Role Of Nurses In Management Research Articles

Nurses’ Perception toward the Relationship between Just Culture and Patient Safety Activities: A Literature Review

Purpose: This review aimed to explore “Just Culture”, patient safety, and the relationship between them from nurses’ perceptions working in healthcare settings. Also, to highlight recommendations for nurse managers regarding the explored concepts and provide evidence-based resource guiding future researches and nursing practice. 
 Methodology: EBSCOhost, PubMed, and Clinical Key for Nursing were the databases selected for this review, accessed directly or through available online libraries.
 Findings: A total of 21 studies met the screening criteria and were included. Studies recruited multiple levels of nursing positions, conducted in different countries and healthcare settings. Two themes were developed accordingly: Nurses’ perceptions toward “Just Culture” and Nurses’ perceptions toward patient safety. 
 Unique Contribution to Theory, Practice and Policy: The relationship between “Just Culture” and patient safety from nurses’ perceptions is found to be correlated with high or low nursing performance. Healthy work environments that foster “Just Culture” achieve desirable safety outcomes. The major role of organizational and nursing management is creating positive workplace cultures that maintain patient safety. Additionally, it is crucial to establish policies that demonstrate fair responses to incidents, adopt rational investigations based on balanced accountability, and avoid unjustified blame for nurses. “Just Culture” should not be promoted as a blame-free approach but as a balanced accountability. Hence, these managerial endeavors should encourage the voluntary reporting of incidents by nurses for learning and improvement purposes while nurses remain accepting their responsibility at the level they contributed to that incident.

The Role of Nurse Managers to Overcome Challenges Facing them During COVID-19 Pandemic

The Role of Nurse Managers to Overcome Challenges Facing them During COVID-19 Pandemic

Nurse managers' strategies promoting a Fundamentals of Care-based approach among nurses: A scoping review.

In the last few years, shortcomings in caring for patient needs have promoted a growing interest in the Fundamentals of Care (FoC) to promote the quality of nursing care. However, which strategies nurse managers should implement to facilitate a FoC-based nursing care approach have not been mapped to date; therefore, the intent of this study was to map those strategies related to the nurse manager role that have been documented as being capable of promoting (or hindering), a FoC-based approach among nurses. A scoping review following the Preferred Reporting Items for Systematic Review and Meta-Analysis - Extension for Scoping Reviews (PRISMA-ScR) guidelines. The PubMed, CINAHL, Cochrane Library, Scopus and Web of Science databases and the conference proceedings of the International Learning Collaborative 2022 Annual International Conference were consulted. Studies exploring the relationship between FoC and nurse managers using any methodology, published from 2008 (year of birth of the FoC movement) to September 2022, in Italian or English, were eligible for inclusion. Findings were categorized narratively, according to their similarities and differences. Four qualitative studies, four discussion papers, two reviews and one mixed-method study, published from 2017 to 2021, predominantly in Australia, were included. Several strategies have emerged as promoting a FoC-based care approach by nurse managers. At the macro level, there is a need to disseminate a culture of attention towards patients that should be incorporated in the strategy of the entire system; moreover, synergies and effective leadership styles should be promoted by also providing education both in the undergraduate and continuing education settings. At the micro levels, among others, the required resources should be available, and the quality of the environment promoted. Nurse managers may facilitate a FoC-based approach among nurses through a set of strategies that should be included and considered in their educational pathways.

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.

