Development Of Nursing Care Research Articles

Imposter Syndrome: A Reflective Discourse into the Experiences of Canadian Black Nurses through Art.

Impostor syndrome is a common phenomenon experienced by individuals when entering new ranks in the workplace. Although women experience greater feelings of imposter syndrome than men, Black individuals report a prolonged experience of imposter syndrome when compared to their white counterparts, which negatively impacts their everyday experiences, health, and overall well-being. With growing studies showing the pervasive nature of anti-Black racism on the health of Black people, there remains a paucity of studies showing the connection between anti-Black racism and imposter syndrome. Within nursing, anti-Black racism can be seen to foster imposter syndrome through discriminatory practices that affect the career development, recruitment, and retention of Black nurses. Anti-Black racism is prevalent, and, in this paper, two Black nurses share insight through their own encounters with imposter syndrome and its relationship with anti-Black racism. Guided by Black feminist thought, they use art to navigate their reflective discourse as a means of reclaiming their identity and positionality as leaders in their rights. Reflective discourse is ideal for transformative learning to occur through dialogue. In addition, it promotes the use of art for deeper discussions when understanding the Black experience. Together, these nurses explicate how adopting Afrocentric knowledge and practices through their reflective discourse can affirm their identity, promote a sense of belonging, and assist in dismantling the effects of anti-Black racism and imposter syndrome within nursing.

Factors influencing the job embeddedness of new graduate nurses: A multicentre cross‐sectional study

AbstractAimTo identify factors associated with job embeddedness from the perspective of retaining new graduate nurses.DesignThe study was cross‐sectional in design.MethodsConvenience and stratified sampling were used to recruit 415 newly graduated nurses from 12 tertiary hospitals in China. Anonymized data were collected through self‐designed sociodemographic questionnaires, job embeddedness scale, feedback‐seeking behaviour scale, authentic leadership perception scale and decent work scale. Appropriate indicators were used for descriptive statistics and t‐tests, ANOVA, Pearson correlation analysis and multiple linear regression to examine the influencing factors.ResultsThe study showed that monthly income level, decent labour, authentic leadership and feedback‐seeking behaviour were significant predictors of job embeddedness among new graduate nurses.ConclusionThe job embeddedness of new graduate nurses is moderate. Nursing managers need to construct reasonable and fair compensation incentives, adopt positive leadership styles and encourage proactive feedback‐seeking behaviours to improve the job embeddedness of new graduate nurses and alleviate the nursing talent shortage.ImpactExploring the factors influencing the job embeddedness of new graduate nurses provides a reference for establishing new graduate nurse retention strategies to help promote the career development of new graduate nurses and alleviate the nursing brain drain.Reporting MethodWe adhered to the Strengthening the Reporting of Observational Studies in Epidemiology (STROBE) guidelines.Patient or Public ContributionNo patient or public contribution.

Pengaruh Kepemimpinan Kepala Ruangan terhadap Pengembangan Karir Perawat di Ruang Rawat Inap Rsud Dr. H. Moch Ansari Saleh Banjarmasin

Leadership is a process of influencing and directing group members to carry out their duties. Apart from that, leaders are expected not only to give orders to employees, but also to increase their employees' motivation to work. The leadership of the head of the room has a strong influence on the career development of nurses, where a leader or head of the room serves as a provider of instructions to his employees. The head of the room is someone who is given the authority or responsibility to organize and control nursing activities in the ward. Career development must include work performance, work motivation, commitment, discipline, and must be supported by the leader. Knowing how the influence of the head of the room's leadership on the career development of nurses in the inpatient room of RSUD. Dr. H. Moch Ansari Saleh Banjarmasin. This study uses quantitative methods with cross sectional design. The sample size was 33 respondents with total sampling technique. The data analyzed was using the spearman rank test with a value of p=0.843. The results of the bivariate analysis using the spearman rank test obtained a value of P = 0.843 which means greater than (>0.05), therefore it is stated that there is no effect of the leadership of the head of the cave. There is no influence of the head of the room's leadership on the career development of nurses in the RSUD inpatient room. Dr. H. Moch Ansari Saleh Banjarmasin.

Influencing factors of inter-nursing lateral violence: A qualitative systematic review.

