Involvement In Professional Organizations Research Articles

Expanding Leadership and Professional Development Opportunities for Oncology Nurse Practitioners.

Nurse practitioner (NP) involvement in professional organizations improves clinical practice, patient outcomes, and health care policy. Results of a survey for a local professional nursing organization showed a need for more NP-level education and NP mentorship and leadership training. Findings were applied to develop a leadership initiative through an NP-led continuing education program. At the conclusion of the program, NP presenters completed a survey. The NP presenters agreed that participating in this program and the mentoring that was provided helped them prepare for their sessions, improve their leadership skills, and prepare for additional speaking engagements. Additionally, each session's attendees completed evaluation surveys. Results from program attendees indicated a high level of agreement about meeting learning objectives in sessions and the effectiveness of the NP presenters. This innovative program may be modeled across a variety of nursing specialties, settings, and organizations to enhance NP professional development and support nursing-led continuing education. [J Contin Educ Nurs. 2024;55(2):94-100.].

Nurses' Experience Of Being A Nursepreneur In Independent Nursing Practice

Nurses have the authority to open an independent nursing practice as one of the health services Nursepreneur is a business built based on the field of nursing the high number of nurses and the lack of independent nursing practice land into a phenomenon why nurses do not build a business in the field of nursing. Descriptive qualitative research method, sampling technique used purposive sampling and snowball sampling, with the number of informants three nurses who open nursing independent practice instrument used semi-structured interviews with data validity triangulation method and data analysis obtained five main themes. The results showed that the type of nursing independent practice established was wound care practice with a group wound care practice model, the strategic stage of establishing nursing independent practice by analyzing patient characteristics and analyzing the work environment and the regional environment, the obstacles are in the licensing flow in opening a nursing independent practice land that has not been structured and takes a long time and opportunities in mendiri nursing independent practice by branding between health agencies and through social media. Suggestions in this study need to develop quality standards for services to establish independent nursing practices and increase the involvement of professional organizations in fostering nurses who want to open independent nursing practices.

EVALUATION OF IMPLEMENTATION OF NEONATAL EMERGENCY PRECAUTION TRAINING CURRICULUM THROUGH THE KIRK PATRICK MODEL APPROACH TO REGIONAL MANAGEMENT TRAINING PROVIDER OF INDONESIAN MIDWIFE ASSOCIATION IN BALI PROVINCE IN 2023

Human resources are a valuable investment for an organization. So the need for training in an effort to increase knowledge and behavior in order to create professional health workers. The Regional Management of the Indonesian Midwives Association has held a Maternal Neonatal Emergency Awareness Training (KKMN). The need for a post-training evaluation to determine the success of the training carried out. The targets of this evaluation are midwives participating in the 2022 KKMN Training. The data collection technique is secondary data from the results of KKMN training evaluations and interview and observation data on individual alumni, colleagues and agency leaders. This evaluation was analyzed quantitatively by transforming into Kirkpatrick's model and describing the studies at each level. The results are that at level I the reaction of alumni participating in KKMN training with high motivation is 80%, level II learning as a form of independent learning effort for training participants is 80%, for level III the behavior of training alumni has behavior that impacts colleagues and the work performance of the puskesmas is 95%, the results of level IV alumni results have a performance that contributes to real performance at the institution by 95%. This also simultaneously provides an overview of the implementation of the KKMN curriculum which is analyzed for its effectiveness by looking at aspects of the program structure which are quite good and can be carried out according to training standards. the notes obtained are contained in modules that need to be made specifically, material that needs to be updated following the latest policies and analysis of pre- and post-test questions in order to better evaluate participant outcomes. The results of this evaluation can also be studied further as best practice as the involvement of professional organizations in efforts to strengthen sustainable education and training so that all health workers can improve their competence in serving the community in various settings

Diverse Geriatric Workforce Education History, Needs, and Opportunities: Focus on Psychiatric Advanced Practice Nurses

