Nurse Managers Research Articles

Applying health promotion knowledge to self-care: healthy eating and weight management for nurses.

Promoting health in the workplace is a national and international public health priority, and health promotion is a central aspect of the nursing role. However, nurses' knowledge of health promotion does not always translate to self-care and there are barriers to some aspects of self-care at work, such as healthy eating. Evidence suggests that rates of overweight and obesity in nurses are relatively high and commensurate with the general population, which has implications for their health and well-being and their delivery of health promotion to patients. This article discusses health in the workplace and some of the evidence on overweight and obesity among nurses, including how this may influence their health promotion practice. The author also considers barriers and enablers to nurses' healthy eating at work and suggests some approaches that individual nurses and healthcare organisations can take to improve healthy eating.

Supportive Workplace Wellness Cultures and Mattering Are Associated With Less Burnout and Mental Health Issues in Nurse Managers.

The aims of this study were to describe burnout, mental health, and healthy lifestyle behaviors of nurses in a managerial role and assess associations among workplace culture factors (perceived culture, mattering, support, and staff shortages) with burnout, mental health outcomes, and healthy lifestyle behaviors. Nurse managers foster unit-based wellness cultures, yet burnout and mental health problems adversely impact the culture and well-being of staff. A cross-sectional, descriptive correlational design was used. The Florida Organization for Nursing Leadership enabled distribution of a wellness survey to nurse managers. There were 125 participants. Healthy lifestyle behaviors were infrequently practiced. Analysis revealed significant correlations among workplace culture factors, burnout, and mental health outcomes. When compared with nurse managers with staff shortages, those without staff shortages were 6.11 times more likely to not screen positive for burnout. Health systems should address workplace culture factors and staff shortages to reduce burnout, improve mental health, and enhance healthy behaviors in nurse managers.

Development and Psychometric Testing of the: Efficacy Perception Scale for Suicide Risk Management for Oncology Nurses

ObjectivesOncology patients are one of the groups with high suicide risk and it is emphasized that oncology nurses' suicide risk management knowledge and skills are insufficient. Several studies have underlined the need to create training programs specifically for oncology nurses to increase their level of awareness, knowledge, skill, and efficacy in recognizing and managing suicide risk. A valid and reliable scale is required to assess the efficacy of suicide risk management for oncology nurses. This study aimed to develop the Efficacy Perception Scale for Suicide Risk Management for Oncology Nurses and evaluate its psychometric properties. MethodsThis methodological study was conducted in two stages. In the first stage, the authors conducted a literature review and qualitative study and examined other efficacy scales to generate items. In the second stage, the validity and reliability of the 26 items were determined. The scale content was validated based on feedback from 10 experts. Exploratory analysis of the scale was conducted with the data of 234 oncology nurses. Internal consistency and 2-week test-retest stability measured reliability. ResultsThe scale's items met the required level of content validity (content validity rate = 0,62), were found to be understandable by 15 nurse (face validity), and all 26 items were retained in the item pool. The exploratory factor analysis extracted a unifactorial solution for the scale. The value of Cronbach's alpha for the scale was 0.96, and the inter-class reliability coefficient was 0.92. ConclusionThe scale is a valid and reliable scale that might be used to assess the efficacy perception of oncology nurses for suicide risk management. Implications for Nursing PracticeThe assessment of oncology nurses' perceptions of efficacy in suicide risk management may enable the identification of training needs and the development of the content of suicide prevention trainings in parallel with the needs of nurses.

Relationship between Demographic Determinants and Nurse Managers’ Proactive Work Behavior.

Relationship between Demographic Determinants and Nurse Managers’ Proactive Work Behavior.

Association between servant leadership and nurses’ turnover intention: evidence from Jordan

BackgroundNurses’ turnover has remained a concern in the healthcare sector worldwide. Nurse managers should adopt appropriate leadership styles that promote a positive working environment. The literature revealed that effective leadership...

Filling Gaps in Practice Leadership: Succession Planning for Clinical Nurse Specialist Positions.

