Chief Nursing Research Articles

Nursing practice leaders’ perspectives on continuing challenges related to the Doctor of Nursing Practice Degree

In 2020, deans from top-ranked nursing schools authored a Nursing Outlook article titled, “Doctor of Nursing Practice (DNP) Degree in the United States: Reflecting, Readjusting, and Getting Back on Track.” In 2022, the American Association of Colleges of Nursing published the report, “State of the Doctor of Nursing Practice Education.”- Both have been critical to advancing national discussions on the implementation of a universal DNP practiceentry standard in nursing. This paper, written by Chief Nursing Officers from top-ranked academic medical centers, reports on perspectives from practice settings/employers regarding issues raised by educators and deans in those documents. Barriers to acceptance of the DNP degree in practice include a lack of degree standardization, a need for DNP outcomes data, and a desire for a clearer return on investment for the DNP degree among graduates and employers.

Động lực làm việc của điều dưỡng và một số yếu tố ảnh hưởng tại Bệnh viện đa khoa khu vực LaGi, Bình Thuận năm 2022

Objectives: The study aimed to describe the motivations of nurses and determine factors influencing motivation of nurses in LaGi general hospital, Binh Thuan province in 2022. Methods: A cross-sectional study was employed, combining quantitative and qualitative method. A total 140 nurses was recruited and for quantitative research. Representatives of hospital directors, chief nurses in clinic and non-clinic departments were also selected for qualitative research to participate in in-depth interviews and focurs group discussions. Results: The main findings showed that the working motivation among nurses in LaGi general hospital accounted for 33.6%. The average score of working movitation was at 3.85/5. The factors including salary and extra payment, working condition and working performance assessment were effected to working motivation among nurses in LaGi general hospital. Conclusions: In order to improve the working motivation among nurses in LaGi hospital, it suggested that implementation of working performance assessment properly relying on the job description. Also, the hospital should consider about the salary and extra payment for nurses based on the work performance. Moveover, the hospital need to be well-equiped to improve the working condition for nurses and meet the demand of patients. Keywords. Working motivation, nurses, LaGi general hospital, Binh Thuan.

Mental well-being, work engagement, and work-related and personal resources among nurse managers: A structural equation model

BackgroundNurse managers are central to guaranteeing quality healthcare outcomes. However, their position is very demanding and special attention should be paid to their mental well-being. Good mental well-being at work is associated with overall occupational well-being, increasing nurse managers' intention to stay in the profession and their commitment to their organization. However, little is known about nurse managers' personal and work-related resources that support good mental well-being. ObjectiveTo explore work-related and personal resources associated with nurse managers' work engagement and mental well-being. DesignA cross-sectional survey study. ParticipantsFinnish nurse managers (n = 366) including ward managers (n = 332), chief nurses (n = 24), and administrative head nurses (n = 6). MethodsNationwide online survey data was collected with a self-administered questionnaire in February 2023 from the members of one health and social care workers' trade union. The relationships between nurse managers' personal (psychological capital and calling) and work-related (job resources and social support) resources, work engagement and mental well-being were analysed using structural equation modeling. Nurse managers were also divided into two groups based on their mental well-being score: those with and without depression. The study is reported following the guidelines for Strengthening the Reporting of Observational Studies in Epidemiology (STROBE). ResultsNurse managers who had depression (27%) were associated with less personal and work-related resources compared to managers without depression. Work engagement correlated strongly with mental well-being. A structural equation model that indicated positive significant total effects of work engagement (β = 0.38), social support (β = 0.26), job resources (β = 0.19), and psychological capital β = 0.28) and calling (β = 0.13) with mental well-being had an excellent fit. ConclusionNurse managers' mental well-being can be supported by organisational strategies and national policies that enhance leadership skills and increase work-related resources, which, in turn, can manifest as psychological and professional capital and a sense of meaningfulness in work.Globally, the healthcare sector needs resilient and healthy nurse managers to respond to current and future challenges. They are key players in safeguarding the well-being and commitment of nursing staff and thereby improving the quality of care.

