nurses’ roles and responsibilities revealed four different levels of nurse-led chemotherapy clinics, from chemotherapy administration to totally nurse-led clinics. The identification of four levels of nurse-led chemotherapy is a new finding, and suggests a framework for nurse-led chemotherapy clinics that could link with nurse competencies and training. Five main themes were identified in study 2; a central theme of autonomy linked with themes of knowledge, skills, power and beliefs. A key finding was the reduced emphasis on compassionate care with greater medical (clinical) responsibilities within nurses’ roles, and poor communication skills by some nurses. Despite a great diversity in oncology specialist nurses’ roles, the lack of clarity in roles and responsibilities is creating confusion. Similarly the rapid increase in nurse-led chemotherapy clinics has been ad hoc with no formal evaluations. Although nurses in study 2 perceived they were providing holistic care there was no evidence of this in observations, and nurses appear to use a medical model care based on doctor-nurse substitution, which may have led to reduced emphasis on nursing skills and compassionate care.

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Burnard, Philip. "Learning from experience : nurse tutors' and student nurses' perceptions of experiential learning". Thesis, Cardiff University, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303729.

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Ousey, Karen J. "Being a real nurse : nurses' accounts of learning and working in practice". Thesis, University of Salford, 2007. http://usir.salford.ac.uk/42974/.

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There has been much written regarding nurse education and the socialisation of student nurses in clinical areas in the past (Olesen & Whittaker 1968, Orton, 1981, Melia, 1987, 1997, Ogier, 1989, Castledine, 1995, Bradshaw 2001, Spouse, 2003). The originality of this thesis lies in the discussions and exploration of the concept of Problem Based Learning (PBL) as a teaching and learning strategy and the implementation of the Making a Difference (DoH, 1999a) recommendations in a nursing curriculum. It investigates whether or not these have indeed made a difference to the ability of the students to socialise into their clinical roles and effectively meet their ultimate aim of becoming a ‘real nurse’. The thesis is split into five chapters and employs qualitative research methods to present an ethnographic case study of the experiences of student nurses in clinical placement areas regarding the process of becoming effective student nurses who ultimately develop their knowledge and skills base to become ‘real nurses’. The sample consisted of fifteen (15) students, fifteen (15) student mentors, eight (8) ward managers, one (1) practice development coordinator and one (1) senior nurse responsible for clinical development. Interviewing and observation techniques were used to obtain the data. PBL as a teaching and learning strategy is investigated and discussed, in relation to the students’ ability to develop critical problem solving skills that can be incorporated into their student roles. The disadvantages of PBL are also debated and issues highlighted that may cast doubt that this strategy and the Making a Difference curriculum has actually changed attitudes in the clinical areas towards the capabilities of the student nurse role. Eight major themes arose from the data analysis; learning to be a student, fitting into the clinical team, being professional, being a real nurse, the role of the practice development co-ordinator, effective mentors, developing clinical skills and reflecting in practice. Integral to these were the concepts of professionalism, power, inequalities and culture that were identified as significant underlying issues for the students to recognize when performing and developing into their clinical roles. The data suggest that the new curriculum and PBL have offered some solutions to help overcome the perceived boundaries of professionalism, power, inequalities and culture but by no means provides all the answers. Overall the study has highlighted the importance of clinical skills development and effective delivery of them by students in learning to become a ‘real nurse’. Through their experiences the students have learnt how to overcome boundaries and to fit in with the culture of clinical areas thereby enabling them to learn the role of the student nurse. Furthermore, the newly developed roles of the practice development co-ordinator and established mentor roles are perceived to be invaluable sources of support for the students while in clinical placement areas.

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Ayanwale, Ayanfemi M. "Strategies Nurse Managers Use to Reduce Voluntary Turnover of New Registered Nurses". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6772.

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Employee voluntary turnover is a management problem that impacts the strategic sustainability goals of health care organizations. Thirty-three percent of newly qualified graduate registered nurses (RNs) in the United States leave their profession within the first year of employment. As a result, health care organizations pay over $85,000 per nurse and up to $6.4 million annually to replace RNs in hospitals with more than 600 beds. The purpose of this single case study was to explore strategies nurse managers used to reduce voluntary turnover of RNs. The study population comprised 5 nurse managers from a hospital in Texas, United States. The conceptual framework included Herzberg's 2-factor theory and Maslow's hierarchy of needs. The data collection process included semistructured, face-to-face interviews and review of organizational documents. The data analysis process included thematic and matrix coding queries and keyword clustering. Yin's 5-step process of data analysis was used to identify 3 themes: job satisfaction, leadership support, and training and development. The implications of this study for social change include improvements in the quality of patient care and increased employment opportunities in health care organizations. An increase in economic growth may result in the stabilization of health care organizations' competitive compensation and opportunities to reinvest in the communities' educational programs, health, and wellness.