Primary TopicAdvanced Practice Nursing History and Current State of Education Update Secondary TopicExploration of opportunities for filling educational gaps for subspecialty geriatric psychiatry training in Diverse WorkforceThis symposium is sponsored by the AAGP IDEA Committee.Advanced practice nurses are continuing to grow as partners of care for the geriatric psychiatry patient population. With increasing specialty workplace shortages across acute, ambulatory, and long-term care settings and growing numbers of geriatric psychiatrists retiring and less coming into the field, there is need to increase interprofessional collaboration with advanced practice nurses. The variety of advanced practice nurses practicing in the field has led to understandable confusion surrounding educational standards and experience from physician colleagues.Advanced nursing education has evolved over decades adapting to the needs of the ever-changing healthcare system and patient needs. Advanced practice nurses came in existence to assist in providing care to the underserved and often rural populations that struggled to maintain physician employment. The first advanced practice nurse specializing in the field of psychiatry was the certified nurse specialist. This role originally encompassed a larger focus on psychotherapy. Over decades and changes in healthcare, there was a larger call for psychiatric prescribers due to psychiatrist shortage, leading to the development of the psychiatric nurse practitioner role. Psychiatric nurse practitioners are board certified to provide psychiatric healthcare across the lifespan but are considered generalists until provided experience and training in specialty areas. Psychiatric nurse practitioners specializing in geriatric psychiatry do not currently have any additional academic institution driven training, but become specialists through mentorship from geriatric psychiatrists, nurse practitioners, or physician assistants within depth knowledge in geriatric mental healthcare. They also engage with continuing medical education, professional organization involvement, and gain clinical experience at bedside and in advanced practice nursing. Some advanced practice psychiatric nurses come into geriatric psychiatry practice from a calling and passion for this population, while others find their career gravitates towards this population as a response to a call from the community in need of care. There is desire and need for increased standardized educational opportunities for advanced practice nurses who are passionate about caring for the mental health needs of older people, and a hope that geriatric psychiatrists may offer assistance and guidance with the interprofessional united goal to improve access to quality care to our geriatric patients.

NABT

NABT

Understanding academic entrepreneurship: A signalling theory perspective

Objective: The objective of the article is to apply signalling theory to explain researchers’ engagement with the industry and the barriers to collaboration. Research Design & Methods: A mixed-mode study was carried out among scholars to explain the role of signalling on academic entrepreneurial engagement. The links between signalling and entrepreneurial engagement were assessed in the quantitative part using a sample of researchers from Poland. Moreover, qualitative research helped identify additional forms and barriers of signalling, which were not considered in the quantitative part. The IBM SPSS Statistics and Atlas.ti software was used in the data analysis. Findings: In line with signalling theory, scientists’ signals were divided into three groups: individual and organizational characteristics, researchers’ actions, and third-party endorsements. Results show that the third-party endorsements expressed by researchers’ active involvement in professional organizations enhance entrepreneurial engagement. In the qualitative part the role of signalling through graduates and the problem of the signalling cost were identified. Implications & Recommendations: Signalling sheds light on university-industry relationships through a new lens, explaining the matching process and cooperation barriers. Stimulating collaboration requires understanding the specific language of signals used by both scientists and business partners. Therefore, this research calls for action to strengthen scientists’ communication skills, more frequent interpersonal contacts with business representatives, and communication of scientific and non-scientific competencies. Contribution & Value Added: The theoretical focus on signalling theory can advance the extensive research on academic entrepreneurship. This theory explains how actors are selected for cooperation and describes the mechanism of partner selection. It also enables the reinterpretation of previous research related to the characteristics and activities of researchers and their relevance for undertaking collaborations.

Description of a novel co-curricular professional engagement program for student pharmacists