An overview of nursing and midwifery leadership, governance structures, and instruments in Africa

BackgroundInvestment in nursing and midwifery leadership and governance are key suggested approaches by the World Health Organization (WHO) Africa Regional Office to address the shortages in the nursing health workforce. However, there are few if any studies that have investigated the existence and operationalization of the nursing and midwifery leadership and governance structures in Africa. This paper fills this gap by, providing an overview of nursing and midwifery leadership, governance structures, and instruments in Africa.MethodsWe conducted a descriptive cross-sectional study of the nursing and midwifery leadership, structures, and instruments in 16 African countries using quantitative methodology. Data was analyzed using SPSS IBM 21 statistical software. Data was summarized in frequencies and percentages and presented as tables and charts.ResultsOnly (9,56.25%) of the 16 countries included had retrievable evidence of all expected governance structures while (7, 43.75%) lacked one or more of the structures. A quarter (4, 25%) of the countries did not have a department of nursing and midwifery or chief nursing and midwifery officer at their Ministry of Health (MOH). The dominant gender representation across all the governance structures was female. Only Lesotho (1, 6.25%) had all expected nursing and midwifery governance instruments while the remaining (15, 93.75%) had either one or four of these instruments missing.ConclusionsThe lack of complete nursing and midwifery governance structures and instruments in various African countries is a matter of concern. Without these structures and instruments, the strategic direction and input of the nursing and midwifery profession cannot be maximized for the public good in relation to health outcomes. Addressing the existing gaps requires a multipronged approach with the need to strengthen regional collaboration, and advocacy, creating awareness, and advancing nursing and midwifery leadership training to enable nursing and midwifery governance capacity development in Africa.

The Alberta Health Services Emergency Strategic Clinical Network™ Quality Improvement and Innovation Forum 2023

Evidence-based research and quality improvement work are pivotal to health systems meeting their goals. Translating findings and disseminating innovative practices to new settings occurs in part through knowledge translation events, such as conferences and workshops. The annual Emergency Strategic Clinical Network™ (ESCN) Quality Improvement and Innovation Forum fills a gap between local and national events. It is devoted to sharing methods and results of emergency department projects in Alberta among those working in emergency care. The event provides an opportunity for those pursuing quality improvement initiatives in emergency medicine to network with one another, share innovative projects, share experience, and translate promising works to new settings. In addition, the event provides an opportunity to identify projects for potential development through local, provincial, or national funding opportunities. After providing only an online forum throughout the pandemic, this year’s event was held in-person in Red Deer, Alberta and live-streamed for those who wished to attend virtually. Nineteen oral presentations were delivered including a keynote address by Dr. Leigh Chapman, Chief Nursing Officer of Canada. Strong attendance shows the value practitioners see in the forum. In 2023, approximately 160 educators, managers, nurses, physicians, researchers, and patient advisors attended the forum. Post-event evaluation survey feedback suggests that most of the participants found the presentations helpful and that the virtual presentations were as effective as in-person presentations. Attendees indicated that many of the initiatives presented would be explored further. We are grateful to the Canadian Journal of Emergency Nursing for publishing abstracts from the event.

The Influence of Chief Nurse Leadership Style on Nurses Performance in Hajj Hospital, Jakarta

Hospitals plays an important role in providing health care facilities and are indispensable in supporting the public health services. The purpose of this study is to examine chief nurse leadership style, internal communication, incentive giving and work stress as well as the performance of nurses in the inpatient room of Hajj Hospital. This research used observational analytical methods with a cross sectional design approach that is research to find interest between variable. Questionnaires were in this study which consists of with closed statements. The data obtained is then collected and processed using SPSS. There were 96 respondents in this study consist of nurses in the Inpatient Unit Jakarta Hajj Hospital and 88 % female nurses who are above 30 years old with working experience of more than 5 years participated in this study. It was found that internal communication and incentive giving have the highest impact performance in hajj hospital. However, the findings of this study may differ with a larger samples taken for this study. Future research would suggest a mixed method study with a larger population across Indonesia.