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Buffenbarger, Jennifer Sylvia. "Nurses' Experiences Transitioning from Staff Nurse to Management in a Community Hospital". ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2346.

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This project study addressed the problem of frequent turnover of nurse managers at a Northeastern community hospital. The lack of retention of nurse managers has led to attenuated support for the nursing staff who continued to hold the front line in patient care. The purpose of this qualitative bounded case study was to explore nurse managers' experiences with turnover in order to identify strategies for enhancing retention. Work empowerment and servant leadership theories served as the frameworks for the study. Research questions focused on nurse managers' perceptions of empowerment and servant leadership characteristics that were important in decisions to assume and remain in a management/leadership role. Data collection included audio-recorded interviews with seven current or past full-time nurse managers, and observation of three of the participants at a leadership meeting. Interview transcripts were open coded and thematically analyzed. Observation data were categorized according to empowerment and servant leadership characteristics. Five themes were identified that related to research questions: struggling in management transition, seeking opportunity for transformation, being committed but powerless, embarking unprepared on an unplanned journey, and having the presence to lead others by serving. The findings of this study guided development of a 12-month program for new nurse managers that integrated characteristics of servant leadership to empower leaders and others. These contributions may promote positive social change by preparing new nurse managers for their role and developing their skills to become successful nurse managers.

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Walsh, Kenneth David. "Being a psychiatric nurse : shared humanity and the nurse patient encounter /". Ttile page, contents and abstract only, 1996. http://web4.library.adelaide.edu.au/theses/09PH/09phw225.pdf.

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Ward, Barbara Diane. "Nurse Resilience| Implications on Critical Care Nurse Shortage and Proposed Intervention". Thesis, Grand Canyon University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10272948.

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Abstract Critical care nursing is experiencing a high turnover and a global shortage crisis. The number of critical care nurses (CCNs) leaving the critical care environment is at an unprecedented high rate, negatively impacting the quality of care for the most critically ill of patients.. It is not known if and to what extent CCNs resiliency is affected by self-care and how it is associated with compassion satisfaction, interprofessional relationships, professional quality of life, psychological and psychosocial impairment (PPI), or intent to leave the critical care specialty area. The purpose of this quantitative, cross-sectional, descriptive project was to ascertain if the independent variable for CCNs self-care had an associative relationship among five dependent variables reflective of CCNs resilience: (a) compassion satisfaction, (b) interprofessional relationships, (c) professional quality of life, (d) PPI, or (e) intent to leave the critical care specialty area. An innovative, web-based CCN self-care intervention was introduced and outcomes measured through the administration of a descriptive survey pre- and post-assessment to determine relational association to the variables of CCNs resilience. The project, though limited by time constraints, inferred CCNs and non-CCNs respondents are interested in self-care and creating healthy critical care environments for safe patient care. Keywords: resilience, critical care, stress management, burnout, compassion

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Feather, Rebecca A. "Staff nurse perceptions of nurse manager behaviors that influence job satisfaction". Thesis, Indiana University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3609150.

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The Bureau of Labor Statistics projected a shortage of registered nurses (RNs) growing to an estimated 581,500 by the year 2025 (an increase of 22 percent since 2008). Recent economical downturns have found many healthcare organizations experiencing a positive effect with the stabilization of nursing turnover. Once the economy begins to recover, however, experts predict the profession of nursing will still face the largest shortage in history according to projections by the American Nurses Association. Because lack of job satisfaction is a precursor to resignation, additional research regarding the identification of interventions that increase RN job satisfaction may result in retaining professionally qualified and prepared staff. This study proposed to identify through focus groups, staff nurse perceptions of nurse manager behaviors that influence RN staff nurse job satisfaction. A sample of 28 RNs, each participating in one of five focus groups, answered questions related to satisfaction with nurse manager behaviors. The investigator used qualitative content analysis to identify patterns within and across focus group data.