Lateral violence is a global social problem that has attracted considerable attention in the field of public health. This has seriously affected the quality of care, the safety of patients' lives and the career development of nurses. To systematically evaluate the factors influencing of nursing lateral violence and provide evidence for preventing and reducing inter-nursing lateral violence. A systematic review of qualitative study was performed in accordance with the Enhancing Transparency in Reporting the Synthesis of Qualitative Research (ENTREQ) guidelines. We collected qualitative studies on the factors influencing of inter-nursing lateral violence by searching PubMed, EMbase, The Cochrane Library, Web of Science, CINAHL, Science Direct, WanFang Data, China National Knowledge Infrastructure (CNKI), Chinese Scientific Journal Database (VIP) and Chinese Biomedical Literature Database (CBM). Data from inception to September 2023. Literature screening and data extraction were independently conducted by two reviewers. The Critical Appraisal Skills Program (CASP) scale was employed to assess the quality of the studies, including objectives, methodologies, designs, results and contributions. A total of 25 studies involving 882 participants were included. The results of the thematic analysis indicated that inter-nursing lateral violence was influenced by hospital management, perpetrators, victims and sociodemographic factors. Inter-nursing lateral violence was influenced by multidimensional factors. To reduce the occurrence of horizontal violence among nurses, hospitals need to explore the establishment and improvement of a horizontal violence resolution mechanism, and schools should pay attention to the joint support and education of nursing students, create a good working environment and harmonious nursing culture, and promote mutual respect among nurses. This review emphasises the importance of the influencing factors of horizontal violence among nurses, analyses the importance of influencing factors from different perspectives, and proposes corresponding measures to reduce inter-nursing lateral violence. This study was mostly a literature review; neither patients nor pertinent staff were involved in either the design or conduct of the investigation.

Improved professional competencies and leadership in PhD-prepared nurses and doctoral students after participating in the cross-national and web-based Nurse-Lead program

BackgroundDoctor of Philosophy (PhD)-prepared nurses are expected to exercise leadership in their various roles. Therefore, European nurse scholars developed a cross-national web-based Nursing Leadership and Mentoring Educational (Nurse-Lead) program. PurposeTo evaluate changes in leadership practices, professional and research competencies as well as career development of PhD-prepared nurses and doctoral nursing students after participation in the Nurse-Lead program. MethodsA pre-post-test evaluation was conducted. Surveys addressed leadership, professional and research competencies, and career development. Quantitative data were analyzed with descriptive statistics and paired sample t-tests. Content analysis was used for qualitative data. DiscussionThe 30 participants showed significant improvements in all leadership practices, professional competencies, and most research competencies. Participants reported increased confidence in decision-making, taking on new responsibilities, and becoming more visible within research teams. ConclusionWeb-based, international leadership and mentoring programs are promising tools for the leadership and professional development of PhD-prepared nurses and doctoral nursing students.

The Relationship Between Nurse Career Development and Job Satisfaction at BIMC Kuta Hospital

Introduction: Quality of Health Services is the level of Health services provided to individuals and communities in an effort to improve outcomes. Nursing services are an integral part of health services so they can contribute to the quality of service in hospitals. Nurse job satisfaction can influence the nursing services provided, which in turn can influence patient satisfaction both directly and indirectly. Employee dissatisfaction can be influenced by organizations that do not have clear career development for employees, which has an impact on reducing overall effectiveness. The aim of this research is to analyze the relationship between career development and job satisfaction of nurses at BIMC Kuta Hospital. Methods: The research design used in this research is a correlational research design using a cross sectional approach. The type of sampling used nonprobability sampling with a total sampling technique with a sample size of 57 nurses. The data collection instrument uses a questionnaire. The bivariate analysis used in this research was the chi square test. Results: Majority of nurses believe that career development at BIMC Kuta Hospital is good, with 41 nurses (71.9%). The majority of nurses are satisfied with their jobs at BIMC Kuta Hospital, with 36 nurses (63.2%).From the results of the analysis, the value OR = 34,000 is also obtained, meaning that nurses with good career development have a 34 times chance of being satisfied with their work. Conclution: There is a significant relationship between career development and job satisfaction with a p-value of 0.000.