Factors associated with millennial nurses’ intention to pursue formal leadership roles: a cross-sectional study

PurposeThis study aims to examine the level of intention to pursue formal nursing leadership roles among millennial nurses and to identify the different factors that may play a role in their intentions to pursue such roles.Design/methodology/approachThis study used a multi-center, cross-sectional research design. Registered nurses born between 1980 and 2000 (n = 1,377) who worked in 23 acute care hospitals in Oman were included in this study. Data were analyzed using descriptive statistics and multiple linear regression. Data were collected between July 2019 and January 2020.FindingsNearly 70% of millennial nurses researched their intention for career advancement to assume nursing leadership responsibility. Factors associated with nurses’ intention to pursue formal nursing leadership roles were the type of nursing degree held (having a bachelor of science in nursing degree), type of hospital facility affiliation (teaching hospital), previous leadership experience, structural empowerment (access to support, opportunity and resources), work satisfaction and job burnout.Originality/valueMillennial nurses, who represent the largest segment of the nursing workforce, have begun assuming nursing management and leadership roles; however, little is known about the factors affecting their intentions to pursue these roles. The findings of this study revealed different factors (both modifiable and nonmodifiable) influencing millennial nurses’ intentions to pursue formal leadership roles.

The Role of the Wider Organization and Community in Meaningful Nurse Manager Recognition

The span of control of the nurse manager role argues for an interdependent approach to generate meaningful nurse manager recognition. As part of a larger descriptive qualitative study, nurse managers, directors, and chief nursing officers (CNOs) were interviewed using open-ended semistructured questions to examine a culture and climate of meaningful recognition. The purpose of this article is to advance the call to improve nurse manager recognition by the wider health care organization and community. Triggers and best practices to enable nurse manager recognition are presented based on observations with key stakeholders: CNOs, the C-suite, internal departments, and the wider community.

The Perioperative Nurse Manager's Role in Quality Improvement and the Barriers and Facilitators Impacting their Engagement: A Mixed Methods Approach

The Perioperative Nurse Manager's Role in Quality Improvement and the Barriers and Facilitators Impacting their Engagement: A Mixed Methods Approach

Role of Nurse Managers’ Sustainable Management Behaviors in Building Sustainability Consciousness among Nurses

Role of Nurse Managers’ Sustainable Management Behaviors in Building Sustainability Consciousness among Nurses

Nurse manager support of graduate nurse development of work readiness: An integrative review.

To systematically review relevant literature to identify how Nurse Managers support graduate nurse work readiness. Graduate nurses face many difficulties when transitioning from student to qualified nurse. Nurse managers establish workplace culture through leadership styles, yet little is known about how they can best support graduate nurses to transition to professional practice in the acute hospital environment. A five-step, systematic integrative review reported in accordance with the PRISMA 2020 Checklist. The steps of the review method included (1) problem identification, (2) literature search, (3) data evaluation and quality appraisal, (4) data extraction and analysis and (5) presentation. Analysis used the Framework method and was guided by theory of graduate nurse work readiness and the Theoretical Domains Framework. MEDLINE COMPLETE, Cumulative Index to Nursing and Allied Health (CINAHL) Complete, ERIC and PSYCINFO searched in December 2020. Studies eligible for inclusion (N= 40) represented research from 15 countries; most (67.5%, n= 27) used a qualitative design, 22.5% (n= 9) were quantitative and 10% (n= 4) used mixed methods. Three themes related to the social constructs and local area work environments influenced by nurse managers emerged: supporting people, supportive environment and supporting learning. The review identified a lack of robust evidence about the effectiveness of specific nurse manager-led strategies to support development of graduate work readiness. However, the findings provide a framework to guide nurse managers in supporting graduate nurses and provide a foundation for further research about nurse manager roles in developing graduate work readiness. Previous research has described poor transition of graduate nurses as responsible for increased workplace errors, decreased job satisfaction and high rates of attrition. Exploring the role of nurse managers in graduate nurse transition is essential to ensure quality patient care and a sustainable workforce. What Problem Did the Study Address? Graduate nurses face many difficulties when transitioning from student to qualified nurse. Nurse managers establish workplace culture through leadership styles, yet little is known about how they can best support graduate nurses to transition to professional practice in the acute hospital environment. What Were the Main Findings? High rates of attrition are attributed to poor support during the initial transition phase of graduate nurses. Nurse managers can impact transition by providing a supportive environment, support learning and by providing a team of supportive people. Where and on whom will the research have an impact? The research will have an impact on graduate nurses and nurse managers. No patient or public contribution (integrative review exploring existing literature). This integrative review was registered with PROSPERO (CRD42021213142).