Major findings of the study resulted in the identification of two conceptual categories (manager behaviors supportive of RNs and RN's perceived disconnect of work issues from the manager's role) and three major themes related to supportive behaviors (communication, respect, and feeling cared for). The results suggest the following as staff nurse preferences for nurse manager behaviors: open and honest communication that involves listening, consistency, and confidentiality; an increased level of respect including fairness and recognition of a job well done; and the sense of feeling cared for as when a manager meets individual needs and supports staff as professionals. The investigator compared the categories and themes to previous tools used in healthcare, which indicate the need for further item and/or tool development as well as further research regarding RNs' perceived disconnect of work issues from the manager's role.

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Newman, Morgan. "Improving Nurse Mentor Retention Through the Use of Nurse Residency Programs". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3908.

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Graduate nurses beginning their nursing career require a collaborative relationship with an expert nurse mentor to make this transition successful. However, high turnover among these experienced nurse mentors is causing a problematic gap in knowledge transfer, experience, and expertise in the nursing workforce. This project investigated whether nurse mentors who mentored in a Nurse Residency Program (NRP) remained with the organization longer and were more satisfied with their mentoring experience than nurse mentors who mentored outside of a NRP. The diffusion of innovations theory was used to support the project and process of dispersing information on the outcome of the project. Sources of evidence for the project included case-cohort studies, systematic reviews obtained via an exhaustive literature review, and the collection of nurse mentor retention and satisfaction data through the use of a cross-sectional survey. Data were assessed from 214 registered nurses at a hospital in Rapid City, South Dakota and divided into 2 groups: nurse mentor and NRP mentor. When compared to nurse mentors, 10% more NRP mentors reported being employed in their current position with the intent to remain employed for 10 or more years as well as being very satisfied with their mentorship experience, supporting the project question. This project substantiates the need for experienced nurse mentors to prepare new graduate nurses coming into the profession. Contribution to positive social change is as a result of mentorship in nursing that functions as a means of retaining both new graduate and experienced nurses simultaneously.

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Delano, Holden Jessica. "A Toolkit to Support Nurse-Patient Communication through Nurse-Expressed Empathy". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3557.

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Empathy is the ability of a person to understand what another is experiencing from the receiver's perspective and the ability to communicate that understanding to the receiver. In nursing, empathy is believed to be a necessary component to the nurse-patient relationship. Evidence shows a decline in empathy specifically noted over time in nursing students who are preparing to graduate and enter the workforce. The practice focused question for this project asked whether an experiential learning toolkit for development of nursing empathy can improve sophomore nursing student empathy as measured via the Jefferson Scale of Empathy. This project was guided by evidence that demonstrated a continued need to measure the effect of activities aimed at fostering empathy in nursing students. The design for this project was a one group pre and post evaluation of a current healthcare program experiential learning toolkit. The project utilized a toolkit learning activity including case study and discussion in an undergraduate academic setting to assess whether empathy can be fostered in nursing students. Empathy levels were measured pre and post intervention utilizing the Jefferson Scale of Empathy. Analysis demonstrated a 3% increase in overall Jefferson score post intervention indicating an increase in empathic tendency. Of the 20 items on the scale, most scores increased pre to post survey. The findings are suggestive that experiential learning may be a viable strategy to increase empathy in nursing students. This project holds significant value for social change with the potential to identify effective methods to develop student nurses' expression of empathy.

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Smedley, Alison. "Developing the nurse professional and nurse education for the 21st century". Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2006. https://ro.ecu.edu.au/theses/333.

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The purpose of this portfolio was to establish what educational strategies would enhance the professional education for the nurse of the future. Through an examination of various contemporary educational theorists' work. a conceptual framework was developed using the concepts of Hargreaves (2003) as an overarching model to establish the current positioning of nursing and nursing education in the knowledge society. The preparation ofa nurse who can function effectively and efficiently within a rapidly changing health workplace relies heavily on educational preparation that includes the development of knowledge, skills and attitudes appropriate for the role. This portfolio has examined critical aspects of nursing and nurse education in relation to the development of these necessary areas for future nurse professionals.

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Tseng, Kai-Yu. "The transition from student nurse to staff nurse during the first twelve months as a registered nurse in Taiwan". Thesis, University of Ulster, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.502890.

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Ross, Jane Daun. "Mental health nurse prescribing : using a constructivist approach to investigate the nurse patient relationship". Thesis, University of Aberdeen, 2013. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=196346.