Motivating factors influencing the career advancement of nurses into nursing management positions

BackgroundNurse motivation is a prerequisite for improved patient outcomes, performance and job satisfaction. There are studies discussed the factors influencing nurses’ motivation and the job performance however little research has been conducted on the factors influencing the career advancement of nurses to nursing management positions which can bridge the gap in this area. ObjectivesThe aim of the study was to comprehend the intrinsic, extrinsic, and demographic motivation factors that influence nurses’ career advancement into nursing management positions. MethodsThis study employed a quantitative, cross sectional and descriptive design. A self-administered questionnaire was distributed among 158 nurses who were either planning to advance their career in nursing management in the future (131) or working in Saudi Arabian hospitals in nursing management positions (27) at the time of study. A preliminary study was also conducted prior to the main study. A self-administered questionnaire, measured using a 7-point Likert scale was used for the study. The study utilized SPSS-19 software pack and descriptive analysis for analyzing data. ResultsThe results of the study indicated that the intrinsic motivation factors that influenced the nurses to advance the career into nursing management positions included joy and happiness (p = 0.002), sense of personal accomplishment (p = 0.025), independence in the job (p = 0.010), achievements in life (p = 0.000), freedom of doing the job effectively (p = 0.027), reassurance (p = 0.000), personal satisfaction (p = 0.007), self-esteem (p = 0.012), jobdiscrimination at base-level positions (p = 0.001), responsibility (p = 0.000), and opportunities to use their abilities (p = 0.007). The extrinsic motivation factors that motivated the nurses included the provision of more educational opportunities (p = 0.006), more flexibility in family life (p = 0.001), more suitable for a healthy living (p = 0.022), and opening up more career prospects (p = 0.046), among others. Finally, the demographic factors that motivated nurses included sex (p = 0.001), marital status (p = 0.000), current nursing job (p = 0.025), and total years of nursing experience (p = 0.018). ConclusionsThe present study demonstrated that intrinsic, extrinsic and demographic factors motivated nurses to advance their careers into nursing management positions in the Kingdom of Saudi Arabia. Accordingly, the study renders important implications for the career development of nurses in relation to nursing management roles.

The experiences of doctorally prepared nurses and doctoral nursing students with being mentored in the Nurse-Lead programme: A focus group study

Aimto explore experiences of being mentored and the contribution of the mentoring to leadership and professional development of doctorally prepared nurses and doctoral nursing students participating in the Nurse-Lead programme. BackgroundMentoring is considered important for career development of academic nurses. Doctorally prepared nurses need a wide range of professional competences to develop sustainable careers. Therefore, they may benefit from a larger network of mentors, outside their own organization, to support their professional development. Therefore, a web-based leadership and mentoring programme was developed - the Nurse Lead programme. DesignA descriptive study with semi-structured focus groups. MethodThree focus groups were conducted during an on-site programme meeting in 2019 with twenty-one doctorally prepared nurses and doctoral nursing students. The interview guide included questions about mentoring relationships and meaning of mentoring for leadership and professional development. The interviews were thematically analysed. ResultsFive themes were identified: “Preferred characteristics of mentors”, “Developing trusting relationships”, “Engagement of the mentors”, “Becoming a proficient researcher and team leader” and “Becoming an empowered and confident professional”. ConclusionMentoring supported the leadership and professional development of doctorally prepared nurses and doctoral nursing students. Participants were engaged in rewarding mentoring trajectories. The results indicate that a similar approach could be followed when developing mentoring programmes in the future.

Understanding the impact of clinical and leadership development activities for pediatric cardiac nurses in India.

The major challenges for pediatric cardiac nursing in India include inadequacies in their levels of education and lack of recognition of their vital role in the health-care system. The aim of this study was to understand the impact of the leadership educational initiatives on pediatric cardiac nursing taken by Children's HeartLink and the Pediatric Cardiac Society of India. Semi-structured interviews were conducted with eight pediatric cardiac nurse leaders from different Indian hospitals. A review of interviews from a previous study and an extensive literature review provided further foundational data on two major themes. The first theme on nursing education focused on nursing curriculum update, continuing education, and leadership development. The second theme focused on improving the value of nursing in public perception, value in hospitals, and their career promotions. The study identified the potential targets for improvement and provided a nursing career development ladder applicable to India.

The Correlation between Compensation and Career Development with Job Satisfaction of Inpatient Nurses: A Study in a Hospital in Jakarta

Working in a workplace or organization for a short or long time can lead to job satisfaction which will directly or indirectly have a good impact on work. Nurse job satisfaction is very important for the realization of high loyalty to work and the organization in carrying out daily tasks in hospitals or other health services. Various factors can increase job satisfaction in various fields of work including the field of nursing. These factors include compensation and career development. The type of research conducted was a correlational research method with a cross sectional approach. This correlation test was carried out between compensation and career development and job satisfaction of nurses at X Hospital. Correlation test with linear regression test from the results of questionnaire answers from 25 nurses who were research respondents . The results showed that there was a positive correlation between the two dependent variables (compensation and career development) with job satisfaction with a value of p = 0.000 and the partial analysis obtained a value of p = 0.000 for compensation and p = 0.027 for career development. Based on the above results of the two factors, compensation is a factor that has a stronger influence on nurse job satisfaction when compared to career development factors. For this reason, it is expected that hospital leaders can develop a good compensation system in their management.