IntroductionDevelopment of professionalism is essential for student pharmacists. This paper describes the development of a novel co-curricular professional engagement program for student pharmacists. MethodsAt admission, all student pharmacists are enrolled in a faculty-developed professional engagement program. The program was designed to address various key elements of Standards 3 and 4 of the Accreditation Council for Pharmacy Education Accreditation Standards. The program requires student pharmacists to complete a variety of required and electives activities each professional year. Student progression and completion of these activities is monitored and evaluated by an assigned faculty member. Each year, the program is reviewed using various measures, including activity completion rate and student feedback. ResultsApproximately 1000 student pharmacists, across four years and seven cohorts of students, have completed at least one portion of the program. All students in the aforementioned groups completed the program in its entirety. Example activities included professional seminars and professional organization involvement, leadership, and community service. Program activities were mapped to key elements of Standards 1 through 4 with an emphasis on Standards 3 and 4. Student feedback was used for continuous quality improvement, and programmatic revisions were made. ConclusionsThe development and implementation of a co-curricular professional engagement program offered the opportunity for student pharmacists to actively participate in a variety of experiences supporting accreditation standards. Other colleges of pharmacy may benefit from the adoption of a similar program to support student pharmacist professional development.

CTE Teacher Retention: Lessons Learned from Mid-Career Teachers

Schools across the country are facing a shortage of Career & Technical Education (CTE) teachers. Challenges regarding recruitment and retention of highly qualified teachers have far-reaching economic and educational implications. The literature notes multiple factors associated with CTE teacher attrition, such as low pay, absence of adequate teaching resources, and lack of administrative support. The current study aimed to identify factors associated with teacher retention via focus group interviews with mid-career (7-15 years) CTE teachers. The focus group included (N=4) CTE teachers from a Midwest state; the group was comprised of three agriculture teachers and one family & consumer sciences teacher. Qualitative analysis of the data revealed four themes related to the retention of mid-career CTE teachers: (1) setting boundaries, (2) shifting priorities/focus, (3) building a professional support network, and (4) innovating in the classroom. Recommendations for practice include induction programming focused on prioritizing programmatic opportunities and professional needs and involvement of preservice teachers in professional organizations early and often. Recommendations for research include exploring the level of involvement in professional organizations and its influence on career satisfaction and examining the benefits a mentor gains from a mentoring relationship.

Exploring pharmacy residency program director preference of pharmacy student organization membership and leadership involvement on residency candidate interview selection

IntroductionPharmacy student professional organization involvement and leadership are important qualifications of a pharmacy residency candidate. It is unknown if membership in specific student pharmacy organizations or types of leadership roles within these organizations are preferred by residency program directors (RPDs). The purpose of the study was to determine preference and importance of specific pharmacy student professional organization membership and leadership involvement when selecting residency candidates for an interview by RPDs. MethodsA descriptive study was conducted using an online survey. Pharmacy RPDs with involvement in reviewing applicants for interviews were included. RPDs ranked the importance and preference of specific student professional organization membership, breadth versus depth of involvement, and leadership position held on selecting candidates for an interview. ResultsThe survey was sent to 2084 RPDs. A total of 232 respondents met inclusion criteria and completed the survey. The majority (95.5%) of RPDs reported student membership as important, while 28.6% had preference for a specific organization. A total of 56.3% of RPDs reported student leadership as “very important” and 76.1% preferred depth over breadth of involvement. A total of 55.6% of RPDs preferred applicants with a high-level leadership position. ConclusionsPharmacy student professional organization membership is important to RPDs when selecting residency candidates for an interview. The majority of RPDs have no preference for a specific organization, while 28.6% report a preference that affects interview selection. RPDs report leadership as important and place higher importance on depth versus breadth of involvement, with greater preference for a high-level leadership position.

Survey of health-system pharmacy administration and leadership residencies.

To perform an inquiry with response measurement from health-system pharmacy administration and leadership (HSPAL) residency program directors and residents to distinguish variances between the programs and identify enhancement opportunities for key stakeholders. Members from the Pharmacy Administration Resident Collaboration Research Committee developed separate 20-question survey instruments to assess the strengths and areas of opportunity for HSPAL residency programs from the perspective of residency program directors and residents. The survey instruments were designed to evaluate the level of pharmacy service integration across HSPAL programs nationwide. Nearly half of the residency program directors within the listserv (40.74%, 33/81) participated in the survey. The recognized areas of opportunity by residency program directors include community pharmacy leadership, professional organization involvement, sterile compounding, and supply chain management. About a third (32.54%, 41/126) of the residents participated in the survey. Residents reported the least exposure to community pharmacy leadership, human resource management, informatics, professional organizations, and ambulatory care/specialty rotations. The overall recommendations for HSPAL residency programs are to incorporate C-suite-level experiences, improve alumni engagement, develop longitudinal human resource/financial experiences, and encourage resident credential obtainment. In order to foster professional and leadership growth for HSPAL residents, residency programs should consider incorporating C-suite-level experiences, longitudinal human resource/finance experiences, alumni engagement opportunities, rotation variety, professional organization involvement, and support in credential obtainment.