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Background: The interpersonal relationship between nurses and clients is seen as the central element or core activity of mental health nursing. Without this relationship therapeutic alliance cannot take place. Concern has been expressed that nurse prescribing could have a negative impact on the nurse patient relationship and result in the nurse sacrificing nursing skills for the prescribing role. Aim: The aim of this study was to explore the nurse patient relationship in the mental health setting when the nurse is a prescriber. In order to do this a comprehensive literature review was undertaken and views of participants were explored and relationships described. Methodology and methods: Nurse prescribers were sent questionnaires to gather demographic data and basic qualitative data. Focus groups and interviews were undertaken within a large NHS Foundation Trust. A constructivist approach was used with 57 participants including nurse prescribers, pharmacist prescribers, nurse managers, clients and doctors. A discussion guide and an iterative approach were used to clarify findings. Data analysis was guided by a Framework approach. Findings: The majority of clients preferred to have their nurse prescribe for them. Trust was highly valued within the pre-established relationship and clients found nurses easier to talk to about their medication than doctors. Nurse prescribers placed high importance on being able to reduce and discontinue medication for the client, terming this ‘un-prescribing’. Nurse prescribers were uncomfortable with the concept of power, preferring to use the term ‘empowerment’. All groups of participants were unanimous that nurse prescribers continued to provide care and that they had not moved from a traditional ‘caring’ role to a ‘medical’ curing role and importance was placed on the therapeutic alliance between nurse prescribers and clients. Conclusion: Rather than detracting from the nurse patient relationship, results from this study suggest that nurse prescribing enables the mental health nurse prescriber to provide more holistic care than previously. The action of ‘un-prescribing’ may indicate a new culture around mental health nurse prescribing

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Rowland, Beverly Dianne. "Conceptualization of factors that have meaning for newly licensed registered nurses completing nurse residency programs in acute care settings". Thesis, Indiana University - Purdue University Indianapolis, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10241295.

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Nurse residency programs (NRPs) have been identified as a means to promote transitioning of new nurses into the professional nursing role. Questions have arisen related to which elements within those programs are most meaningful to the development of new nurses. As the nursing shortage drives the need for quick transition and development of nurses to meet workforce needs, nursing must identify what is meaningful to nurses in their transition to practice. The purpose of this multi-site study was to explicate meaning from the experiences of newly licensed registered nurses (NLRNs) who have just completed NRPs. The research question was “What factors have meaning for NLRNs who have experienced transition to practice in nurse residency programs in acute care settings?”

Semi-structured interviews were used to collect data from six NLRNs from three different NRPs after completion of their programs. Using interpretative phenomenological analysis, themes and variations within those themes were derived from the descriptive narratives provided from participant interviews. Overarching themes identified were Relationships, Reflection, Active Learning, Resources and Organizational Systems. Findings have implications for practice and education as the nursing profession strives to find ways to transform nurses in an effective and efficient manner.

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Cole, Sandra L. "Differences in managers' and staff nurses' job satisfaction in public health offices in a rural state". Laramie, Wyo. : University of Wyoming, 2007. http://proquest.umi.com/pqdweb?did=1313920481&sid=1&Fmt=2&clientId=18949&RQT=309&VName=PQD.

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Iro, Elizabeth. "The leadership experience of first line nurse managers working in the Cook Islands a qualitative descriptive study : a thesis submitted to Auckland University of Technology in partial fulfillment of the requirements for the degree of Master of Health Science (MHSc), 2007 /". Click here to acces resource online, 2007. http://aut.researchgateway.ac.nz/handle/10292/79.

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Thesis (MHSc--Health Science) -- AUT University, 2007.
Includes bibliographical references. Also held in print (xi, 107 leaves : ill. ; 30 cm.) in North Shore Campus Theses Collection (T 610.73099623 IRO)

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Coates, Alison. "An exploration of nurse education leadership as identified and experienced by nurse teachers working in the field of nurse education". Thesis, University of Birmingham, 2012. http://etheses.bham.ac.uk//id/eprint/3785/.

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This research is an exploration of nurse education leadership, as identified and experienced by nurse teachers working in a Higher Education (HE) environment. In total 18 nurse teachers were interviewed who formed a whole population sample. The author is identified as a coworker and part of the community being researched. Semi-structured interviews and field notes were used to triangulate the data and thematic analysis was used to analyse the data. From the findings, the interviewees can be seen to have a strong professional focus and look to their own health and nursing structures to provide leadership. The acceptance of the authority of these institutions and people can be broadly located in a bureaucratic model. Their expectations of people they identified as leaders conforms to a transformational model of leadership, as they identified that leaders were people who had vision, values and influence and of particular importance was the identification of how these individuals made them feel valued. They identified themselves as problematic within the HE environment in which they work and identify being excluded from the collegiate structures and working practices of the university. The findings illuminate problems in the identification and role of nurse education leadership and their position within the university, which this author suggests are areas that need further exploration and have policy implications.