Factors Affecting Work Fatigue in Nurses at the Padangsidimpuan Regional General Hospital Emergency Room in 2022

<div><table cellspacing="0" cellpadding="0" align="left"><tbody><tr><td align="left" valign="top"><p><em>Fatigue is a mechanism to protect the body from further damage resulting in recovery after rest. Fatigue generally shows different conditions for each person, but you lose efficiency and work capacity and decrease body endurance. This study aimed to determine the factors influencing work fatigue in nurses in the Emergency Room at the Padangsidimpuan City Regional General Hospital. This research is a quantitative study with a cross-sectional design. This research was conducted at the Padangsidimpuan Regional General Hospital Emergency Room. This research was conducted from July 2022 to March 2023. The population of this study was all nurses in the Emergency Room at the Padangsidimpuan Regional General Hospital, consisting of 36 nurses. The sampling technique is the total sampling technique. The research sample is 36 nurses. Data analysis in this study used the Spearman Correlation test and the Multiple Linear Regression test. The results of the study are that workload affects work fatigue p-value = 0.0014 (<0.05) r = 0.569, there is an effect of sleep quality on work fatigue p-value = 0.003 (<0.05) r = 0.656, and workload Work affects sleep quality p-value=0.002 (<0.05) r=0.256 in the Emergency Room at the Padangsidimpuan City Regional General Hospital in 2022. </em><em>It is suggested that the Padangsidimpuan City General Hospital to optimize the distribution system for nurses to make the professional nurses more effective in providing health services in the Emergency Room. The need to make a policy that provides training and career development for nurses based on the competence and performance of nurses to motivate them to work even with a high workload. Moreover, involve nurses in regular training or seminars to improve their abilities and competencies in carrying out their nursing duties.</em></p><p> </p></td></tr></tbody></table></div><strong><em>Keywords: Emergency Room, Sleep Quality, Workload, Work Fatigue</em></strong>

Research Progress of Nursing Quality Evaluation Index System in Post-Anesthesia Care Unit

Objective: To explore the construction of the nursing quality evaluation index system of Post-Anesthesia Care Unit (PACU) at home and abroad, in order to provide a reference for the construction of the quality evaluation index system of PACU in China. Methods: A comprehensive and systematic search was made for domestic and foreign literature related to the construction of PACU nursing quality index evaluation system, and a systematic review and evaluation of its clinical application status was carried out. Conclusion: Through the exploration and analysis of the current nursing quality indicators in PACU at home and abroad, it is pointed out that the limitations of the construction of PACU nursing quality indicators in China are mainly: limited scope of construction, single index content, unclear responsibilities of anesthesia nurses, and knowledge of related oral diseases Inadequate training and variable quality of care-building indicators. Combined with the current national conditions and relevant policies in our country, this paper puts forward some suggestions on the construction of relevant nursing quality indicators, in order to provide a reference for the construction of the nursing quality evaluation index system of PACU, to provide professional identification and career development for anesthesia nurses, and to accelerate the specialty of anesthesia nursing. development, which has theoretical research significance.

Post-traumatic growth experience of first-line emergency nurses infected with COVID-19 during the epidemic period-A qualitative study in Shanghai, China.