Audiology Awareness of Undecided College Students

Audiology Awareness of Undecided College Students

Analysis of pharmacy student motivators and deterrents for professional organization involvement

IntroductionThe purpose of this study was to determine motivators and deterrents impacting a student pharmacist's decision to join professional organizations. The goal was to create a list of meaningful factors that organizations can use for membership recruitment. MethodsThis descriptive study utilized a blinded electronic survey sent to eight accredited pharmacy schools in Ohio, Michigan, Wisconsin, Indiana, Illinois, and Kentucky. The survey assessed motivating and hindering factors, as well as demographic data. ResultsEight-hundred fifty-six students completed the survey, a 15.05% participation rate. Professional development and networking were the top two endorsed motivational factors, selected as significant by 88.0% and 87.5% respectively. Upon chi-square analysis, networking (p<0.001), involvement opportunities (p=0.01), and scholarships (p=0.02) were motivating factors with which membership was found to be significantly influenced. Networking and involvement opportunities were more significant for members while scholarships were a greater motivator among nonmembers. Time required for involvement and cost were the most commonly selected hindrances with 78% and 76% respectively identifying these as significant barriers. The hindering factor found to be significantly different between active members and nonmembers was bylaws/rules of the organization (p=0.032), with non-members rating this as a greater consideration than current members. Discussion and conclusionsMultiple factors contribute to a student's decision to join a professional organization. Those active members find greater significance in networking involvement opportunities. Non-member students found scholarships more motivating and recognize bylaws as a consideration for membership more than current members. These results emphasize the multifactorial nature of membership and may direct future membership initiatives.

Development and initial results of a mandatory department of surgery faculty mentoring pilot program

BackgroundMentoring of junior faculty by senior faculty is an important part of promotion and/or tenure and enhanced job satisfaction. This study reports the development and results to date of a faculty mentorship program in surgery. MethodsWe implemented a departmental faculty mentoring program in July 2014 that consisted of both structured and informal meetings between junior faculty mentees and assigned senior faculty mentors. All senior faculty mentors attended a brief mentor training session. We then developed an evidence-based mentorship instrument that featured standardized metrics of academic success. This instrument was completed by each mentee, and then reviewed at the junior faculty's annual career conference with their division chief. A survey was distributed in July 2015 to assess junior faculty satisfaction with the new mentorship program. ResultsJunior or senior faculty consisted of six of three women and 16 of 11 men, respectively. Junior faculty members were aged 40 ± 3 y and had been an attending for 4 ± 2 y. Mentorship meetings occurred approximately three times during the year (range = 0-10). Total meeting time with senior mentors per meeting was a mean of 40 min (range = 0-300 min). Over 75% of junior faculty members were very or somewhat satisfied with the mentorship program and would like to continue in the program. The best aspect of the program was the opportunity to meet with an accomplished surgeon outside their division. Opportunities to improve the program included better matching of mentor to mentee by disease or research focus. Interestingly, almost the entire junior faculty members tended to have at least two other mentors besides the mentor assigned to them in this program. In terms of program outcomes, junior faculty members agreed that the mentorship program improved their overall career plans and enhanced their involvement in professional organizations but has not yet helped with academic productivity, home and/or work balance, and overall job satisfaction. ConclusionsA mandatory, structured mentorship program with senior surgeons benefits most junior faculty members in terms of academic career planning and becoming more involved with surgical organizations. More research is required to understand the best method to pair mentors and mentees and more objective measurements of academic surgery success.