To create a succession plan for clinical nurse specialist positions across multiple clinical settings. Mayo Clinic (Rochester, Minnesota) had multiple clinical nurse specialist position vacancies. However, standard recruitment methods and a collaboration between human resources and nursing managers to expand the applicant pool yielded few applicants. A work group was subsequently commissioned to identify innovative ways to fill the vacant clinical nurse specialist positions. Guiding principles for hiring and implementing the role were developed. During the 4-year project period (2016 through 2019), the time to fill positions decreased from 174 days to 83 days. Nurse managers and clinical nurse specialists reported an increased number of registered nurses seeking information about the profession. Twenty-eight clinical nurse specialist interns, titled clinical resource nurses, were hired, and 14 completed their graduate degree, obtained state licensure, and transitioned to clinical nurse specialist roles. Twelve clinical resource nurses were on schedule to transition to clinical nurse specialist positions, and 2 left their positions. A succession plan that used clinical nurse specialists to mentor clinical resource nurses to fill gaps in practice priorities while completing graduate education was a successful strategy to fill vacant clinical nurse specialist positions.

A Mobile Application for Anticoagulation Management in Patients After Heart Valve Replacement: A Usability Study.

Individualized anticoagulation therapy is a major challenge for patients after heart valve replacement. Mobile applications assisted by Artificial intelligence (AI) have great potential to meet the individual needs of patients. The study aimed to develop an AI technology-assisted mobile application (app) for anticoagulation management, understand patients' acceptance of such applications, and determine its feasibility. After using the mobile application for anticoagulation management for 2weeks, patients, doctors, and nurses rated its usability using the System Usability Scale (SUS). Additionally, semi-structured interviews were conducted with some patients, doctors, and nurses to gain insights about their thoughts and suggestions regarding the procedure. The study comprised 80 participants, including 38 patients, 18 doctors, and 24 nurses. The average SUS score for patients was 82.37±5.45; for doctors, it was 84.17±5.82; and for nurses, it was 81.88±6.44. This means the patients, physicians, and nurses rated the app highly usable. Semi-structured interviews were conducted on the app's usability with 18 participants (six nurses, three physicians, and nine patients). The interview results revealed that patients found the application of anticoagulation management simple and convenient, with high expectations for a precise dosage recommendation of anticoagulant drugs. Some patients expressed concerns regarding personal information security. Both doctors and nurses believed that elderly patients needed assistance from young family members to use the app and that it could improve patients' anticoagulant self-management ability. Some nurses also mentioned that the use of the app brought great convenience for transitional care. This study confirmed the feasibility of using an AI technology-assisted mobile application for anticoagulation management in patients after heart valve replacement. To further develop this application, challenges lie in continuously improving the accuracy of recommended drug doses, obtaining family support, and ensuring information security.

The Effect of Lean Training Program for First Line Nurse Managers on their Knowledge, Readiness for Lean Transformation and Lean Culture in Healthcare

The Effect of Lean Training Program for First Line Nurse Managers on their Knowledge, Readiness for Lean Transformation and Lean Culture in Healthcare

Leadership Styles of First-line Nursing Managers and Their Relationship to Characteristics of A learning Organization from Nurses prespective .

Leadership Styles of First-line Nursing Managers and Their Relationship to Characteristics of A learning Organization from Nurses prespective .

CN82 Nurses management of malnutrition risk in cancer patients: The importance of screening tools

CN82 Nurses management of malnutrition risk in cancer patients: The importance of screening tools

First-line Nurse Managerial Competence and Its Influencing Factors in Public Jordanian Hospitals