BackgroundIn March 2022, Shanghai, China, was hit by a severe wave of SARS-CoV-2 transmission caused by the Omicron variant strain. The medical staff was greatly infected during this period, which posed a traumatic event for them. Meanwhile, they also experience post-traumatic growth under introspection and positive change. However, the psychological coping and growth after infection with COVID-19 among medical staff have rarely been investigated.ObjectivesTo explore the process and influencing factors of post-traumatic growth among emergency nurses infected with coronavirus disease (COVID-19) so as to provide a new perspective and theoretical basis for psychological rehabilitation or intervention for medical staff who experienced traumatic events.MethodsThe study used a qualitative design based on the phenomenological approach. A purposive sampling method was used to explore the subjective feelings and post-traumatic growth among 13 first-line emergency nurses infected with COVID-19 in Shanghai, China. Semi-structured face-to-face interviews were conducted in June 2022. A Seven-step Colaizzi process was used for data analysis.ResultsThemes were described and extracted from the experience and insights at different stages during the fight against the virus. Three main themes, i.e., stress period, adjustment period, and growth period, as well as several sub-themes, were identified.ConclusionFirst-line emergency nurses infected with COVID-19 are a sensitive group that should be given more attention. Investigating how they achieve psychological adjustment and growth in the case of severe trauma can provide valuable references for nursing management and education in the future. Society, hospital and nursing managers should pay more attention to the PTG of nurses and establish supportive PTG strategies, which will benefit the retention rate and career development of nurses.

Registered nurses' perceptions of their career-An interview study.

We aim to explore registered nurses' perceptions of their career. Career development options have been found to increase attraction to nursing and support nurses' engagement with their organization and profession. We collected qualitative individual interviews with 23 registered nurses; data were analysed with thematic analysis and reported according to the consolidated criteria for reporting qualitative research (COREQ) criteria. Three themes emerged: career choices, career engagement and career development. Participants had chosen a nursing career because they perceived it as humane, people oriented, meaningful, diverse and secure work. Participants' engagement in their career was connected to the content of the work, in which direct patient care was central. Nurses connected career development with high competency, independence, influence and meaningful working life experience. However, they perceived career development opportunities as minute within direct patient care. Career development opportunities for nurses in direct patient care are needed to foster their career engagement and the attractiveness of the nursing profession. Further research is needed on the career planning and development of nurses working in patient care. Nurse managers must play a central role in engaging nurses in their careers and promoting their competency and career planning and development in organizations.

Prelicensure Virtual Clinical Practicum to Improve Quality and Safety Education for Nurses Competencies: Implications for Professional Development Practitioners.

Fluctuating prelicensure educational experiences during the COVID-19 pandemic may result in new nurses entering professional practice without necessary competencies to provide optimal patient care. A virtual clinical practicum was an effective strategy to increase nursing students' confidence across six Quality and Safety Education for Nurses competencies. Importantly, nursing professional development practitioners may utilize this virtual clinical program during onboarding or as part of ongoing career development for nurses across a variety of healthcare systems.

A qualitative descriptive study of a novel nurse-led skin cancer screening model in rural Australia

BackgroundPeople residing in rural areas have higher rates of skin cancer and face barriers to accessing care. Models of skin cancer care addressing the specific needs of rural communities and overcoming specific challenges are required, but literature is scarce. This study aimed to describe the elements of a nurse-led skin cancer model in rural Victoria using qualitative methodology and programme logic to inform implementation and ongoing sustainability.MethodsQualitative descriptive design. Semi-structured interviews were conducted with key stakeholders involved in the skin cancer model, namely health service executive management, clinical staff, and administration staff. Interviews were audio-recorded and transcribed verbatim. Transcripts were thematically analysed independently by two researchers before themes were compared and refined. A programme logic model was developed to organise themes into contextual elements, inputs, activities and anticipated outcomes; it was also used as a visual tool to aid discussions with key stakeholders. Member checking of the logic model occurred to verify interpretation. This programme logic model will be refined throughout the implementation phase, and again after three years of service delivery.ResultsEight stakeholders participated in interviews. Thematic analysis identified three major themes: the influence of the local rural context, the elements of the model, and “making it happen’. These major themes and accompanying sub-themes were mapped to the programme logic model by contextual elements (rural locale, health service access barriers, burden of disease), key inputs (promotion, human resources including appropriate nurse training and leadership) and ‘making it happen’ (governance including referral pathways, flexible and sustained funding, and partnerships). The anticipated outcomes identified include skin cancer care delivered locally, timely access, career development for nurses, and decreased skin cancer burden.ConclusionAn initiative that is place-based and community driven in response to consumer demand addresses key system barriers to earlier detection of skin cancers. It is anticipated to result in flow-on reductions in skin cancer disease burden. Programme logic was useful to both describe the initiative and as a visual tool for discussions, with the potential to inform wider health service efforts to address system barriers and bottlenecks.