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Ákadótti, Þóra. "Nurse assistants’well-being at work : is there a link to nurse leadership". Thesis, Nordic School of Public Health NHV, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:norden:org:diva-3104.

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Introduction: As jobdemands in the healthcare system increases, one of the main protective factors involves support within the work environment. Limited knowledge exists about the work environment of nurse assistants and their well-being at work. A relatively small number of studies on this topic in the Nordic countries, and their results indicate high job demands and risk for negative health outcomes. Purpose:This study aimed to investigate nurse assistants’ perception of job demands, the servant leadership of their next superior, job satisfaction, symptoms of emotional exhaustion, and physical well-being at work. It wasalso investigatedwhether perception of servant leadership of their next superior related to job satisfaction and symptoms of emotional exhaustion.Methods: Questionnaires sent to all nurse assistants with registered email addresses at the Icelandic Nurse Assistants Association yielded 588 participants (49% response rate). A new Dutch inventory on servant leadership (SLI) was used to measure perception of servant leadership in nursing; additional questions explored work environment, demands, control and support at work, symptoms of burnout, and job satisfaction. To answer the research questions, a cross-sectional descriptive designwas used Results:The majority of participants experienced high job demands and reported on control and support at work. Despite high levels of burnout, the majority of nurse assistants weresatisfied at work. Servant leadership was practicedsomewhat within nurse assistant’s workplaces. The correlation between perception of servant leadership, job satisfaction, and emotional exhaustion was significant for all SLI sub-factors except courage, and the strongest correlation was for empowerment, humility, and stewardship as sub-factors of servant leadership.Conclusion:This study highlights supportive factors within the work environment, particularly regarding the leadership-empowering role of servant leadership in nursing. Results showhow thissupportis related to nurse assistants ́ well-being at work andsuggeststhat servant leadership can support health promotion within the work environment of nurse assistants. These findings are valuable for nurse assistants, nurse managersand leadershipin the health care system, thus contributingto public health

ISBN 978-91-86739-28-7

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50

Ákadóttir, Þóra. "Nurse assistants’well-being at work : is there a link to nurse leadership?" Thesis, Nordic School of Public Health NHV, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:norden:org:diva-3284.

Pełny tekst źródła

Streszczenie:

Introduction: As jobdemands in the healthcare system increases, one of the main protective factors involves support within the work environment. Limited knowledge exists about the work environment of nurse assistants and their well-being at work. A relatively small number of studies on this topic in the Nordic countries, and their results indicate high job demands and risk for negative health outcomes. Purpose:This study aimed to investigate nurse assistants’ perception of job demands, the servant leadership of their next superior, job satisfaction, symptoms of emotional exhaustion, and physical well-being at work. It was also investigated whether perception of servant leadership of their next superior related to job satisfaction and symptoms of emotional exhaustion. Methods: Questionnaires sent to all nurse assistants with registered email addresses at the Icelandic Nurse Assistants Association yielded 588 participants (49% response rate). A new Dutch inventory on servant leadership (SLI) was used to measure perception of servant leadership in nursing; additional questions explored work environment, demands, control and support at work, symptoms of burnout, and job satisfaction. To answer the research questions, a cross-sectional descriptive designwas used Results: The majority of participants experienced high job demands and reported on control and support at work. Despite high levels of burnout, the majority of nurse assistants were satisfied at work. Servant leadership was practiced some what within nurse assistant’s workplaces. The correlation between perception of servant leadership, job satisfaction, and emotional exhaustion was significant for all SLI sub-factors except courage, and the strongest correlation was for empowerment, humility, and stewardship as sub-factors of servant leadership. Conclusion: This study highlights supportive factors within the work environment, particularly regarding the leadership-empowering role of servant leadership in nursing. Results showhow thissupportis related to nurse assistants ́ well-being at work andsuggeststhat servant leadership can support health promotion within the work environment of nurse assistants. These findings are valuable for nurse assistants, nurse managersand leadershipin the health care system, thus contributingto public health

ISBN 978-91-86739-28-7

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