Reframing the Nurse Manager Role to Improve Retention

Nurse managers (NMs) play a vital role in practice environments and nurse, patient, and organizational outcomes. The role of the NM is demanding and within the past 5 years intention to leave and turnover has greatly increased. There have been inconsistent measures of reasons for leaving making it challenging to understand why managers are leaving and how to accurately address these reasons. This article details an ordinal measure of reasons for leaving from a 2017 research study, and discusses implications in relation to the current context and how the NM role should be reframed for the future.

The Nurse Manager Role of Yesterday, Today, and Tomorrow: A Qualitative Study in an Academic Health System

COVID-19 has presented health care providers, including nurse managers (NMs), with unprecedented challenges. The purpose of this study was to explore the perception of the future NM role in an academic health system peripandemic and identify variability in levels of experience. This was a qualitative phenomenological multisite study. The study did show that regardless of the level of experience, opportunity and resources are needed for leadership development, innovative communication strategies, contemporary business acumen, and workforce wellness techniques. This study identified competencies that NMs deemed important. Additional longitudinal research is needed to ensure that the role remains contemporary.

Effectiveness of a case management model for people with multimorbidity: Mixed methods study

The aim was to determine the impact of a case management model on indicators of health service utilization, polypharmacy, quality of life and dependency of patients with multimorbidity, and family caregiver overload in a group of patients insured with two insurance companies in the city of Bogotá (Colombia). This was a mixed methods study, which integrated a quantitative and qualitative component. The study was conducted between July 2019 and March 2020. A quantitative component is based on a pre-experimental study with a single group and pre- and post-test measurements. Patients with multimorbidity with a medium or high level of complexity were included in the study. A sample of 317 patients and their caregivers was estimated. Following the completion of the intervention, a descriptive study that explored the perspective of nurses, patients and caregivers was developed to better understand the process and results from their own words and experience. A total of 17 dyads of patients and caregivers were interviewed, as well as six nurse managers. The integration strategy was developed based on a comparison made from the perspective of multiple stakeholders. The model's impact on quality of life, particularly in terms of social functioning and mental health, has been documented. Caregiver overload was reduced and an improvement in the adoption of the role was observed, aspects that converge with the experience of the dyads and the caregivers in the support and backing provided by the model. The intervention was structured in five modules: case detection, complexity screening, comprehensive assessment with various instruments, individualized care and follow-up plan, and plan assessment. The nurse manager role is confirmed as that of a professional with the leadership capacity to articulate disciplines and actors, whilst also dealing with the day-to-day needs of people with complex health conditions. A comprehensive and integrated approach to patients with multiple diseases in a health insurance context marked by access barriers and fragmentation of health services. The study provides quantitative and qualitative evidence of the benefits of the case management model in Colombia for patients with multiple diseases and their family caregivers, particularly in terms of the psychosocial dimensions of health-related quality of life and dependence assessment. A significant impact on the caregiver role, as well as an improvement in perception and trust in the health system, was observed as a result of the overcoming of administrative barriers achieved by the nurse case manager. The findings are considered to be extremely useful for decision-makers and insurers in developing a case management model focused on comprehensive and individualized care plans, as well as for individuals with multiple diseases and their caregivers.

Development and Evaluation of the "High-Up" Program for Enhancing the Nursing-Management Competency of Mid-Career Hospital Nurses: A Quasi-Experimental Study.