An Analysis of Motivation Factors for Students’ Pursuit of Leadership Positions

To identify factors that influence student involvement and leadership within organizations and to assess the impact of involvement in organizations on professional skill development. A printed survey was administered to fourth-year pharmacy students at one college of pharmacy (N=202). Most students (82%) indicated they were involved in at least one organization during pharmacy school and 58% reported holding a leadership position at some point. Factors with the largest impact on involvement in organizations were desire to present a well-rounded image to employers, ability to network, and interest in the activities sponsored by the organization. Involvement in professional organizations had a strong influence on their leadership, teamwork, confidence, and time-management skills. That presenting a well-rounded image to employers and having the ability to network with mentors and peers drove student involvement in professional organizations may be reflective of increasing competition for residencies and jobs.

Are middle school physical education teachers receiving effective professional development?

Professional development is key to effective teaching in any subject and can be achieved through opportunities such as preservice and inservice days, national and regional conference attendance, and involvement in professional organizations. Sears, Edgington, and Hynes (2014) sought to identify how middle school physical educators access and use professional development opportunities and how these experiences affect their teaching practice.

Understanding Where We've Been to Inspire Where We're Going.

While waiting for our first leadership elective class to begin this semester, one of the students made a comment about how pharmacy practice used to be not that long ago. The third-year students read Sara White’s Whitney lecture, “Leadership: Successful Alchemy,”1 to frame a conversation on leadership and identifying themselves as “little L” leaders. The student was intrigued to realize that pharmacists had not always been integrated into multidisciplinary teams and that unit dose and intravenous admixture services were great advances in their time. During the first class, we identified that none of the students had been in a hospital setting without an electronic health record. Lost are the understanding of transcription errors and the appreciation of a Bates stamper to assist with typing prescription labels and creating medication profiles. Each of our leadership elective classes begins with a student pair presenting a Whitney award recipient and a brief overview of their award lecture as it relates to the topic of the week. We create a personal philosophy and a leadership development plan, explore personalities and networking, and discuss communication, mentor relationships, and organizational and personal change throughout the 10-week course. Whitney recipients Jim McAllister, Charles Hepler, Paul Abramowitz, Jannet Carmichael, Tom Thielke, Henri Manasse, and Dan Ashby help set the stage each week, and each leader reflects on their experiences as they present their vision for the future of pharmacy. The students continue to marvel in how the practice of pharmacy has changed, and I believe this understanding helps them appreciate the responsibility of their generation in continuing the advancement our profession. The American Society of Health-System Pharmacists (ASHP) Foundation created the harveywhitney.org Web site as a repository for Whitney award information and access to the lecture series. Hospital Pharmacy recently published a 2-part Director’s Forum series, “Measuring Change in Health-System Pharmacy Over 50 Years: ‘Reflecting’ on the Mirror.”2,3 A comprehensive survey of hospital pharmaceutical services conducted in 1963 provided a baseline for establishing goals for the profession in 6 paradigms known as the Mirror to Hospital Pharmacy published in 1964.4 Examining the progress made on the 6 paradigms provides a historical viewpoint and presents a starting place to develop strategies to continue the advancement of pharmacy services. Sara White has invested countless hours interviewing great pharmacy leaders to share their personal stories and provide inspiration for continuing to challenge our practice model.5 Harold Godwin shares ideas on pharmacy innovation and justification of comprehensive pharmacy services. Paul Pierpaoli discusses academic health-system practice, mentoring, and residency training. Mary Jo Reilly reflects on change management and professional organization involvement. Others offer insight to the profession by sharing stories, including Bruce Scott, Dave Zilz, Billy Woodward, Pam Ploetz, John Gans, and Sharon Enright. One of the most powerful stories you can tell is your own. Make the time to share with your students and residents how the practice of pharmacy has evolved during your career and where you see the profession going. Challenge the new practitioner to maintain their involvement in the profession and encourage seasoned practitioners to continue or renew their engagement with our practice. We know times change, and we must choose to be an active participant in that change while celebrating our previous successes.