NCCN Highlights Best Practices for Challenges in Oncology

NCCN Highlights Best Practices for Challenges in Oncology

Not Just a Vaccination. Provision of Public Health, Environmental, and Social Needs in an Austere Environment in Miami, Florida

Introduction:The recently approved COVID-19 vaccine in 2021 provided a glimmer of hope to all people who had isolated, or lost loved ones to the SARS-COVID-19 virus. Clinics were rapidly established in non-traditional settings in order to meet the need in the early phases of the vaccination program. Contractor support provided rapid personnel support to meet the needs of many locations in several states. Consideration of basic infrastructure requirements such as Incident Command, security, HVAC, electricity, water and sanitation were part of a state supported vaccine clinic in an economically challenged neighborhood in downtown Miami, Florida.Method:Topics to be discussed include staffing mixes, language/cultural concerns, handheld EMR applications, patient flow, immunization practices, testing practices, vaccine security, adverse event management, infection control procedures and the ever present supply chain challenges. The discussion will be framed from the perspective of the Chief Nursing Officer in an ever challenging vaccine environment.Results:Over 20,000 vaccines were successfully provided in a little over three months, and a community-based Student Internship program was also implemented.Conclusion:Vaccine administration is possible in a variety of settings. Foundational principles of vaccine security, management of the environment and provision of safety and security for patients and staff will help to ensure a successful public health campaign.

Budgetary investment in evidence-based practice by chief nurses and stronger EBP cultures are associated with less turnover and better patient outcomes.

Hospitals and healthcare systems strive to meet benchmarks for the National Database of Nursing Quality Indicator (NDNQI) measures, Centers for Medicare & Medicaid Services (CMS) Core Measures, and Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) outcome indicators. Prior research indicates that Chief Nursing Officers and Executives (CNOs, CNEs) believe that evidence-based practice (EBP) is important for ensuring the quality of care, but they allocate little funding to its implementation and report it as a low priority in their healthcare system. It is not known how EBP budget investment by chief nurses affects NDNQI, CMS Core Measures, and HCAHPS indicators or key EBP attributes and nurse outcomes. This study aimed to generate evidence on the relationships among the budget devoted to EBP by chief nurses and its impact on key patient and nurse outcomes along with EBP attributes. A descriptive correlational design was used. An online survey was sent to CNO and CNE members (N = 5026) of various national and regional nurse leader professional organizations across the United States in two recruitment rounds. Data collected included CNO/CNE EBP Beliefs, EBP Implementation, and perceived organizational culture of EBP; organizational culture, structure, personnel, and resources for EBP; percent of budget dedicated to EBP; key performance measures (NDNQI, CMS Core Measures, HCAHPS); nurse satisfaction; nurse turnover; and demographic questions. Descriptive statistics were used to summarize sample characteristics. Kendall's Tau correlation coefficients were calculated among EBP budget, nursing outcome measures, and EBP measures. One hundred and fifteen CNEs/CNOs completed the survey (a 2.3% response rate). The majority (60.9%) allocated <5% of their budget to EBP, with a third investing none. An increase in EBP budget was associated with fewer patient falls and trauma, less nursing turnover, and stronger EBP culture and other positive EBP attributes. A greater number of EBP projects were also associated with better patient outcomes. Chief nurse executives and CNOs allocate very little of their budgets to EBP. When CNEs and CNOs invest more in EBP, patient, nursing, and EBP outcomes improve. System-wide implementation of EBP, which includes appropriate EBP budget allocation, is necessary for improvements in hospital quality indicators and nursing turnover.

An Interview With Jeanette Ives Erickson, DNP, RN, NEA-BC, FAAN.