Background: First-line Nurse Managers (FLNMs) occupy pivotal positions within healthcare systems, responsible for various administrative and caregiving functions. While FLNMs are integral to efficient healthcare services, their competencies and the factors influencing them still need to be explored in this region. In light of the need for more research on FLNM competencies in Jordan, this study is paramount for advancing healthcare in the country.Purpose: This study aimed to analyze FLNM competencies and its influencing factors within the unique context of Jordan's healthcare system.Methods: As a cross-sectional study, the research leveraged online platforms to disseminate the 130 FLNM to three Jordan's central region public hospitals with random sampling method. FLNM questionnaire was used to collect the data. Univariate analysis comprised numerical data (M, median, mode, SD) and categorical data (percentage and proportion). Pearson, independent t test and multiple linear regression were used to analyzed the data.Results: Based on responses from 130 FLNMs, the study's results demonstrated their average age to be approximately 37.8 years, with a significant proportion holding master's degrees, indicating a highly educated cohort. Notably, many FLNMs were charge nurses, reflecting their extensive experience and commitment to enhancing their leadership competencies. The study found no significant correlation between age and FLNM competencies, suggesting that competence is not solely contingent upon years of experience or age (p>0.05). The research revealed the highest to the lowest significance in FLNM performance were leadership training (b=21.15, 95%CI=7.70-34.60, p=0.002), gender-based disparities (b=16.50, 95%CI=4.41-28.58, p=0.008) and social status (b=7.86, 95%CI=1.13-14.60, p=0.02), respectively. Conclusion: This gender difference may be influenced by cultural or contextual factors unique to the Jordanian healthcare landscape, warranting further exploration. The research highlights the need for tailored training and support programs to improve the competencies of FLNMs in Jordan's healthcare system, highlighting gender-based differences and the need for personalized healthcare management strategies to improve healthcare quality.

Migration Intentions, Practice Environment, and Satisfaction among Nigerian Nurses: A Case Study

Background: Nursing workforce migration is a function of the nursing practice environment and satisfaction with the general situation of their country of practice. There is a need to provide empirical data on the intent to migrate among nurses and satisfaction with the working environment in Nigeria.Purpose: This study assessed migration intention, favorability of practice environment, and level of satisfaction with the Nigerian environment among nurses in a private teaching hospital in Nigeria.Methods: This descriptive cross-sectional study recruited participants using a simple random sampling technique. In all, 124 nurses participated in the study. Data was collected using the migration intention questionnaire, nursing practice environment scale, and satisfaction with Nigeria environment questionnaire. All ethical principles were adhered to. Data was analyzed using Statistical Package for Social Sciences. Descriptive statistics (frequency, mean and standard deviation) were used. Results: An overwhelming majority (95.2%) have the intention to migrate to other countries with 63.6% of them already in the migration process. Canada (34.8%) and the United Kingdom (33.9%) were the most sought-after countries. Nurse manager ability, leadership, and support scored highest on the favourability of the nursing practice environment (2.92±0.80) while staffing and resources inadequacy has the lowest score (2.63±0.68). Overall, 75.8% of the nurses describe their practice environment as favourable. Political conflicts and wars are the most dissatisfying areas of Nigeria's environment. Also, the majority 61.3% were dissatisfied with the Nigerian environment.Conclusion: The majority of the nurses who participated in the study are planning to migrate to another country. The majority of the nurses are not satisfied with Nigeria’s environment and they opined that their practice environment is unfavourable. There is a need to make the nursing practice environment more favorable to the nurses.

COVID-19 Stressors and Resilience Among Nurse Leaders.

The COVID-19 pandemic introduced many new stressors to nurses in general, yet little is known about COVID-19-related stressors and resilience among nursing leaders. The aims of this study were to explore (1) the COVID-19-related stressor and resilience by personal and work demographics, (2) the relationship between COVID-19 stressors and resilience, and (3) resilience strategies used by leaders and their recommendations to other nurse leaders. This descriptive, cross-sectional study employed an electronic survey to measure COVID-19-related stressors and resilience and included qualitative open-ended questions. A total of 57 nurse leaders responded to the survey. Nurse leaders who were female, African American, chief nurse executive or nursing director, and had more than 10 years of experience reported highest COVID-19 stress in most of subscales. Nurse leaders who were male, African American, chief nurse executive or nursing director, and had more than 10 years of experience reported highest resilience scores. Nurse leaders with higher resilience levels had lower levels of COVID-19 stress in all subscales. Nurse leaders reported the top 3 resilience strategies as (1) prayer and faith, (2) social support, and (3) self-care and the top 3 recommendations to other nurse leaders as (1) disconnect, (2) positive and creative thinking, and (3) self-care.