The aim of this study was to develop an educational program to strengthen the nursing management competency of experienced nurses who are prospective nurse managers and then determine the effectiveness of the program. This quasi-experimental study was conducted from January to April 2021. A total of 22 nurses were assigned to the experiment group (mean age: 26.55 ± 1.30 years; 2 males, 20 females), and 20 were assigned to the control group (mean age: 27.55 ± 2.04 years; 20 females). The program, known as the “High-Up” program, comprised problem-based learning (PBL) and video lectures. In the experiment group, nurses discussed PBL cases through video conferences and applied problem-solving methods. The collected data were analyzed using the Friedman test and Wilcoxon rank-sum test (administered through SPSS). At four weeks after the intervention, the experiment group showed higher critical thinking tendency scores than the control group (pre-intervention score: 3.48 ± 0.36; post-intervention score: 3.71 ± 0.49; Z = −1.99, p = 0.046). The findings indicate that the “High-Up” program can enhance the nurse management competency of experienced nurses who need to prepare for nurse manager roles, and that it can also positively influence the performance of nursing organizations. However, it can be difficult to comprehensively enhance nursing management competency in a short period of time, meaning continuous education is required.

Meaningful Recognition for Nurse Managers.

Nurse managers have played an instrumental and essential role in the successful delivery of patient care for decades. Often described as the "hardest job in healthcare," the importance of the nurse manager role is never more apparent during a crisis such as a national nursing shortage or a global pandemic. However, the nurse manager role and its contributions have gone unrecognized. The DAISY Nurse Leader Award is one way healthcare leaders can elevate and recognize nurse manager's contributions.

Expanding role of nurses in management of dementia in geriatrics: improving well-being of geriatric patients through quality nursing care

ABSTRACT The potential nurses role to include the recognition and management of dementia has been acknowledged. Practice Nurses are well-positioned to provide comprehensive dementia information and support so that people living with dementia are better equipped to self-manage their health and live well with dementia. However, treatment of geriatric dementia has become difficult owing to co-morbidities and cognitive and physical deterioration of these patients. Thus, geriatric dementia patients require special attention during care in homes and clinical settings. In modern medical practice, the role of nurse has become dynamic, ranging from education and personal care. The profession of nursing is considered as critical to meets the needs of the elderly population with dementia and ensure the delivery of high-quality care. Since nurses play such an important role in caring for these individuals, comprehensive reviews lack on their role and experience in geriatric dementia treatment and issues. This review summarizes the expanding role of nurses in the management of geriatric dementia in terms of nurse’s knowledge, role, communication, attitude and maintaining patient’s quality of life through diverse activities. Furthermore, we also explain the future direction for improving the nursing care to treat dementia in elderly population.

A SCOPING REVIEW: The role of the nurse manager as represented in the missed care literature.

To examine how the nurse manager role is represented in the literature on missed nursing care and what is known about the impact of the nurse manager on missed care levels. The literature to date on missed nursing care is focused primarily on structural and organizational antecedents, and on outcomes for patients, nurses and organizations. Very little research exists on the role of the nurse manager in relation to missed care. A scoping review using studies from four databases was conducted in 2019. Nurse managers have a role to play in relation to missed nursing care. Greater transparency around missed care, effective leadership skills and supportive relationships with staff can help reduce missed care. Nurse managers are ideally placed to influence levels of missed care. How they enact their leadership and management roles can help reduce incidents. By paying attention to nurses' concerns, managers may be better placed to understand levels of missed care. Guidance for nurse managers on monitoring levels of missed care, and the skills required to influence levels within their units are necessary.

Organizational Support for Nurse Manager Role Transition and Onboarding: Strategies for Success.

The aim of this study was to provide guidance on supportive nurse manager role transition practices. The nurse manager role is increasingly more complex and the workforce is increasingly less experienced. Wide variation in nurse manager role transition exists among organizations. Nurse managers are commonly hired without requisite knowledge and are expected to learn through experience. A mixed-methods approach was used to identify current and ideal organizational practices supporting the role transition of novice nurse managers. Effective role transition of new nurse managers begins with human resource policies that encourage graduate preparation for nurse managers. A supportive transition program includes didactic education for knowledge development and coaching of novice nurse managers in the application of new knowledge to clinical practice experiences. Rigorous program evaluation is recommended for sustainability. Nurse managers are the linchpins of organizations. Organizational leaders need to support their role transition for the success of the organization.