At the end of 2022, American Nurses Credentialing Center Magnet Recognition Program® bid farewell to Jeanette Ives Erickson, DNP, RN, NEA-BC, FAAN, as she stepped down as Chair of the Commission on Magnet® (COM). Dr Ives Erickson, the Chief Nurse Emerita and the Distinguished Paul M. Erickson Chair in Nursing at Massachusetts General Hospital (MGH), joined the COM in 2015 as the chief nurse representative. She served a 2nd term as the American Academy of Nursing representative and Commission Chair. As her tenure closed, Dr Ives Erickson shared her thoughts on the nursing profession, changes and challenges in the healthcare environment, and the enduring value of American Nurses Credentialing Center Magnet Recognition Program.

How to become a compassionate leader

Sam Foster, Chief Nurse, Oxford University Hospitals, discusses a set of attributes that will enable managers to create workplace environments within which colleagues are empathetic and supportive of one another.

Changes in NMC language proficiency standards will benefit everyone.

Sam Foster, Chief Nurse, Oxford University Hospitals, welcomes the outcome of the nursing regulator's review of English language requirements for international nurses seeking registration in the UK.

Leveraging technology to prepare for a successful Magnet® virtual site visit

Magnet Site Visits are part of the comprehensive review process for organizations seeking the American Nurses Credentialing Center’s (ANCC) prestigious Magnet® recognition for nursing excellence. In 2021, the ANCC’s Magnet Recognition Program® began offering the option for an onsite or Virtual Site Visit (VSV) for domestic and international organizations. These visits are the culmination of years of work that showcase the best in nursing practice and interprofessional collaboration. Chief Nursing Officers (CNOs) and Magnet Program Directors (MPDs) collaborate to strategically plan these visits. This article will describe a Magnet® recognized community hospital’s preparation for a VSV during the height of the COVID-19 pandemic. It will include development of partnerships with Information Technology Specialists, planning and logistics for meetings, development and implementation of a comprehensive education plan, and the overall orchestration of a VSV. Strategies will address the engagement of nurses and leaders amidst the challenges of the COVID-19 pandemic. With strategic planning, effective change management, and the adoption of technology, MPDs may gain confidence to facilitate a Magnet Site Visit virtually or in-person.

How Canada can unlock health system capacity with technology: The value of long-term, value-based partnerships with technology providers.

Peter Varga is the Chief Transformation Officer at HealthHub Solutions, Canada's leading provider of bedside patient engagement technology. Leslie Motz is the Executive Vice President of Patient Services and Chief Nursing Executive at Joseph Brant Hospital in Burlington, Ontario. In this article, Peter and Leslie examine Canada's ranking among OECD countries on the performance of its healthcare system and propose how optimizing processes around technology purchase and implementation can maximize the value that it can bring to improving health system performance.

More of a good thing?

Sam Foster, Chief Nurse, Oxford University Hospitals, reflects on changes to the standards allowing more hours of simulated practice learning within pre-registration nursing courses, and the potential benefits.

Developing a pre-course workbook for advanced practice students in the UK.