Exploring Determinants of Nurse Retention: The Influence of Personal and Professional Values, and Work Environment in Predicting Intent to Leave.

Nurse retention remains a pivotal issue, necessitating urgent strategies aimed at the recruitment and retention of highly qualified nurses. However, there is limited knowledge regarding the influence of nurses' personal and professional values, along with work environment, on predicting intent to leave an organization. Utilizing a secondary analysis approach, this study employed logistic regression to predict intent to leave among registered nurses (n=671) using results from the Short Schwartz's Value Survey, the Nurses Professional Values Scale-3, and the Practice Environment Scale of the Nursing Work Index. Regression analysis indicates that the work environment including "Participation in Hospital Affairs" (B=-.665, odds ratio=.514), "Nurse Manager Ability, Leadership, and Support" (B=-.448, odds ratio=.639), and "Staffing and Resource Adequacy" (B=-.589, odds ratio=.555) are significant predictors of nurses' intentions to leave. Establishing and maintaining supportive work environments is essential for retention, highlighting the importance of effective leadership.

Moderating Effects of Information Literacy Ability in The Relationship Between Resilience and Nursing Management Competency of Nurse Managers in Small and Medium-Sized Hospitals

This study aimed to explore ways to improve the nursing management competency of nurse managers in small and medium-sized hospitals and examine the relationship between variables based on information literacy ability in the structural model linking the resilience of nurse managers and nursing management competency. The data was collected from November 6, 2023, to December 6, 2023, using cluster sampling in four cities with similar urban settings, and surveys were conducted with the consent of nurse managers working in small to medium-sized hospitals with 100 to 300 beds. A total of 207 collected data points were analyzed using the moderating effect technique of structural equation modeling. The hypothesis testing results revealed that nurse managers in small and medium-sized hospitals partially affect on nursing management competency. Furthermore, it was observed that the impact of nurse managers' resilience on nursing management competency varies based on their level of information literacy ability. Therefore, it is recommended that combined training in interpersonal skills and information literacy is offered to develop a competency improvement program for nurse managers in small and medium-sized hospitals.

Mediating Role of Evidence-Based Nursing Competence Between Specialist Nurses' Information Literacy and Innovative Behaviour: A Multicentre Cross-Sectional Study.

To investigate the levels of information literacy, evidence-based nursing competence and innovative behaviour in specialist nurses, determine the impact of information literacy and evidence-based nursing competence on the innovative behaviour of specialist nurses and to analyse the mediating role of evidence-based nursing competence between information literacy and innovative behaviour among specialist nurses. A multicenter cross-sectional design. In March 2024, a survey was conducted on 313 specialist nurses in four tertiary Grade A comprehensive hospitals in China. Data collection involved the utilization of general demographic questionnaire, the Information Literacy Questionnaire, the Evidence-Based Nursing Competence Scale and the Nurse Innovation Behaviour Scale. The data were analysed using IBM SPSS26 and Amos28 software. Specialist nurses scored above average in information literacy, evidence-based nursing competence and innovative behaviour. Information literacy significantly positively correlated with innovative behaviour. Evidence-based nursing competence also positively affected innovative behaviour and partially mediated the relationship between information literacy and innovative behaviour. This research indicated that specialist nurses exhibited above-average levels of evidence-based nursing competence, information literacy and innovative behaviour. Both information literacy and evidence-based nursing competence positively impacted innovative behaviour, with evidence-based nursing competence playing a significant mediating role between information literacy and innovative behaviour. The findings suggest that nursing managers should focus on enhancing information literacy and evidence-based nursing competence in specialist nurses. Improving these abilities will support the implementation of innovative practices and advance the nursing field. The research findings were presented in strict accordance with the STROBE statement. Not applicable. It provides reference guidance and theoretical basis for global nursing managers to formulate targeted interventions, so as to effectively enhance the innovative behaviour of specialist nurses.