Leadership Development of Student Pharmacists

Leadership Development of Student Pharmacists

Leader to Honor: Amy E. Brown, MS, RN, NE-BC

Amy Brown began her nursing career at the University of Iowa with a bachelor of science in nursing (BSN) (which included studying in London) and a master of science (MS) in nursing administration from the University of Illinois at Chicago. She chose to start her nursing career at the Mayo Medical Center in Rochester, Minnesota, because of its sterling reputation for patient care quality. The experience of serving on shared-governance councils with such a prestigious and complex health system jumpstarted her interest in leadership as a career. Amy next decided to work as a traveling registered nurse (RN) so she could determine what was so special about Mayo and why there was such a disparity between nursing care environments. Today Amy serves at the Director of Inpatient Surgical Services for Exempla St. Joseph Hospital in Denver, Colorado, and is an affiliate faculty member at Colorado Christian University.

The Soria Moria approach to pediatric forensic issues

Pediatric forensic pathology has been a controversial and evolving area in recent years [1, 2]. High profile court cases in many countries, including the United Kingdom and Canada, have focused both professional and public attention on deficiencies in diagnoses and approaches to cases, sometimes with resultant highly unfortunate miscarriages of justice [3, 4]. Examples of irresponsible testimony in court by physicians in cases of child maltreatment and neglect, as well as the medicolegal consequences caused by a medical examiner’s inadequate expertise and experience in pediatric pathology, have been described [5, 6]. Attempts to redress this situation have included the involvement of professional organizations and courts in reviewing cases and in establishing protocols and guidelines. A special issue of Forensic Science Medicine and Pathology was published in 2010 in which a number of issues were reviewed and analyzed including terminology and classifications for unexpected deaths in infancy and the place of parents at infant death scenes [7–9]. Additional problems in the field include declining numbers of trainee pathologists who are interested in pediatric forensic issues and adult practitioners who sometimes make the mistake of extrapolating from adult cases back to children. One way of addressing these problems is to hold meetings that specifically focus on pediatric forensic issues. This has not, however, been a common occurrence. An exception to this is the annual meeting convened in Norway by the Department of Forensic Pathology and Clinical Forensic Medicine of the Norwegian Institute of Public Health at the Soria Moria Convention Center, outside the main city of Oslo. The meeting has been held on an annual basis since 1993; it is an international meeting with English as the official language, although often with a Norwegian meeting held on the preceding day. The meeting lasts for two and a half days and covers a wide range of topics focusing particularly on sudden infant death syndrome (SIDS) and on sudden and unexpected infant and childhood death. The meeting is quite small limited to between 40 and 60 participants, who come from a variety of forensic, clinical, and research backgrounds. To give an insight into the types of presentations that occur, the program for this year (2013) will be reviewed. On the first morning, a session was held on the epidemiology of SIDS and sudden death in infants and children. This included overviews of changing patterns in mortality and trends in classifications, the relationship of SIDS rates to immunizations, death scene investigations in Norway, and discussion on parental responses to death scene examinations and bereavement issues. The morning concluded with a session where participants were able to have short presentations of submitted difficult cases that had raised particular diagnostic or legal problems. Topics included concealed births, second impact syndrome, accidents with bicycle helmets, positional asphyxia, and dehydration. The remainder of the day was devoted to R. W. Byard (&) Discipline of Anatomy and Pathology, The University of Adelaide, Level 3 Medical School North Building, Frome Road, Adelaide, SA 5005, Australia e-mail: roger.byard@sa.gov.au

Early Career Psychologists

The findings from the Smith et al. (2012) survey of early career psychologists (ECPs) who are members of the Society of Counseling Psychology (SCP) provide a snapshot of the current state of affairs for ECPs in the SCP as well as recommendations about how the SCP can better meet the professional needs of ECPs. Ideally, the implementation of these recommendations will result in more ECPs joining the SCP and finding their membership to be a beneficial part of their professional lives. Capturing the interest and involvement of ECPs into the SCP needs to be an ongoing priority requiring focused attention and effort by SCP leadership. Who are the next generation of counseling psychologists? How are they fundamentally different from prior generations of counseling psychologists? And how have cohort and external environmental changes helped or hindered ECPs’ involvement in professional organizations? Finding the answers to these questions is necessary to guarantee that the Society changes in ways that make it professionally relevant for future generations of counseling psychologists.