British Journal of NursingVol. 32, No. 4 CommentDeveloping a pre-course workbook for advanced practice students in the UKAnna Jones, Colette Henderson, Jonathan Thomas, Angie Banks, Melanie RogersAnna JonesE-mail Address: [email protected]PGT Director for Learning and Teaching, Cardiff University and Deputy Chair Association of Advanced Practice Educators UK (AAPE UK)Search for more papers by this author, Colette HendersonProgramme Lead MSc Advanced Practice, University of Dundee and Chair Scottish Advanced Practice Educators Network (SAPEN)Search for more papers by this author, Jonathan ThomasProgramme Director MSc Advanced Practice, Swansea University and Chair Wales Advanced Practice Educators Network (WAPEN)Search for more papers by this author, Angie BanksProgramme lead MSc Advanced Clinical Practice, Sheffield Hallam UniversitySearch for more papers by this author, Melanie RogersProfessor of Advanced Practice, University of HuddersfieldSearch for more papers by this authorAnna Jones; Colette Henderson; Jonathan Thomas; Angie Banks; Melanie RogersPublished Online:24 Feb 2023https://doi.org/10.12968/bjon.2023.32.4.224AboutSectionsView articleView Full TextPDF/EPUB ToolsAdd to favoritesDownload CitationsTrack CitationsPermissions ShareShare onFacebookTwitterLinked InEmail View article References Department of Health and Social Security. Neighbourhood nursing: a focus for care. Report of the Review of Community Nursing chaired by J Cumberlege. London: HMSO; 10986 Google ScholarDepartment of Health, Social Services and Public Safety. Advanced nursing practice framework. 2016 (revised version of document first published 2014). https://www.health-ni.gov.uk/publications/advanced-nursing-practice-framework (accessed 13 February 2023) Google ScholarGloster A, Leigh J. The knowledge and skills required of advanced level practitioners for accreditation and safe practice. Br J Nurs. 2021;30(3):168-171. https://doi.org/10.12968/bjon.2021.30.3.168 Link, Google ScholarHealth Education England. Multi-professional framework for advanced clinical practice in England. 2017. https://www.hee.nhs.uk/sites/default/files/documents/multi-professionalframeworkforadvancedclinicalpracticeinengland.pdf (accessed 13 February 2023) Google ScholarInternational Council of Nurses. Guidelines on advanced practice nursing. 2020. https://tinyurl.com/5asnjbrx (accessed 14 February 2023) Google ScholarLeary A, MacLaine K, Trevatt P, Radford M, Punshon G. Variation in job titles within the nursing workforce. J Clin Nurs. 2017; 26(23-24): 4945-4950. https://doi.org/10.1111/jocn.13985 Crossref, Medline, Google ScholarNational Leadership and Innovation Agency for Healthcare. Framework for Advanced Nursing, Midwifery and Allied Health Professional Practice in Wales. 2010. https://heiw.nhs.wales/files/weds-introducing-advanced-practice/nliah-advanced-practice-framework/ (accessed 13 February 2023) Google ScholarNHS Education for Scotland. Advanced practice toolkit. 2018. https://www.advancedpractice.scot.nhs.uk (accessed 13 February 2023) Google ScholarPhillips SJ. 30th Annual APRN legislative update: Improving access to healthcare one state at a time. Nurse Pract. 2018;43(1):27-54. doi: https://doi.org/10.1097/01.NPR.0000527569.36428.ed Crossref, Medline, Google ScholarRogers M, Gloster A. Advanced practice nursing in the UK. In: Hassmiller SPulcini J (eds). Advanced practice nursing leadership: a global perspective. Springer; 2020 Crossref, Google ScholarScottish Government. Transforming Nursing Midwifery and Health Professions' (NMaHP) Roles: Paper 2 Advanced Nursing Practice. Chief Nursing Officer Directorate. 2017. https://www.gov.scot/publications/transforming-nursing-midwifery-health-professions-roles-advance-nursing-practice/ (accessed 13 February 2023) Google Scholar FiguresReferencesRelatedDetails 23 February 2023Volume 32Issue 4ISSN (print): 0966-0461ISSN (online): 2052-2819 Metrics History Published online 24 February 2023 Published in print 23 February 2023 Information© MA Healthcare LimitedPDF download

Supporting international colleagues

Sam Foster, Chief Nurse, Oxford University Hospitals, discusses the importance of recruiting internationally educated nurses and the problem of racism that many experience.

Keeping our patients safe

Sam Foster, Chief Nurse, Oxford University Hospitals, looks at research on the impact of nursing team size and composition on patient mortality in hospitals.

Giancarlo Lyle-Edrosolo, DNP, RN, CENP, NEA-BC, FAONL

Giancarlo Lyle-Edrosolo is the Vice President and Chief Nursing Officer of Advocate Christ Medical Center in Oak Lawn, Illinois. He is a first-generation immigrant and was born and raised in the Philippines. Giancarlo has focused his career and professional activities on promoting leadership development, cultivating professional advancement, finding solutions and support for health care worker burnout, and addressing incivility and bullying.

The Global Cardiovascular Nursing Leadership Forum: Promoting Optimal Cardiovascular Health Worldwide.

The Global Cardiovascular Nursing Leadership Forum: Promoting Optimal Cardiovascular Health Worldwide.