Nurses and Managers' Time Management Skills Assessment: A National Survey in the Italian Healthcare Setting.

One of the key strategies for the success of health organizations currently resides in the ability to develop advanced competencies in time management. Individuals who are able to spend their time efficiently are those who do not focus on a single issue within the allotted time but rather spread their time among several tasks. This study aims to investigate the attitudes, beliefs and knowledge towards the time management of nurses (clinicians, first-line and middle-level nurse managers) in their daily work. A descriptive, cross-sectional survey was conducted in private and public settings across Italy. Time management was assessed using the University "G. D'Annunzio" of Chieti-Laboratory of Business Psychology's Questionnaire. Among the respondents (N = 74), 67.6% were female, and the age range was 51-60 years (40.5%). The three reported sections (Time management, Health conditions and Ability to delegate) showed several items with statistical significance (p < 0.05). Anxiety, stress and negative perceptions are statistically related to time management skills and knowledge. Healthcare institutions and regulatory bodies should provide resources and support to nurses and managers to improve their time management. The topic is of paramount importance and forms the basis of all work performed.

Right-Sizing Nurse Manager Span of Control: Finding a Formula for Success

Right-Sizing Nurse Manager Span of Control: Finding a Formula for Success

Work life-related loneliness among nurse managers and its effect on life satisfaction: Turkey's example.

To determine the effects of perceived workplace loneliness on life satisfaction among nurses working as managers. Nurses working as managers often encounter negative situations, and their consequences extend beyond their professional responsibilities to encompass nonprofessional domains, including life satisfaction. This study enrolled 158 nurse managers (NMs) after gaining their consent. Data from the descriptive cross-sectional study were obtained using the "Descriptive Information Form," "Loneliness in Work Life Scale," and "Life Satisfaction Scale." The relationship between relevant scales was assessed using Pearson's correlation analysis and multiple linear regression. A moderately strong, negative, and significant relationship was observed between work life-related loneliness and life satisfaction among NMs. Multiple regression analysis revealed that three independent variables-two LAWS subscales and the job satisfaction status-significantly affected NMs' life satisfaction (adjusted R2=0.39, p<0.001). Perceived loneliness and professional satisfaction are important predictors of life satisfaction among NMs. Thus, it is crucial to determine the factors that negatively affect the professional satisfaction and perceived loneliness of nurses working as managers and to implement psychosocial interventions in such cases. This study demonstrates the significance of identifying problems in the professional lives of NMs, who are involved in planning nursing services and implementing interventions to address these problems.

The relationship between clinical decision-making levels and self-efficacy levels of operating room nurses

BackgroundClinical decision-making and self-efficacy levels of operating room nurses are critical for patient care quality and safety. ObjectiveThis study aims to examine the relationship between clinical decision-making levels and self-efficacy among operating room nurses and to identify factors influencing these two key components of nursing practice. MethodsA cross-sectional descriptive design was used to survey 94 nurses working in surgical wards at Ankara University Medical Faculty Hospital. Data were collected using the Clinical Decision Making in Nursing Scale (CDMNS), General Self-Efficacy Scale (GSES), and a demographic information form. Data were analyzed using descriptive statistics, correlation analysis, and group comparisons. ResultsA significant positive correlation was found between clinical decision-making ability and self-efficacy (r = 0.355, p < .0001). Nurses with higher education levels demonstrated significantly greater clinical decision-making skills (p < .005). Nurse managers reported significantly higher self-efficacy levels compared to scrub/circulating nurses (p < .05). Age was positively correlated with self-efficacy (r = 0.373, p < .0001) but not with clinical decision-making ability. ConclusionThe research indicated that self-efficacy levels correspond with clinical decision-making capabilities of the operating room nurses. Higher education levels of the practitioners enhanced their clinical decision-making abilities. Nurse managers had higher self-efficacious beliefs than the scrub or circulating nurses. Age was positively associated with self-efficacy, but not with the scores on clinical decision-making abilities. The results of this study nurse leaders have higher GSES and CDMNS scores because they are experienced nurses with higher education degrees.