The experience of anxiety among Chinese undergraduate nursing students in the later period of their internships: findings from a qualitative study

BackgroundClinical internships are a critical transition period for nursing students to develop into nursing professionals and are essential for the solidification of their professional attitudes. Undergraduate nursing students face multiple sources of severe anxiety that affect their nursing career development during this period. This study aimed to understand the anxiety experienced by undergraduate nursing students in the later period of their internship periods in a Chinese educational context.MethodsA descriptive qualitative study was conducted. A purposive sample of 17 undergraduate nursing interns with experiences of anxiety was selected from three teaching hospitals in Hunan Province, China. Data were collected through semi-structured interviews and analyzed using the Colaizzi seven-step method for data analysis.ResultsThree themes emerged: the sources of perceived anxiety, the psychological journey of coping with anxiety, and suggestions for nursing management and education. The sub-themes for the first theme included career decision dilemmas, competitive pressures for employment, worries about progress of the graduation projects, challenges of the nursing licensure examination, and low self-confidence in clinical competence. The second theme consisted of two sub-themes: negative avoidance and retreat, and positive preparation and response. The third theme consisted of policy support to create more employment opportunities, comprehensive guidance from nursing schools and hospitals, and psychological assistance and counseling.ConclusionsThis study revealed that undergraduate nursing students were prone to anxiety during the later period of their clinical internships. Specific sources of anxiety encompassed career decision-making, job pursuit, graduation, and licensure examination. Undergraduate nursing students adopted both positive and negative approaches in coping with anxiety during the later period of their clinical internships. Nursing educators and administrators should develop appropriate instructions and support systems to reduce anxiety among undergraduate nursing students.

Leadership of PhD-prepared nurses working in hospitals and its influence on career development: A qualitative study.

To explore leadership experiences and the influence of leadership on career development of PhD-prepared nurses working in hospitals. The Doctor of Philosophy (PhD) represents the highest level of education for a career in research and scholarship. PhD-prepared nurses have an important role in advancing the nursing discipline by conducting and implementing research finding. Given the rapidly changing health care environment, there is a clear need for PhD-prepared nurses with strong leadership competences. Currently, there is a dearth of studies exploring leadership of PhD-prepared nurses working in hospitals. A descriptive qualitative study. A purposive sample with PhD-prepared nurses employed at clinical departments was used. Twelve interviews were conducted with participants from seven hospitals. Perceptions towards leadership, leadership experiences, leadership barriers and the influence of leadership on career development were discussed. Interviews were thematically analysed. Reporting followed the COREQ guidelines. Three themes addressing leadership experiences were found: (1) "Leadership is needed for career development" describes how participants took initiative and received support from colleagues and mentors; (2) "Practicing leadership behaviours" describes leadership behaviours and feelings associated with leadership and (3) "Leadership influenced by the hospital setting" describes the working environment including struggling nursing research cultures and infrastructures with limited positions, managerial support and opportunities for collaboration. Although participants showed leadership to advance their careers, barriers related to working environment were found. Stakeholders should invest into opportunities to develop and utilise leadership competences and development of strong nursing research cultures and infrastructures with sustainable career frameworks and positions. There is a need for ongoing efforts to build strong leadership competences as well as nursing research cultures and infrastructures with career pathways and suitable positions for PhD-prepared nurses within hospitals to empower them to strengthen nursing.

Raising the profile of care home nursing through collaborative working

AimTo explore the innovative educational practices of two care home teams based in the United Kingdom (UK). Both homes aimed to provide education and developmental opportunities so that they could further deliver effective nursing care to residents. Through such practices, the care homes sought to enhance nursing career development and improve workforce retention.Meeting the long-term care needs of older people remains a challenge and the nursing workforce need to be adequately supported to deliver effective care. Employers have an important role in supporting the educational and developmental needs of nursing staff so that they can fulfil their challenging roles. ConclusionUsing several approaches to nursing education and development, the care homes described in this Discussion Paper were able to show positive impact. Considering the care home workforce shortage and employability churn, it is hoped these ideas can offer inspiration to others in the sector.

The Magical Role of a Nurse Retentionist

This article describes the innovative nurse retentionist role that a large academic medical health system in the southeastern United States implemented to improve nurse retention. The program leveraged 5 key strategies to drive results. Example outcomes during the first 2 years include a 27% increase in clinical ladder participation, a 43% clinical ladder advancement, and an 187% increase in ambulatory nurse recognition. Internal promotions increased 31%. Participation in nursing career development increased 294%. Extern program increased 420%, and 77 nurse residents were retained that initially considered resignation. Nurse turnover dropped to 11.8% with the retention of 254 nurses.