The value, impact and role of nurses in rheumatology outpatient care: Critical review of the literature.

As rheumatology nurses make substantial contributions to intensive management programmes following 'treat to target' principles of people with rheumatoid arthritis (RA), there is a need to understand the impacts of their involvement. A structured literature review was undertaken of qualitative studies, clinical trials and observational studies to assess the impacts of rheumatology nurses on clinical outcomes and the experiences of patients with RA and to examine the skills and training of the nurses involved. A structured literature review was conducted to examine the value, impact and professional role of nurses in RA management. The literature search identified 657 publications, and 20 of them were included comprising: seven qualitative studies (242 patients), nine trials (a total of 2,440 patients) and four observational studies (1,234 patients). In clinical trials, nurses achieved similar patient clinical outcomes to doctors, and nurses also enhanced patients' satisfaction of received care and self-efficacy. In the qualitative studies reviewed, the nurses increased patients' knowledge and promoted their self-management. The observational studies studied examined found that nursing care led to improved patients' global functioning. The nurses in the various studies had a wide range of titles, experiences and training. Our structured literature review provides strong evidence that rheumatology nurses are effective in delivering care for RA patients. However, their titles, experience and training were highly variable. There is a convincing case to maintain and extend the role of nurses in managing RA, but further work is needed on standardisation of their titles and training.

Stress and coping strategies among nurse managers

Background: The role of Nurse Managers (NMs) is dynamic, multifaceted and complex thus, exposing NMs to high levels of work-related stress which seriously impact general wellbeing, and organizational outcomes.Methods: A quantitative cross-sectional approach was employed to examine the phenomenon of stress among NMs in 38 selected hospitals. Census approach was used to collect data from 267 NMs. Descriptive and inferential statistics were performed to describe the sample and established the predictors of stress.Results: The main causes of stress among NMs are a shortage of staff (94.4%), poor working conditions (91.8%), inadequate management support (89.9%) and heavy workload (89.15%). NMs experienced all the types of stress (psychological, emotional and physical). The major stress coping mechanisms are time management (91.8%), effective communication (91%) and delegation of duties (89.5%) while excessive eating (18.4%) is the least strategy used. Sociodemographic characteristics together explained 6.4% of stress among NMs [R2 = .064, F(6,241) = 2.676, p = .016].Conclusions: Senior managers of hospitals should create a favourable working environment for nurses and the appointment of NMs should be based on experience and competence. Implication for Nursing Practice: Stress among healthcare managers especially, NMs is very common. This current study has extensively proven that stress among NMs affects their general health as well as patient safety and quality of care. Training on stress management should be organized regularly for hospital staff particularly, NMs to enable them to cope better with stress.

The Role of Nurse Managers in the Adoption of Health Information Technology: Findings From a Qualitative Study.

This study aims to investigate the role of nurse managers in supporting point-of-care nurses' health information technology (IT) use and identify strategies employed by nurse managers to improve adoption, while also gathering point-of-care nurses' perceptions of these strategies. Nurse managers are essential in facilitating point-of-care nurses' use of health IT; however, the underlying phenomenon for this facilitation remains unreported. A qualitative descriptive study was conducted with 10 nurse managers and 14 point-of-care nurses recruited from a mental health hospital environment in Ontario, Canada. Inductive and deductive content analyses were used to analyze the semistructured interviews. Nurse managers adopt the role of advocate, educator, and connector, using the following strategies: communicating system updates, demonstrating use of health IT, linking staff to resources, facilitating education, and providing IT oversight. Nurse managers use a variety of strategies to support nurses' use of health IT. Future research should focus on the effectiveness of these strategies.